More Tees, please!

The Training and Exposure Experience Scheme is an initiative by the Employment and Training Corporation being run in collaboration with the Malta Employers' Association. The aim is to provide training and finding productive employment for those who are unemployed and are over 40.

Following its launch in June 2002, a number of candidates followed a training programme and were successful in finding a placement in productive employment. Recently, the first batch of successful candidates attended a ceremony during which they were given certificates of attendance.

The average age of those who joined Tees was 50. One may ask whether the end result of this scheme - there have been just 31 successful placements so far - was worth the effort and the expense incurred.

A cost benefit analysis of the scheme would have to weigh the cost of running the scheme against the resulting economic and societal benefits. Among the benefits one would have to take into account the savings in welfare payments both during the placement period and during the course of the candidates'future employment.

There is also the contribution of their production to the gross dometic product, which will continue to be generated so long as they remain in employment, plus the psychological benefits to the candidates themselves as well as their families. During the certificate award ceremony, I was impressed by a brief address given to the audience by one of the newly-employed persons who followed the Tees programme.

At 59, this gentleman managed to complete his training successfully and is currently working in project management with a building contractor.

He communicated the message that age should not be a limiting factor for seeking employment and urged the older unemployed to be motivated into seeking productive work. His address was inspirational and it is a pity that the audience did not include the many other unemployed over 40 who opted not to join the scheme.

The number of placements may, for various reasons, have fallen short of expectations but, even so, the medium-term returns may justify the expense.

It should also be considered that the first intake of candidates served as a pilot exercise and was a learning experience to all parties involved. It is expected that, if the scheme becomes compulsory, and marketed more effectively with employers, the number of placements should increase substantially.

Tees will be part of a strategy whereby the older unemployed will be provided with the necessary assistance to find employment, but will also be a tool to screen out those who are not genuinely seeking to work.

The future of Tees looks promising, especially with the fund allocation boosted to close to €5 million by the EU. The successful candidates have a duty to sell it to those who might think that it is too late in their lives to undergo training, and perhaps to grasp an opportunity to change career.

Employers should recognise the potential resource within the ranks of the older unemployed and to avoid making generalisations about this segment.

There are also reasonable financial incentives in terms of subsidised costs of employment during the first three years of placement that should not be overlooked.

Employers should also note that because of the changing demographics of the working population, and the possible increase in the pensionable age in the near future, the average age of the working person is bound to increase. Tees is therefore a useful tool in tackling structural unemployment.

Mr Farrugia is director general, Malta Employers' Association