Strategic documents concerning current job market situation and documents dealing with Ageing Policy

Ageing Policy in the Czech Republic 2015

Politika přípravy na stárnutí v České republice 2015. 2016, MPSV: 

Link: http://www.mpsv.cz/files/clanky/24024/Brozura_starnuti_screen.pdf

The Key parts of the document: 

• Part 3.4 Employment of Older Workers and Elderly People

Employment is a key variable for ensuring an economic stability and prosperity of the current societies. Demographic changes increase significance of the role of older employees in the labour market, including prolongation of the economic activity even after retirement. Therefore, an ideal is “occupational longevity”, supported by sufficiency of job opportunities for people who can and want to work, have a corresponding qualification for their work and the state of their health is satisfactory. However, employment of older workers and older persons often copes with topics such as a changing work performance, qualification obsolescence, changes to the ability to adapt. These factors are further worsened by an insufficient offer of flexible employment which is regarded as one of the possible ways of adaptation to specific demands of ageing. The adaptation itself is then worsened by commonly missing longterm preparation for ageing both on the part of employees and on the part of employers. In relation to population ageing, a requirement arises

for convenient modification of the pension system which will support an effective utilisation of the labour force potential.

Selected measures:

Improving quality of information service regarding pension and health insurance system for citizens;

Expanding the offer of appropriate retraining programmes for older workers;

Raising awareness of the offer of available age management instruments, including a possibility of their implementation into in-house instruments of human resource management and development, in compliance with the Employment Strategy until 2020.

• info box 3.4.2 Good Practice: Project “Age Management Implementation in the Czech Republic” 

National Action Plan for Positive Ageing for the Period 2013–2017

Národní akční plán podporující pozitivní stárnutí pro období let 2013 až 2017. 2014, MPSV:

Link: http://www.mpsv.cz/files/clanky/21727/NAP_EN_web.pdf

http://www.mpsv.cz/files/clanky/20851/NAP_311214.pdf 

• Part D. EMPLOYMENT OF OLDER WORKERS AND SENIORS

Strategic Objective D2: Extend the professional career of workers and motivate them

to a postponement of the retirement by amending legislative conditions, support employers

to highlight the Age Management concept at workplaces and fight against the occurrence

of age discrimination.

South Moravian Region Development Program 2014-2017

Program rozvoje Jihomoravského kraje 2014–2017. 2014, Jihomoravský kraj: 

Link: http://www.kr-jihomoravsky.cz/Default.aspx?PubID=212277&TypeID=2

(available only in Czech) 

• Part 4.3 The Unemployment

Declining mortality in the Czech Republic and South Moravia and increase life expectancy has resulted in an aging population, which in recent years has frequently discussed problem not only in the Czech Republic but also in other developed countries. South Moravian Region belongs within the country to regions with an older age structure. In 2012 he occupied the fifth position in the ranking of the oldest counties by age index for Prague, Zlin, Pilsen and Hradec Králové Region. Conversely, a region with far predominant part of the population are Ustí Region and the Středočeský Region.

Indicator index includes, besides the age of the population over 65 years, a children’s component, and therefore its value is also affected by the number of children in the population, which in the second half of the 21st century increases. In the context of the development of the Czech Republic are mainly city and peripheral areas that have a high index of old age. In the South Moravian region it has a high index of aging affect mainly the city of Brno, where the index value significantly exceeds the regional and national average and is likely due to inferior positions across the region. A high index of aging has also township Hodonin, which in turn is an example of peripheral areas with a high number of elderly people, and losing young population migration. The most favorable situation is in the Znojmo and Brno-country, which moves young population.

Future development of the South Moravian region in terms of age structure is not favorable, the Czech Statistical Office estimated in its projection, which does not include migration of long-term increase in the proportion of the age group over 65 years, up more than 35% share in 2060. Also interesting is the expected increasing the proportion of the population aged 80 and over, which could in the second half of the century to achieve a 50% share of the population aged 65+.

Czech population as a whole is aging (the average age of the population), while share of post-productive part of the population (population older than 65 years). Although the current situation is favorable and productive population dominates component (nearly 70%), due to the low fertility rate and increasing life expectancy will in the coming years be increasing proportion of post-productive population component. An increasing proportion of elderly people in the population entails increasing dependency ratio, increased demands on the provision of health and social services need to reform the pension system and retirement.

Jobseekers in the South Moravian region in comparison with the whole republic are younger and more educated. A total of 40.9% of the candidates are younger than 34 years (in the CR 39.9%), 6.3% have a university education (in the Czech Republic 5%) and 24.9% complete secondary education (23.2% in the Czech Republic). Although the structure of employed persons educated prevail, educated population is higher than the labor market can absorb. The situation is similar in the capital and it can be assumed that higher unemployment among young and educated people connected with the high level of education of the population. However, if we relate the number of unemployed university graduates to the number of university-educated people in the population (only rough comparison, data on population education are for 2001), the situation in the South Moravian Region (4.6%) lower than in the Czech Republic (3.6%) and Prague (2.6%). The numbers are for the South Moravian Region unfavorable especially in terms of number of unemployed graduates, which in 2010 was 6.1% compared to 5.5% in the Czech Republic and 4.6% in Prague. A total of 16% of the total number of unemployed graduates accounted for undergraduates (14% in the Czech Republic, in Prague 20%), 22% of secondary school graduates (from 5.3% of schools; Czech Republic 21% of grammar 4.6%) and 28% of those with a vocational certificate (in the Czech Republic 27%).

A comparison of the structure of job seekers among the districts of the region in 2009 (high unemployment conditioned by the economic crisis), it is evident that the inability to meet the needs of the labor market of young and educated people is not just a temporary problem caused by the economic crisis, but a long-specific characteristic of the labor market South Moravian region.

(Source: South Moravian Region Development Program 2014-2017, page 58) 

Job seekers in South Moravia in the Czech Republic by age and education in 2010 (share in the total number of candidates in %) Categories of applicants Czech Republic South Moravian Region

Source: South Moravian Region Development Program 2014-2017 

• Priority 3: Attractive region for residents, visitors and investors
• Measure: 3.a.9 support programs and projects placement difficult to employ groups of people into the labor market
• Measure: 3.c.5 Improving the quality of educational programs for all types of learning and adapting to the needs of the labor market
• Measure: 3.c.18 Public education and promotion of lifelong learning
• Measure: 3.c.19 Expanding supply and improving the quality of lifelong learning and support to institutions providing continuing education)
• Measure: 3.c.20 Increasing the adaptability of workers to the labor market (retraining, etc.).

Human Resources Development Strategy of South Moravian Region 2016 – 2025. 2016

Strategie rozvoje lidských zdrojů Jihomoravského kraje 2016 – 2025. 2016, Jihomoravský kraj: 

Link: http://www.kr-jihomoravsky.cz/Default.aspx?ID=291054&TypeID=2 (available only in Czech) 

Through active employment policies are supported and retraining for young people, but also for workers in the elderly who have lost their jobs. With the re-qualification and the ability to work (work ability) is closely related age management that is management taking into account the age of the employees, the aging population and the increasing age of retirement and gets more and more into the forefront. With the change in the age structure of the population is also changing the structure of the workforce. The aim of Age Management is setting activities and measures that should encourage comprehensive approach to addressing the demographic situation and demographic change in the workplace. Such measures should then first ensure that every worker had the opportunity to exploit their potential and not be disadvantaged because of his age. So Age management strategies can be routed to all age groups of workers: beginning, middle age, even those who are slowly terminating his working career (page 55).

• PRIORITY AXIS 2. DEVELOPING HUMAN POTENTIAL AND SOCIAL INCLUSION

Priority 2 focuses on the social aspects of human resources in the region. Emphasis is placed on the potential of people to promote personal development and integration into society, plays an important role prevention activities. This will include activities associated with changes in the demographic structure of society, aging populations and active aging. Priority axis includes the integration of foreigners.

Circuits and strategic measures Priority Axis 2 Development of human resources and social

inclusion

• 2.1.1 Development of methods and practices of age management
• 2.1.2 Advice, information and raising awareness in the field of age management
• 2.1.3 Applying age management organizations in the region

(page 115) 

E U R O P E 2 0 2 0: A European strategy for smart, sustainable and inclusive growth. 2010, EUROPEAN COMMISSION:

Link:http://ec.europa.eu/eu2020/pdf/COMPLET%20EN%20BARROSO%20%20%20007%20-%20Europe%202020%20-%20EN%20version.pdf

 Strategy 2020 now represents a major program of the Union, and focuses on six key objectives:

• an overall employment rate of 75% for the age group 20-64 years,
• achieve a female employment rate of 65%;
• employment rate of older workers of 55%
• reduce unemployment among persons aged 15-24 years by one third compared to 2010,
• reduce unemployment among low-skilled persons by a quarter compared to 2010,
• increase labor productivity by 20% compared to 2010.
• Each of the member countries have to develop their own national targets. In the field of employment
• The Czech Republic has decided to carry out the following tasks:
• an overall employment rate of 75%
• achieve a female employment rate of 65%;
• employment rate of older workers of 55%
• reduce unemployment among persons aged 15-24 years by one third compared to 2010,
• reduce unemployment among low-skilled persons by a quarter compared to 2010,
• increase labor productivity by 20% compared to 2010.

(Source: Age management: jak rozumět stárnutí a jak na něj reagovat. Možnosti uplatnění age management v České republice. 2015, AIVD., str 35.)