How Kristiansand educates immigrants for a health care job

On October 27th 2011, the final conference of DCNOISE took place. This was our last opportunity to exchange experiences with our European colleagues. We were especially interested in the 'secrets' behind the success of the Norwegian labour market project for immigrants. In this project, 25 people with different nationalities participated in a training programme towards a certificate as health care workers.

This is the report of an interesting discussion with Svein Oderud and Torfinn Tørresen, the Norwegian representatives of this project.

In Kristiansand, many immigrants are highly motivated to find a job. The municipality promised them a 4-years track in which they receive two years of professional training (3 days a week they attend school, two days internship) and a two-year apprenticeship in a health care institution. The municipality is their employer and pays their salary. After those four years they can apply for a regular job in health care.

Partners with the same goal

From our own experiences, we know that it is very important which organizations are involved and how they cooperate. In the Norwegian project, the municipality, the school and the registration office, which offers social work as well as social security benefits, collaborate. They are strongly committed to the project and their interests are the same. Svein and Torfinn think that, next to the organisational commitment, the personal contacts between the participants might even be more important.

Who fits in the project?

The candidates were nominated by the social work office. In an interview they were tested on English language and mathematics. Most applicants had a good education in their homelands. Perhaps more important is that they are highly motivated for a health care job. In fact they all applied voluntary, they are not forced by any institution e.g. the social benefit office. This way, a group of 25 people was selected out of 40: 20 women and 5 men. Most of them are around 30 years old.

Do they need extra support compared to Norwegian trainees?

After an intensive introduction period, they start working in the institution. At work they have a mentor. This mentor is always available for them and keeps a close eye on them: he/she 'owns' them. The mentor interacts closely with the school teachers as well. For any problem, school related, work related or in their personal life, support is available at the social work office.  

Also, extra effort is put into the future colleagues of the candidates. In advance, they were informed with a campaign about the new colleagues. The emphasize on the need for extra personnel in the future, created a positive attitude towards the immigrants. In fact they were ‘hand raising’ when they came!

The long term results

After the 4-years track they can apply for a regular job. Most of the time this job will be in the institution where they did the track. The employer selects them in the same way as they do with regular Norwegian applicants. Svein and Torfinn expect that all candidates will get a permanent job.

What can we learn for the Norwegian approach?

Our impression is that the Norwegian success comes from a true believe that, with some extra effort, new groups on the labour market suit the Norwegian standards. The discussion we had was saturated with respect for the new employees, for the existing staff and for the health care receivers.