WGP

Facts & numbers

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Number of work experience places

The number of participants in the Philips Employment Scheme (Werkgelegenheidsplan, or WGP) has steadily grown since 2013 – the year in which the 12,500th participant came on board. In 2017, 123 participants were offered a workexperience position (in 2016: 64). This brought the total number of participants since the start of the WGP project in 1983 to 12,972. 
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Male/female distribution

In 2017, the percentage of women in the WGP once again increased compared to 2016 (73.4% male and 26.6% female). The main cause of this is the decrease in a number of Lighting factories, due to which comparatively more work-experience positions disappeared in the process industry, logistics and mechatronics.
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Average age

The participants’ breakdown by age shows a shift within the age 31-50 target group. In 2016, this was still 43.7%, yet in 2017 a reasonable growth took place to 54.5%. The labor market is improving, but we notice that it remains difficult for the over-50 target group to get a regular job. This also explains the stable average age of 39.6 in 2017 (2016: 39.5).
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Occupationally disability

Since 2009 we have made particular effort for this target group, such as the Wajong project in Drachten and the ‘CyberSecurity Employee’ workplace learning course for Wajongers with an autism spectrum disorder (ASD). We also see an increase in the number of new Wajongers attending the other workplace learning courses (mechatronics, secretarial, etc.). Since 2013 particular attention has been given to participants who have recovered from cancer and we have entered into a collaboration with Emma@Work to offer more chronically ill people a chance within the WGP.
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Apprenticeships

This past year, 59 persons participated in apprenticeships which ultimately led to an accredited diploma. Courses in process engineering and mechatronics are the ones taken most often. They almost always offer an education up to at least level 2 (starter qualification). For jobseekers without a starter qualification, the WGP policy will increasingly be focused in the coming years on offering them the opportunity to (still) obtain a starter qualification through an apprenticeship.
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Post-course outcomes of WGP

In 2017, the outflow results of former participants a year after leaving the WGP were - at 75% - above the target of 70% for the second year running (2016: 71.8%). This year, we see more temporary contracts being handed out, namely around 38%, when compared to 2016 (29.4%). In addition, we see a further decrease in the temp agency contracts offered. Indeed, in 2017, 18.75% received a temp agency contract, compared to 29.5% in 2016 and 37.2% in 2015.