-Mr. Udumyan, how would you characterize your term in office?
-I joined the Ministry in June, 2018. Alongside the ongoing activities, the first two months I spent to familiarize myself with the main projects and activities and get better insight into the working mode and logic of the Ministry supplementing my previous sectorial experience of work both on the side of governmental and international and non-governmental organizations.
Anything specific regarding those 6 months? Primarily, we have been forwarding the ongoing programs, which are on two levels: national and international. On national level I would like to highlight the following: taking into account that the current Employment Strategy (2013-2018 ) finishes this year, we are in the process of its assessment to get the lessons learnt and outline priority directions and actions for the new 2019-2023 Strategy.
On international level, I would like to note the following. With the financial support of the World Bank, we carry out the Social Protection Administration Program. Component 2 the Program covers the employment sector. When I joined the Ministry, it had been suspended; namely, there were previously developed guidelines for active labor market programs but those guidelines were outdated and did not match with the nowadays requirements of and signals coming from the labor market. We put a lot of efforts and resources to completely review these programs, incorporate subcomponents of a) modernizing the “Gorts” software run by the State Employment Service and b) equip the software with career orientation tools. We managed to agree those changes with the World Bank and look forward to carry out them in 2019.
-What kind of activities are planned for strengthening the human capacities of the Employment Service?
-We attach great importance to the ongoing strengthening of the job counselors’ capacities. The international experience showcases that job counselors need to be specialized in one or two fields. Job counselor will not be able to duly support the jobseekers if he/she covers all the sectors of economy. Thus, the institute of narrowly-specialized counselors should be introduced. At this stage, as a pilot, we plan training and capacity building for job counselors in two fields: a) food processing and agriculture, and b) textile, light industry.
-Staff capacity strengthening may be discussed separately, yet, have the existing programs been effective? Do you see the need of reviewing them?
-First of all, I would like to say that the state employment programs have been developed based on the experience of Lithuania, Sweden and a number of other countries. I think that type- and content-wise the employment programs are quite good. We need to respond quickly to the signals coming from the labor market and thereby, making the programs more targeted. Perhaps, there is a need for increasing the financial allocations but to me, the type and content of programs are good. As a new employment program started in 2018, I would like to mention the one on compensation of wages of nurses to facilitate the mothers’ return to work. Already now we have twice more beneficiaries than we initially expected; i.e. it was planned to have about 200 beneficiaries but according to recent data, the number is 461.
-You mentioned that the programs are good enough, are based on international experience, but don’t you see a problem with their effectiveness? For example, it was noted that there is a low number of applications for "Workplace adaptation program for people with disabilities”. This is to say that the program actually exists but those who want to benefit from it are few.
-Within the framework of state employment programs, other partner organizations, both from public and private sectors, are involved as well. I wouldn’t agree with the wording of “non-effective”. The reasons for not applying may be numerous, including personal, and perhaps, at the moment the labor market does not offer competitive, attractive and which is more important, affordable ...
