Geförderte Umschulungen für Personen ohne Berufsabschluss im Rechtskreis SGB III: Kenntnis, Teilnahmebereitschaft und Attraktivitätskriterien : Abschlussbericht

"Retraining can be an effective policy measure for low-skilled individuals to improve their employment and earning opportunities in a constantly changing labor market. However, monetary restrictions are often reported as an obstacle to participation. With the introduction of a retraining bonus in 2016, initially for a limited period of time, policymakers aimed to incentivize unemployed job seekers to take up retraining. The bonus scheme consists of a lump-sum payment of in total 2500 Euro for successful completion of a retraining. The current draft for a reform of Germany’s welfare system addresses this policy measure proposing to extend the current bonus scheme to an indefinite period of time and to introduce an additional monthly allowance of 150 euros received by training participants. This article presents results from an online survey of unemployed persons without any vocational qualifications who receive unemployment benefits - a key target group for qualification-oriented training measures. The survey captures a broad range of topics including the existing knowledge of funding opportunities for retraining among the unemployed, the possible incentive effect of the bonus scheme as well as the planned training allowance. Moreover, respondents were asked about the role of a variety of factors in determining the attractiveness of retraining measures. The results are intended to assist policy in assessing the planned changes and identifying possible further fields of action. The first question asked was the extent to which participants were aware of the possibility of subsidized retraining and the retraining bonus. More than 50 percent were aware of the possibility of subsidized retraining, while only one out of eight persons had heard of the bonus. Furthermore, participants were asked about their willingness to participate in retraining. While about 70 percent is generally willing to take part in retraining, one fifth of the sample is reluctant to participate. Interestingly, the existence of the bonus scheme as well as the planned monthly allowance does not alter respondents’ willingness to participate. Finally, participants were asked to rate factors determining the attractiveness of taking part in retraining. Almost 90% of the respondents’ reported “a suitable career objective” and – after the retraining – “more interesting tasks”, “better career opportunities” and “better earnings” as the main factors determining the attractiveness of vocational training. The monthly retraining allowances and the retraining bonuses were assessed as (rather) important by 60 and 71 percent respectively. The descriptive results allow two conclusions: First, it might be advisable to inform potential target groups more intensively about subsidized retraining opportunities and the existing financial incentives for participating in such measures. Second, while the majority of respondents considers monetary incentives to be (rather) important, other aspects are considered being even more important in guiding their decision to participate in retraining. In addition to the appropriate career goal, this includes in particular the expected labor market results. Thus information about the expected labor market returns associated with participation in retraining might increase the attractiveness of retraining among the unemployed, and in particular might help to reduce the current share of individuals without any intention to participate in retraining (20 percent in our sample). The Federal Employment Agency has developed an online platform New Plan providing extensive information on career development and employment prospects as well as earning potentials in different occupations. The platform is supposed to assist job seekers interested in occupational mobility. Finally, please note that information regarding the effectiveness of retraining measures – based on a counterfactual analysis and separated by a variety of characteristics - is accessible for staff at employment agencies and can be retrieved from the impact analysis TrEffeR (Treatment Effects and Prediction) of the Federal Employment Agency." (Author's abstract, IAB-Doku) ((en))