Half of the jobs created in Morocco in 2012 are ANAPEC contracts!
4 March 2013
Read by 1970 persons
ANAPEC placed 55,399 graduates, nearly 70% under the Idmaj contract. The number of ANAPEC contract beneficiaries is increasing by an average of 10% annually. The lack of social coverage does not encourage all beneficiaries of insertion contracts to finish their internship.
In 2012, as reported here, there were 127,000 jobs created and 126,000 lost, a positive balance of 1,000 jobs! A historically low level. What was not known, however, is that 30% of the 127,000 jobs created come from the "Idmaj" program, or insertion contract, managed by the National Agency for Employment Promotion and Skills (ANAPEC). This shows the importance of this mechanism for encouraging first employment, implemented in its new version in 2006 and renewed, in this year's Finance Act, until December 31, 2016.
According to statistics provided by the agency, 55,399 placements were made in 2012. Of this total, nearly 70% were under the insertion contract, or 37,671. The rest consisted of fixed-term contracts (CDD) for 28% and permanent contracts (CDI) for 4%; ANAPEC, as a reminder, also handles placements under common law.
In total, job creation in 2012 is almost half made up of ANAPEC contracts. This calls for two observations. Firstly, the use of this organization indicates an interesting evolution in the quality of jobs offered, knowing that the 126,000 jobs destroyed are unpaid jobs while the 127,000 created are paid jobs, with, moreover, a ready-made contract, at least for those concluded with the agency. Secondly, and this is the second observation, the importance (nearly 70% as already indicated) of "Idmaj" contracts may suggest that companies have found a very interesting way to employ at lower cost. Let us recall here that when a company hires an ANAPEC candidate under an insertion contract, it is exempt, for two years, from social security contributions and income tax up to 6,000 DH per month. In the event of definitive integration of the graduate into the company, the latter benefits from the same exemptions for another twelve months. In some circles, particularly trade unions, there is concern that companies may be tempted to abuse this mechanism by recruiting for only two years to benefit from the exemption advantages. These fears, however, are not currently supported by any study or survey.
To read: The Idmaj contract, inexpensive for the State
It is known, however, according to a survey conducted by the Ministry of Employment and Vocational Training, that 75% of the beneficiaries of "Idmaj" contracts have managed to obtain sustainable integration. However, the survey does not say whether these sustainable placements are obtained at the end of the two-year internship and in the same companies where the graduates did their internship, or elsewhere.
3.7 months on average to find a job
Another indication from the survey by the Ministry of Employment, 46% of beneficiaries of insertion contracts do not complete their internship in the host company; which could mean that these candidates have probably obtained, in the meantime, a better offer in another company, or do not want to continue the internship due to either the low level of salary granted, the lack of social coverage, or both. The non-existence of social coverage for beneficiaries of insertion contracts is often perceived (by trade unions but not only) as the Achilles' heel of this measure. Obviously, it is not a question of requiring this coverage from the company that recruits under this contract (it would simply call into question its attractiveness), but perhaps from... the State. At least, that's what some suggest, sotto voce. But given the State's current financial situation, the suggestion is unlikely to be heard.
Beyond the possible improvements it could undergo, the "Idmaj" contract, however, already has an undeniable virtue: it substantially reduces the major handicap suffered by first-time job seekers, namely the lack of experience. This is, moreover, the primary objective of this contract: to ensure the employability of young graduates (from vocational training or higher education) whose job applications are often rejected for lack of experience. Therefore, this contract provides a first experience whose positive impact appears in the previously mentioned survey by the Ministry of Employment. This positive impact is faster access to employment: it takes an average of 3.7 months for a beneficiary of the insertion contract to access sustainable employment, compared to twelve months for non-beneficiaries. This probably explains why the number of beneficiaries of ANAPEC contracts increases annually by an average of 10%, reaching a cumulative total of 340,000 over the 2006-2012 period (see graph). Of these 340,000 placements, 55% are "Idmaj" contracts and 45% are common law contracts.
: Services, major recruiters of ANAPEC candidates
The 55,399 placements made by ANAPEC in 2012 were mainly in the services sector (43%), particularly financial services. In second position is industry (35%), followed by national education (8%), hospitality (7%), agriculture and fishing (5%) and finally construction (2%). By region, Greater Casablanca alone attracts 23% of these placements, followed by Tangier/Tetouan (15%) and Rabat Salé Zemmour Zaër (13%). The thirteen other regions share the remaining 49%.
Salah Agueniou.
Lavieeco.com
Published on March 3, 2013.
Posted online on March 4, 2013.
In 2012, as reported here, there were 127,000 jobs created and 126,000 lost, a positive balance of 1,000 jobs! A historically low level. What was not known, however, is that 30% of the 127,000 jobs created come from the "Idmaj" program, or insertion contract, managed by the National Agency for Employment Promotion and Skills (ANAPEC). This shows the importance of this mechanism for encouraging first employment, implemented in its new version in 2006 and renewed, in this year's Finance Act, until December 31, 2016.
According to statistics provided by the agency, 55,399 placements were made in 2012. Of this total, nearly 70% were under the insertion contract, or 37,671. The rest consisted of fixed-term contracts (CDD) for 28% and permanent contracts (CDI) for 4%; ANAPEC, as a reminder, also handles placements under common law.
In total, job creation in 2012 is almost half made up of ANAPEC contracts. This calls for two observations. Firstly, the use of this organization indicates an interesting evolution in the quality of jobs offered, knowing that the 126,000 jobs destroyed are unpaid jobs while the 127,000 created are paid jobs, with, moreover, a ready-made contract, at least for those concluded with the agency. Secondly, and this is the second observation, the importance (nearly 70% as already indicated) of "Idmaj" contracts may suggest that companies have found a very interesting way to employ at lower cost. Let us recall here that when a company hires an ANAPEC candidate under an insertion contract, it is exempt, for two years, from social security contributions and income tax up to 6,000 DH per month. In the event of definitive integration of the graduate into the company, the latter benefits from the same exemptions for another twelve months. In some circles, particularly trade unions, there is concern that companies may be tempted to abuse this mechanism by recruiting for only two years to benefit from the exemption advantages. These fears, however, are not currently supported by any study or survey.
To read: The Idmaj contract, inexpensive for the State
It is known, however, according to a survey conducted by the Ministry of Employment and Vocational Training, that 75% of the beneficiaries of "Idmaj" contracts have managed to obtain sustainable integration. However, the survey does not say whether these sustainable placements are obtained at the end of the two-year internship and in the same companies where the graduates did their internship, or elsewhere.
3.7 months on average to find a job
Another indication from the survey by the Ministry of Employment, 46% of beneficiaries of insertion contracts do not complete their internship in the host company; which could mean that these candidates have probably obtained, in the meantime, a better offer in another company, or do not want to continue the internship due to either the low level of salary granted, the lack of social coverage, or both. The non-existence of social coverage for beneficiaries of insertion contracts is often perceived (by trade unions but not only) as the Achilles' heel of this measure. Obviously, it is not a question of requiring this coverage from the company that recruits under this contract (it would simply call into question its attractiveness), but perhaps from... the State. At least, that's what some suggest, sotto voce. But given the State's current financial situation, the suggestion is unlikely to be heard.
Beyond the possible improvements it could undergo, the "Idmaj" contract, however, already has an undeniable virtue: it substantially reduces the major handicap suffered by first-time job seekers, namely the lack of experience. This is, moreover, the primary objective of this contract: to ensure the employability of young graduates (from vocational training or higher education) whose job applications are often rejected for lack of experience. Therefore, this contract provides a first experience whose positive impact appears in the previously mentioned survey by the Ministry of Employment. This positive impact is faster access to employment: it takes an average of 3.7 months for a beneficiary of the insertion contract to access sustainable employment, compared to twelve months for non-beneficiaries. This probably explains why the number of beneficiaries of ANAPEC contracts increases annually by an average of 10%, reaching a cumulative total of 340,000 over the 2006-2012 period (see graph). Of these 340,000 placements, 55% are "Idmaj" contracts and 45% are common law contracts.
: Services, major recruiters of ANAPEC candidates
The 55,399 placements made by ANAPEC in 2012 were mainly in the services sector (43%), particularly financial services. In second position is industry (35%), followed by national education (8%), hospitality (7%), agriculture and fishing (5%) and finally construction (2%). By region, Greater Casablanca alone attracts 23% of these placements, followed by Tangier/Tetouan (15%) and Rabat Salé Zemmour Zaër (13%). The thirteen other regions share the remaining 49%.
Salah Agueniou.
Lavieeco.com
Published on March 3, 2013.
Posted online on March 4, 2013.
