The document summarizes a presentation on achieving coherent and sustainable migration management. It discusses an initiative called the Triple Win Pilot project between the German Federal Employment Agency and GIZ that aims to develop a system for managing temporary labor migration. The presentation outlines three case studies on nurses from Bosnia, welders from Vietnam, and engineers from Indonesia and discusses lessons learned around integrating migrant workers, recognizing skills, and supporting return migration and knowledge transfer. It concludes that sustainable migration models require pragmatic long-term approaches that strengthen infrastructure over strict regulation and support development in partner countries through policies promoting permanent stay, temporary stay, remittances, and return migration.

1. Alumni Portal Deutschland - Webinar
Labour on the move –
migrant workers as drivers for development?
How to achieve coherent and sustainable
migration management?
Approaches – Experiences – Ideas
19th of September 2012, Alumni Portal Germany
Björn Gruber (GIZ), Triple Win Pilotproject
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2. Complexity I - Map of Christopher Columbus
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3. Complexity II- Today‘s global migration flows
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4. Content
Triple Win Pilot
First insights - Three cases
First key findings and ideas
Discussion
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5. Triple Win Pilot
Objective: Sustainable migration management
The German Federal Employment Agency, its Central Placement
Office and GIZ want to develop, test and evaluate a coherent overall
management system for temporary labour migration
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6. Triple Win - Framework
• Professional groups/countries:
1. SET professions (welder) - Indonesia/Viet Nam
2. Nurses and carers - Bosnia/Albania
• Using current regular framework
Setting up and piloting a modular system of service offers
from both institutions for sustainable management of all
phases of migration (Triple Win)
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7. Germany Know-how transfer through return Partner country
and international cooperation
Return Arrival
Consulting
for return
APD
Depart Tandem Integrated Stay
Consulting
for return experts-Returning experts
Diaspora cooperation Further education/
Services professional
Further education / experience
professional experience
Partnerships in science
and economy
Stay Certification / Qualification -check,
Depart
Qualification preparation
Residence- / Consulting
Employment service for
Permit mobility
Arrival Migration
„Transfer of
professionals“
Germany Partner country
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8. Coherent and sustainable migration management?
Remittances, Personal, smooth
Skills, salary, no brain drain, integration,
transparency, Know-how- temporary/
perspective transfer, safety, permanent stay,
(personal/family) standards… standards…
…
Migrants Partner country Germany
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9. Case 1 – Nurses from Bosnia/Welders from Vietnam
Preconditions and questions:
• Regular framework for semiskilled:
• restrictive regular framework in Germany
• 18 months training on the job – too short?
• Individual situation/motivation/ressources/family?
• Market situation in both countries?
• Recognition of skills?
• Opportunity for return?
• Measures to support impact for development?
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10. Case 1 – findings/approaches „Stay, please!“
• Interests: (migrant – employer): both sides - stay, please!
• Markets: Bosnia – complicated, Germany – strong demand
• Skills infrastructure: recognition after 12 months possible
• Management/infrastructure: regular channels/transparency (black
sheeps!)
• Additional measures: return?, transparency to have low taxes for
remittances, adaptation trainings, partnerships
• Long term perspective: improving opportunity structure for return and
know-how-transfer – e.g. mobile care for elderly people?
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11. Case 2 – Welders from Viet Nam
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12. Case 2 – findings/approaches „Standards now!“
• Interests: migrant – high interest/stay too short/return as vision
employer – less experienced with foreign workers
• Markets: Vietnam – demand (high standard)
Germany – strong demand (but for seasonal peaks)
• Skills infrastructure: extra effort to support recognition in Germany and
Viet Nam
• Management/infrastructure: challenge language; interest in standards;
use diaspora members for integration process (migration history)
• Additional measures: support standardisation process
• Long term perspective: building up common standards/ longer period of
stay (adequate regular framework)
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13. Case 3 – Engineers from Indonesia
Preconditions and questions
• Regular framework for highly skilled:
• Blue Card (info: www.make-it-in-germany.com; minimum annual brutto income:
44.800 Euro (general); professions (shortage) 34.944 Euro)
• Individual situation/motivation/ressources?
• Market situation in both countries?
• Recognition of skills?
• Opportunity for return?
• Measures to support impact for development?
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14. Case 3 – Engineers from Indonesia – „Infrastucture!“
• Interests: migrant – high interest/return in the long term/Germany?
employer (SME)– in adaptation for diversity/expert profile
• Markets: Indonesia – demand (but: brain loss in the country!)
Germany – demand (but focus on experts!)
• Skills infrastructure: facilitation of recognition of skills (info:www.anabin.de)
• Management/infrastructure: transparent info/advice/preparation on both sides;
integration via diaspora network
• Additional measures: short time experts of the diaspora; partnerships
• Long term perspective: support quality of the infrastructure by adequate
information/preparation on both sides; partnerships between business – science/education;
opportunity structure; schools
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15. First key Findings/Ideas
• Models:
• No „one size fits all“-solution (return is not always the best for choice!)
• Limits of regulation – strengthen of infrastructure for migration
• Pragmatic and long term perpective– not too sophisticated
• Institutional setting in each country and between different ressorts:
• trust and ressources - to bring in own perspective
• Regular framework:
• Bilateral agreements – adaption to country specific situation
• Additional setting for infrastructure
• Management/infrastructure:
• bridge the differences of the systems (adaption - standardisation); monitoring
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16. Additional measures to support development
• Permanent stay
• Institutional and political cooperation (Coherence)
• Remittances
• Migrants as actors of development
• Avoid brain drain (Monitoring and data!)
• Temporary stay
• Institutional and political cooperation (Coherence)
• Remittances
• Migrants as actors of development
• Avoid brain drain (Monitoring and data!)
• Return Migration (Opportunity structure)
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17. Triple Win – a sustainable concept?
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18. Thank you for your attention!
Björn Gruber (Triple Win Pilot)
Mendelssohnstraße 75-77
60325 Frankfurt am Main
Deutschland / Germany
T +49-69-71 91 21-0
Email: bjoern.gruber@giz.de
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