A project under ESF Instrument 13 “PEB – Innovative Model Projects” will be funded. The purpose is the model testing of new approaches to action in the districts. The aim of this PEB project is to enable the sustainable growth of employment conditions subject to social security contributions in the Friedrichshain-Kreuzberg district through an innovative approach. As part of the project, on the one hand, those affected are actively addressed, their awareness of their precarious situation is raised and they are individually accompanied. In the sense of change management, a strategy for change is developed and implemented with the stakeholders themselves. 15 persons per year should lead to compulsory employment, qualification, internships and hospitations. In addition, the individual support also includes employers who may be willing to expand their employment thanks to their address and information. Discussions are held with at least ten employers per year. By combining these two levers (intensive individual support of the target group and addressing companies), the project contributes to a shift in awareness of minor employment and contributes to the equal participation of all groups of people in the labour market. This objective is also of great importance in view of the current shortage of skilled workers._x000D_ The project objectives are achieved with these approaches and methods: A mobile change management team reaches the minor employees in Friedrichshain-Kreuzberg partly by looking for work and through the aforementioned paths. It works with them on the problem of their activity structure, then initiates a change process and opens up individual ways of integration into the labour market subject to social security contributions (see details of the implementation below). In consultation with current or future employers, the topic is sensitised and aspects such as qualification opportunities for employees, work-life balance, reconciliation of family and work are discussed. If necessary, support is provided with regard to funding opportunities and application for this._x000D_ The practical work with the affected persons is carried out by working in small groups and individual support. The competence assessment takes the form of one-on-one discussions, if necessary also as small group offers. In particular, the following methods are used in coaching: IDA/MELBA, IT-supported coaching tool, Ressourcogram, installation on the system board, Tetralemma. For example, a standardised individual work sample is created in the competence assessment procedure IDA. This consists of several specific everyday and professional tasks, some of which can be presented in different levels of difficulty and which allow an assessment of professionally applicable skills. It can also be determined whether there are competence priorities or a rather broad expression and how the person approaches the solution of the tasks posed to them. The result of the standardised competence assessment IDA is compared by appropriately qualified consultants with a requirement profile of the desired professional activity to be created in MELBA. The suitability should be worked out as far as possible on the basis of a specific workplace. In the case of a general profiling, the comparison with different professions is possible._x000D_ For the development of the customer and the customer, the need for (modular) further education, training, hospitations or internships can arise. There may even be a need for retraining or training. As a result, the competences of the customers are considerably expanded. In the workshops, there are also opportunities to increase competence. In the groups, situations are presented in which participants experience a strengthening of self-esteem, learn the expansion of key competences such as communication skills, team skills, conflict skills, etc. In view of the concrete transition to a new job, application documents are revised or interviews are practiced. In the same way, situations in which the conversation with the already existing employer is sought. The consulting/coaching process is carried out in different modules, with the respective goal of the participants being the focus. The solution- and resource-oriented, systemic working method is the focus here. On the basis of the competencies identified, development plans are drawn up for the customers. They are the basis of further cooperation. A key topic is further career planning. Thus, the development plan develops clear ideas about the further professional integration process._x000D_ All 20 people who go through the project per year are shown the advantages and disadvantages of mini-jobs or in comparison to work subject to social security. On the basis of competence analysis, consulting and coaching, you will learn the individual ways to work subject to social security contributions. Six persons will enter an employment relationship subject to social security contr