Projects

Every project takes up the challenge to publish and to disseminate projects results. The C-Enter-partners joined in the LLP-project to identify best practices in dissemination and exploitation activities, to modify and to award innovative and successful approaches.
 
Project results:

• C-Enter conferences in 6 European cities
• Development of a dissemination toolkit
• Award for innovative and successful examples of publication and dissemination
• Magazine Focus Europe (4 editions)
• C-Enter workshop

http://www.c.enter-network.eu

Elderly people play a growing role in terms of lifelong learning policies and there is a need for developing special skill-building methods and didactics. The Grundtvig project Network for Promotion of Learning in Later Life aims at exchanging knowledge and best practice examples on learning at later stages of life as well as inter-generational learning to find and apply new and more effective ways for "late learners".

www.ENLL.eu

The Leonardo-da-Vinci project EU-CEC (Certificate of Entrepreneurship Competencies) is aimed at the certification of entrepreneurial competences of employees in very small companies to promote Europe-wide transparency and mobility. A "module for entrepreneurial competence" as well as a web-based evaluation and certification system are developed as supporting instruments. These instruments will then be tested in a pilot stage.

www.eu-cec.eu
 
 

A recent survey showed that women’s participation as caregivers has considerably increased in Germany. But labour market opportunities for women are still lower compared to men’s opportunities on the labour market. This policy development project is intended to evaluate the existing research results and subsequently develop approaches and concepts for a changing gender balance on the labour market.

Employee-oriented counselling with regard to professional development is a key factor to encourage and win individuals to take part in lifelong learning. To bring up and strengthen an approach for a structured competence model for a counsellor as a learning mentor is the main focus of this project. The learning mentor needs to focus especially on three key elements: 1. guidance (and life) as a path with many alternatives, 2. support for individuals in making the paths and the solutions visible, 3. offering of tools to answer these questions/challenges. This is even more important considering social changes like inconstant occupational biographies, demographic changes and the increase of marginalised groups.
 
The project  will develop a recognised qualification for learning mentors within the education and training systems of five EU-countries – with the possibility to transfer it do other EU member states due to its embedding in the EQF. The project is to professionalize as well as to underline the necessity of a workplace based "promoter" for lifelong learning who cares about possibilities in regard to individual career development as well as about continuously training on the shop floor/in the production lines. 

www.learningmentor.eu

The aim of the project MIGRAplus is a sustainable labour market integration of ex-prisoners. Facilitating labour market integration is realized by means of three pillars:

Pillar 1: Transition management, support and guidance for prisoners regarding labour market integration, for 120 prisoners p.a. as well as establishing contact with potential employees for released prisoners. Contacts are established 3 to 4 months before prison release; support up until 6 months after prison release. In this context a network with relevant actors will be established.

Pillar 2: Creating 8 additional positions p.a. for the industrial cleaner training.

Pillar 3: Diversity training for all participants of the transition management, of the industrial cleaner training as well as 10 instructors of the penitentiary p.a. – awareness creation in terms of tolerance, democracy and diversity.

Linking labour market integration with aspects of tolerance, democracy and diversity is the central element of the project.

The main aim of the project is to qualify women, in particular women who have difficulties gaining access to the labour market (immigrants and women who want to return to work after a long absence), for the health sector and to encourage them to become self-employed. This is particularly important because of the demographic change in Europe and the increasing number of people requiring care.

With increasing the percentage of renewable energies to 20% until 2020, according to an agreement of the EU, the solar energy-sector faces new challenges. The development of qualifications in this expanding sector is still only on the national level and not geared at the European market. The demand for training and vocational training has to be improved, particularly in the company and service areas of photovoltaic roof-top units.

The project aims at bridging this gap with developing a European qualification standard and to develop a standard European curriculum for the photovoltaic industry on the basis of this standard. The project joins various stakeholders like non-profit educational institutions and consulting organisations, trade unions and established networks of the solar energy sector, amongst others which enable a comprehensive approach.

With including countries which mostly produce and use solar energy the projects aims at responding specifically to the sector's need in terms of training and vocational training.  

www.soltec-project.eu

The region Siegen-Wittgenstein is disposed of a high proportion of companies of the metallurgic and electrical sector which are still managed by its owners. But these companies are simultaneously close to the companies in the centres of North-Rhine Westphalia. For retaining competitiveness and employment in the metallurgic and electrical sector in this region in the long run, well trained employees are an essential component.  So far most of the companies managed by its owners do not practise systematic and sustainable personnel development.

The project aims at developing exemplary personnel development structures in order to promote the training culture in companies and the training motivation of employees, inter alia, with a survey on the employees' needs and demand-oriented training opportunities. Furthermore a comprehensive exchange of experiences and the establishment of a network of the participating partners are induced to transfer and multiply the activities to other companies and employees.

Food production is more and more becoming an innovation-driven industry which has to respond to a changing external environment.

Within the project innovation needs and subsequently the needs for training that derive from the current market, new technologies and products will be identified. Based on the results, the range and introduction of suitable structures for personnel planning and development as well as the corresponding tools will be set up and supported.

The involvement of disadvantaged people such as senior, unskilled and semi-skilled workers and employees with a foreign background will be particularly taken into account.
 
 

http://www.familie.dgb.de

Connessione

Cowinhy

Ecolearning

Food Fit

Food Skills

IDOL

INTENT

Metall Skills

NEWTON