Job to Stay is used as an acronym for “Sustainable Integration of Low-skilled Refugees into the Tourism Labour Market”. The project seeks to foster the long-term employment of refugees with access to permanent job opportunities. Linking their needs and wishes to work with the enormous staff shortages that Europe’s tourism industry is suffering from is the main project objective. Due to their specific disadvantaged position a particular focus was placed upon female refugees and the increase of their employability.Following this objective, the target groups and participants are quite heterogeneous. From the beginning of the project, partners were eager to use, increase and establish their networks with partners from the social sector, professional associations, labour market services, Chambers, VET providers, SMEs, initiatives dealing with refugees and refugees themselves – mainly women in this case. The project partnership reached the objective through following Intellectual Outputs (IO): • The Job to Stay Job Profiles (IO1) are job descriptions on Level 2 qualification, which is yet not comparably described for the selected job profiles in all countries. For the first time a validation, accreditation and employment model was developed for five selected job profiles in the tourism labour market (Housekeeping assistant, kitchen assistant, assistant cook, waiter in the bar area, landscape management assistance).• Existing career guidance and qualification models still insufficiently consider cultural background and gender-specific life experiences (including physical and psychological violence before or during the flight) of women and their special needs and requirements in terms of VET and placements/employment – Job to Stay developed a career guidance and mentoring model tailor-made for female refugees (IO2 and IO3)• The Job to Stay Qualification Pass (IO2) so far is the one and only truly comprehensive tool that can be used as assessment procedure for employers and refugees themselves. It is a unique combination of already existing EU-Tools such as Europass CV and CEFR and tailor-made assessment procedures for non-formal and informal learning. • Neither EQF-based description of knowledge, skills and competences nor the accreditation of informal and non-formal learning is widely known or actively applied within the partner countries (with the exemption of FR) - Job to Stay demonstrated the advantages of these instruments and methods in connection with the accreditation of refugees’ prior learning experience and with their uncomplicated and quick long-term integration into tourism labour markets.• Another core outcome of the Job to Stay project was a work placement which was closely monitored and shadowed by all partner organisations. 47 mainly female refugees were integrated into the labour market successfully, afterwards providing individual solutions for a further professional career with the majority of them. Basis for this success is the “Team of Buddies” that was created by the Job to Stay project. The project team developed a tangible product to guide employers, refugees, social associations and social workers through this project phase. This Guideline (IO3) can be used by any target group or stakeholder who is dealing with the integration of people with a migrant background. • For the last two years, the project partners established (partly) completely new networks and gained many experiences. Especially the work with the “Team of Buddies” brought forth very intimate impressions and personal perspectives on the situation of (female) refugees in the partner countries. For this reason, the partnership wanted to share all experiences and lessons learnt during project implementation and recommendation. The Job to Stay Green Paper (IO4) deducts all experiences for all parties involved, and offers recommendations for policy makers at local, regional, national and European levels in particular. It contains 23 EU projects dealing with a same approach and therefore represents the first publication of such comprehension. The official end of the Job to Stay project serves as a beginning of new activities and approaches. For example, the partnership got the feedback that especially the Job to Stay Qualification Pass (IO2) should be used on a national basis substituting the local documents and therefore ease the process of assessment (for formal, non-formal and informal learning). The project works together with the Chambers as well as other VET providers to follow this approach. Further on, the second Intellectual Output could be used for other sectors apart from the tourism industry. Especially the care sector is warmly welcoming such results and seeking for such tailor-made solutions. The partnership of Job to Stay is eager to continue the project’s idea and plans to repeat the placement phase once more as also more refugees wanted to take part in this.

"The project ""Inclusion and Integration in Europe for experts in the pre-school education, youth and social work"" is a strategical partnership of 5 institutions from Germany, Ireland, France and Greece, which are active among others in the adult education. The idea is to jointly work out structures and necessary prerequisites that enable inclusion and integration. Structures and necessary prerequisites that enable inclusion were investigated and identified. Important was the mutual exchange of previous findings and the development of a handbook which summarises our 2-year cooperation and inclusion ideas. One change to our grant application was, that we concentrated on the topic of inclusion, integration was only to look at in comparison to inclusion.The handbook was drawn up in our common working language, English. Contents were provided by each institution, the summary and publication production was done by the coordinating institution. Colleagues from the Irish organisation were responsible for proofreading and stylistic touch up.Each institution makes the handbook freely available electronically on their website. It is recommended to prepare a translation in each organisation's native language and to provide both (English and native language) also in print formats, so that a wider audience can inform themselves about the project, its results and the topic inclusion and integration.The project has led professionals working with children, adolescents, adults and families to adopt a prejudice-conscious pedagogical attitude. With the help of good examples from other European countries, the experts gained new ideas and insights on the subject of inclusion, one's own obstacles and scruples were dismantled and intercultural competences strengthened. The participating institutions created inclusive offers and modified with the help of self-reflection already existing offers so that they are inclusive.The project activities were divided into the preparation and follow-up of transnational meetings, the transnational meetings with the project partners and the meetings with the participants for developing and implementing methods and instruments for inclusion and integration and for carrying out self-evaluation based on the index for inclusion. In the project's preparatory phase, all project partners used this material to illuminate the stand of inclusion and integration in their institution.Within the project 5 transnational meetings took place: the kickoff (with a public event) in December 2017 and the final meeting in September 2019 in Leipzig, the 2nd meeting in February 2018 in Kilkenny/Callan, Ireland, the 3rd meeting in September 2018 in Rethymno, Greece and the 4th meeting in April 2019 in Bordeaux, France. During these meetings, discussion rounds, visits to institutions and observation of effective inclusion methods in practice, video work, lectures and presentations on instruments of inclusion and informal collegial exchange were used as methods. At the end of the 2-year project we consider a strong partnership with the other institutions with whom we would like to cooperate in the future as well, e.g. 15 social workers of the FAIRbund e.V. will visit the KCAT institution in March 2020 as part of a further training course and with the partner Odyssée a further training trip on the topic ""Intercultural work with refugees and migrants"" will be organised for 8 kindergarten teachers from Leipzig day-care centres. The Greek partner organised a 2weeks internship placement for vocational students of the Johanniter Academy this October who worked in kindergartens, schools and institutions for disabled or disadvanteged children.In our partnership, all employees were given the opportunity to participate in the project and to contribute to the development of a common concept about incluson. We would like to share our findings and results with other institutions and open our facilities for consultations, for example."

“Youth Employment Toolbox”- YET project is based on common reflections between 4 partners regarding nowadays’ unemployment issues and youth labour integration. Association Odyssée, in Bordeaux, France Nötárs Közhasznú Alapítvány (Womanmate Foundation), in Budapest, Hungary Associazione NOUS, in Camposano, Italy Youth centre of Naukseni municipality, in Naukseni, Latvia Considering the globalization and the very fast evolution of the labour market, it's a challenge to prepare young people to this reality and to the changes in personal and professional life. Indeed, in France in 2016, the unemployment rate concerned 24% of active youth 15-24 years old (Pôle Emploi), 16,3% in Latvia in 2015, 17,3% in Hungary and 40,3% in Italy (OECD). Misunderstanding between employers and young people, and lack of soft skills and transversal competences are often quoted as a limitation to youth employment. To find a job, young people are usually mentored by formal organizations such as national job centers. Therefore, Youth Organisations should be identified and valued as relevant co-actors. Indeed, they are deeply involved in a lot of activities, methods/practices that aim at developing the soft skills identified by the 8 Key Competences (KC) established within the “Key Competences for Lifelong Learning - A European Reference Framework” published by the European Commission in 2005: -Communication in the mother tongue -Communication in foreign languages -Mathematics competence and basic competences in science and technology -Digital competence -Learning to learn -Social and civic competences -Sense of initiative and entrepreneurship -Cultural awareness and expression Also known as soft/basic skills, they are highly relevant to young people and especially to those with fewer opportunities, both to support youth citizenship and responsibility but also towards personal and professional life: ability to work in a team, leadership, creativity, self-motivation, make decision, time-management, problem-solving etc. The YET project aimed at: 1/Strengthening Youth Workers’ capacities to develop the young people’s KC. Youth Workers from the partners organisations realised 4 mobilities in 3 partners countries. During the mobilities, they were able to understand deeper the unemployment contexts and the situations of the young people. They discovered 19 new/diversified practices/activities/methods by visiting Local Organisations (4 minimum in each country) working on different KC, by exchanging with Youth Workers and Young People final beneficiaries, by actively participating on activities, by talking about practices. They selected one activity to reflect on how they could implement it within their own organisation. They deepened their reflection on the use of the Youthpass while working on KC. 2/Build a European network with qualitative relationships between partners Youth Workers participants were able to understand better the partners organisations and contexts. The different mobilities and meetings with Local Organisations allowed them to launch new cooperations towards future potential common projects and to reinforce the knowledge of EU opportunities for youth. The YET project produced the following results: -Short synthesis of the unemployment contexts in each partners’ countries -Synthesis/visual information on the problems and solutions’ trees revealed during each mobility -19 “Practical Sheets” on the discovered activities/methods during the mobilities, one per Local Organisation visited -“Toolbox” document gathering information on the project, 19 “Practical Sheets” -Each partner organisation will make a proposal of guidelines to adapt and implement one discovered activities/methods, within their own organisation, related to the specific KC of the partners. The learning outcomes and impacts of the YET project are: -Youth Workers: professional development with new methods/activities/practices discovered and learnt, thanks to the “Toolbox” gathering 19 practices and through an internal reflection on how to concretely implement at least one of those activities; improved ability and motivation to work in a EU project; increased perspectives for future cooperation with qualitative partnership relationships; development of their own KC revealed through the YouthPass document -Partners Organisations: capacities’ development regarding the Youth Work; improvement of the European network and potential future cooperations

Context:To secure professionalism that is expendable onthenational and international markets, young Tuscans investing in schooling or vocational institutions must possess technical skills along with soft skills and personal resources. Responsible for providing the acquisition of new skills and professionalism are the Agrarian Technical Institutes, first, and the ProfessionalColleges, afterwards. The MOVE ON!project comes from the collaboration between the European Academy of Florence and the Consortium of national mobility training in agriculture, composed of the AgrarianTechnical Institutes of Florence and Pescia and the Board of Professional Land surveyors.Objectives:The main project objectives are: create opportunities for exchange practices and experiences in order to circulate know how, practices and methodologies; to get a professional development of teachers and technicians working with in the institutionsof the consortium to send and encourage the exchange of good practices in wine and olive growing in a European context. This experience should serve to improve daily work and to develop new ideas and future cooperation, to reinforce the local and international network, capitalizing and developing experiences and consolidated relationships, throughout the “valorization” platform; to start up a synergic mechanism with all the partners to create international and innovative training paths in coherence with the EU laws; to influence the training, labor and career guidance local, regional and EU policies.The specific needs for the foreseen target group are: to update professional competences in relation to practices and procedures to be used in own field of action; to be part of a lifelong learning process, testing and improving key competences such as learning to learn and also life skills as working in multicultural contexts and in international teams; experiment and improve own communicative and linguistic competences; feel part of a community and of a network.Participant target:The project plans to willbe involved 45 participants from the Institutes with a professional profile equivalent to the following positions: a) Technical activities of vineyard management and management of the winery (132) b) Information Officer, coaching and mentoring of training and guidance and job placement (421); c) Technical activities conduction and management of the olive crusher (133). Participants will possess higher diploma (EQF 5), to carry out the roles mentioned above. The participants will be identified by AEF in cooperation with the partners of the Consortium. Participants will benefit from an comparing experiences and exchanging of practices in the areas of tecnical agricultural ( as described above) and in the fromacquiring skills in supervising as well as job ( as describe above).The main learning outcomes expected for the participants are: to know the International partner activities, to participate to some activities, acting within the International organisation itself; to know the local network with whom the international partner co-operates; research and share practices in line with the specif professional profile and qualification and also in line with the individual learning agreement; experiment own linguistic and cultural competences; to improve own life skills.The expected results for all partners are: to improve practices and tools in the project areas; to improve the quality of all local services for individuals; to recognize, certify and validate experiences and learning processes and outcomes; to have an impact on policies and their modernization.MOVE ON! project foresees mobilities which will last 10 days, in the following partner countries: ES, PT, CY, FR , NO, EL. The project will be run during 2 years time from 1st June 2015 until the 1st of June 2017.

INTERMOVE FOR TRAINERS aims to extend and transfer the INTERMOVE model developed by the previous project to other organisations active in mobility programmes in Italy, Portugal, France, Ireland and Spain. Taking into account the previous INTERMOVE project (2015-1-ES01-KA202-015884), which addressed 2 of the main barriers to educational mobility: intercultural issues and foreign language skills, by developing and implementing a new training pathway to prepare participants in mobility projects including intercomprehension as a tool for intercultural preparation, INTERMOVE for TRAINERS was devised to extend and transfer the results.INTERMOVE FOR TRAINERS goes a step further by developing an innovative specialised training programme for trainers which has not only enabled partner organisations to train their participants in mobility, but also to train third party organisations in the INTERMOVE Model and to certify them with the INTERMOVE Label, becoming INTERMOVE experts and multipliers of this model.The consortium is composed of 11 organisations active in mobility projects and has 2 type of partners: the 5 partners that have participated in INTERMOVE: INCOMA (ES), IFOA (IT), UCP (PT), CU (FR) and ITT, now MTU, (IE) who have brought their experience with the INTERMOVE model to the project; and the new partners who have joined: La Salle and Sopeña (ES), IPV (PT), ENAIP VENETO (IT), AO (FR) and UL (IE).Throughout its 30 months (initial 24 months and 6 months of extension by COVID-19), the partners have managed to meet all the objectives. Thus, the contents of the training programme on intercomprehension and interculturality (INTERMOVE Model) have been prepared and adapted to the online format due to the pandemic. The structure of the programme and its implementation and evaluation methodology, addressed to trainers and facilitators working with participants in mobility programmes for training and education, have been realised. These contents are available in all project languages on the following platform: http://intermove-training.eu/.A training for trainers has been developed in 2 parts, a 1st one organised by UCP and ITT in Viseu (PT) and a 2nd one organised by INCOMA, IFOA and CU in Seville (ES). This training was attended by participants from the new partners of the project, having trained a total of 15 professionals working in the management of mobilities in this 1st phase, who have the necessary skills to deliver the INTERMOVE training to other professionals from other entities equally active in this field, achieving a great multiplier effect. These new partners were awarded the INTERMOVE Label which recognises the capacity of organisations active in training mobilities to follow the INTERMOVE methodology for the preparation of participants.These entities have replicated the training with new entities that have become part of the INTERMOVE Network and have obtained their INTERMOVE Label. A total of 83 facilitators, teachers and trainers participated in the training and 48 new institutions were awarded the INTERMOVE Label.On the other hand, the INTERMOVE Network has been developed and given a great boost thanks to the commitment of the partners, ratified by signing a Memorandum of Understanding with the commitment of all partners to maintain the Network and to carry out new editions of the training, as well as the conditions for new members to join and to obtain the INTERMOVE Label is expressed. These issues are reflected in this section of the website: http://inter-move.eu/about/intermove_network/. This will increase the ability of institutions to work to the same quality standards as their counterparts, who will be entitled to follow the same system.Dissemination has been another strong point of this project, as one of the objectives was to provide a multiplier effect for the INTERMOVE Model. All partner countries have organised information sessions (more than 350 people). Biannual Newsletters have been sent out (more than 110 interested parties), the website http://inter-move.eu/ has been promoted, viewed by more than 1000 people, a Facebook profile has been kept active, with more than 135 followers and 7319 views. INTERMOVE for TRAINERS has been presented in 2 International Conferences: abstract extended by IPV in INVTUR in May 2021, and participation of INCOMA in the EFVET International Conference in June 2021, where the project was analysed as an example of good practice.We cannot forget the resilience of the consortium and the adaptation of the project to the circumstances of the global pandemic, making adjustments to continue executing all the activities virtually, when it has not been possible to carry them out in person.