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.

<< Objectives >>DIVERSITe will develop unique work-based learning resources that bring agile and accessible VET materials to business owners, managers, and employees. Through DIVERSITe, our intention is to develop a suite of e-Zines and infographics that contain complete learning courses that can be accessed on a smartphone. Through delivering these resources, and investing in the CPD of VET professionals, our intention is to make VET more flexible and responsive to labour market needs for diversity training.<< Implementation >>DIVERSITe project partners will undertake the following activities: 1. Develop CPD programme for VET trainers 2. Develop13 interactive infographics and e-Zines – for managers, business owners and employees addressing topics related to diversity management3. Host VET trainers at a transnational training event in Portugal 4. Develop a MOOC platform where all learning materials will be presented as OERs.5. Ensure the widespread promotion of the DIVERSITe materials among VET and businesses.<< Results >>DIVERSITe will develop 3 interconnected results:(1) CPD training to support VET trainers to update their knowledge on what diversity in the workplace means, how it can be managed and why it is beneficial to businesses and employees; as well as to update their digital and pedagogic skills.(2) Toolkit of 13 infographics and e-Zines which will constitute the core diversity management educational intervention in this project. (3) MOOC which will host 80 national OERs and all results.

VETBUS2B is an international cooperation project proposing capacity building among EU Member States (Italy and Germany) and one third country not associated to Erasmus+ (Argentina) to contribute to the Programme’s general objective of reinforcing the links between the VET system and the labour market of third countries. Thus, VETBUS2B intends to work on the Cordoba regional context in Argentina by focusing on the very specific thematic area of the Work-Based Learning (WBL) playing a pivotal role when contributing to the competitiveness of enterprises and to the well-functioning of the labour market.In doing so VETBUS2B wants:1_ To promote local VET-business partnerships for skills anticipation related to specific professional profiles in the manufactural sector of Cordoba Region;2_ To improve VET- private sector staff cooperation to jointly design and implement WBL paths able to support the socio-economic development of the local territory;3_To increase the capacities of the Argentinian VET providers to innovate and internationalise their activities and to participate in Erasmus+ Programme.To reach these objectives project partners will firstly build a peer-learning community mixing online training events on the hot topics of the EU VET agenda with a study visit tour across Europe to better explore the former Erasmus+ “VETBUS” project and other good practices from which to capitalise ant transfer tools. Then, Argentinian partners will transfer the WBL pedagogical approach by mapping the emerging professional skills most required in their regional manufactural sector and by directly involving the local private actors in the very elaboration of a WBL curriculum for the “electronics technician” professional profile. The same curriculum will be finally piloted during the school’s year and validated into VET competences that students could further spend for any Erasmus+ experiences in Europe.

This project was an answer to the needs of youngsters with the 12th grade and qualification level IV of European Qualifications Framework (EQF), graduates from this school in the following courses: fashion design, communication/marketing; interior design, photography and healthcare.Given that the European society is changing all the time, as a result of globalization, it is important that young people receive an updated overview of their respective fields of activity. Through this mobility program, the participants faced, in the different host organizations, different and innovative contents and work methods/techniques.The main objectives of this transnational mobility were, as follows:To contribute to the acquisition of knowledge, skills and qualifications that may facilitate personal development, employability and participation in the European Labour Market by the participants.To promote the increase of qualifications and skills, which improves the competitiveness of the European economy.Improve the transversal skills of the participants: the ability of acceptance/understanding of other cultures, language and communication skills, entrepreneurial spirit, initiative, adaptability, flexibility and sensitivity to issues of quality.In this way, through the workplace training (at the host company), the graduates from this school got added qualifications - getting greater and better technical and vocational skills to enable them to be a middle-position European staff and facilitating their access to the labour market. Through language and cultural training the participants developed personal skills.Fifteen work placements occurred between January and May 2015. Mobility lasted for 2 months in the following countries: Germany, Czech Republic, Slovakia, and Spain. After this period, the results of mobility could be assessed and will create an impact internally and externally.This project was based on the cooperation between Magensinus (Escola Professional Magestil) and its partners (intermediate entities) which owning to the fact of being schools and training centers as Magestil and entities aimed at promoting international internship, have established networks of contact with the business fabric of their regions, in the fields for which they train professionals.Magensinus selected its partners by taking into account the overlap between its areas of training and theirs’. Thus, Magensinus ensures that the intermediate entity is prepared to make the right choice of the host organizations.This project strengthened the relationship between training institutions and enterprises in the European Union, has consolidated the connections of the various partners involved (which had already cooperated in previous projects), has contributed to the good opinion of European companies with regard to vocational education, has emphasized the skills uniformity among the technicians from different countries (with the same levels of qualification).

"VET towards ECVET covers the consideration of ECVET in trainings related to tourism. We notably focus on 2 sectors : hotel receptionist and seller in touristic areas. This project involves French, Northern Irish, German, Portuguese and Italian partners to implement a certifying mobility of 45 days in order to validate learning units of the professional titles ""Seller in touristic areas"" and of ""Hotel receptionist"". The project meets the needs in both sectors to prove mastery of a foreign language and cross-cultural approach to customer service.In 2009, the European Parliament and the Council recommended that member states ""create the necessary conditions and adopt measures so that, as from 2012 [...], it is possible for ECVET to be gradually applied to VET qualifications at all levels of the EQF, and used for the purpose of the transfer, recognition and accumulation of individuals' learning outcomes achieved in formal and, where appropriate, non-formal and informal contexts"" (cf. http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:C:2009:155:0011:0018:EN:PDF)The target audience consists of people in VET, unemployed or low level qualifications, seeking to maximize their employment opportunities in the tourism sector. Participants will do a 45-day professional internship in one of our partner countries. This period spent abroad will be certified in the learning of the ECVET system defined in advance with our European partners through units.Developing an ECVET project for VET providers with agreed learning outcomes and assessment criteria allows all stakeholders to see the development of professional competences and transversal skills which takes place during the mobility and training period. This gives an added value to the Mobility. Tools are developed, modified and agreed upon which suit the individual learning needs of the participant - they are put at the centre of the mobility. Such a project also helps focus the efforts of the host companies and the participants providing a more meaningful placement with tasks that would help develop the skills required by the sending companies. It creates a win-win situation for all.With quality mobilities being offered we hope that more participants from across Europe in the field of sales and tourism would elect to take a mobility abroad within the partnership and if the project aims and tools created were adopted by other sending and hosting companies and VET provideres then there is an even greater potential that the number of Mobilities in Europe would increase."