"<< Background >>New short- and long-term paradigms are transforming the entire automotive ecosystem:•Increasing use of Artificial Intelligence in manufacturing; •Widespread digitisation in the supply chain; •The Green transition.Businesses are asking themselves how to evolve in the future. What are their EMERGING PURPOSES? What shape will take the VALUE to be created be in the future? Cars? Connection? Mobility? Contents? As a consequence, what NEW SKILLS are needed to create continuously this evolving value? (Randstad, 2020)Also workers should reflect on how to evolve. In particular Adult Skilled and Low Skilled Workers who are at risk of being replaced by technology and AI. To keep their jobs, they will need to work in ""new ways"" and with a ""new attitude"". New goals will no longer be enough. These workers will need to have ""new aspirations"" (ILO, The Future of Work in the Automotive, 2020). They will have to make ""role transitions"" (Ibarra H., 2016), and develop social skills, initiative skills, autonomy and self-management that will be supported by literacy in key technologies. (Daimler-IG Metall, Studie Zu Beschäftigungsszenarien in der Automobilindustrie im Kontext der Digitalisierung, 2018). Before developing new skills, they will need to develop an inclination towards lifelong learning (Cedefop, Assessing the Employment Impact of Technological Change and Automation: the Role of Employers’ Practices, 2020). Although workers think that learning is useful, they do not actually do enough of it. (Cedefop, Perceptions on Adult Learning, 2021). The problem addressed by this project is the increased risk of Skilled and Low Skilled Workers (target group of the project) of failing to make the continuous transitions in terms of roles and job profiles asked by companies. Why?•Skilled and Low Skilled Workers are DISENGAGED FROM lifelong learning and professional growth (Cedefop, Improving Careers, 2017);•In addition, Skilled and Low Skilled Workers have skill sets and attitudes that tend to become obsolete (Cedefop, Empowerment, 2020);VET providers offer unattractive CVET packages (Cedefop, The Importance of Being Voc., 2020).After a thorough analysis, the following needs emerged:- The need for support the Target Group (TG) to ""consciously re-engage"" on lifelong learning; they need help with the a re-engagement.- The need for help to the TG to: - develop a concrete perspective on lifelong personal growth, - develop a vision and pathways for development.- The need for workers to become more aware of their tacit skills.- The need for workers to ""invest"" in learning activities.- The need for workers to develop new skills for ""pro-activity"" on their jobs. These are skills that enable them to make role-task transitions.- Workers' need for accessible, attractive, quality training activities.- The need of workers to develop skills that are immediately usable in the workplace in connection with the technology transition.- The need for businesses to have workers who can support them in their journey of continuous and disruptive innovation in the way they create value.- The need for VET Providers and Consultants to develop attractive and accessible learning pathways that produce systemic impacts on businesses, workers and transnational supply chains.- The need for Business Networks to find solutions that enable them to support their member companies in maximizing their competitiveness through the distinctive leverage of human resources.<< Objectives >>The general objective of the project is to help automotive companies to be in a position to produce new ""emerging value"" from the evolution of the automotive ecosystem while keeping current workers employed.Specific objectives:A) Workers re-engaged towards continuous learning and continuous professional growth;This objective is aimed to stimulate in workers a process of awareness. This should help them to identify continuous commitment to learning and to personal and professional development. This is the lever to maintain a certain rate of employability. The right conditions will be created in companies to enable workers to be engaged in learning. Obstacles will be removed (Cedefop, Adult learning: empowering adults through upskilling and reskilling, B) Workers have developed skills for proactivity. These skills are enablers to the ongoing role/job profile transitions of the future.The emerging advancement of technology on the production line makes necessary for workers to develop additional skills. Which ones? In this project, workers will become capable of using a skill set called ""pro-activity."" They will be able to- manage and use Data according to the new and emerging performance goals that will be assigned to them;- Cooperate and interact effectively with AI and robotic technologies; - Effectively use key emerging technologies in the production line;- self-manage, in a work environment where technology will open up new ways of working;- take initiative;- learn to learn continuously, adapt and constantly challenge their knowledge and skills as well as their attitudes and patterns of thinking; - learning to teach their colleagues from a perspective of a high degree of diversity; workers learn from each other through the exchange of knowledge;- cooperate and communicate both through the appropriate use of information and communication technology and through informal exchange among colleagues;- be aware of their own competencies;- develop strategies for their growth through lifelong learning.- VET providers, Skills Consultants and Business Networks have developed the capacity to produce flexible and attractive CVET training offers that can generate sustainable growth in the automotive ecosystem. They have created the conditions for companies in the European automotive ecosystem to be competitive by leveraging human resources (skilled and low skilled workers). In a transnational logic, a real and concrete impact has been achieved on the quality/employability of workers and on the sustainability/competitiveness of companies.<< Implementation >>The following activities will be implemented in order achieve the expected objectives:1. DEVELOPMENT RE-ENGAGEMENT SUITE 1.1 User centered immersion (part 1): an in-depth research aimed at understanding the level of self-perception of workers regarding the need for lifelong learning.1.2 Creative workshop for the identification of insights on learning outcomes, content of OERs and animations, scripting of videos/spots. 1.3 Video Spot story development1.4 OERs development: three edutainment based training units (videos, video animations images with messages, infographics, short texts and simple tools) will be implemented1.5 Development of online self-assessment tool on the level of disengagement / commitment to lifelong learning1.6 Upload OERs on the project website and creation of the Facebook workers group. 1.7 Planning campaign and Events to invite access to OERs and Game. 2. DEVELOPMENT PROTOTYPE GAME 2.1 User Centered Immersion (Part 2): The context of workers will be explored to identify requirements for lifelong learning of workers.2.2 Prototype Game framework development LTTA C1. Blended training activities on game design addressed to partners' staff2.3 Design of serious game-based and work-based training activities, process and evaluation tools. 2.4 Digital development of the game and pre-testing 2.5 Creation of conditions for the implementation in the business context.PILOT TEST3.1 Implementation of the campaign and presentation events3.2 Business and Worker Selection3.4 OERs SUITE learning activities, evaluation and self-evaluation3.5 Self-assessment degree of engagement/disengagement3.6 Implementation of game paths and work based learning: the development of training activities will be led in each country by partners (technical assistance game and digital) that will coordinate with the mentors of each company. The game will be used- online (individually and in teams);- in presence (classroom) in the gamebased mode;- on the field in the work-based mode. Mentoring will be tailored and group-based. 3.7 Launch and management of the international skills competition. 3.8 Learning and skills assessment3.9 Intermediate and final evaluation of the effectiveness of the toolsThese technical activities will be complemented by others:- Project management 4.1 Detailed project planning4.2 Project control4.3 Partnership management and cooperation support (6 TM)4.4 Monitoring and Evaluation- Dissemination5.1 Drafting of strategy and plan for internal communication and dissemination5.2 Implementation and evaluation of internal communication and dissemination activitiesWebsite, social profiles, Facebook group and four Multiplier Events will be implemented.<< Results >>The project will deliver 2 Tangible project results:PR1 Re-Engagement Suite - resources for orientation and awareness training.This is a Suite made of online resources that foster the TG's first step toward re-engagement to lifelong learning. It aims to TG's conscious re-engagement to lifelong learning. The tools are: outreach, Guidance Training, and Self-Assessment.The resources available in the project platform are:(a) Self-assessment tool on the level of engagement/disengagement;(b) Guidance training OERs for automotive workers on:a.How to gain benefits from lifelong learning, success stories;b.How to make effective transitions; which services are available;c.How to get information on the future of the automotive; on the future of workers' skills, abilities and job profiles, on strategic skills for the TG;c) Video/spot stories with high social-emotional and transformative impact, designed and developed to be spread with a multi-channel campaign; d) Guidelines that allow other users to expand the Suite.The Suite designs a process that starting from an awareness and information flow with high impact on the TG (video/spot) leads then to benefit from training resources helping to be consciously re-engaged.PR2 Prototype Game - digital game based tool for online learning, in presence and in workbased contexts.It promotes the development of the framework of skills and attitudes useful for role transitions highlighted in the benefits. Learning outcomes are embedded in a story that contains multiple tasks and is narrated, different for each episode, but as part of a ""big story"". There will be a learning assessment system. Workers will also be part of learning teams.Part of the learning tasks will be done in a work based context led by specially trained company mentors. In addition, the game will have a manual useful for designing further episodes of the game.Moreover it is expected a LTTA linked to the development of the GAME. Partners' staffs will be involved: they will have to design the training activities. They will learn the logic of game based learning in a digital environment and the work based learning approach. The project results will be disseminated through the main Dissemination tools (Multiplier Events, website and social channels of the project). In addition, PROTOTYPE expects to achieve some intangible outcomes:- Developed a conscious re-engagement of workers toward lifelong learning and toward lifelong development;- Developed team-leader skills to support workers as mentors;- Developed skills for pro-activity on the part of workers to enable them to make role-task transitions;- Developed capacity to produce flexible and attractive CVET training offers by VET providers;- Created enabling local and European context conditions for lifelong learning by networks, businesses, VET providers."

Gathering 31 partners from 10 different countries, DECARBOMILE aims to trigger an unprecedented improvement of the green last mile logistics in Europe. To reach that goal, DECARBOMILE relies on a strong experience of decarbonating urban logistics through European initiatives such as CIVITAS. Partners will build upon all previous results to develop improved delivery methods, tools and methodologies, and implement them across Europe. The solutions developed in DECARBOMILE will demonstrate the full potential of decarbonised last mile logistics in four living labs (in Logrono - Spain, Nantes -France, Hamburg - Germany and Istanbul - Turkey) and 4 satellites (Tallinn - Estonia, Getafe - Spain, Ghent - Belgium and Sarajevo - Bosnia and Herzegovina) will be involved at a smaller scale to test and study the solution in their own local contexts. To be successful in its implementation, DECARBOMILE will rely on developed methodologies to implement the new solutions and delivery methods in collaboration with all relevant local stakeholders, based on their needs and behaviours. The relation with and between stakeholders will be facilitated by the creation of a collaborative urban consolidation logistics framework that will include a digital platform, methodologies for collaboration, and ICT and IoT tools. This common framework, along with tailored innovative business models and recommendations on local policies, will allow for a strong collaboration during the project, allow to learn more about the end-users’ needs and behaviours. The delivery methods will be strongly improved with urban consolidation centres, micro urban consolidation centres including smart lockers, innovations on cargo bikes and how they can be used with load pooling for instance, electric barge and more. The goal is to use and improve existing solutions and allow their interoperability and modularity to improve their efficiency and use their complementarity.

Connected and automated vehicles can be seen as a revolution in the global automotive industry, bringing a new mobility paradigm and having a huge impact on several economic sectors such as logistics industry. Significant progress has been made in the field of autonomous truck driving with numerous prototypes. However, challenges need to be addressed in order to ensure the uptake of this breakthrough technology and the future advent of an overall autonomous logistic chain. The deployment of autonomous heavy-duty vehicles is hindered by the current inabilities of these vehicles to work with the right safety and functional level for 24/7 availability (e.g. harsh weather conditions) and by the lack of harmonized regulatory framework. This project aims at developing and enabling to deploy a safe autonomous transportation systems in a wide range of real-life use cases in a variety of different scenarios. This encompasses the development of autonomous driving system (ADS) capable of handling adverse environmental conditions such as heavy rain, snowfall, fog. The ADS solution will be based on multiple sensor modalities to address 24/7 availability. The ADS will then be integrated into multiple vehicle types used in low-speed areas. Finally, these vehicles will be deployed, integrated and operated in a variety of real-life use cases to validate their value in the application and identify any limitations: forklift (un)loading in warehouses and industrial plants, hub-to-hub shuttle service on open road, automated baggage dispatching in airports, container transfer operations and vessel loading in ports. Logistics operations will be optimized thanks to a new fleet management system that will act as a control tower, gathering all information from subsystems (vehicles, road sensors, etc.) to coordinate the operations and protect vulnerable road users. This work should then enable commercial exploitation of the technology and policy recommendations for certifications processes.

IMAGHyNE will pave the way for the deployment of a large-scale renewable hydrogen (H2) economy in the Auvergne-Rhône-Alpes region, fully integrated in the energy system and addressing the needs of high emitting sectors. The objectives will be to: 1) deploy 57 MW of new electrolysis capacity, 2) implement a flexible H2 supply chain combining underground storage and tube-trailer deliveries 3) deploy 13 multi-modal H2 refuelling stations, 4) deploy 201 on-road fuel cell vehicles, 5) deploy 63 off-road fuel cell vehicles and stationary equipment, 6) strengthen the robustness of the energy and H2 supply chain by integrating a flexible industrial player, 7) design an efficient pipeline-based multi-user H2 ecosystem, 8) prepare for additional large-scale deployment as part of the Valley extension (including IPCEI) and its replication, 9) disseminate and communicate the results of the project to a wide audience. IMAGHyNE will meet the requirements of the Work Programme and contribute to the EU’s H2 strategy. IMAGHyNE will foster the development of a long-lasting H2 economy through: 1) an extension of the Valley including the development of a pipeline network and the transition of several industries part of the observer group, 2) an ambitious replication strategy with at least 5 territories from European countries (France, Italy, Spain, Portugal, Switzerland), airports, and mountain ecosystems, 3) high quality communication and dissemination activities including training, 4) recommendations to public authorities on regulation (e.g. tunnels). This ambition will be achieved thanks to the involvement of key public and private entities covering the entire H2 value chain, with an extensive experience of EU-funded projects, who have defined a detailed governance structure, Work Plan and financing strategy. IMAGHyNE partners will work collectively to create links and synergies with upcoming and existing Valleys already supported by the Clean Hydrogen Partnership.