"<< Background >>The employability of young people with emotional well-being problems has always been much lower and more complex than that of the general youth population. Emotional well-being problems, which often lead to diagnosed mental health disorders, create gaps and barriers of all kinds that make it difficult for many young people to access the labour market. Youth unemployment statistics are very high, but unemployment among young people with emotional or mental health problems is even higher. In addition, the Covid-19 health crisis has exacerbated the emotional well-being and mental health problems of European youth, with devastating consequences for their employability.But at the same time, the Covid-19 crisis has accelerated onset of the digital transformation that, among other things, has allowed us to become more aware of the potential of some digital tools to help improve the well-being and employability of the youth, helping to break their isolation, to overcome their depression, to facilitate the professional intervention and to improve their social inclusion and access to the labour market.This has aroused great interest among youth workers, specialized NGOs and public services to better understand the potential of digital transformation to achieve a more effective socio-labor intervention with young people with fewer opportunities.StepForME aims to address this challenge by providing the youth workers and the young people themselves affected by problems of emotional well-being, a set of innovative practices supported in the use of digital tools that have been proven effective for the improvement of their well-being and employability, especially during the pandemic Covid-19. As well as training youth workers, there will be recommendations for the generalization of these practices and tools, and the dissemination of this knowledge to the local, national and european level.<< Objectives >>StepForME aims to contribute to building at European level a new praxis for the employability of young people with fewer opportunities to access the labour market due to their mental and/or emotional health problems aggravated during the Covid-19 pandemic.To this end, StepForME has the general objective of improving the professional practices of youth workers aimed at strengthening the employability of young people with emotional well-being problems aggravated by the pandemic, through innovative and effective community intervention practices supported by digital tools.In addition, StepForME has planned to include the active participation of young people suffering from these difficulties, who will give their opinion and proposals in relation to the challenges of employability that affect them, and in relation to the utility and effectiveness of certain digital tools to help them overcome these difficulties, both for themselves, as well as with the support and guidance of the youth workers in their community. For these participatory activities, face-to-face workshops will be implemented and a digital platform for youth participation, which has been developed and tested successfully in Ireland for working with young people with problems of social exclusion, will be used.The general objective of the project mentioned above, is broken down into 4 specific objectives:1. Identify and better understand the difficulties of access to the labor market suffered by young people with emotional well-being problems aggravated by the pandemic, through a digital participatory process.2. Identify, capitalize and standardize innovative and effective practices in the use of existing technologies and digital tools to strengthen the well-being and employability of these young people, to allow their appropriation, adequate replication and dissemination in the form of reference models, both by the youth workers and by the affected young people themselves.3. Translate these practices in terms of professional competencies and tools for youth workers, developing guides and designing, implementing and evaluating training modules for a more effective community and socio-labor intervention with young people suffering from this type of difficulties. 4. Disseminate and exploit the knowledge acquired, the materials developed and the recommendations derived from the learnings and results of the project, at local, national and European level, to the actors involved in improving the employability and social inclusion of these young people.<< Implementation >>a / Transnational Project Meetings (TPM):13 meetings of the five project partners, 5 face-to-face (2 in Spain, 1 in Ireland, 1 in Austria and 1 in Slovakia) and 8 virtualYoung people and youth workers from each country will be invited to the final evaluation meetingb / Project Results (PR):RP1: participatory process on labour market access difficultiesPR2: Guide to digital tools to empower young people and improve their employabilityPR3: training modules on the use of digital tools to improve intervention and support youth employabilityPR4: recommendations for innovating intervention and employability systems with the support of digital toolsc / Multiplier Events (ME):ME1: national Webinar in Spain "" digital tools to improve the well-being and employability of young people with emotional health difficulties”ME2: national Webinar in Austria "" Digitale Tools zur Verbesserung des Wohlbefindens und der Beschäftigungsfähigkeit junger Menschen mit emotionalen Gesundheitsproblemen”ME3: national Webinar in Ireland "" digital tools to improve the well-being and employability of young people with emotional health difficulties”ME4: national Webinar in Slovakia "" Digitálne nástroje na zlepšenie blahobytu a zamestnateľnosti mladých ľudí s problémami s emociónálnym zdravím”ME5: International Seminar ""Improving the employability of young people with emotional well-being problems through digital tools”d / Training Activities (TA):TA1: innovative practices in the use of technology to improve well-being and employabilityTA2: digital tools to improve the well-being and employability of young people with emotional health difficulties.e / Cross-cutting Activities:Project management and coordinationDissemination and communicationMonitoring and evaluation Quality management<< Results >>a / Expected Results of the project during its development:- Evidence from youth workers that they better understand and have a greater awareness and knowledge of the difficulties experienced by young people with emotional well-being problems aggravated by the pandemic to access the labour market in the post-Covid19 stage (PR1).- Evidence from testing and pilot tests of a greater knowledge on the part of youth workers and young people themselves of the potential offered by certain digital tools to promote and support the processes of improvement and recovery of well-being and employability (PR1, PR2, PR3).- Demonstrable increase in the capacity of the consortium to provide training for youth workers in relation to the objectives pursued, and to train more professionals who in turn can extend the training to others. b / Expected results during and after the project:- Frequent and continuous use of the materials produced in the project (PR2, PR3 and PR4) that will have been shown to be effective in supporting young people with emotional well-being problems to improve their well-being and employability.- Innovative and more efficient use by youth workers of existing digital tools that contribute to strengthening the employability of young people with emotional well-being problems (PR2, PR3).- Empowerment of young people with fewer opportunities to access the labor market due to emotional well-being problems, through digital and face-to-face participatory processes and a better use of digital tools that favor their recovery, social inclusion and access to the labor market (PR1, PR2).- Familiarization of public and private institutions with good practices in the use of effective digital tools with young people with few employment opportunities due to emotional well-being problems (PR4).- Recognition of project products by youth workers training organisations and higher education institutions.c / Expected long-term results:- Change of attitude in the youth workers of the participating organizations and improvement of socio-labor interventions with young people with emotional health problems- Empowerment, greater access to the labour market and continuity in the workplace of young people with mental and/or emotional health problems- Creation of networks of youth workers and NGOs that share knowledge around the use of digital tools to support young people with few opportunities."

"Social agriculture is in such a way linked to educational experiences already existing within the multifunctional approach to rural development and can provide social and employment benefits in the agriculture, education, health and social sectors.This project intends to bridge competences within training programs simultaneously offering opportunities to farmers and those who can become partners of the evolution of social agriculture aiming at a real service for schools, families social care and health services.Starting from a“learning-by-doing”methodology, typical of the traditional farmers’ heritage, the project will contribute to elaborate programmes based on soft skills, addressed to customers with special needs, and hard skills, such as “gardening and horticulture”, “management of farm animals”, with help of specially trained courtyard animals, “traditional food making”, like cheese, bread, jams etc. made by traditional recipes, “use of ecologic materials for farm buildings”, like wood, clay and straw, “knowledge, cultivation and propagation of herbs for health and food purpose”, etc.All of these training materials, and some more or different, depending of a State-of-the-Art and Training Needs Analysis, performed by the partners in the preparatory phase, will be elaborated, discussed, shared, adopted, tested and evaluated by the partners.The teaching materials, implemented with case studies, keywords for glossary and mulltiple choice questions, will be available for combined training, on the spot and online for e-learning, based on the “social agriculture virtual kit” that will be constituted, like an online suitcase, of teaching materials for managing social agriculture and care farms.The training course will be targeted to different users and level of difficulty and competence, ""care farm tutor"", EQFLevel3 and 4, ""care farm manager"" EQFLevel4 and 5 and ""care farm social/health educator"", EQFLevel5 and 6.The online e-learning platform will be designed and released as user friendly, interactive and available for OER free of charge.The project thus plans to create a dual training opportunity both for practical and virtual fruition, in this way making possible to plan one’s training course via Internet according to the amount of time available for users and implementing the theoretical course with a practical experience at a social farm among those listed as case studies.At the same time, participants can follow interactive online programmes with the opportunity to interact with teachers and other students in the selected course, by social networks, blogs and forums, moderated by the Social-FARMS portal owner.This method thus makes it possible to promote the choice of timing, procedures and customised contents, but without socially isolating the users, which is often a limitation and risk of Internet.The results of the project can enable the best impact at European level for social agriculture and care farm networking, connecting different experiences and listing the most valuable case studies, followed so far in different countries by several pioneers in social farm educational activities.This will create: i) new opportunities for agricultural entrepreneurs, ii) capitalisation of human resources at risk for the difficulties of the job market, iii) full collaboration between the world of agriculture , education and social/health services, with benefits for persons with intellectual impairments, disorders and social problems and their families; iv) attractiveness of social farm methodologies targeted to children, youngsters and adults with special needs; v) experience sharing at a European level, by involving linguistic (English, Dutch, German, Italian, Spanish and Turikish) and technological internet resources as tools for learning and acquiring education and training competences; vi) convergence of themes, contents and methods that make it possible to use common evaluation parameters of the educational paths for “social farm experts” on a transnational level, according to the EQF recommendations.Aiming at realizing this programme, it is foreseen to develop, together with the Modules available online, a virtual library of social farm case studies, a social farm dictionary, training gym interactive tools with self-evaluation tests, tutorial for the training system.The project will rely on various instruments to spread the results achieved, through:i) piloting and monitoring tests performed in all the target countries;ii) social networks presenting and commenting the multilingual training products;iii) involvement of education and social-health institutions;iv) online management of the course through a portal for offline/online use of the training materials available on the web platform;v) a Social Agriculture European Network, in collaboration with farmers associations and social and health services;vii) credit transfer (ECVET) for higher education available from the e-learning course."

Employing hard-to-employ people in agriculture has been a topic of theoretical discussions in Europe, and it has been becoming increasingly significant in recent years. We are aware of the fact that the needs of people with mild intellectual disabilities for employment have been growing, especially in the countryside. Available jobs on farms should be a direct answer to such needs. Specifically, with the shortage of working positions, be it in the countryside or nearby urban areas, many people from this category remain unemployed. Due to specific population structures in the countryside, new positions should be created there. In fact, that might be the only way to ensure permanent and high-quality working positions. Inclusion of people with mild intellectual disabilities (PMID), that affects about 5 million Europeans, on farms, has already been identified to have positive effect on PMID in terms of social care or therapy, but their potential as a suitable working environment for persons with disabilities is still highly underrated. This kind of employments are also encouraged by EU policies and Strategies (Common Agricultural Policy 14-20, CORK Declaration 2.0, EU 2020) as social entrepreneurship represents a new opportunity for farmers with effect on social inclusion, poverty reduction and economic development in rural areas and it delivers innovative, inclusive and sustainable solutions for current and future societal challenges. The general aim of the project FARMID is to promote employment of people with Mild Intellectual Disabilities (MID) on family farms and thus promoting social inclusion as improving economic situation of family farms. This project's direct target group are farmers, landowners and rural entrepreneurs, and farmers' trainers; however, indirectly, our project aims to improve the lives of PMID and their caring families. The project's main objective was to develop a new comprehensive training programme and learning materials for farmers, entering in the field of social entrepreneurship on farms (or simply employment of PMID), to acquire adequate knowledge, skills, and competencies needed for employment and working with people with MID. Project-specific objectives were:+ To present an overview of national legislation in partners' countries concerning social entrepreneurship and possible connection to the agricultural sector and identify possibilities of establishing social enterprise on farms for the employment of PMID.+ To present best practices in the field of PMID on-farm employment in partner countries.+ To develop & present special knowledge on how to work with, mentor and train employees with special needs.+ To develop and implement a training programme for farmers in e-learning platform with interactive learning material. The main results of the project are:+Guidelines for sustainable employment of PMID in rural areas+Developed case studies (13), gathering best practices in the field of employment of PMID on farms+Developed curriculum: Training for sustainable employment of PMID on farms+Developed contents of the training programme and e-learning platform+Implemented 25-hours joint short-term staff training for 15 trainers, employees or members of the project consortium+5 multiplier events, involving over 100 main sector stakeholders, such as farmers, farmer trainers, special needs educators, work rehabilitators, policymakers, representative of social service providers etc.+pilot test of the developed platform with 35 participants from 4 countries+promotional video in Slovenian and English, with subtitles to all consortium languages The training materials (in English, Slovenian, German, Spanish, Italian and French) are freely available on www.farmid.bc-naklo.si and Erasmus+ project database making them available to a wide audience. The most important impact, already shown by the project, was the employment of several people with mild intellectual disability on farms or farm-related jobs. Farmers have already expressed interest in PMID employment and are taking steps towards organising their agricultural enterprise direction. After the presentations of case studies, farmers have fewer restraints, related to PMID employment. FARMID training contents have already been used and are planned to be used in the future, partially or as a whole in some of the partners' institutions or in connection to them (for example-with collaboration of CIA Umbria at University of Perugia, Biotehniški center Naklo - on secondary and tertiary level studies etc.) Other partners use gained knowledge in their daily work and further spread the knowledge amongst their members.In relation to this project, some partners decided to further develop the topic in similar projects.

"<< Background >>After 3 years of collaborative work around a first Erasmus+ project on Soft Skills entitled ""Soft skills"", it is by mutual agreement that the Régie des Écrivains and 6 of its Austrian, Spanish, French, Belgian and Slovenian partners have decided to deepen the work done and to apply for this second Eramsus + project. After having developed a Soft Skills list, a classroom training program and a placement and assessment protocol linked to this training, the partners now want to focus on on-the-job training and recruitment and management processes within companies and propose transferable tools to include Soft Skills in the culture of European companies. As we know, Soft Skills are a combination of social and relational skills, communications, personality traitś and attitudes that complement technical skills. Today, these Soft Skills are highly sought after by recruiters (between 70 and 89% depending on the European country) and research shows that 85% of professional success comes from social and relational skills developed over the years. HR personnel and companies no longer consider Soft Skills as a fad and want to implement dedicated training and integrate these skills in their recruitment and management processes. As the naturalist Charles Darwin said, ""It is not the strongest of the species that survives, nor the most intelligent, but the one that best adapts to change"". Soft skills are precisely the best way to adapt to change and their recognition and valorisation offer many opportunities: whatever the professional qualification, whatever the job, the usefulness of soft skills is universal and transferable; soft skills will add a winning asset to your application and it is their identification that will make the difference on the job market or within a company. Assessing and valuing soft skills and their progress in a work situation in the form of a ""badge"" or micro accreditation by working on observable behaviors is becoming essential to support professional development and recruitment. Offering on-the-job training and giving keys to trainers/tutors/recruiters and HR personnel to integrate Soft Skills into their work habits therefore seems to be complementary and necessary.In addition to the existing classroom training, we would like to offer a Workplace Training Program (WTP) related to the 20 soft skills identified in our first project and transferable to any company. We see this training as a real added value that responds to a need that is increasingly present in Europe; all the more so as FEST is considered as the ""best soft skills development device"" according to the 2020 Soft Skills Barometer.Offering tools to HR staff and recruiters to integrate soft skills in their management and recruitment processes seems to be a key element in the implementation of a soft skills corporate culture. The European partners wish to offer a more complete range of Soft Skills services to companies to meet their new recruitment and management challenges, but also their training needs. In short, you will have understood, the Soft Skills 2.0 partners want to collaborate to set up a Soft Skills corporate culture in Europe and to give all the keys so that companies appropriate them.<< Objectives >>Partners of Soft Skills 2.0 project wish to facilitate the implementation of Soft Skills in the work environment for people with low level of qualification or in situation of handicap and to allow companies to identify and train to Soft Skills.The challenge of the training organizations partners of the Soft Skills 2.0 project is to accompany the development of the visibility of Soft Skills through the placement in companies, the job search as well as the implementation of Soft Skills in the work environment. At the same time, these organizations also want to offer new services thanks to the development of new tools for on-the-job training to support companies in their implementation (tutor training, pedagogical tools, evaluation, recognition). The challenge for the social and solidarity economy companies in the project is to develop recruitment tools for people with low levels of qualification or with disabilities. But also to propose a development of soft skills through training actions in work situation, professional interviews based on technical and behavioral skills. For companies, to whom we will disseminate our work, we will propose new recruitment practices integrating Soft Skills so that they can project themselves on a candidate and open up/expand the recruitment criteria. We will also propose new tools to accompany on-the-job training. We will accompany the practical implementation of Soft Skills training in the workplace, both with tutors and staff. We will identify the skills through a positioning protocol and validate those acquired through an evaluation. The expected results for people with a low level of qualification or in a situation of handicap, is to learn to know their Soft Skills and to know how to put them forward, it is to have a head start for recruitment interviews, it is to participate actively in one's professional evolution.<< Implementation >>How can Soft Skills be valued in the search for an internship, during a job interview, during the writing of a CV, during a professional evaluation interview, during a continuing education? The main stake of the partners remains for this project the employability of people with low level of qualification but also the implementation of a continuous pathway, a pathway to success. Therefore, using the same glossary and the same practices as in the first project is essential to ensure continuity between what we have done in the first three years and what we will do in the next two years. To do this, our Soft skills 2.0 project will be structured around 5 phases: - A first phase entitled ""Articulation TrainingInWorkSituation/Soft skills"" which will focus on the principles and modalities of FEST in Europe and will try to create a Soft skills path in a company that can be accompanied and evaluated (recruitment, management, training in work situation). This phase will allow us to produce a guide of soft skills in a company culture. - A second phase entitled ""Soft Skills Toolbox"" should allow the implementation of management and recruitment tools integrating soft skills and to work on the levels of requirements related to the corporate culture to promote transferability. The result will be a soft skills toolbox for recruitment and management in companies- A third phase entitled ""pedagogical itinerary"" will focus on the implementation of a soft skills training program in a work situation and on the creation of tools related to this training program. The result will be a formalized program and tools. - A fourth phase entitled ""Experimentation"" which will help us create training modules and pedagogical tools so that HR personnel and trainers/recruiters can appropriate the above-mentioned productions. We will therefore have 2 formalized training programs and will be able to experiment these trainings in the framework of two mobilities: one in Spain for HR staff and one in Belgium for tutors/trainers. - A fifth phase entitled ""Evaluation and valorisation of soft skills"" will aim to build tools for positioning and evaluating soft skills in a work situation while building tools to measure the impact of the project. Here again, tools for positioning, evaluation and valorisation are expected, as well as indicators and questionnaires to help us measure the impact of the project. At the same time, we will strive to develop the digital platform Zerobarrier that we used in the first project and that will allow us to simplify the use of certain tools. We will also regularly update our web page www.softskills-project.eu to ensure access to all the productions made during the project.<< Results >>The expected effects and results of our project will be felt at various levels: - At the level of the organizations with whom we will work or to whom we will disseminate the project, which will become imbued with a new corporate culture with recruitment, management and training tools that integrate Soft Skills and which will see a real added value. - At the level of the individuals for whom the taking into account of Soft Skills will have incidences: as well for the HR personnel and the tutors trainers on whom an impact will be felt on their methods of trainings, recruitment but also of management; as for the learners for whom a direct impact on the employability will be felt (thanks to the recognition of their Soft skills and to trainings in work situation accessible to all) - At the level of work methods, which will integrate soft skills that can change the scales of values and judgments of everyone and thus directly impact our work methods. These effects and results will be felt at the local, regional, national and international levels. At the local level, we are counting on professional integration, job retention and faster career progression for people with low qualifications and/or disabilities, but also on an improvement in the recruitment mechanism and management methods of the companies that will use our tools. All the partners also hope for an increase in services thanks to a new offer of on-the-job training. Finally, we already imagine a development of the Soft Skills 2.0 device in various sectors of activity. On a regional and national scale, we will be able to propose a new offer of services for human resources personnel, from recruitment to management methods and mobilizing soft skills tools, a new training in soft skills in a work situation for employees of companies and learners of training organizations and also and above all to reach an awareness of the interest of integrating soft skills in a corporate culture. On a European scale, we are banking on sharing expertise resources around our working groups, an exchange between the European co-pilots of different phases for a practical implementation of the project but above all a recognition of the Soft skills 2.0 training program in a work situation for people with low level of qualification and/or in a handicap situation and of the agile tools which are linked to it."

<< Objectives >>We intend to:●Enhance the ability of schools to meet the challenge of providing inclusive education to pupils with diverse abilities and backgrounds.●Generate knowledge on how interprofessional cooperation in schools can contribute to inclusion.●Create knowledge of how school development for inclusion can be conducted within and across the four countries.●Promote pupil agency and active participation in democratic life by preventing early school leaving and educational failure.<< Implementation >>The following activities will be implemented: ●Dissemination and quality assurance ●Literature and practice-oriented review on four key concepts, needs analysis and transnational meetings●Development of training modules●Evaluation, adaptation and improvement of the modules and translation into national language of each partner country●Creating and facilitating a CoP together with the moderators●Evaluating the process of CoPs at 8 schools (two secondary schools per country)<< Results >>The following results: ●Reflection tool to achieve a common language ●Knowledge base on four key concepts, integrated in the project website●Professional development package including training modules, integrated in the project website●Podcasts for inspiration for other secondary schools ●Topic on eTwinning platform ●CoP manual for secondary schools with poster/roadmap●Development of recommendations based on the implementation of the communities of practice