<< Objectives >>This project aims to advance digitalization in the field of vocational training. The project is specifically about responding to the changes brought about by the pandemic in the three following areas: technology, soft skills and administrative organization with concrete solutions. Digital competences are one of the key factors, which are particularly important for a successful integration into the labour market. Thus, we intend to support citizens in their personal and professional development.<< Implementation >>A total of four WP were created, three of which include specific activities: Among them: Activities for surveys among VET actors, analysis of results and processing of data, writing of reports as a guideline and assistance in the technical and administrative field, development of training in the field of soft skills, as well as activities for the development of an open source tool.<< Results >>1.Report on which technology has been the most useful in the past years 2.Report as a resource and guide for using technology tools to better digitize learning content 3.Designed preparatory courses for VET Actors to prepare and train them for digitalization in the Vet field regarding soft skills 4.Developed solutions and green practices for the administrative field of digitalization and establish an open source tool to deposit the results and to discuss further digitalization in the VET field.

On the one hand EmBrand is located in the context of attracting youngsters for apprenticeship and training to build up a professional career. On the other hand it is located in the context of Small and Medium sized companies (SMEs) facing diverse obstacles to find, hire and retain apprentices and regular professional staff due to a structural disadvantage because of financial resources in comparison to big companies. Also the retain of qualified working staff within the branch is important, because statistics (SOKA-Bau: https://www.baulinks.de/webplugin/2018/1521.php4) show a big leave from construction to other branches based on several severe reasons. To balance this structural disadvantage by developing instruments is the core of EmBrand; a VET-offer for leading staff in SMEs, who deals with human resource development, should be exchange/development goal of EmBrand. EmBrand is about matching interests between the supply side and the demand side of the labour market by presenting career options in SMEs for youngsters and upskilling options for human resource staff in SMEs to improve the image at the labour market (unique sales position). The objective of EmBrand is a definition of ways for upskilling of human resource staff in SMEs when coping with innovative ways to attract school leavers for apprenticeship and/or to attract skilled workers for qualified work. The particular focus lies on considering in exchange conveying methods and instruments for SMEs how to better compete with large companies on the labour market and the like with competitors for staff from other branches. SME staff should be supported (higher VET) why and how to develop a USP-strategy (USP: unique sales position) for themselves for attracting people as working staff. There will also be an exchange about how the image of the (construction) sector could be improved or at least instrumentalized for SMEs purposes to attract workforce on the VET-level (contrary to academics). Furthermore there will be a project phase, how companies and apprentices/workers can better match; which is or could be a task for VET-centres, since SMEs are often clients of VET-centres. An additional phase in EmBrand will focus on retaining skilled workers in SMEs; this will imply the exchange about current and needed VET-skills for in-company trainers and middle management (foremen, site managers) how to keep qualified staff in the organiation. Not least an exchange should be realised how to attract new groups for construction like girls and women.EmBrand reflects the need to support SMEs in upskilling their human resource staff (VET) in order to be more successful on the labour market or in the phase of attracting (qualified) school leavers for work in their very company. The objective demographic decrease of the number of school leavers, the competition among branches (e.g. white collar and blue collar branches) and not least the competition among big and small companies within the (construction) branch puts a lot of pressure on (construction) SMEs to find appropriate staff for their daily operations.Hence the target groups of EmBrand are entrepreneurs, human resource staff in SMEs, managing/leading staff in companies (foremen, site managers) and in-company trainers and in VET-centres the like.A fraction of the current project consortium has previously taken part in the project Talents4Construction (ERASMUS+ Exchange of Experience 2018-20). There, it turned out that Employer Branding was detected as the most vibrant facette to attract or retain working staff for SMEs; what actually is less necessary for big players, as they are mostly well known from their name. EmBrand has a transnational dimension, because the basic input from several countries leaves the opportunity to address a multi-cultural workforce throughout Europe on the one hand and to make international partners benefit from experiences of other countries. The mobility of labour in construction is quite high compared to other branches.EmBrand is placed in ERASMUS+ (i.e. vocational education and training) because the essence of the project should eventually path the way to VET offers being defined in EmBrand and developed possibly in follow up initiatives. A practical training for company staff will be designed basically by the consortium to enable SMEs to attract youngsters and adult people for sustainable careers in non-academic jobs in companies and also set SMEs in motion to promote the various VET-opportunities in their company as well as in the sector.

The aim of the project SMEEGE is to show the advantages of mobilities to the decision makers (executives) in small and medium-sized enterprises (SME). This is done by providing information and developing approaches for these enterprises in sending trainees abroad for part of their training and by highlighting the benefits for the companies. In recent years, various institutions have recognised that stays abroad during vocational training are a useful supplement. The Erasmus+ Annual Report 2018 reveals: 91% of participants declared to have become more motivated to carry on developing their professional skills; 80% gained practical skills relevant for their current job. A NABiBB survey of project promoters in 2018 confirms that there is an increase in skills and knowledge among staff after a stay abroad. The results of the study also highlight that offering mobility projects to trainees strengthens the institutions' image and is a profitable factor in training marketing. In times of a shortage of skilled workers, small and medium-sized companies in particular need strategies for employee retention. Especially when it comes to recruiting young experts, many SME have no experience and no approach in sending trainees abroad for part of their training. But this could be a promising retention tool. Consequently, not only because the trainees gain relevant international experience within the framework of a mobility project, it makes sense for companies to offer their trainees a stay abroad. However: a study by the NABiBB has shown that companies still have great reservations. The sense of stays abroad is not clear to many. There is scepticism about longer stays in particular. Often trainees are even required to take vacation in order to participate in mobility. This scepticism is also reflected in the following figures: the EU sets a target figure of 6%, i. e. 6% of trainees in Europe should spend part of their training abroad. Some countries set even more ambitious targets (e.g. Germany, 10%). If one looks at the actual figures in the individual partner countries, it quickly becomes apparent that these goals have not yet been achieved. Since fewer trainees than planned by the EU are still spending part of their training abroad throughout the EU, measures should be taken to increase the rate.In order to reach the EU targets, it would be useful, if SME acknowledged the value of time abroad and therefore support their trainees. The number of apprentices going abroad might rise if those young people ask for it (pull), but when the executives get an impression of the advantages of mobilities, it will rise much faster. Thus, SMEEGE aims to make the posting of trainees and other employees more attractive. This is done by providing information and experiencing stays abroad. The target group are executives of SME (or in representation: trainers). They will go abroad (on their own cost, but organized by the project partners). Other stakeholders are future apprentices, because with a rising awareness of the advantages of mobility the likelihood will rise for them to get the chance to go abroad during their training. Also, the broader public is a stakeholder of the project, because a higher level of internationalization is a goal of the European Union and for several states.There will be four phases in SMEEGE: Phase 1 is about the collection of relevant trends regarding mobility during VET. The second phase will contain interviews with executives, trainers and trainees with international experience in order to get to the heart of why the trainees/executives have benefited from the experience abroad. In phase 3 a trip to the project partners’ office in Madrid will be planned for the executives. The trip, which will take several days, will on the one hand show the benefits of mobility, but on the other hand there will be a networking opportunity. Their companies will be able to develop an international strategy as partners. In the last phase the whole project will be revised and all the results will be summarized and published. We believe that mobility in an increasingly globalised Europe is an absolute added value for young people, to internationalise their experiences and skills. The mobility goals of the European Union and the various European governments make this clear. However, many SME have no experience in sending trainees abroad for part of their training. By providing information and experiencing stays abroad SMEEGE offers an innovative approach. The usual approaches address trainees and aim to encourage them to spend time abroad. Other approaches inform executives through lectures at events or conferences. SMEEGE brings executives to the place where the mobility of trainees takes place: abroad. The results of the project will be used to develop proposals for the submission of further project proposals within the framework of ERASMUS+

Rationale:In 2019, 15.2% of the total youth labor force was unemployed in the EU. The European countries that suffer the most from youth unemployment are: Greece (39.9%) Spain (32.6%) and Italy (32.2%) (OECD, 2019). At the same time, the number of young people aged 20-34 who are not neither in employment nor in education and training is also high – 16.5% (Eurostat, 2018). Therefore, attracting youth to VET is of crucial importance in the EU. However, VET, both secondary and post-secondary, suffers from poor reputation and lack of popularity among young people. According to some research one of the main reasons of high youth unemployment is the lack of professional experience and it prevents young people finding a job (EROVET, 2018).Let’s Campaign aims at improving the image of VET in the eyes of young people and their families. By making VET more appealing to young people, they will have higher chances of finding a job on a labor market. Even though there is high youth unemployability, some sector of VET lack professionals. For example, The European Construction Sector Observatory reveals a lack of technicians, above all electricians and machine operators, as well as other occupations, such as roofers, carpenters, and stonemasons, often due to unattractive working conditions, mobility, and emigration trends.Overall objective:The objective of the project is to organize some international meetings with the aim to collect and exchange experiences and good practices on implementation effective campaigns for promotion of VET and making it more appealing to young people aged 13-26 between the partners and connected stakeholders. Member of this Consortium are vocational institutions providing vocational education and training for young people, based in 5 different countries (Italy, Germany, Spain, Belgium, Lithuania), a consulting company in the field of human resources management, an association of engineers (Greece), a Chamber of Construction and Building Materials Industry (Slovenia) and an NGO working with VET institutes (Austria). The purpose of the project is to stimulate the dialogue and the exchange of innovative ideas to understand how to tackle the lack of interest and attractiveness of the VET to those young people that are either planning on quitting school or are not neither in employment nor in education and training.Through the exchange of good examples and win-win experiences the purpose is to create a manual/guidelines to be used as an inspiration tool for other VET institutions aiming at increasing the enrolment of pupils. However, the activities will be done with a combined effort and in cooperation with stakeholders and especially employer organizations and their full support.

Mobility of trainees and employees is increasing and important, but the education and training systems, as well as the professions, differ greatly among the European countries. The aim of the project is to make the similarities and differences between the VET training and professions in the construction sector of the partner countries visible. This will increase the transparency of the different training systems and the recognition of the skills of the trainees and employees. The overall objective encompasses increased transparency among the education paths, training programmes and qualifications; easier mobility and easier comparability of skills and competences for companies; and recognition of the acquired competences during the apprenticeship.With the intention to reflect the real situation in the construction sector, it is necessary to make surveys between Companies and VET Centres which help us to define the real needs of this public and to know the most relevant aspects in the sector.It will be summarized and compared, which skills and qualifications the trainees receive and which skills and qualifications are expected from employees who work in the specific job profiles in the different countries. The main project activities will be the following:- VET Map Construction: A detailed overview of the two VET education paths (bricklayer/carpenter) of each of the partner countries. These profiles will be analysed regarding the skills and qualifications that are acquired by and expected from employees in one of these positions. It will be compared as to how these studies of the partner countries differ from another regarding specified criteria, such as in duration of education, sequencing, training programmes, etc. On this basis, a map of the different VET education profiles will be created, which will show how the educational training differ among the partner countries and how will be this official recognition of this work place learning and what it could bring to the sector.- A survey of companies and VET Centres in the partner countries. Regarding the companies, the aim of the survey is to know which qualifications they value and expect from somebody with this profile. The survey of VET Centres wants to analyse their point of view about the qualifications and competences that they think most valuable in order to work in these jobs. The two points of view (companies - VET centres) will be compared regarding similarities and differences. - Based on the previous results, a list of recommendations which defines all the necessary qualifications which need to be acquired when changing from one partner country to each one, as well as a common curricula during the apprenticeship, enabling its implementation in any of the five countries of the project. The results will facilitate mobility processes, during and after VET education, in the sector avoiding confusions about the function and qualifications that can be expected in different countries. It also will improve employability and the access to quality jobs in the European context, reducing skill gaps and mismatches in this area.The groups which will most benefit from the project are:- Companies in the construction sector: foreign trainees will be do their learning process in these companies, enriching their knowledge and qualifications in an intercultural environment. Also, there will not be misunderstandings regarding the function of the different professions and the process of recruitment of foreign employees will be facilitated. - VET Centres/Schools: The guideline will make it possible to prepare the trainees for the international labour market, providing them with knowledge and skills applicable to their future jobs within the European framework, removing any barriers that may arise. Besides, they can include new and valuable contents from other countries in their curricula and thus broaden the spectrum of conveyed knowledge and increase the quality of their education.- Employees and Trainees in the construction sector: Participation in mobility programs becomes easier and less complicated. Moreover, when taking part in mobility programs, additionally required qualifications can be acquired easily because they will be clear. Moreover, with our guideline it will increase the competitiveness of the sector and even strengthen the image of this area.- Participating organisations: Knowledge will be gained as to how prepare employees and trainees in the construction sector from a technical/professional perspective for mobility.The results will also be actualized and broadened continuously ensuring the sustainability of it. The idea is, that the results will be just the beginning of the development of an overall guideline which shall encompass more educational paths, sectors and European countries. Thus, the results will permanently be spread and expanded, involving additional participants and audiences.