The Mentoring Pathways Towards Employment project (MPATH) project was a 2-year project (2015-2017) funded by the Erasmus+ Programme of the European Union and established a partnership of 6 non-profit organisations from across Europe, focusing on creating a mentoring model to help 1st job seekers, low skilled and long term unemployed workers to enter in the labour market and maintain theirs job place.MPATH project had the following goals:1.To develop new, innovative and multidisciplinary approaches to teaching and learning in context of career guidance in labour market2.To identify the suitable profile and competencies to support or perform mentoring programs within companies3.To create a Mentoring model to improve competencies, namely with low skilled and long term unemployed workers, to enter in the labour market and to maintain their job place; 4.To pilot a mentoring model to support small and medium companies and non-profit organisations (SME/O’s) For accomplishing of them, 8 intellectual outputs were developed in order to create a package of tools and guidelines to support SME/Os to implement a mentoring model that can be seen in 5 languages: English, Romanian, Portuguese, Greek, and Hungarian, all of them uploaded on https://ec.europa.eu/programmes/erasmus-plus/projects/:1.Evidence review on labour market and job place retention measures: a desk research study intended to identify good practices and active measures using mentoring to retain long term unemployed; this study was presented in different conferences and shared with stakeholders among SME/Os across Europe2.Mentoring Coordinators and Mentors’ profile and competences tool: based on previous findings of MOMIE and MEGAN project was created a profile framework on the competences that coordinators and mentors must have in order to perform their role successfully; an online tool was created to support the use of the framework and all partners tested it during some staff training events with mentors and coordinators.3.Mentees’ performance profile and competences tool: based on the new skills needed for the future jobs and the main employability skills, a profile of mentees was created alongside with an online tool.4.Low skilled and long term unemployed mentoring model: to support the homogeneity and robustness of the mentoring programmes implemented, a mentoring model was created including a process map, some guidelines and procedures for all the steps, and a pack of templates to provide evidence on the mentoring process; all partners used the forms and they were satisfied with the model/ programme, although the experiences were very different in each country.5.Course for Mentoring Coordinators: a training course for coordinators to prepare coordinators on basic skills about mentoring, how to implement a mentoring programme and how to support mentors; 6.Train the mentors’ course: the course for mentors followed the line as for the coordinators; most mentors felt that it was important to cover the theoretical information, but add the practical part and group activities; partners took the opportunity of staff training events to share some activities and show how to promote mentors’ skills7.E-learning Training Course: to promote digital learning, the partnership used an e-learning course based on a LMS platform; due to lack of funding it’s mainly a repository of information, but partners felt it was positive to have a common accessible point; all partners used a LMS Guide with basic instructions on how to use the platform8.Mentoring model to support SME/O’s workers’ retention: As the final output, the partnership proposed a guide/ manual to support SME/Os to implement a mentoring model; it was based on the mentoring model piloted, with added value of facts and figures from the partners’ experiences in MPATHMPATH set up in the application key performance indicators:•No of mentor's coordinators = 34/ Goal was 32•No of mentors = 51/ Goal was 32•No of mentees = 70/ Goal was 64•No of Course for mentor's coordinators delivered = 5/ Goal was 4•No of Train the mentors’ course delivered = 5/ Goal was 4•No of mentoring processes = 50/ although it supposed to be the same number as mentees, A positive outcome of the project is the awareness of SME/Os, managers and HR about mentoring as a strategy to retain a job place, to promote employees’ satisfaction or to promote well-being among newly comers. Besides that, it was also important on the side of mentees, on the development of soft skills such as self-esteem or self-confidence. All partners got to embed the outputs and the package of tools into their own services and the multiplier events served to increase each partners’ network of stakeholders interested in using mentoring to support job place access and retention. Although the precise effects might come later, some partners have already been engaged with some SME/Os willing to implement MPATH mentoring model.