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Tag: Non-formal learning

The target of EURAVON (European System for Recognition And Validation Of Non-formal & Informal Youth Learning Deriving From Voluntary Civil Service) is to create a systematic tool for monitoring, recognition and certification of key transversal competencies acquired via non-formal and informal learning during voluntary service experiences which also enables the transfer of EU mobility in that sector.

EURAVON logo

EURAVON logo

Some outputs of this project:

  • A survey will take place to comprehend volunteers training needs and gaps in recognition and assessment of their competencies, individual needs of obtaining them, relevant methodologies and pedagogical approaches in terms of Youth Education etc.
  • The EURAVON tool will enable recognition, monitoring and validation of competencies acquired by the volunteers during the civil service.
  • Evaluation Planning will be producing a usability evaluation summary, where the primary goals of EURAVON (such as usability & accessibility of the tools, effectiveness of the EURAVON system, learning outcomes of the toolkit regarding the improvement of the key transversal competencies of the youth volunteers) will present the evaluation methods chosen suitable to assessing the achievement of these goals

The project ENEVA proposes a thematic action in the field of LLL initiatives toward persons with disabilities. It provides a valorisation of the results achieved in the framework of EU LLL programmes (Leonardo da Vinci, Socrates) by means of a strategy aimed to contact most important stakeholders involved in the integration processes at regional/national and European level. This strategy consists in promoting the results about the specific issue organising a kind of “logical framework” to help researchers as well as decision makers to analyse and compare solutions, experiences, methods and proposals.

Basically this work will be accessible via a devoted portal, conceived as a support service linked to the Commission databases: the aim is to gather well documented results (original documents, final reports..) in order to let them explored and exploited by the stakeholders. The stakeholders (main target group of this project) are intended in a largest meaning of this term: cause the innovation presented by each project would influence in a wide sense the social relationships around the person with disability, his/her expectations, the quality of the services and all the type of “barriers” each person is facing to participate to the society.
More information can be found on the project website.

Validating Mentoring 2 project will support the needs of disabled people and others disadvantaged in the job market by developing systems for the recognition of their non-formal and informal learning. This is particularly important for a group that, compared to its peers, lacks formal qualifications with the consequent effects upon their employability. It will do this by establishing new mentoring programmes in 3 countries for disabled people, older people and young people at risk and it will transfer to them the principles and practices of effective, high quality, mentoring and validation, based on the Code of Practice for Mentoring developed the first Validation of Mentoring project BG/05/C/F/TH- 83 300 (www.mentoring-validation.org). In support for the transfer, it will develop and evaluate comprehensive systems for the self-assessment of mentoring programmes. The principles and practices developed will be potentially transferable to other areas of informal and non-formal learning.

This project focuses on the needs of disabled and other disadvantaged people – who gain particular benefits from the non-formal nature of mentoring. It is particularly useful for people who lack work-experience and who have not had the opportunity to develop their full skills and competences, as is often the case with disabled and other disadvantaged people.

The development of a validation system for mentoring will be a major advance and is based on the project team’s extensive experience in this field, which enables it to draw upon best practice from across Europe in all aspects of its work. Without authoritative validation those who participate in mentoring (both mentors and mentees) are denied legitimate acknowledgment of their achievements, and employers cannot properly judge the qualities of staff and potential recruits.

The project is a direct expression of the principles of the Copenhagen Agreement and complements the range of community initiatives that seek to ensure that the benefits of informal and non-formal learning are fully realised as a part of VET.
More information can be found at the project website.

SEN logoThe Social Employers Network (SEN) is a network set up to encourage, consult and support employers in recruitment and retainment of any kind of disadvantaged or disabled workers. SEN is EU wide network with founding members organizations from Bulgaria, Belgium, Greece, Ireland, Netherlands, Poland, Romania, Slovenia, Spain, Sweden and UK which has been together since September 2007. Membership is open to all kinds of employers who share positive attitude towards people with disabilities and disadvantaged.