DUCTILIS ascii version

In the territorial area examined, some elements of structural changes in the supply of labour have long been noted. As from the end of 1998, there has been a constant increase in first jobs - above the provincial average. In almost all cases, this has taken the form of so-called atypical contracts. During 2000, most first employment (well over 70%) took the form of fixed-term contracts. Part-time contracts are also on the rise, even though they are still secondary in terms of employment figures. It is more difficult to obtain reliable figures about other forms of atypical employment: This is particularly true of coordinated and continuous collaboration, contracts for participation in joint ventures, and sometimes an excessive recourse to cooperative association. To sum up, the demand for manpower is very varied in terms of the type of collaboration on offer, it is selective in terms of the personal and professional abilities of the worker, and variable in terms of the number of persons required. Demand is highly segmented, transversally characterised by demand for a high degree of flexibility in terms of methods, duration and performance, and it is particularly geared towards the search for medium-high levels of education. At the same time, when the characteristics of the active population are observed, it can be seen how the improvement in the labour market has only benefited some categories. Women account for over 65% of the unemployed today, thus confirming the female nature of unemployment, and this has become more pronounced over the last few years. The worst-hit age group among unemployed is that of those over 29 (52%), followed by the under-25 (34%) and then by those aged between 25 and 29 (14%). As concerns professional characteristics, the greatest number of unemployed consist of unskilled workers (46%). Office workers account for 38.5% and skilled workers 15.5%. In the year 2000 and in the first months of 2001, data point to stability among office workers and a considerable reduction among skilled workers, compensated by an increase in unskilled workers. Having no formal qualifications, not being in a young age group and being a woman are all obstacles to full participation in the jobs market.
Other characteristics, of a subjective nature, can be added to these obstacles: Among the population which is disadvantaged in terms of access to the employment market, there is very little if any inclination or ability to access vocational training services or willingness to `invest` in oneself by planning and adopted measures to ensure one`s own professional development. For these sectors of the population, objective obstacles and subjective tendencies accumulate, generating a negative loop, thus keeping these people at the edges of the employment market. As a result, their condition remains precarious and they frequently decide to stay out of the market or take up irregular forms of work. The `overlapping` of the new characteristics of the supply side of employment, with the objectives and subjective limits which are common to part of the active population as described above, have led to new and considerable difficulties in accessing the employment market, and often to exclusion from jobs. Generally speaking, the fact that the jobs market is becoming more segmented and flexible may prove to be a positive factor. It is certainly indicative of the ability of the production system to react to modifications in the market: it may also be a means to distribute unemployment over a greater section of the population in order to reduce time spent unemployed and to increase the possibilities of returning to work. However, this can only be achieved if there is a general ability of workers to adapt their professional skills. But this is not the case today: the population which offers its services to the employment market is also segmented, and some of these segments are subject to particular conditions which reduce their ability to adapt. It is thus necessary to remove these conditions, in order to increase their potential for access to jobs. Should there be no intervention to achieve this, it would lead to an increase in the causes of some types of inequality: 1) the first concerns the actual possibility for the entire population to have reasonably similar opportunities of finding a job; 2) the second, following on from the first, concerns inequality of income, in relation to which it is necessary to emphasise the rise of poverty, along with the unemployed) among single-income families with a `poor breadwinner`. This phenomenon has led to an acute need for strategies to ensure access to jobs for all members of the population; 3) The third and last concerns the fact that women have fewer job opportunities than men.
In the area considered, changes in the production system suggests that the drive towards flexibility in the jobs market is destined to intensify and it does not appear reasonable to consider that spontaneous processes in the market may reduce, rather than render even more acute, those factors which lead to inequality. Without intervention to support the weak, the opportunities offered by the flexible market are unlikely to give them greater access: this is because they are less professionally suitable and thus less adaptable to new job requirements. If this were the case, it would lead to greater precariousness, thus preventing them from having skilled work experiences and opportunities for professional development and careers. This tendency would particularly affect: 1) the population over 45 with no professional skills, or in danger of obsolescence, especially when affected by company restructuring processes. 2) All those, (especially the young) who work with atypical employment contracts, and who do not have the ability and/or opportunities to improve their personal position by maintaining or acquiring real professional skills in order to meet market demands. Being an `atypical` worker, especially when in precarious employment conditions, hinders access to traditional continuous training opportunities, precisely when the acquisition and maintenance of good professional expertise would be the main guarantee to remaining firmly within the jobs market; 3) female workers, particularly those who need to re-enter the labour market after a long absence (it is necessary to observe how the use of innovative, less `protective` job contracts have affected some sectors, such as commerce, with a high level of female employment).
In line with the condition described, and with the critical elements of actual and potential inequality it leads to, the development partnership intends to intervene in order to increase the potential and capacities of the sectors of the population affected so that they can enter the jobs market and overcome those factors which might lead to marginal or precarious conditions of work.
Some initiatives have already been carried out to achieve this objective within the territory. They include, among the various planning activities: the programmatic document of the Torino Sud territorial pact, adopted by 27 municipalities, trade associations, representatives of school institutes and training agencies which took part in the Pact; the territorial training plan drafted by both sides of industry and the local authorities for the area of the Torino Sud pact which was developed, in accordance with the development guidelines of the programmatic document, within the framework of a project funded by Law 236/93. Research activities included one into the `development of continuing education` carried out in part of the partnership development area by ENGIM, the Nichelino training agency. The experiments which were carried out included the experience of CTP and ITIS `Pininfarina` in the creation of the `monoennio` (one-year programme) as one of the initiatives for continuing vocational training, and the six IFTS initiatives in Torino Sud carried out by the high school, vocational training and university system.

Objective

The general objective of the operation is as follows: to increase permanence in the jobs market of workers with low-level qualifications and/or uncertain job contracts.
This is a general objective which directs the operation towards some particular sectors of the population: 1) workers who do not have suitable qualifications to meet the requests of today`s labour market, or who possess potentially obsolescent skills. These include a group with a higher risk of exclusion: those over the age of 40 who not only lack the necessary skills but also are affected by an objective risk factor, particularly when involved in company restructuring; 2) workers who carry out their activities with atypical contracts and who have insufficient qualifications to ensure them a reasonable level of adaptation. They find themselves in an uncertain situation, unable to embark on a career, running the risk of increasing precariousness. Atypical work contracts include those involving discontinuous work relationships (fixed-term contracts, coordinated and continuous collaboration, temporary jobs) which are those most open to risk. These work contracts are a disincentive, for the beneficiary of the work, to invest in the professional development of the worker; 3) women. When seeking a job, the fact of being a woman tends to penalise, but it is also a further negative element in high-risk areas such as those mentioned above.
The long-established weakness of these segments of the population is now augmented by an increasingly segmented, variable and selective labour supply in which the continuously evolving flexibility and skills the worker is able to offer are crucial. This risk is creating further elements of discrimination, precariousness and exclusion. As mentioned above (v. section 3.4), these changes in the labour supply are natural results of the transformation of the economic and productive system. Over time, they are destined to become increasingly important. On the other hand, if these changes are accompanied by measures designed to reduce discrimination and exclusion, they may help improve the rate and distribution of employment. The basic direction chosen for the initiative is does not to hinder any increase in this type of work supply, but rather helps those segments of the population which are now in difficulty to be more active on the labour market and reduce the risks they run of exclusion and discrimination.
The general objectives may thus be outlined in terms of four specific goals. 1) to consolidate the market position of atypical workers and thus increase their chances of keeping their jobs less precariously. With the exception of part-time work, all forms of atypical employment today have their non-continuity in common. Holding down a permanent job depends on the ability of the worker to demonstrate the skills which the principal requires. It is thus essential for these workers to adapt, increase and constantly maintain their professional skills, to meet company demands, and to have certification of these skills since they often need to change company. The expected result is to strengthen the market position of workers with atypical contracts, especially those with limited skills, in order to give them job stability and real career prospects.
2) To promote intercompany and territorial mobility of workers. Structural changes in the labour market and new national and Community regulations introduce a wide range of possibilities for mobility. Access to these opportunities is virtually non-existent for those who, for reasons of age, gender or professional skills, are at the weak end of labour supply, for whom new developments in the market tend to produce discrimination and inequality. In order for these people to acquire real mobility, and thus greater job opportunities, they must be offered the possibility to develop their skills and make themselves more attractive to the market. The respected result, in this case, is an increase in horizontal and vertical mobility in the company, between companies and in terms of location, also for those who are currently or potentially disadvantaged.
3) to prevent job losses. Workers over the age of 40 who do not have the necessary skills are at high risk of exclusion, especially in cases of restructuring and technological innovation. These are workers who, once they lose their jobs, are unlikely to find another one. In the majority of cases they are bound to turn to forms of assistance and/or precarious or irregular forms of work. In terms of this specific objective, the expected result is to provide these workers with the possibility of not being marginalised within the labour market. This will be achieved by enhancing and developing the skills they have required, partly through intercompany mobility.
4) to promote job security for women who, in all segments of the population considered, are the group most at risk of exclusion and precariousness in the employment market. The expected result, in this case, is that this risk will be reduced by developing and enhancing the skills of the female population.
These objectives will require a complex action able to affect a wide range of employment policies. They may be achieved by a series of actions to obtain two objectives: a) on the basis of a common project and methodology recognised by management and labour, local institutions, assessment and certification services, to develop training credits (in a formal, not informal sense) and to help individuals work out their own professional development by guiding their access to training opportunities and jobs; b) to create services and conditions capable of ensuring access to and participation in training courses to improve their professional skills throughout their working life. This means it is necessary to set up training courses based on training units which, in terms of content and implementation, can provide customised and targeted development. The initiative is particularly geared towards the first of these objectives, which is essential for the development of customised training.
First of all, it is designed to draw up a methodology for assessment and certification of skills (agreed upon and recognised by all parties and usable for both training and jobs) and to experiment and standardise it. The proposal is thus to perfect services and instruments capable of matching job demand and supply and to carry out support services and counselling for individuals in order to draw up and implement a customised development project for skills and abilities, in line with the potential and orientation both of the person and of the labour market.
The definition, experimentation and, later, full implementation of these services will prove to be a significant step forward for increasing the adaptability of companies and workers. At the same time it will be an effective way of combating discrimination and inequality. The development partnership intends to use it to provide a practical response to the expectations of individuals and companies who require a certain, common and `transparent` system for validating professional skills, developing individual careers and creating effective services for ensuring that job demand matches supply.

Innovation

Nature of the experimental activities to be implemented	Rating
Guidance, counselling	****
Work placement	****
Job rotation and job sharing	***
Employment aids (+ for self-employment)	***
Integrated measures (pathway to integration)	***
Employment creation and support	****
Improvement of employment services, Recruitment structures	****
Conception for training programs, certification	****
Anticipation of technical changes	**
Work organisation, improvement of access to work places	***
Awareness raising, information, publicity	****
Studies and analysis of discrimination features	****

Type of innovation	Rating
Process-oriented	****
Goal-oriented	****
Context oriented	****

The term `workshop` is used to define the operation since this is to be a truly innovative experience, whose success can act as a driving force for other projects to promote new models for services in the labour market, which will be increasingly segmented and with increasing selectivity in its supply, thus bringing new forms of discrimination and inequality. This is a market in which profound legislative and regulatory transformations are taking place, and these are accompanied by a process (which has only just started up) of redefining services for employment.
The innovative nature of the operation is to be found especially in:
- the target group, which includes those traditionally at risk (i.e. workers over the age of 45 with potentially obsolescent qualifications), and the large and increasing class of `atypical` workers;
- the precautionary approach to the risk of exclusion from the jobs market of some groups of workers with qualifications that are either weak orwith highly precarious jobs;
- the decision to develop advanced approaches and methodologies to implement and run the services, gleaned from the most significant experiences obtained within the EU;
- the use of tools now offered by data transmission networks, both to promote the greatest possible participation in implementation of the initiative, and to circulate the results and, lastly, to assist training services and service management;
- the methods provided for by the project, based on shared and transparent services and management tools;
- the nature of the services which are to be experimented: these are designed to make it simpler to match job supply and demand and to encourage continuous development of the workers` skills;
- integration between various labour policies and actors, focusing on coordinated links between job centres, schools, training institutes and local authorities.

Budget Action 2

500 000 – 1 000 000 €

Beneficiaries

Assistance to persons	M	F
Unemployed	10.0%	20.0%
Employed	30.0%	40.0%
Others (without status, social beneficiaries...)	0.0%	0.0%
	100.0%
	M	F
Migrants, ethnic minorities, …	0.0%	0.0%
Asylum seekers	0.0%	0.0%
Population not migrant and not asylum seeker	40.0%	60.0%
	100.0%
	M	F
Physical Impairment	0.0%	0.0%
Mental Impairment	0.0%	0.0%
Mental Illness	0.0%	0.0%
Population not suffering from a disability	40.0%	60.0%
	100.0%
	M	F
Substance abusers	0.0%	0.0%
Homeless	0.0%	0.0%
(Ex-)prisoners	0.0%	0.0%
Other discriminated (religion, sexual orientation)	0.0%	0.0%
Without such specific discriminations	40.0%	60.0%
	100.0%
	M	F
< 25 year	5.0%	5.0%
25 - 50 year	20.0%	25.0%
> 50 year	20.0%	25.0%
	100.0%

Assistance to structures and systems and accompanying measures	Rating
Gender discrimination	***
Discrimination and inequality in employment	****
Other discriminations	****
Low qualification	****
Unemployment	*

Promoting individual empowerment

Empowerment

With beneficiaries

Participation

Developing collective responsibility and capacity for action

Participation in the project design

Participation in running and evaluating activities

Changing attitudes and behavior of key actors

The beneficiaries of the Ductilis project are those workers with atypical contracts and those aged over 40-45 years with potentially obsolescent qualifications.The project does not intend to apply abstract solutions to the problem, but rather to start up a concerted process involving all the parties concerned. The promotion and dissemination stage provides for a communication plan which will be used to carry out awareness-raising activities, throughout the course of the project, for all those involved. Plans have been made for conferences and seminars for workers in their workplaces, with the cooperation of the companies, trade unions and trade associations, to give them a leading role in the initiative. Brochures will be published and communication activities carried out through local newspapers and magazines, and a Ductilis web page will be created with an online forum to enable potential beneficiaries to be constantly informed (even if they are not involved in the activities) and to take part in the various stages of the work with their opinions and observations. Phase 2, which will involve identification of the particular needs of the target group and those involved in the experiments, will primarily aim to involve the beneficiaries in choosing the instruments and methodologies to be used to investigate needs through the focus group and, after in-depth interviews have been carried out, representative samples of the various categories.
Through the focus group, the beneficiaries are also involved in the analysis of actual and potential demand for services as well as in validating the models created for experimentation.
The end-users of the experimentation phase will be selected in agreement with all partners. A special role will be played by those partners whose institutional role brings them into contact with the beneficiaries of the project (CPI, local authorities, CPT, trade unions, businesses, training institutes, schools).Phase 3 of the experimentation stage provides for direct involvement of beneficiaries through actions to assess the effectiveness and efficiency of the model proposed. This phase, which will take place in the headquarters of the partners and thus in all the areas concerned, will involve about 500 beneficiaries, and will be able to experiment the skills assessment tools, credit recognition and job demand/supply matching, obtaining important added value in terms of their individual professional development project and thus greater possibilities for dealing with changes in the labour market.The beneficiaries will also be involved in all the other stages of the project through their associations which will be present throughout the planning and monitoring phases. Reference is made here not only to the traditional role of workers` representation by trade unions but also that of associations to promote and safeguard new forms of work (ALAI CISL, NIDIL CGIL, CNA and self-employment) which are rapidly developing at the moment

Between national partners

Involvement of all the partners in the decision-making processes is ensured by the activities of the focus groups which will be validating the results of one or more activities, by the frequent work meetings or brief seminars and by the online discussion forum. This will enable the partners to contribute to all the activities, even those they are not directly involved in, and to acquire a global view, thus contributing considerable added value. The focus group, in particular, is an important validation tool for the various phases of the project.
The development partnership will also have a special Assembly bringing together all the project partners. This will be a forum for debate, exchange of ideas and development.
The local authorities taking part in the development partnership will mainly be involved in the Executive Committee, which will supervise implementation of the project and contribute to its activities, providing all partners with constant support and involving them in the content, the methodologies and the work tools. The partners in the Technical-Scientific Committee will provide general supervision for the project, giving suggestions and observations to the actuators and to the project manager, helping to reveal the problems and criticalities and to find suitable solutions for them.
Involvement of all members of the network is also ensured by the project manager, who will provide suitable mechanisms and tools to ensure the collaboration of all partners and guarantee all of them the full right to participate in implementing the project and achieving the objectives.

Transnationality

Linguistic skills

Deutsch
English
français
italiano

Percentage of the budget for transnational activities

12.3%

Transnational Co-operation Partnerships

Transnational Co-operation Agreement	DPs involved
208 NETFOR - Network for work in tune with ageing	DE EA-40516 FI 19 FR HNR-2001-10646 FR IDF-2001-11082 PT 2001-281

Background

Involvment in previous EU programmes

Two and more partners involved in A&E

National Partners

Partner	To be contacted for
CITTA` DI MONCALIERI	Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership
ADECCO SPA
ATI `DUCTILIS` Agenzie Formative AFPA Torino-Sud (Capofila Engim)
Agenzia per lo Sviluppo del Sud Ovest di Torino S.R.L.
Apprendimenti & Linguaggi s.r.l.
Associazione delle Piccole e medie Imprese
COREP TORINO (Consorzio per la Ricerca e l` Educazione Permanente)
Centro Territoriale Permanente - Educazione Adulti
Centro Territoriale Permanente Castello di Mirafiori
Centro Territoriale Permanente per Educazione Adulti-SMS `A. Cruto` - Piossasco
Citta di Nichelino
Comune di Carmagnola
Comune di Chieri
Comune di Torino - Circoscrizione X
Comune di Torino - Settore Servizi Territoriali per il Lavoro e lo Sviluppo
Confederazione Generale Italiana del Lavoro
Confederazione Italiana Sindacati Lavoratori
Confederazione Nazionale Artigianato e della piccola e media impresa
Consorzio API Formazione S.C.R.L.
Cuneo Formalavoro
Istituto Superiore E. Amaldi Orbassano
Istituto Tecnico Industriale J.C. Maxwell
Istituto Tecnico Industriale Statale G.B. Pininfarina
Istituto Tecnico Industriale Statale Primo Levi
Istituto Tecnico Industriale Statale `Giancarlo Vallauri`
Istituto d`istruzione Superiore Statale B. Roccati
Liceo Scientifico Statale `Augusto Monti`
Poliedra Progetti Integrati S.P.A.
Provincia di Cuneo
Provincia di Torino
SMS L. Pirandello - Centro Territoriale
Societa Consortile Formazione Professionale Alba - Barolo

Agreement Summary

(...)
Piazza Vittorio Emanuele II
10024 Moncalieri
www.comune.moncalieri.it

The responsibility of direction and management of the partnership is assigned to the Municipality of Moncalieri, to which refer the coordination functions of the partnership and the control functions on the realisation of the actions according to what has been defined in the executive plan, moreover it connects the activities as regards the transnational partnership and takes care of the relations between the partnership and the other structures engaged in plans carried out within the Equal I.C.
The functions and direction and control directed towards achieving the objectives of the plan are carried out by the Assembly of PS, constituted by the representatives of all the subjects who carry out an activity within the executive plan.
The functions of direction, coordination and control of the Municipality of Moncalieri are also carried on by the Project Manager, who assures a circulation of information in the Partnership and reports his own work done in assembly. The Partnership has decided to adopt a working organisation which is essentially based on the model of task force. This choice enables to: involve everybody according to the specific competences, bring a remarkable value added to the plan, because it fosters real synergies among the various members of the PS and favours a general vision of the work progress. The P.S. is provided with three organs: the Assembly of the P.S., the Executive Committee and Technical - Scientific Committee.
The Assembly of the PS is constituted by the representatives nominated by all the subjects who carry on activity within the executive plan; it has functions of direction and control directed towards achieving the objectives of the plan, it meets periodically to value the progress of actions and anyhow every four months. It is a place of comparison and analysis of the criticalities which arise during the realization of the plan and represents a place of close examination of problems and comparison and reciprocal control for a successful and efficient self-accomplishment.
The Executive Committee is formed by a representative of each Local Authority taking part the P.S.; it presides over the realization of the executive plan, contributes to the development of the activities foreseen, and also carries out control functions towards subjects who are members of the P.S., to guarantee the consistency between the development of the activities and what is defined in the executive plan. The Progect Manager coordinates the activities of the Executive Committee.
The Technical-Scientific Committee is formed by a member of the Piedmont Region, by a member of each Province adhering to Ductilis, by two members of the entrepreneurial Associations and by two members of tthe trade-union organization of workers, by two experts determined in the university world, by a member of the regional Direction of the Education and by a member of the Municipality of Moncalieri, who is the chairman. The Technical-Scientific Committee superintends the accomplishment of the project, values the technical-scientific consistency and supervises the whole realization of the principle of mainstreaming. It guarantees the diffusion of the results and the transferability of the products consequent the realization of the plan promoting the exploitation over the territory. The Technical-Sscientific Committee meets at least twice a year.
The management and control of the financial resources and the relations with the referring Administrations make reference to the Municipality of Moncalieri, which directly receives the funds on behalf of all the partners constituting the P.S.
All the partners assure of adopting a distinct book-keeping system or a proper book-keeping codification for a control of expenditures and activities concerning the plan which allows to define at any time the availability of each single voice of costs. (Regulations (CE) N. 1260/99, art.34, point 1, letter e).
Moreover the Municipality of Moncalieri executes the activities of statement with the support of ATI Ductilis and deals with the compilation of the financial report of the required work progress following the expected fixed dates.
Besides the ATI Ductilis provides its own support to the responsible subject in order to fulfil the inspection activities made by officials of the community institutions, of the Welfare Ministry, of the Piedmont Region or the ISFOL, or their delegates.
The Municipality of Moncalieri places at disposal the staff and the necessary structures to perform the duty and the functions of the operating secretary`s office.
The activity of monitoring and self-evaluation refers to the Municipality of Moncalieri.
The internal monitoring allows to keep watch of the development of the plan and to value the level of achievement of the intermediate objectives, with reference to the prearranged objectives.

Last update: 06-05-2002 Top

CITTA` DI MONCALIERI

Tel:011.6401.411
Fax:011.64.24.77
Email:osl@comune.moncalieri.to.it


Responsibility in the DP:	Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

During the last years the list of the Local Authorities has changed in a significant way, both because of legislative intervention aiming at decentralizing functions and competences and because of a more conscious culture of the local government.
Beside the traditional function of administration of the municipal land, that is almost exclusively town planning and supplying with services, there is a capacity of intervention and initiative about economy and local development which is also a complex response to the crisis of the first middle of the nineties.
So the list of the local Authority is becoming more and more complex: it also includes the capacity of working out and promoting all the plans and the activities in its own land, that could be competitive benefits.
The Municipality of Moncalieri is working in this direction, realizing some projects financially supported by the European Union:
- Realization of the Integrated Pole of Development Montepo, in the Sanda Vado area
- Realisation of the equipment area of Carpice
- Realization of the Foundry Limone and realization of `Theatre Laboratory` in patnership with Teatro Stabile of Turin.
Afterwards, the consciousness that the local development is determined by the capacity of working in synergy, has set out the engagement of the Administration in the promotion and realization of the Territorial Pact of South Turin.
The methods of concerted action and negotiated planning are the most functional to strengthen competitiveness in the territory.
One of the consequences is the constitution of the Unique Counters for incorporated enterprises: this is the first realization of the protocol about simplification and transparence in the administrative procedures

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Saraco	Vittorio	011.68.28.005	osl@comune.moncalieri.to.it	project manager

(...)
C.so Roma, 18
10026 Moncalieri
www.adecco.it

ADECCO SPA

Tel:011.640.21.21
Fax:011.682.95.35
Email:maria.campanaro@adecco.it


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

3.2.9.1 Traduzione in inglese della voce 3.2.9, anche in forma sintetica (massimo 3.000 caratteri).
Adecco S.F.L.T. is the first french-swiss group in the world in human resources services;
the company is situated into more than 55 countries with a network of 3500 branches in all over the world: every day Adecco gives a job to more than 500.000 people.
In Italy Adecco group has own societes that provide specialized profiles:
ADECCO SFLT: temporary job
AJILON: attends to medium-high profiles (marketing, trading, technical-informative, financial-administrative).
HORECCA: hotel, restaurant, catering fields.
CALL CENTER: selection and formation for people working in call center.
ALEXANDER TIC: research and selection of medium high profiles.
ADECCO FORMATION: formation courses for temporary worker.
ADECCO FOUNDATION (FOR THE SAME OPPORTUNITIES): strives to help targeted groups of individuals who have difficulty finding employment to enter or re-enter the job market.
The categories are disabled, unemployed, over 40, women with family responsabilities, athletes at the end of their own career.
Adecco S.F.L.T. provides a fast and appropriate service to the factories and candidates:
to attain this aim we have opened own branches everywhere in Italy, supporting the demands of the market, our customers` requirements and necessities of candidates.
In Italy there are 530 branches; for this reason, Adecco is the first temporary job company in Italy.
On the 20th January 2000 Adecco receved the Ministerial Authorization to carry on this kind of activity: in force of the law 196/97 that introduced in Italy temporary work, we had the opportunity to develop an intensive activity.
The large presence of Adecco in Italy has the purpose of knowing local markets of work and the real necessities of customers, contacting a great number of candidates.
The Adecco branch is the operative centre with the following functions:
- service to the customer
- reception for candidates and screening of curricula
- search of candidates with high specialization
- valutation and selection of candidates
- payrolling
- invoicing
The methodology of recruiting bases on the kind of job, peculiarities of the worker and valutation of candidate` s competence.
The course of recruiting and selection in Adecco is based on:
- analysis of customers` requirements
- search of candidates
- screening of curricula
- interviewing
- valutation of competences with Xpert
- check of references
- presentation of candidates to customer
- follow up (check if customer and candidate are both satisfied)

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Campanaro	Maria	011.640.21.21	maria.campanaro@adecco.it	project referent

(ATI `Ductilis` F.P.)
Via S. Matteo, 2
10042 Nichelino
www.engim.it

ATI `DUCTILIS` Agenzie Formative AFPA Torino-Sud (Capofila Engim)

Tel:011.68.09.488
Fax:011.62.69.17
Email:engim.nichelino@engim.it


Responsibility in the DP:
Type of organisation:	Other
Legal status:	Private
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The ATI `Ductilis` F. P. is a temporary association of enterprise formed between the following vocational agency: CIOFS/FP Piemonte, CNOS/FAP Regione Piemonte, CESA, EnAIP, ENGIM, EuFOR, IAL Piemonte (ENGIM as first of a line).
The main occupations realized by the Agency touching to ATI are:
1. In the area of the vocational training, thought as whole of socio-cultural training, vocational guidance, initial and continuous vocational training, re-enter in the training and productive system for people who aren`t admitted, dedicating a great attention to the problems of the services in the territory, developing and strengthening their activity in the creation and management of information-vocational counter and start off the career of all typology people; particularly to weak bracket: young in risk and women to re-enter in the productive system, out of work for a long time, grown-up in a precarious situation of work in relationship with local authority. Particularly they carry out activity of: reception - information - vocational guidance - initial and continuous vocational training - service to support to working insertion, certification and balance of the competence.
2. In the counseling area:
- To the people: services to individual project construction of training and professional grew in the subordinate work or to create self-employed
- To the enterprises: service to the access at national and european financing, cooperation to create vocational training and technology innovation as of information-vocational counter and start off the career of all typology people.
- To local authority: service to project and take part in activity as:
In the transnational project area: they have took part at the planning, conduct of activity, valuation and report of UE program, in the initiative `Occupazione` as: `Now`, `Youthstart` and `Horizon`. Moreover they have took at: `ADAPT`, `PETRA`, `LINGUA`, `FORCE`, `EUROFORM`, `EUROQUALIFICATION`, `LEONARDO` (exchange, pilot, search) and other international cooperation. The main partner of the enterprise came to the country they co-operate: France, Germany, Great Britain, Spain, Belgium, Portugal, Greece, Denmark, Sweden, Finland, Eire, Austria, Poland, Romania, Holland, Hungary, Senegal, Morocco.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Miranti	Agostino	011.68.09.488	engim.nichelino@engim.it	project referent

(ASSOT)
Via Alfieri, 21
10043 Orbassano
www.assot.com

Agenzia per lo Sviluppo del Sud Ovest di Torino S.R.L.

Tel:011.90.40.893
Fax:011.90.37.161
Email:...


Responsibility in the DP:
Type of organisation:	Other
Legal status:	Semi-public organisation
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Assot, born in October 1998, is a development agency created by the local Authorities of Beinasco, Bruino, Orbassano, Piossasco, Rivalta, Volvera and the Province of Turin.
The company`s goal is the economical, social and civil development of the south west Turin area.
Assot directly or using other companies or Consortia or Association, provides the following services:
- advising services and attendance in matter of integration and administrative rationalization for the public administration associated;
- promotion formulation and/or realization and/or management of specific projets, services or activities in matter of infrastructuring of the territory, productive settlements and integrated services for small and medium enterprise, technical and managerial services to the enterprises and to the local state agency, with particular care to the new technology and to the constitution of new enterprises.
- promotion and management of the occupational policies in matter of job services within agreements with Province of Turin services (Job Center).
One of the first steps of the agency, was the constitution of the `Sportello Unico`: service for the economical activity with offices in each local Authorities.
`Sportello Unico` goals:
- facilitate the entrepreneurs to find or espande local enterprises, and to promote the relationships with public administration.
- help (and garanty) the enterprises to obtin timely the certification necessary for their activities.
- support the development of a systemic mentality in this area and particularly among the six local administration.
Nowdays Assot is just constitute by public capital, but local private organization will be soon included.
Assot agency cure the promotion, coordination and technical secretariat for the `Patto Territoriale del Sangone`.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Giua	Patrizia	011.90.40.893	assot.informalavoro@net-media.it	project referent

(A&L)
Via Bardonecchia, 2
10099 San Mauro Torinese
www.appeling.it

Apprendimenti & Linguaggi s.r.l.

Tel:011.812.60.96
Fax:011.812.60.96
Email:appeling@appeling.it


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Development and research in singles and organizations potential evaluation,
learning and vocational oriented tools and methodologies
Developing models and methodologies oriented to information technologies
devoted in portals, assestment path, skills balance monitoring and management
Evaluation and certification tests managing models, tools and methodologies rendering.
Operative flows models, tools and methodologies rendering.
Problem solving, communication and learning oriented games creation.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Rondot	Fabio	011.812.60.96	appeling@appeling.it	project referent

(API - Torino)
Via Pianezza, 125
10151 torino
www.apito.it

Associazione delle Piccole e medie Imprese

Tel:011.451.32.81
Fax:011.451.32.27
Email:presidenza@apito.it


Responsibility in the DP:
Type of organisation:	Employers' organisation
Legal status:	Semi-public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Set up in 1949, it now numbers over 3,200 member companies, with a total workforce of around 65,000. The mission of the Association is to protect small and medium-sized firms in union relations and in the economic, technological and environmental fields, representing them individually in dealings with trade unions, administrative authorities at all levels and associations and organisations in Italy and abroad.
The work of API Torino is aimed in two directions: the representation, defence and promotion of the interests of member groups in dealings with institutions, political forces and unions and public opinion and the providing of a network of consultancy and assistance services for member companies

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Degioanni	Roberto	011.451.32.06	roberto.degioanni@apito.it	project referent

(COREP)
C.so Duca degli Abruzzi, 24
10129 Torino
www.corep.it

COREP TORINO (Consorzio per la Ricerca e l` Educazione Permanente)

Tel:011.56.45.104
Fax:011.56.45.199
Email:...


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Private
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

COREP (Consorzio per la Ricerca e l`Educazione Permanente) is a Consortium that was created in December 1987 by the following members: Politecnico di Torino ,Università di Torino, Università del Piemonte Orientale, Comune di Torino, Provincia di Torino, Regione Piemonte, Camera di Commercio di Torino, Unione Industriale di Torino, CNR, Compaq, Fiat, Olivetti and Getronics Solutions Italia S.p.A.
The Consortium operates as an instrumental body for specific initiatives of common interest between the universities and the world of production and service sector. COREP is involved, usually as main contractor, in a large number of training and research projects, both at national and at European level.
The main activities of the Consortium are: continuing education, didactic experimentation, research, diffusion of the innovation technologies and function of interface between the Academic and the industrial world. In addition, the Consortium organises twelve-month Master courses.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Ossola	Pierluigi	011.58.05.282	possola@corep.it	project referent

(C.T.P. Alba-Bra)
Via De Amicis, 1
12051 Alba
...

Centro Territoriale Permanente - Educazione Adulti

Tel:0173.44.10.82
Fax:0173.29.32.86
Email:3circolo.alba@tin.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 10-50
NUTS code:	CUNEO
Date of joining / leaving:	27-08-2001 /

Text available in

The C.T.P. organizes one-year courses oriented to literacy and cultural consolidation for adults, with particular interest for foreigners.
It organizes short courses for functional literacy in technological area and languages (foreign language, informaties and food education) of adult people.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Carbone	Luciano	0173.44.10.82	3circolo.alba@tin.it	project referent

(C.T.P. Castello di Mirafiori)
Via Millelire, 40
10127 Torino
...

Centro Territoriale Permanente Castello di Mirafiori

Tel:011.60.66.575
Fax:011.60.66.575
Email:CTPCASTMIR@LIBERO.IT


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

C.T.P. CASTELLO DI MIRAFIORI was set up in the 1999/2000 academic year and is under the administration of the Istituto Comprensivo Castello di Mirafiori. I
It employs eight teachers and some external consultants who provide free courses on a number of subjects. Some of the most recent include:
First and second level computer science
Internet
First and second level French
First and second level Spanish
German, music, catering, workplace safety, etc.
Literacy courses for foreigners
The Centre also provides secondary-school certificate training (formerly `150 hours`), and primary education, as well as C.I.L.S. certification.
Attendance is flexible, at a number of hours from 8:30 a.m. to 8 p.m.
Some figures. In just over two years, the Centre has provided:
§ Information technology courses for over 600 people
§ French courses for 200 people
§ English courses for 400 people
§ Literacy courses for about 500 foreigners
§ 16 ESF courses for the unemployed
§ 5 C.I.P.E-funded courses
About 100 students have already received the lower secondary school certificate.
There are over 2000 students this year
SPECIFIC OBJECTIVES:
Some of these objectives, which may be achieved in various ways, are common to all the courses, while others refer only to a few. In particular:
- The introduction of tutors for groups of students both to solve teaching problems and to help in training and vocational guidance
- The promotion of Italian culture (not only language) through reading, cinema and educational outings
- Support for students (including foreigners) to continue their studies, for example in vocational training schools
- To become a frame of reference in coordinating job supply and demand in close contact with the labour exchange, and with public and private agencies
- To foster cultural interchange and projects to open up the territory to the outside world

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Morino	Valter	011.60.66.575	VALTERMORINO@VIRGILIO.IT	Project referent

(CTP Piossasco)
Via Cumiana, 2
10045 Piossasco
www.ctp-piossasco.it

Centro Territoriale Permanente per Educazione Adulti-SMS `A. Cruto` - Piossasco

Tel:011.90.67.609
Fax:011.90.42.287
Email:alcruto@tin.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The area in which the C.T.P. is present spreads in the comunities of south west Turin, and is particularly distributed amongst the municipalities of Orbassano, Piossasco and Pinerolo. The area in consideration involves tree Educational Districts. The C.T.P. with the Directorate in conjunction with the school ` A. Cruto ` of Piossasco, carries out curricula activity in eight schools situated in the municipalities of Beinasco, Giaveno, Orbassano, Pinerolo, Piossasco, Rivalta and Volvera.
PURPOSE AND OBJECTIVES OF THE E.D.A. CENTRE
The Ministerial Ordinance decree n.455 of the year 1997 establishes the centres (`Centri Territoriali`) and clearly states their purpose and objectives:
` a service which is aimed at coinciding the right to education with the right to career guidance, re-training and professional training` (art.21). The training offer for adults is divided up in a series of phases to:
Achieve basic literacy, completion of obligatory state exams and eventual re-enrolment in the state school system;
Achieve the necessary skills required for the changing modern society, with new needs of literacy, knowledge and language.
Promote awareness of culture and `citizenship`,in the sense of the rights and duties that allow integration and participation in the social and productive context in which one lives.
Achieve professional orientation through the acquisition of specific skills connected to the prospective work.
To achieve these objectives, the CTP places itself in the prospect of growing integration with other subjects that operate on the same territory gathering the needs, planning and running the proposed training courses: firstly with the local bodies, Professional training, High schools, Employment services, the Trade Unions, the private sector, Social services and Volunteer groups,..
COURSES SET UP IN THE SCHOOL YEAR 2001/2002
Courses in basic literacy and in Italian culture for Italians and foreigners.
Courses offered at high school level (scuola media)
Courses for workplace learning
Courses of professionals orientation `FSE`
- 1. Introduction to assistance to people
- 2. Work and information technology training.
- 3. Catering
Courses in starting up your own business.
Training in general culture
Information technology (levels 1,11,111)
Introduction to English (levels 1,11,111)
Introduction to French
Images of moderness through 20th Century Art
Local culture and architecture 20th Century thought and history
From Lira to Euro
Food education, from health to the Environment
Other specific courses
Courses for Tour assistants
Courses in Professional Baby Sitting
Courses in Portuguese
Courses in Biologically grown products
Courses in Horticulture (pruning)

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Lanza	Sergio	011.90.67.609	sergio.lanza1@tin.it	project referent

(...)
P.za G. di Vittorio, 1
10042 Nichelino
...

Citta di Nichelino

Tel:011.681.96.50
Fax:011.681.96.01
Email:lavoro@comune.nichelino.to.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

In the context of policies for local development and occupation the City of Nichelino pursues the following aims:
· To connect the active policies for job and formation, social services for occupation and the policies, identifying orientations, aims, methods, complementary instruments and activities;
· To promote the interaction between the institutional partners and the local partners in relation to the specifications of the territory; evaluating possible conventions with the institutional subjects (area, province, and competent corporations) for the development of planning study activities in matter of active policy for work and formation;
· To guarantee a punctual and up-to-date information activity as regards to the local-plans about job and formation, particularly in favour of unemployed people and exposed to social exclusion;
· To promote and spread `the R.M.I experience`, with innovative actions for the qualification and the continuity of the service;
· To promote support and/or formation initiatives for the engaged operators, differently envolved in the experimentation.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Pipino	Claudia	011.681.96.09	lavoro@comune.nichelino.to.it	project referent

(...)
P.za Manzoni, 10
10022 Carmagnola
www.comune.carmagnola.to.it

Comune di Carmagnola

Tel:011.97.24.224
Fax:011.97.24.225
Email:agsvillcarma@libero.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Municipality of Carmagnola cares for the interests and development of Its area.
Main objective of the municipality is to promote and activate social and economical development policies with efficacy, effectiveness and equality with the aim of going beyond standardized and burocratic procedures.
In the past few years through the local Development Agency, the Municipality tried to improve and reinforce the network of the local actors outlining activities to enhance the community`s benefits.
In this way different and diverse actors were brought together to work with an integrated attitude and co-operating on the same objectives.
The products and projects which originated from this collaboration are The Territorial Employment Pact, the project for the Productive Settlements, Agricultural investments, services to SMEs and the Plan for Preservation of Urban Area.
The Municipality co - ordinates the existing services and aims at developing new ones to promote the peculiarity of the area and its growth.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Altamore	Giuseppina	011.97.24.224	agsvilcarma@libero.it	project referent

(...)
via palazzo di città, 10
10023 Chieri
...

Comune di Chieri

Tel:011.94.28.265
Fax:011.94.70.250
Email:rvirelli@comune.chieri.to.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The activities are carried out in the framework of the transformations under way in the huge process of administrative decentralisation , and aim at giving special value to the role of the citizen - user.
Bearing this in mind, the Local Council is expected to start up the institutional and organisational actions needed in order to meet the demand in adequate, exhaustive and timely terms.
The Town Council`s main areas of action include: administration of the territory (town planning and public works), management of the social, educational and cultural systems, of services to individuals, of financial resources and economic development.
More precisely, the role of Chieri Town Council is re-defined in the town educational system with a view to gradually improving its capacity of listening, showing attention and carrying out initiatives. The education of children and adults plays a central role in a town that wants to face the great challenges represented by environment and society, communication between people and systems, different cultures, and contrasting processes leading to marginalisation and social exclusion.
With regard to services to individuals, the Council promotes, within its competence, the conditions requested to access primary services on education and training as well as the people`s rights to a house a job and social security.
The Council aims at improving the quality of life and preventing social distress through the offer of cultural, sports and social opportunities.
The Council`s main functions regarding economic activities are to create favourable conditions for the establishment and development of new and already existing production activities as well as to increase the value of typical local products.
The Council`s goal in the administration of the territory is sustainable socio-economic development to be achieved through planning : optimal use of space, adequate distribution of the infrastructure, rational organisation of services, and environmentally correct integration of the envisaged actions.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Virelli	Raffaela	011.94.28.265	rvirelli@comune.chieri.to.it	project referent

(...)
S.da Comunale Mirafiori, 7
10135 torino
...

Comune di Torino - Circoscrizione X

Tel:011.443.50.11
Fax:011.443.50.19
Email:circ10@comune.torino.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Circoscrizione 10 is one section of the municipality, consisting of decentralisation, participation, and grassroots management organisations, and it carries out functions on behalf of the Municipality. It has operational and organisational autonomy in accordance with the Statute of the City of Turin and its decentralisation regulations.
In terms of employment policy, the Circoscrizione is currently managing
- a working induction project with work award for 18 to 24 year-olds
- a training course for trainers (for some Circoscrizione employees, in view of the next work award competition which will have a training/work slant).
A project for the creation of a employment office is underway in collaboration with the Jobs Centre, and a third party still to be selected.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Serena	Rosaria	011.443.50.11	rosaria.serena@comune.torino.it	project referent

(...)
C.so F. Ferrucci , 122
10141 torino
www.comune.torino.it

Comune di Torino - Settore Servizi Territoriali per il Lavoro e lo Sviluppo

Tel:011.442.58.73
Fax:011.442.59.30
Email:roberto.giarletta@comune.torino.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The Sector Territorial Services for the Job and the Development is concerned with activity to facilitate of the unemployed person or of the people to risk of unemployment in the market of the job, with particular attention to the weak and disadvantaged subjects.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Montisci	Alessandro	011.442.58.73	roberto.giarletta@comune.torino.it	project referent

(CGIL)
Corso Trieste, 23
10024 Moncalieri
...

Confederazione Generale Italiana del Lavoro

Tel:011.64.01.701
Fax:011.64.06.230
Email:cmoncalieri@mail.pmt.cgil.it


Responsibility in the DP:
Type of organisation:	Trade Union
Legal status:	Private
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

CGIL in his territorial jurisdiction:
- promotes, bargains and plans (individually and along with the other union organizations and social parties) collective bargaining and territorial development exploiting negotiated planning and promoting social coesion.
- manages productive restructuring processes
- provides supports and services in order to guarantee respect and defence of rights
- practises legal and labour disputes activities
- is involved in knowledge and vocational training growth
- cares of weak figures in job market in order to forward training and job opportunities
- offers their members patronage services with regard to pensions, industrial accidents and occupational diseases

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Lodi	Elio	011.64.01.702	lodeli@tiscalinet.it	project referent

(CISL)
Via Martiri della Libertà, 2 bis
10024 Moncalieri
...

Confederazione Italiana Sindacati Lavoratori

Tel:011.643.38.11
Fax:011.643.38.33
Email:...


Responsibility in the DP:
Type of organisation:	Trade Union
Legal status:	Private
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

CISL is a representative organisation which negotiates with local municipalities on prices, rates, and social problems, through consultation with various actors. It adopts a propositional approach to local development.
CISL works on behalf of those who lose their jobs and remain on the edges of society, promoting training and work opportunities.
It safeguards workers` interests by supervising restructuring processes in factories and renewing national labour contracts to adapt the needs of workers (greater rights) to cyclical variations in the economic situation.
It also safeguards individual workers through negotiation and legal services and, with the help of the Patronato INAS, assists workers and pensioners with pension, accident and occupational illness procedures

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Mandarano	Giovanni	011.643.38.20	dufuem@tin.it	project referent

(CNA)
Via Avellino, 6
10144 Torino
www.cna.to.it

Confederazione Nazionale Artigianato e della piccola e media impresa

Tel:011.461.76.66
Fax:011.461.76.94
Email:infocna@cna-to.it


Responsibility in the DP:
Type of organisation:	Employers' organisation
Legal status:	Semi-public organisation
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

For more than 50 years CNA has been helping artisans and little entrepreneurs; CNA is their representative in the relations with institutions, public administrations and social parts. Legislations, labour protection, technology, security, quality, investments, computerization of the productive and distributive processes: CNA is always with them, it has always been present during the evolution that has involved craftsmen and little entrepreneurs.
Today CNA can understand the new necessities and request of these professionals: new artisans and little entrepreneurs are ready to accept, with confidence, the challenges of the present.
So for more than 50 years, entrepreneurs have been finding every type of solution to run their business and the possibility of confronting with their colleagues; also retired artisans can be a valid help.
CNA knows that very often little entrepreneurs and artisans reach high levels of quality in the production of goods end in the offer of services, but they have also two big problems: a difficult conduct of business and a limited bargaining power. These problems are common for a lot of artisans and entrepreneurs. For this reason CNA wants to give to its members the organization and the power that bigger companies normally have. For this reason, in Italy, more than 330.000 entrepreneurs, 20.000 in Piedmont and more than 10.500 in the area of Turin have already chosen CNA.
Today CNA looks after fiscal and tax assistance, ordinary and simplified accountancy, professional advice and salary management for employees, environmental advice, establishment and changes of a company, subsidized loan thanks to cooperatives that will guarantee for you, labour protection, legal advice, vocational training, advertising and export, managerial advice and marketing, assurance (Unipol) and social security (Patronato Epasa), CNA will also help you to set your society in according to safety regulations and it will assist you in the relation with local societies.
And also a specialized trade-union activity for every kind of profession..
Now there is also The Association `CNA in proprio` (CNA on its own), it wants to represent new semi-dependent and self-employed workers of the new generation.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Busi	Stefano	011.461.76.03	sbusi@cna-to.it	project referent

(API Formazione)
Via Pianezza, 123
10151 Torino
www.apiform.to.it

Consorzio API Formazione S.C.R.L.

Tel:011.45.13.297
Fax:011.45.51.150
Email:segreteria@apiform.to.it


Responsibility in the DP:
Type of organisation:	Employers' organisation
Legal status:	Semi-public organisation
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

API FORMAZIONE is a non-profit-making Consortium of over 1000 firms belonging to API TURIN, the Association of small and medium-sized enterprises for Turin and its Province. Since 1992 API FORMAZIONE has worked in order to answer the needs of small and medium-sized industries, as far as the vocational training is concerned.The main activity of API FORMAZIONE is to help small and medium enterprises in their working activity and to promote opportunities for professional development.AREAS WHERE API FORMAZIONE CONSORTIUM OPERATES
Human Resources Area - recruiting/placement/training/ competence analysis and evaluation.Infojob Service whose goal is to recrute human resources, on the basis of enterprises indications.The service, aimed to present suitable candidates to enterprises, operates to guarantee efficacy, quality and speadness Training Service realizes various training actions in the fields here reported:
· realization of company courses on current matters of widespread interests, such as marketing, quality, and training at distance. People who take part in the above-mentioned courses are entrepreneurs, middle-ranking managers, and executives of different sectors: metallurgy,mechanics,textile factory, potteries, food industry and services
· courses organized with the contribution of European Social Fund (FSE) and others public financing instruments
· courses accessible in terms of price and duration
· basic training of young qualified and graduate people to employ in SME
· realization of SME executive coaching
· women`s entrepreneurship courses especially as far as ancient and local craft is concerned.
Special Projects section emproves competence analysis and evaluation to realize personally programmes for workers development and value.
Projetcs Area
Creation Infojob System, training projects, carriyng out projects on continuous training, with a high complexity level, coming from national and communitary programs. Experts plan studies projects and after partecipate to macro and micro project relaization, according to entreprises needs.
Organization analysis Area.Check up of economic and organizational firm situation to optimaze enterprise process and to inquire occupational needs coming out after lay-out changement. API Formazione avails of external expert collaobrators PROJECTS relevant to Ductilis Project RUBIK- Adaptive training sperimental model to PMI based on competence anlysis and evaluation in order to make a professional development of workers, according to main actors needs(enterprises and workers)TOOLBOX-give to market actors (enterpreses and workers) toobox consisting on tools, informations and strategic plans to develop and manage market job. SISLAV-creation of tools to train employment office operators, realization of diagnostic models to experiment on inoccupied people (100/15), creation of an informative network between enterpreneurs association and others italian market job services(UPLM, EX CILO,e sportelli EURES)

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Capra	Claudia	011.45.13.120	capra@apiform.to.it	project referent

(...)
Via Meucci, 6
12100 cuneo
...

Cuneo Formalavoro

Tel:0171.63.13.20
Fax:0171.69.74.53
Email:...


Responsibility in the DP:
Type of organisation:	Other
Legal status:	Private
Size:	Staff < 10
NUTS code:	CUNEO
Date of joining / leaving:	27-08-2001 /

Text available in

Cuneo Formalavoro is established by employers` local organizations (Confartigianato, Confcammercio, Unione Industriale) and workers` local organizations (CGIL, CISL and UIL) .
The Bilateral Organization supports the employment`s development in the area of Cuneo by actions of professional trading, professional retraining, monitoring, direction and coordination of training activities. Working in connection with other institution and organizations. Formalavoro faces also problems consequent on employment crisis. In order to support the workers and the skills of the local area, Formalavoro acts in the training activities (monitoring, detecting training needs and job opportunities, …), in the stages (promoting, analysing results, …), in the professional training of young workers (monitoring, studying technical and professional aspects of the courses, …), in the occupational crisis (job replacement).

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Tampalini	Diego	0171.69.23.00	diego.tampalini@mtrade.com	project referent

(...)
Via Fratelli Rosselli, 35
10043 Orbassano
www.amaldi2000.it

Istituto Superiore E. Amaldi Orbassano

Tel:011.901.19.65
Fax:011.903.79.59
Email:itls.orb@inrete.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The `E. AMALDI ` state school, in Orbassano, operates in order to cooperate with the students` families and with some employment agencies to form full developed intellectual people able to find, as far as possible, a job which is in accordance with the studies carried out.
The school training of the Liceo students aims, in particular, at providing a wide and thorough knowledge of the subjects which enables students to improve their culture independently.
Students attending the technical school (sezione tecnica) should get skills in the technological field to work, at best, in a firm or in the field of service industry.
The school, in accordance with its objectives, offers curricular and experimental courses to its students in the technical and in the Liceo section; it offers a wide range of projects through which the school intent to achieve its purposes. These courses are activities addressed to students to make their school life and their choices positive. This happens at the beginning of the school, through the cooperation of secondary schools of the area and then when they leave school and go to the University or find a job.
Moreover, particular projects are on service which promote a successfull school training through the improvement of their skills. There are also activities addressed to students to deepen their cultural knowledge in all subjects.
The `E. AMALDI` school has three different addresses of studies: the Liceo, The Liceo Tecnologico and the Technological School for Telecommunications.
The Liceo aims at providing a general education based on the link between Science and humanities, leading to a diploma that allows students to gain access to all University courses. It is a five year course.
The Liceo Tecnologico for the Electronics and telecommunications proposes to form students in the field of the industrial automation, in the field of telecommunication and informatical system. Technological skills are the main purposes in this five year course.
The Technological high school (Liceo Tecnologico). Its peculiarities are founded on the teaching of scientifical subjects and on activities made in laboratories. Humanities are also taught. It is a five year course.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Pistarà	Rosario	011.901.19.65	coordinatori@amaldi2000.it	project referent

(...)
via XXV aprile, 141
10042 Nichelino
www.arpnet.it/maxwell

Istituto Tecnico Industriale J.C. Maxwell

Tel:011.627.53.85
Fax:011.680.92.20
Email:maxwell@arpnet.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The Industrial Technical School J.C. Maxwell develops the following curricula:
- Two years of Industrial Technical School (according to Ministerial programmes) with an integration with professional training for the first year of compulsory education.
- Three years of specialization in Computer Science (Abacus) and Electronics and Telecommunication.
- `Liceo` specializing in Scientific and Technological studies: Brocca.
During the last years the School has been building a wide network of contacts with the local area. The cooperations concern in particular:
- participations in the field of Education to health
- Staff training (on line updating given to teachers by teachers and students of the School especially in the field of New Technologies)
- Adult training (courses of computer literacy of various levels for the population of the territory and for the staff of Comune of Nichelino, course of Telework)
- Since school year 1998/99, the School organizes training stages for students in the firms. The `Stage Project` arranges the involvement of all students of the IV th year, apart from their course of study.
On line projects
The School participates in:
- EUFOR Association
- Patti Territoriali of South Turin (protocol about work, education and professional training)
- It is a CSAS CENTRE (Service, Activity and testing Centre), territorial pole for the spread of New Technologies.
- Maxi-NETWORK - Act 9/99 on Compulsory Education: training activities at a provincial level.
European projects
The School participates in:
- `Virgil Project` (in the ambit of Socrates European project) that involves eleven school in eleven different countries of the geographical Europe.
- ECLN Project `European Computer Network License` (in the ambit of Leonardo European Project), in collaboration with schools of the territory and various european partners, for a european license of computer network.
Moreover the School is a Microsoft AATP Centre (Authorized Academic Training Program), it is present in FIS (Superior Integrated Training) with IFTS - Metrologist of production Course, it organizes and collaborates with Post-diploma Courses with subjects of the territory.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Vai	Roberto	011.62.75.385	robyvai@inwind.it	project referent

(...)
Via Ponchielli, 16
10024 Moncalieri
www.itispininfarina.it

Istituto Tecnico Industriale Statale G.B. Pininfarina

Tel:011.605.83.11
Fax:011.682.02.73
Email:pininfarina@itispininfarina.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

MAIN CURRICULAR ACTIVITIES
ITIS PININFARINA is a state technology college with morning and evening courses . The curriculum is divided into three specializing branches:
- Electronics and Telecommunication
- Environmental Physics
- Mechanics
The evening courses are attended by workers . They centre on the SIRIO experimental project, which is based on certified credits and enhances the workers` educational training.
Other vocational training activities are the following:
- IFTS Course for Networking and Web Engineering Specialists,accredited for the admittance to Turin Politecnico;
- ECDL Courses for Pininfarina students and also external students;
- CISCO Regional Academy Courses, for the CISCO certification;
- Remedial Course for non-European students, women or unemployed people, in cooperation with nearby Scuola Media Statale ` Pirandello`.
EUROPEAN PROJECTS
- 1997: POLARIS Project,with CNR Genoa and SCIENCE ACROSS EUROPE Project;
- 1997: SOCRATES / COMENIUS 3.2 ( as a partner );
- 1998: SOCRATES / COMENIUS 1 ` The Internet and Multimedia` ( as a partner );
- 1999: LEONARDO Project about Metrology ( as a partner);
- 1999: YOUTHWORK ( as a partner);
- 2000: SOCRATES/ COMENIUS 1 ,`Inter-school Cooperation`( as the coordinator);
- 2000: EUROPEAN ARCHI Project,` Europe of common property`(as a partner)
- 2001: LAB OF TOMORROW EUROPEAN Project ( as a partner).
ITIS PININFARINA have also started an experimental activity on Maths competence certification, as the first step to competence certification within the school curriculum.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Calliera	Giuseppe	011.605.83.11	pininfarina@itispininfarina.it	project referent

(ITIS LEVI)
C.so Unione Sovietica, 490
10135 Torino
...

Istituto Tecnico Industriale Statale Primo Levi

Tel:011.39.13.030
Fax:011.34.72.032
Email:antoniospano@virgilio.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The ITIS Primo Levi is a Technical school specialized in:
Electronics and the Telecommunications with particular respect to the use of the computer science
Electrotecnics : civil and industrial wiring plants
Liceo Scientifico Tecnologico (besides traditional and scientifical subjects where students can learn technological subject connected to the computer science above all software). Students spend lot of their school schedule in laboratories where they can make large use of new technologies.
From some years to meet the applications of the territory we have been on its way the experimentation:
Biennio Integrato
A two years commercial or electrotecnics course for Italian and foreign adults who have Scuola Media Diploma (senior degree).
Students who attend this course have to do a 250 hours training course in factories (obligatory for the students not workers); this course gives the students the possibility attending:
· the third school year in a technical school.
· The first level of qualifica (recognized by the job center)
There is a period of stage in firm of 250 hours that it generally places between the first one and the second year.
The formative run related to the two years of superior school develops him near the ITIS `Primo Levi`, while the formation for the attainment of the professional qualification develops him near the CFP (Professional Training Centre) `Mario Enrico` for 800 general hours with frequency.
Training in Italy: job experience
Students who attend the fourth school year can have a three week job experience in some factories of the Turinese area during their summer holidays.
Training abroad
By 2000/01 three students of the fourth classes can have their first job experience abroad during their summer holidays.
The project, fruit of collaboration among the ITIS `Primo Levi` and the Centre of Formation `IAL Piemonte` (a Piedmonts Professional Training Centre), is financed by the European Community and it reenters in a vast program of integration between school and world of the job.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Spano	Antonio	011.39.13.030	antoniospano@virgilio.it	projet referent

(ITIS `G. Vallauri`)
Via S. Michele, 68
12045 Fossano
www.vallauri.edu

Istituto Tecnico Industriale Statale `Giancarlo Vallauri`

Tel:0172.69.49.69
Fax:0172.69.45.27
Email:mbox@vallauri.edu


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:	CUNEO
Date of joining / leaving:	27-08-2001 /

Text available in

The Industrial Technical Institute` G. Vallauri` has got an educational offer with didactic purpose:
- `Biennio ITI` the first two years (Sperimentation of Autonomy)
- ` Triennio ITI` the other three years
- Mechanical
- Electrotechnical and Automation
- Computer Science and Telematic
- Three years ( with Sperimentation in Computer Studies and Communication)
- Three years ( with Mechanical Sperimentation and Automation )(in Racconigi)
- Technological Scientific Liceo
With sixty-five classes and one thousand and four hundred students, located in two different towns, Fossano and Racconigi, our school is considered a reference point on the territory, offering a technological training for a wide provincial area (from Cuneo to Alba) and even further ( in the area of Carmagnola, in the province of Turin). Thanks to its technological potential it has acquired, in the course of the years, a leading role , since it can offer a whole service to students and even to other schools. As a centre of services of Cultural Activities and Sperimentation( C.S:A:S: ) it collaborates to project with other schools partners (e.g. Pininfarina, Maxwell )
Careful to the need of the young people, the Institute faces the changes that take place in Education and in the social-productive context in the province of Cuneo.It also experiments new paths linked to the educational professional training (moving from one school to another, credits acknowledgements), to the analysis of the school results of its own students (control) to the collaboration with agencies which have the aim of supplying the training paths for apprentices.
The Institute `Vallauri ` takes part to different projects, regarding different areas, and in particular it has already worked in European projects financed by E:E:C: (Petra, Leonardo, Comenius )

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Grella	Aurelio	0172.69.49.69	preside@vallauri.edu	project referent

(...)
Viale Garibaldi, 11
10022 Carmagnola
...

Istituto d`istruzione Superiore Statale B. Roccati

Tel:011.972.03.87
Fax:011.977.19.91
Email:roccati@arpnet.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff < 10
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The Secondary Comprehensive High School Baldessano Roccati offers Courses for adults as a further Education Programm.
This activity started in the year 2000 as a project targeting adults in its district. The courses have concerned so far Information Technology, English as a Foreign Language, Law, Business Administration and European Law.
The people involved , coming from the city of Carmagnola and nearby villages, have been about 300, both employed adults and unemployed people or drop out.
International Certificates ,both for the languages and computer science, are an important goal of our Educational Program. Since January 2001 our school is qualified as ECDL certificates Test center, and organizes the courses to that purpose for anybody who wishes to enroll.
In the first year about 500 certificates were issued by AICA through our center.
Moreover in the last three years the school has been increasingly committed in offering the opportunity of achieving Certificates in the following languages; English, French, Spanish and German.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Chiabrando	Danilo	0172.91.13.77	amelevi@tin.it	project referent

(...)
Via Montessori, 4
10023 Chieri
...

Liceo Scientifico Statale `Augusto Monti`

Tel:011.94.22.004
Fax:011.94.13.124
Email:segreteria.LS.MONTI.CHIERI@scuole.piemonte.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Regarding the transformations related to the process of `School autonomy` the Liceo `A. Monti` in Chieri has planned:
a) procedures concerning the certifications of the competence with specific focus both on the intermediate and final evaluation and post - diploma councelling;
b) the possibility of attending extra - curricula courses with the aim of reaching specific abilities always in function of the development of the citizen.
Considering these elements we have started the courses of international linguistic certifications (PET, FIRST, DELE, DELF, A1) so that the students are allowed to attend Universities abroad; besides the Italian Universities evaluate these certifications as an exam in a foreign language and the students can use their competence in the labour market.
Considering the importance of the computer science and its competence as an interdisciplinary ability in the knowledge of a `Liceale` student, we offer them the possibility of achieving informatic European licence` with evolution of the competence following the ECDL, recognised in Europe.
The activity of `councelling` towards the students of the 3 rd, 4 th and 5 th year involved in the difficult choice of University, is thought to create motivation and appreciation of the personal attitudes .
So we can say that our department meetings have the task of realizing a `councelling` didactics with the presence of professionals, if necessary.
The Liceo `A. Monti` is trying to offer a course on Italian literature and language for foreigners with a basic knowledge of Italian. This attempt is related with the others already offered in our territory.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Martines	Daniela	335.58.80.437	...	project referent

(...)
C.so Unione Sovietica, 612/3/E
10135 Torino
www.poliedra.it

Poliedra Progetti Integrati S.P.A.

Tel:011.39.11.26.00
Fax:011.39.11.26.01
Email:...


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff 50-250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Poliedra Progetti Integrati S.p.A. was founded in late 1994; its objectives include that of creating projects and providing advisory services for companies and public administrations.
The Poliedra Quality System is certified by DNV - UNI EN ISO 9001 (certificate no. CERT-08903-2000-AQ-TRI-SINCERT) for planning, implementing and monitoring traditional and distance learning activities, and the organisation of cultural events and initiatives.
It is also certified by DNV - UNI EN ISO 9001 (certificate no. CERT-06606-2000-AQ-TRI-SINCERT) for designing and developing software for the management and use of multimedia information on the Internet and using digital supports.
Poliedra Progetti Integrati S.p.A. has built up significant experience in providing advisory services, support and technical assistance for public administrations for planning, coordinating, managing, monitoring, reporting and assessing operations for local socio-economic development.
In view of the importance that policies for work and vocational training play in local development, Poliedra staff provide special skills for planning complex operations to improve the level of human resources. Special professional capabilities have been developed in this field concerning:
- Analysis of the context and methodological definition of the programme/project;
- Formulation of the strategies to achieve the objectives;
- Creation of indicators to assess the programme/project.
PARTICIPATION IN ORGANISATIONS AND COOPERATION NETWORKS AT THE EUROPEAN LEVEL: Associazione EURO*IDEES, of which Poliedra is a founding member. The objectives of Euro*idees are to develop and disseminate methodologies for economic and employment growth in Europe and in Mediterranean countries. Members include 29 public administrations and public and private development agencies in Italy, France, Spain, Portugal, Sweden, Greece and Belgium.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Baptiste	Florence	011.391.26.53	baptiste@poliedra.it	project referent

(...)
C.so Nizza, 21
12100 Cuneo
www.provincia.cuneo.it

Provincia di Cuneo

Tel:0171.44.51
Fax:0171.69.86.20
Email:webmaster@provincia.cuneo.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	>250
NUTS code:	CUNEO
Date of joining / leaving:	27-08-2001 /

Text available in

The activity plan of labour`s active policy led by Provincia of Cuneo is articulated in three activity fields, which are linked together. They compose an organic drawing of the public service for the employment in the provincial field, that is related to the new tasks acquired by the Province owing to D. Lgs.vo 469/97coming into force.
1. Employment Services:
- Service Aimed to Insertion (S.I.M.) for the management of Law 68/99 related to the right to the job of disabled people: management procedures, activity of insertion, promotion and coordination of projects ofinsertion for disabled people, actions` monitoring;
- Employment Centres ex D. Lgs. 469/97: organization of 10 territorial offices, staff training, a pre-selection services, information services and vocational guidance, simplification of procedures; activation of preventive and curative services against long term unemployment as provided by D. Lgs. 181/00;
2. Projects of labour`s active policy:
- program of long term unemployed insertion;
- insertion`s program of workers dismissed by the productive system for failure of enterprises;
- integrated project with the Professional Training Sector related to the the vocational guidance of youth people aged 15-18; preventive actions in the primary school;
- technical assistance to the public organism for projects adressed to unemployed people;
- coordination of the Local Operative Groups (G.O.L.) for the labour and social insertion of prisoners and ex-prisoners;
- planning of labour`s active policy and cooperation in communitary initiatives.
3. Activities of support to employment services:
- management and coordination of collegial Organs with social parties and local authorities
- local observatory on labour market
- setting of informative and orientation instruments for the staff and the users of employment services, of vocational training and education.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Bordone	Gianfranco	0171.44.33.260	bordone_gianfranco@provincia.cuneo.it	project referent

(...)
Via Maria Vittoria, 12
10123 torino
www.provincia.torino.it

Provincia di Torino

Tel:011.861.21.11
Fax:011.681.21.86
Email:bresso@provincia.torino.it


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	>250
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

The Province shapes itself as an intermediate agency for programming, coordination and promotion of its territory and public subject and/or private working inside it. The whole province`s administration complies with the DP, the services involved principally will be job service and community political service. The job agency of Turin province has to manage and do the reform promoting, leading by the 13th job agency, personalized receptive services, individual briefing, support and guideline for working inclusion and new activities birth. It derives important responsibilities, which get the CPI new tasks to the citizen and to the concerns. The services` development way delineated by administration takes the centrality`s fortification of their job`s structures like an essential reference, with the participation of the communal`s administrations, specially the Turin`s municipality, like effective protagonist of services` decentralization, and the exchange of performances with the different public-specialist and private structures that operate in this topic. The principal target of Turin`s Province is guarantee quality and diffused services that build a provincial services` net by the growth and development of the new functions of job agencies, in collaboration and convention with the different operative experiences on Turin`s area, public and private, taken the rule of government and coordination. The job agencies are the key-instruments of the new services, the place where the base services must be guarantee, the gathering and addressing knot of people`s and enterprises` demands that require specialist assistance, through the expected activities by the work program we signal the activities of support to economical, occupational and social development; The realization of an information social-assistance system that supports the programmatic action in province, local and regional level, to be a qualitative/quantitative observatory. We also remember the province`s experience in Europe planning, supported by the internal service of political community coordination, which has supported the agency to become European-shaped.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Romagnolli	Cristina	011.605.88.11	roma@provincia.torino.it	project referent

(CTP)
Via Ponchielli, 22
10024 Moncalieri
...

SMS L. Pirandello - Centro Territoriale

Tel:011.60.60.414
Fax:011.60.60.414
Email:sms.pirandello@tiscalinet.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Public organisation
Size:	Staff 10-50
NUTS code:	TORINO
Date of joining / leaving:	27-08-2001 /

Text available in

Main activities of the agency
The local Adult Education Centre (CTP), together with second degree secondary schools (high schools), is one of the instruments provided by the Education Ministry for adults. It represents an integrated offer of training, involving network agreements between schools of differing disciplines and levels, and the development of integration between education and training. Its purpose is to promote the development of the individual guaranteeing his/her right to be educated at any time in life, as well as his/her right to full citizenship in a system of co-ordinated planning at local, provincial and regional levels.
The CTP meets this aim by organising and effecting:
- cultural literacy courses for adults (elementary education);
- middle school courses for adults;
- functional literacy for adults;
- integrated education and training.
The activities are structured in modules so as to ensure a personalised approach to adult teaching and learning. The knowledge and competence acquired are acknowledged under forms of result certification and in terms of credits.
The CTP also offers the individual information and orientation services, cultural intervention promoting his/her integration in the social context and co-ordination of the offers available locally.
The CTP organises elementary and middle school courses, courses of literacy in Italian, functional literacy courses in foreign languages and computer studies, `cultural` courses in the fields of music and the arts, pre-high school courses which provide the necessary credits for enrolment in the third year of some technical institutes, vocational training courses in line with the regional directives on unemployment and work orientation courses. It is the agency`s duty to publicise its activities, using channels which include a web site

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Guidoni	Elena	011.61.27.85	guidonielena@libero.it	project referent

(APRO)
Strada Castelgherlone, 2/a
12051 Alba
www.apro-fp.it

Societa Consortile Formazione Professionale Alba - Barolo

Tel:0173.28.49.22
Fax:0173.28.18.70
Email:info@albabarolo-fp.it


Responsibility in the DP:
Type of organisation:	Education / training organisation
Legal status:	Semi-public organisation
Size:	Staff 50-250
NUTS code:	CUNEO
Date of joining / leaving:	27-08-2001 /

Text available in

A.PRO., the new logo and slogan of the Società Consortile Formazione Professionale Alba-Barolo, aims at representing a real open door overlooking labour market and professional qualification. (in Italian APRO means `I open`)
The partnership owns two important certificates: the ISO 9001 Certificate, with respect to the planning and supply of formative services, and the competence to issue the European Computer Driving License to people attending computer science courses (according to the instructions of the European Computer Driving License.)
The spheres of activity can be summed up as follows:
Compulsory training program. Courses addressed to boys and girls who have finished their compulsory education program and have to fulfil the compulsory training program, thus achieving a professional qualification. Two-year courses in the engineering, electromechanical, hotel trade and refreshment fields with the opportunity to attend a specialising post-qualification third year.
Compulsory education program. Setting up the so called ATS (`guidance services`), APRO starts up integrated routes for those boys and girls attending the first year of the secondary school who still have not completed their compulsory education program, but are oriented towards professional training courses or occupation.
Post-Certificate Courses. One-year courses with a relevant period of in-company training, in order to learn directly in the field and to get in touch with companies and organisations looking forward to hiring employees.
Professional training and re-qualification program for unemployed people. Qualifying proposals to reinforce the skills of the unemployed and their insertion in the labour market.
Professional training and re-qualification program for atypical employees. Qualifying proposals to reinforce the skills of those people hired by companies (e.g. Ferrero S.p.A.) with part-time or temporary contracts, in order to help them find more enduring working situation. The intervention areas concern both traditional professional fields (e.g. Automatic System Management) and more recent ones (Safety and Eco-management).
Permanent training. Refresher courses addressed to employed and unemployed adults to reinforce skills in foreign languages and computer science.
Equal opportunities. Courses for Early Childhood Educators in order to improve and extend the offer of services aiming at supporting the full involvement of women in the labour market.
Employed people training program. Training proposals designed in co-operation with companies, started up on demand of the latter.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Bersighelli	Gianluigi	0173.28.49.22	bersighelli@lalbarolo-fp.it	project referent

Warning! This section is not meant to be read directly, but rather be navigated through from the main page above.

DUCTILIS

Rationale

Nell`area territoriale considerata si evidenziano da tempo alcuni elementi di cambiamento strutturali dell`offerta di lavoro. A partire dalla fine del `98 si è verificato un incremento costante degli avviamenti al lavoro, maggiore della media provinciale. Questa dinamica è rappresentata per la quasi totalità dai cosiddetti contratti atipici. Nel corso del 2000, la gran parte degli avviamenti al lavoro (ben oltre il 70%) è stata relativa a contratti a termine. Sono inoltre crescenti, anche se hanno un`incidenza ancora secondaria nell`insieme delle assunzioni, i rapporti di lavoro part time. Più difficile è disporre di dati attendibili circa altre forme di lavoro atipico: ci si riferisce, in particolare, ai rapporti di collaborazione coordinata e continuativa, ai contratti di associazione in partecipazione, all`impiego qualche volta `eccessivo` dell`associazione in cooperativa. In sintesi, la domanda di forza lavoro risulta essere molto varia per quanto attiene caratteristiche del rapporto di collaborazione offerto, selettiva circa le caratteristiche personali e professionali del lavoratore, variabile per la quantità del personale richiesto. E` una domanda molto segmentata, caratterizzata trasversalmente dalla richiesta di un elevato tasso di flessibilità per quanto attiene i modi, la durata e le prestazioni del rapporto di lavoro, significativamente orientata alla ricerca di scolarità medio-alte. Nel contempo, quando si osservino le caratteristiche dell`attuale popolazione attiva, si rileva come il miglioramento dello stato del mercato del lavoro abbia favorito soltanto alcune fasce di essa. I disoccupati sono oggi rappresentati per oltre il 65% da donne, a conferma di una caratterizzazione femminile della disoccupazione che si è consolidata nel corso degli ultimi anni. La fascia di età più consistente, sempre nell`ambito della popolazione disoccupata, è quella degli ultraventinovenni (52%), seguiti dai giovani con meno di 25 anni (34%) e dalle persone con età compresa tra 25 e 29 anni (14%). Per quanto riguarda le caratteristiche professionali, la parte più consistente dei disoccupati è rappresentata dagli operai non qualificati (il 46%). Gli impiegati sono il 38,5% e gli operai qualificati il 15,5%. Nel corso del 2000 e dei primi mesi del 2001 i dati indicano, a fronte di una stabilità degli impiegati, una sensibile riduzione degli operai qualificati, compensata dall`aumento dei non qualificati. Essere sprovvisti di una qualifica, essere compresi in una fascia di età non giovanile ed essere donna sono fattori oggettivi di ostacolo per la partecipazione piena alle opportunità offerte dal mercato del lavoro.
A questi ostacoli se ne aggiungono altri di carattere soggettivo: nella popolazione che vive una condizione di svantaggio sul mercato del lavoro, la propensione e la capacità ad accedere a servizi di orientamento e di formazione, la disponibilità ad effettuare `investimenti` su di sé, attraverso la progettazione e la realizzazione di percorsi di crescita professionale, sono molto contenuti, quando non nulli. Per queste popolazioni, ostacoli oggettivi e orientamenti soggettivi si accumulano, generando un loop negativo, così da mantenerle ai margini del mercato del lavoro. Gli effetti sono il protrarsi di una condizione di precarietà, e, frequentemente, la decisione di collocarsi fuori dal mercato o di accedere a forme irregolari di lavoro. La `sovrapposizione` delle nuove caratteristiche dell`offerta di lavoro con i limiti, oggettivi e soggettivi, che caratterizzano quella parte di popolazione attiva che è stata in precedenza descritta, generano un fenomeno nuovo ed esteso di difficoltà ad accedere al mondo del lavoro, quando non di esclusione. In linea generale l`acquisizione, da parte del mercato del lavoro, di elementi più marcati di segmentazione e di flessibilità può costituire un fattore positivo. Esso rappresenta sicuramente un indicatore della capacità di reazione del sistema produttivo alle modificazioni del mercato: può rappresentare, inoltre, una modalità per ripartire la disoccupazione su una fascia più ampia della popolazione, per ridurre i tempi della disoccupazione e per accrescere la possibilità di rientro nel lavoro. Tali potenzialità, tuttavia, possono realizzarsi solo con una diffusa capacità di adeguamento professionale da parte del lavoratore. Ma così oggi non è: la popolazione che si propone sul mercato del lavoro è anch`essa segmentata, ed alcuni di tali segmenti sono portatori di condizioni che ne riducono la capacità di adattamento. Si tratta quindi di intervenire per rimuovere tali condizioni, al fine di accrescerne le possibilità di accesso al lavoro. La mancanza di interventi così finalizzati determinerebbe la crescita delle cause di alcune diseguaglianze: 1) la prima attiene alla effettiva possibilità, da parte di tutta la popolazione, di disporre di opportunità ragionevolmente uniformi di trovare occupazione; 2) la seconda, conseguente alla prima, riguarda la disparità di reddito, in relazione al quale occorre sottolineare la presenza crescente nell`ambito della fascia di povertà, accanto alle famiglie dei disoccupati, di quelle monoreddito con `lavoratore povero`. Fenomeno che rende acuta la necessità di strategie volte ad assicurare l`accesso al lavoro a tutte le componenti della popolazione; 3) la terza, infine, è relativa alla minore opportunità di accesso al lavoro oggi offerta alle donne rispetto alla popolazione maschile.
Nell`area considerata i mutamenti nel sistema produttivo fanno prevedere che la spinta alla flessibilizzazione del mercato del lavoro sia destinata ad intensificarsi e non pare ragionevole ritenere che i processi spontanei del mercato possano colmare, anziché acuire, i fattori di diseguaglianza. In assenza di interventi volti a rafforzare i soggetti deboli - perché meno preparati professionalmente e per questo meno adattabili alle nuove esigenze del lavoro - le opportunità offerte dal mercato flessibile difficilmente sarebbero per essi accessibili. Se così fosse si rafforzerebbe una condizione di precarizzazione, che impedirebbe loro di avere esperienze lavorative qualificate e opportunità significative di crescita professionale e di carriera. Questa tendenza colpirebbe in particolare: 1) la popolazione over 45 con competenze professionali basse o a rischio di obsolescenza, soprattutto quando fosse interessata da processi di ristrutturazione aziendale; 2) tutti coloro, e si tratta prevalentemente di giovani, che operano con forme atipiche di rapporto di lavoro, e che non dispongono delle capacità e/o delle opportunità per rafforzare la loro personale posizione attraverso la manutenzione o l`acquisizione di solide competenze professionali, coerenti con la domanda del mercato del lavoro (la condizione di lavoratore `atipico`, ancor più quando configura di fatto una condizione di precarietà, ostacola l`accesso alle tradizionali opportunità di formazione continua, proprio quando l`acquisizione e il mantenimento di un buon back-ground rappresenta l`elemento principale di garanzia della permanenza sul mercato in condizioni non marginali); 3) le lavoratrici, ed in particolare quelle di esse che si trovassero nella necessità di rientrare nel mercato del lavoro dopo lunghi periodo di assenza (occorre osservare come l`impiego di forme innovative, meno `protette`, di rapporto di lavoro abbia in particolare interessato alcuni comparti, come il commercio, ad alta intensità di occupazione femminile).
Coerentemente con la condizione descritta, e con gli elementi di criticità che da esso emergono circa le effettive e possibili diseguaglianze, la PS intende intervenire al fine di accrescere la possibilità e la capacità, da parte delle fasce di popolazione indicate, di essere presenti sul mercato del lavoro, superando quei fattori che possono determinare condizioni di marginalità e di precarietà.
In questa direzione, nell`ambito del territorio considerato, sono già state condotte alcune iniziative. Si citano, tra le attività di programmazione: il Documento Programmatico del Patto Territoriale Torino Sud, adottato da 27 Comuni, dalle associazioni di categoria, dalle rappresentanze dei lavoratori dagli istituti scolastici e dalle agenzie formative che hanno aderito al Patto; il `Piano Formativo Territoriale` concertato tra le parti sociali e gli enti locali, relativo all`area del Patto Torino Sud e sviluppato, in coerenza con le linee guida di sviluppo del Documento Programmatico, nell`ambito di un progetto finanziato dalla legge 236/93. Tra le attività di ricerca, quella relativa allo `sviluppo della formazione continua`, condotta anche in parte dell`area interessata dalla PS dall`agenzia formativa Engim di Nichelino. Tra le sperimentazioni effettuate, l`esperienza del CTP e dell`ITIS `Pininfarina` relativa alla realizzazione del `Monoennio`, nell`ambito delle iniziative di formazione permanente, le 6 esperienze IFTS di Torino Sud realizzate dal sistema scolastico superiore, formazione e dall`Università.

Objective

L`obiettivo generale dell`intervento è così definibile: rafforzare la permanenza sul mercato del lavoro dei lavoratori con basso livello di qualificazione e/o con incertezza del rapporto di lavoro.
Si tratta di un obiettivo generale che orienta l`intervento verso alcune specifiche fasce della popolazione: 1) lavoratori che non dispongono di un grado adeguato di qualificazione in relazione alla domanda di competenze che caratterizza oggi il mercato del lavoro, o che possiedono professionalità a rischio di obsolescenza. Nell`ambito dei quest`insieme è individuabile un aggregato che evidenzia maggiori rischi di esclusione, rappresentato dai soggetti con età superiore a 40 anni, e che all`inadeguatezza delle capacità professionali sommano un ulteriore fattore oggettivo di rischio, in modo particolare quando sono interessati da processi di ristrutturazione aziendali; 2) lavoratori che svolgono la loro attività nell`ambito di rapporti di lavoro atipici e che dispongono di un grado di qualificazione insufficiente per assicurare loro un adeguato tasso di adattamento. Si evidenziano per essi condizioni di incertezza, di impossibilità ad accedere a percorsi di carriera, di rischio rilevante di cronicizzazione di una situazione di precarietà. All`interno dell`insieme dei lavori atipici sono soprattutto quelli che comportano la non continuità del rapporto di collaborazione (contratto a termine, collaborazione coordinata e continuativa, prestazione occasionale) ad evidenziare tali rischi. Questi rapporti di lavoro rappresentano un fattore oggettivo di disincentivazione, per il fruitore del lavoro, verso investimenti finalizzati alla crescita professionale del lavoratore; 3) le donne. L`essere donna, ai fini dell`accesso al lavoro, rappresenta un fattore di penalizzazione in sé, ma anche un elemento di ulteriore debolezza all`interno delle fasce già soggette a fattori di rischio, quali quelle appena citate.
La debolezza che questi segmenti di popolazione evidenziano da tempo nell`ambito del mercato è oggi accresciuta da un`offerta di lavoro sempre più segmentata, variabile e selettiva, dove la flessibilità e le competenze (peraltro in continua evoluzione) che il lavoratore è in grado di esprimere assumono un peso decisivo. E ciò rischia di generare ulteriori elementi di discriminazione, precarizzazione ed esclusione. Si è già detto (si veda il punto 3.4.) di come tali cambiamenti dell`offerta di lavoro siano connaturati e conseguenti alla trasformazione del sistema economico e produttivo, e destinati ad assumere col tempo un`intensità crescente. D`altra parte, questi stessi cambiamenti, se adeguatamente accompagnati da misure volte alla riduzione dei fenomeni di discriminazione e di esclusione, possono rappresentare un elemento di miglioramento del tasso e della distribuzione dell`occupazione. La scelta di fondo che orienta l`iniziativa non è quindi volta ad ostacolare la crescita di una offerta di lavoro così configurata, ma piuttosto quella di rafforzare la possibilità delle fasce di popolazione oggi in difficoltà ad essere attivamente presenti sul mercato del lavoro, riducendo, per esse, i rischi di esclusione e di discriminazione.
In coerenza con tale scelta, l`obiettivo generale enunciato può essere articolato in quattro obiettivi specifici. 1) consolidare la posizione sul mercato dei lavoratori `atipici` e, con ciò, accrescere la possibilità di una loro permanenza nel lavoro in condizioni di non precarietà. Quando si escluda il part time, tutte le forme oggi utilizzate di lavoro atipico hanno in comune la non continuità del rapporto di collaborazione. La permanenza in condizione lavorativa è unicamente funzione della capacità del lavoratore di esprimere livelli di competenza rispondenti alla domanda dei committenti. Essenziale per esso è quindi la possibilità di adeguare, incrementare e mantenere costantemente la propria professionalità, in modo coerente con la domanda delle aziende, e di disporre di un sistema atto a certificare tali competenze, anche in ragione dell`alto livello di mobilità interaziendale alla quale è frequentemente soggetto. Il risultato atteso è il rafforzamento della posizione di mercato dei lavoratori che operano nell`ambito di rapporti di lavoro atipici, in special modo di coloro che non dispongono di elevate competenze professionali, al fine di assicurare loro condizioni di stabilità occupazionale ed effettive possibilità di carriera.
2) Favorire la mobilità interaziendale e territoriale dei lavoratori. I cambiamenti strutturali del mercato del lavoro e le nuove normative nazionali e comunitarie del lavoro introducono più ampie possibilità di mobilità per i lavoratori. L`accesso a questa possibilità è pressoché nulla per quei soggetti che, per condizioni oggettive (età, genere, competenze professionali), rappresentano il segmento debole della domanda di lavoro, verso il quale le nuove dinamiche del mercato producono anzi fenomeni di discriminazione e diseguaglianza. Per consentire anche per tali soggetti effettive possibilità di mobilità, e con esse maggiori opportunità occupazionali, occorre offrire loro strumenti atti a valorizzare e incrementare le competenze acquisite, rafforzandone così la `spendibilità` sul mercato. Il risultato atteso, in questo caso, è la crescita della mobilità orizzontale e verticale, in ambito aziendale, interaziendale e territoriale anche dei lavoratori oggi in condizione di effettiva o potenziale debolezza.
3) prevenire la fuoriuscita dal mercato del lavoro. I lavoratori in età superiore a 40 anni, sprovvisti di professionalità qualificate, rappresentano un`area a forte rischio di esclusione, soprattutto in caso di processi aziendali di ristrutturazione o di forte innovazione tecnologica. Si tratta di lavoratori che, una volta usciti dall`attività lavorativa, molto difficilmente dispongono di possibilità di rientrarvi. Nella grande maggioranza dei casi è inevitabile, per essi, l`avvio verso forme di assistenza e/o verso situazioni di lavoro precario o irregolare. Rispetto a questo obiettivo specifico, il risultato atteso dell`iniziativa è quello di assicurare a questi lavoratori, attraverso la valorizzazione delle competenze acquisite nel corso della vita lavorativa e la partecipazione a processi di allargamento di tali competenze, la possibilità di rimanere in condizioni non marginali all`interno del mercato del lavoro, anche attraverso percorsi di mobilità interaziendale.
4) favorire la permanenza lavorativa delle donne, che rappresentano, nell`ambito di tutte le fasce di popolazione considerate, l`aggregato connotato da maggiori rischi di esclusione e di precarietà rispetto al mercato del lavoro. Il risultato atteso è, in questo caso, il superamento di tale collocazione, attraverso l`ampliamento e la valorizzazione delle competenze della popolazione femminile.
il conseguimento di questi obiettivi comporta un`azione complessa, capace di agire su un ampio spettro di strumenti di politica per il lavoro. Essi possono essere raggiunti attraverso un`insieme di azioni orientate a due obiettivi operativi: a) sviluppare, sulla base di un progetto e di metodologie condivise e riconosciute dalle istituzioni locali e dalle parti sociali, servizi per la valutazione e la certificazione delle competenze possedute, dei crediti formativi acquisiti (in ambito formale, non formale e informale) e per supportare il singolo nella definizione di un progetto individuale di crescita professionale, attraverso un`azione di orientamento all`accesso alle opportunità formative e lavorative disponibili; b) sviluppare condizioni e servizi capaci di assicurare, per le fasce di popolazione individuate, la possibilità di accesso e partecipazione a processi di apprendimento e di ampliamento delle competenze professionali durante l`intero arco della vita lavorativa. Si tratta per questo di definire un`offerta formativa strutturata secondo il modello delle unità formative capitabilizzabili che per contenuti e modalità di erogazione sia idonea a sostenere processi mirati ed individualizzati di crescita. Verso il primo di questi obiettivi operativi - che rappresenta peraltro una condizione indispensabile per lo sviluppo di un`offerta personalizzata di formazione - è in particolare orientata l`iniziativa.
Essa si propone, in primo luogo, di definire una metodologia di valutazione e certificazione delle competenze - condivisa e riconosciuta dalle parti e utilizzabile sia in ambito formativo che in quello lavorativo -, di sperimentarla e di codificarla. Si propone quindi di mettere a punto servizi e strumenti idonei per l`incontro domanda-offerta di lavoro e per condurre l`attività di supporto, counselling e accompagnamento del singolo nella definizione e realizzazione di un progetto individuale di sviluppo delle proprie competenze e capacità, coerente con le potenzialità e gli orientamenti della persona e la domanda del mercato del lavoro.
La definizione, la sperimentazione e, successivamente, la messa a regime di tali servizi rappresenta, nell`ambito del territorio individuato, un rilevante passo in avanti per lo sviluppo della capacità di adattamento delle imprese e dei lavoratori e, nel contempo, un`efficace strumento di contrasto delle discriminazioni e delle diseguaglianze. Con essi la PS si propone di offrire risposte effettive e concrete alle aspettative dei singoli e delle imprese di disporre di un sistema certo, condiviso e `trasparente` per la validazione dei profili professionali, lo sviluppo di percorsi di crescita individuale e di servizi efficaci per l`incontro tra domanda e offerta di lavoro

Innovation

Il termine laboratorio impiegato per definire l`intervento, si fonda sulla volontà di realizzare un`esperienza realmente innovativa mediante la sperimentazione di nuovi e più funzionali modelli di servizi nell`ambito di un mercato del lavoro, caratterizzato da una crescente segmentazione e selettività dell`offerta, che porta con sé il rischio di nuovi fenomeni di discriminazione e diseguaglianza. Si tratta di un mercato dove sono in atto profonde trasformazioni di carattere legislativo e normativo, accompagnate da un processo, appena avviato, di ridefinizione dei servizi per il lavoro.
Il carattere innovativo dell`intervento in particolare riguarda:
- i soggetti ai quali si rivolge, che comprendono, accanto alle tradizionali fasce di rischio, vale a dire i lavoratori over 45 con qualifiche a rischio di obsolescenza, l`estesa e crescente classe dei lavoratori `atipici`;
- l`approccio preventivo verso i rischi di esclusione dal mercato del lavoro di alcuni gruppi di lavoratori in possesso di qualifiche deboli o in via di obsolescenza e di soggetti `deboli` perché interessati da rapporti di lavoro caratterizzati da alta precarietà;
- la scelta di sviluppare approcci e metodologie evolute per la realizzazione e la conduzione dei servizi, mutuate dalle più significative esperienze in ambito nazionale e comunitario;
- l`impiego degli strumenti oggi offerti dalle reti telematiche e informatiche, sia per favorire la più ampia partecipazione allo svolgimento dell`iniziativa, che per diffonderne i risultati e, infine, per supportare strumenti di formazione e di gestione dei servizi;
- le modalità previste dall`intervento, incentrato sulla condivisione e trasparenza dei servizi e degli strumenti di gestione;
- la natura dei servizi che si intendono sperimentare, che sono finalizzati ad agevolare, attraverso modalità efficaci e non burocratiche, l`incontro tra domanda e offerta di lavoro e la crescita continua delle competenze dei lavoratori;
- l`integrazione tra diversi strumenti di politica del lavoro e tra i differenti attori, incardinata sul collegamento e l`azione coordinata dei Centri per l`Impiego, delle istituzioni scolastiche, delle agenzie formative e degli enti locali.

Agreement Summary

Le responsabilità di indirizzo e di gestione della partnership è attribuita alla Città di Moncalieri, che assicura il perseguimento delle finalità pubbliche e sociali alla base del progetto. Alla Città fanno capo le funzioni di coordinamento della P.S e di controllo sulla realizzazione delle azioni, coordina le attività della partnership transnazionale e cura i rapporti tra la PS e le altre strutture impegnate in progetti realizzati nell`ambito dell`I. C. Equal. Le funzioni di indirizzo e di controllo finalizzato al raggiungimento degli obiettivi del progetto sono altresì svolte dall`Assemblea della PS, costituita dai rappresentanti nominati da tutti i soggetti pubblici e privati che svolgono un`attività nell`ambito del progetto.
Le funzioni di indirizzo, di coordinamento e di controllo della Città di Moncalieri si esplicano anche attraverso la figura del Project manager individuato dalla Città. Il P.M, con il supporto dell`assistenza tecnica, assume per conto della Città, il coordinamento e la direzione generale del progetto, ponendo in atto i contenuti dell`esecutivo definito dalla PS durante l`attività 1. Utilizza strumenti e meccanismi idonei ad assicurare la visibilità a tutti i membri della P.S delle varie fasi di lavoro. Durante l`attività 1 la PS ha deciso di adottare un`organizzazione del lavoro si fonda sul modello della task force. Tale scelta consente di coinvolgere tutti in funzione delle competenze specifiche; di apportare un notevole valore aggiunto al progetto in quanto favorisce sinergie effettive tra i vari componenti della PS e privilegia la costruzione di soluzioni comuni ai vari attori ed operatori; di assicurare a tutti una visione d`insieme dello stato avanzamento lavoro. Essa richiede alcuni specifici strumenti di gestione per assicurare un lavoro di gruppo produttivo quali: suddivisione delle responsabilità per l`esecuzione materiale del programma di lavoro approvato dai soggetti: tutti i soggetti che intervengono in un`attività, sono considerati responsabili solidalmente dei risultati da conseguire e dei prodotti da raggiungere come descritti nell`esecutivo. Momenti di comunicazione formale ed informale: Riunione di lavoro all`interno di ogni fase; Sito web, forum di discussione tra i partner, seminari. Coordinamento all`interno di ogni singola fase: la scelta del modello della task-force prevede la figura di un coordinatore di fase, a garanzia del conseguimento dei risultati e a supporto del Project manager che assume il coordinamento generale del progetto. Monitoraggio relativo ai risultati conseguiti in relazione agli obiettivi mirati.
Sono previsti seminari informativi ai quali parteciperanno tutti i partner della rete. Essi sono svolti sotto la supervisione del Comitato Tecnico Scientifico che conferisce il suo apporto di contenuti e metodologie di lavoro; consentono inoltre al Comitato esecutivo di controllare quanto realizzato e di formulare suggerimenti e/o osservazioni ai responsabili delle attività esaminate e al Project manager. Nell`ambito di tali seminari è illustrato lo stato di avanzamento del progetto. Durante l`attività 1, la P.S si è dotato di tre organi: l`Assemblea della PS, il Comitato esecutivo e il Comitato tecnico scientifico.
L`Assemblea della PS è costituita dai rappresentanti nominati da tutti i soggetti pubblici e privati che svolgono un`attività nell`ambito del progetto esecutivo; essa svolge funzioni di indirizzo e di controllo finalizzato al raggiungimento degli obiettivi del progetto, si riunisce, periodicamente, per valutare lo stato di avanzamento delle azioni. L`Assemblea della PS è luogo di confronto e di analisi delle criticità che sorgono nella realizzazione del progetto e, rappresenta una sede di approfondimento dei problemi. Il Comitato esecutivo é formato da un rappresentante per ciascuno degli Enti locali partecipanti alla PS; presiede l`attuazione del progetto esecutivo, contribuisce allo svolgimento delle attività in esso previste, e svolge altresì funzioni di controllo nei confronti dei soggetti facenti parte delle PS, per garantire la coerenza tra lo sviluppo delle attività e quanto stabilito dal progetto esecutivo. Il Project Manager coordina le attività del Comitato Esecutivo.
Il Comitato tecnico scientifico è formato da un rappresentante della Regione Piemonte, da un rappresentante per ciascuna delle Province aderenti a Ductilis, da due rappresentanti delle Associazioni imprenditoriali e da due rappresentanti delle OOSS dei lavoratori, da due esperti individuati all`interno del mondo universitario, da un rappresentante della Direzione regionale della Pubblica Istruzione e da un rappresentante della Città di Moncalieri che lo presiede. Il Comitato tecnico scientifico sovrintende l`attuazione del progetto ne valuta la coerenza tecnico-scientifica e cura la completa realizzazione del principio di mainstreaming. Il Comitato Tecnico scientifico conferisce il suo apporto in termini di contenuti e metodologie di lavoro.Esso garantisce la diffusione dei risultati e la trasferibilità dei prodotti conseguenti alla realizzazione del progetto, promuovendone l`utilizzo sul territorio. Si riunisce almeno due volte l`anno.
La gestione dei rapporti con le Amministrazioni referenti è svolta dalla Città di Moncalieri, in qualità di Soggetto referente. Essa è incaricata di rappresentare i soggetti della PS nei rapporti con le Amministrazioni interessate ed è l`unico interlocutore delle stesse. L`organizzazione dei rapporti con le Amministrazioni referenti è improntata al principio della trasparenza, e verrà effettuata secondo le disposizioni che sono impartite dalle amministrazioni stesse. La gestione e il controllo delle risorse finanziarie fanno capo alla Città di Moncalieri che riceve direttamente il finanziamento per conto di tutti i partner che compongono la PS. La Città di Moncalieri svolge le attività di controllo delle spese sostenute dai partner e di ripartizione del finanziamento ricevuto dagli Enti concedenti. La gestione amministrativa e finanziaria riguarda sia la partnership nazionale che transnazionale. La Città di Moncalieri è dotata di un`organizzazione in grado di gestire fondi pubblici.Tutti i partner assicurano di adottare un sistema contabile distinto o una codificazione contabile appropriata per un controllo delle spese e delle attività inerente al progetto che consenta di definire in ogni momento le disponibilità relative ad ogni singola voce di costo (Regolamento (CE) N. 1260/99, art. 34, punto 1, lettera e). Tale sistema consente, altresì, di poter dimostrare la congrua ripartizione dei costi indiretti di progetto e di funzionamento tra le diverse attività svolte.
Tutti i soggetti attuatori sono tenuti al rispetto delle procedure definite dagli Enti concedenti in materia di gestione finanziaria.
La Città di Moncalieri svolge le attività di rendicontazione con il supporto dell` ATI Ductilis formata dalle Agenzie formative Torino-Sud aderenti ad AFPA.
Per quanto riguarda le modalità di gestione dei contributi finanziari, soprattutto con riferimento alla contabilizzazione e certificazione delle spese l`ATI Ductilis formata dalle Agenzie formative Torino-Sud aderenti ad AFPA fornisce supporto alla rendicontazione provvedendo ad impostare gli strumenti necessari ai partner della rete per la rilevazione delle attività svolte con la dimostrazione delleore effettivamente utilizzate (giornali di bordo per tutte le persone che svolgono attività, fogli firme, registri riunioni, verbali, ecc ), per la determinazione dei costi dal punto di vista amministrativo, finaniario e rendicontuale. Gli strumenti utilizzati sono discussi al fine di trovare quelli che garantiscono la maggiore semplificazione. L`ATI Ductilis formata dalle Agenzie formative Torino-Sud aderenti ad AFPA si occupa altresì della redazione di una guida relativa ai costi ammissibili e rendicontabili e alle modalità e tempi di rilevazione dei costi e dati amministrativi, che aiuti i partner per la rendicontazione. La raccolta dei dati è effettuata dalla Città di Moncalieri., che si occupa di sollecitare i partner in caso di mancata consegna nei tempi prestabiliti, della verifica dei dati e del loro inoltro all`ente finanziatore mediante la modulistica predisposta. La verifica dei dati riguarda l`ammissibilità dei costi, l`idoneità della documentazione prodotta, la coerenza dei dati di rendicontazione con le attività effettivamente svolte.
La Città di Moncalieri mette a disposizione il personale e le strutture necessarie all`assolvimento dei compiti e delle funzioni della segreteria operativa, che supporta il funzionamento dell`Assemblea, del Comitato esecutivo e del Comitato Tecnico scientifico e lo svolgimento delle funzioni del Project Manager. Il monitoraggio interno fa capo alla Città di Moncalieri. Il monitoraggio interno consente di tenere sotto controllo lo svolgimento del progetto e di valutare il grado di raggiungimento degli obiettivi intermedi, in rapporto alle previsioni iniziali. Permette di far emergere criticità e problematiche legate a fattori esterni alla rete (rapporto con gli utenti potenziali, atipici e imprese, con istituzioni esterne alla rete) e/o ad elementi interni alla rete (l`organizzazione del lavoro, le metodologie, gli strumenti adottati ecc.), al fine di operare le opportune modifiche che assicurino efficacia ed efficienza al progetto. La realizzazione al principio di mainstreaming è assicurato dal Comitato Tecnico Scientifico, che garantisce la diffusione dei risultati e dei prodotti conseguenti allo sviluppo del progetto, per un loro efficace utilizzo sul territorio di riferimento, favorisce il coordinamento e l`integrazione con gli altri progetti Equal approvati in ambito provinciale e/o regionale.Tutti i partner contribuiscono alle attività di diffusione dei risultati dando ampia risonanza al progetto, agli strumenti, ai prodotti e alle metodologie

Empowerment

With beneficiaries

I beneficiari del progetto `Ductilis` sono i lavoratori con contratti atipici e i lavoratori di più di 40 -45 anni con qualifiche a rischio di obsolescenza.
Il progetto, che si propone come laboratorio, non intende calare nella realtà operativa soluzioni astratte, ma avviare un processo concertato con tutte le forze e i soggetti interessati.
La fase di promozione e diffusione prevede un piano di comunicazione mediante il quale realizzare, parallelamente allo sviluppo del progetto, attività di sensibilizzazione nei confronti degli attori del territorio e dei beneficiari del progetto. Sono previsti convegni e giornate informative rivolte ai lavoratori per farli partecipi dell`iniziativa e per renderli protagonisti.
È` prevista inoltre la produzione di depliants ed attività informative con l`utilizzo degli organi di stampa locali per i quotidiani e le riviste e la creazione di una pagina web del progetto `Ductilis` con l`apertura di un forum on-line che consenta ai potenziali beneficiari, anche se non direttamente coinvolti nelle attività, di essere costantemente informati e di poter intervenire nelle diverse fasi del lavoro mediante opinioni od osservazioni.
La fase 2, finalizzata all`individuazione delle esigenze specifiche dei gruppi target del progetto e dei destinatari della sperimentazione prevede, in primo luogo, il coinvolgimento dei beneficiari nella scelta degli strumenti e della metodologia da utilizzare nell`indagine dei fabbisogni attraverso lo strumento del focus group e, in seguito la somministrazione di interviste approfondite a campioni rappresentativi delle diverse tipologie individuate.
I beneficiari sono anche coinvolti nel lavoro di analisi e di rilevazione della domanda effettiva e potenziale dei servizi mediante focus group, e nella fase di validazione dei modelli previsti per la sperimentazione.. Un ruolo particolare sarà svolto da quei partner che, nei vari contesti, sono per ruolo istituzionale a contatto con i beneficiari del progetto (CPI, enti locali, CPT, organizzazioni sindacali, imprese, agenzie formative, scuole).
La fase 3 di sperimentazione prevede il coinvolgimento diretto dei beneficiari attraverso azioni di valutazione di efficacia degli strumenti predisposti e di efficienza del modello operativo proposto. Questa fase, che si svolgerà nelle sedi operative dei partner e quindi in maniera diffusa in tutti i territori interessati dal progetto, riguarderà circa 500 beneficiari.
I beneficiari saranno inoltre coinvolti in tutte le altre fasi del progetto tramite le loro associazioni che saranno presenti in tutti i momenti di programmazione e valutazione del progetto. Si fa qui riferimento non solo al tradizionale ruolo di rappresentanza dei lavoratori proprio delle organizzazione sindacali, ma anche alle associazioni di promozione e di tutela delle nuove forme di lavoro (ALAI CISL, NIDIL CGIL e CNA In proprio) che stanno conoscendo in questi anni un forte sviluppo.

Empowerment

Between national partners

Il coinvolgimento di tutti i partner nell`ambito dei processi decisionali è garantito mediante la previsione di attività di focus group di validazione dei risultati conseguiti in seguito allo svolgimento di una o più attività, dalla presenza di frequenti riunioni di lavoro o brevi seminari di condivisione e dall`attivazione di un forum on-line di discussione. Ciò consente ai partner di intervenire nel merito dell`esecuzione di tutte le attività, anche di quelle di non diretta competenza, , e di acquisire una visione di insieme, apportando un notevole valore aggiunto. Il focus group, in particolare, rappresenta un importante strumento di validazione nelle diverse fasi del progetto.
E` inoltre prevista la costituzione di una Assemblea della PS formata da tutti i partner che svolgono un`attività nell`ambito del progetto, che rappresenta un fondamentale luogo di confronto e di discussione, di scambio di idee e di arricchimento.
Gli enti locali partecipanti alla PS saranno coinvolti soprattutto in sede di Comitato Esecutivo, organo che presiede l`attuazione del progetto e che contribuisce allo svolgimento delle attività in esso previste, fornendo a tutti i partner un supporto costante, e un loro coinvolgimento in rapporto ai contenuti del progetto, alle metodologie e agli strumenti di lavoro. I partner presenti nel Comitato Tecnico scientifico svolgono un`attività di supervisione generale del progetto, formulano osservazioni e suggerimenti ai soggetti attuatori e al Project manager, contribuiscono alla rilevazione delle criticità e dei nodi problematici e all`individuazione delle relative soluzioni.
Il coinvolgimento di tutti membri della rete è inoltre garantito dal Project manager che mette in atto strumenti e meccanismi idonei ad assicurare la collaborazione di tutti i partner e a garantire a ciascuno la possibilità di partecipare a pieno titolo alla realizzazione del progetto e al raggiungimento degli obiettivi fissati.