Ammattilaisen vayla ascii version

The DP has targeted their projects and actions at solving problems of employees in the shipbuilding, offshore and repair yard industry and most notably, problems of employees of SMEs which are subcontractors for core shipbuilding companies. The DPs aims at maintaining the current level of employment in the shipyards and upgrading the professional and vocational qualifications of the workforce. The co-operation focuses on three main areas: 1. Developing and improving of professional and vocational standards 2. Contributing to the competitiveness of the shipbuilding & repair yard industry by the re-qualification of workers, that constitutes a fundamental resource for allowing the companies to overcome critical phases i.e. to meet the changes3. Ensuring that the ageing workforce can stay in their jobs healthy and occupationally competitive until their age of retirement and they have an opportunity to transfer to the new generation the tacit knowledge they have stored during long working years. These details have been stressed in a European conference “New Challenges in the Co-operation between Education and Training and Working Life” by Finnish EU Precidency, on 18-19th November 1999 in Tampere, Finland.-Working on a Common Accreditation and Certification methodology of Qualifications- Exchange of information and experience related to industrial relations - Exchange of information and experience related to subcontracting issues - Sharing Products and Results of other projects of the involved DPs- Enhancing a common certification and accreditation system of qualifications- Developing a methodology for the management and utilisation of ageing personnelUnderlying problem DP is dealing with the issues of adaptability have to address a number of aspects. There are different underlying problems to be addressed by all three DPs including:Learning obstacles in SMEs (especially in subcontracting firms) Ageing work force including occupational health and work safety issuesWe consider the ageing work force as a serious problem not only from the occupational health and work safety point of view but also from the supply and demand point of view in the nearest future. In this sense, the overall strategy is to contribute to the national work programme of each DP so that safety and health matters are bound to the daily working and work process and to prevent the exclusion of ageing workers from working life. In addition, a common model for transferring the tacit knowledge of the ageing work force to the fellow workers of younger generations is developed for the shipbuilding industry as well as tutoring, mentoring, maintenance of working capacity, rehabilitation, replacement and non-exhaustion at work. For example, the recent case of the work safety and occupational health development project run in the Masa-Yards Turku New Shipyard, Finland clearly indicates that by merging modern on-the-job-training methodology and the development of work safety and occupational health concrete results, can be achieved. This case has shown that the best available organisational resource in this development process is good practices of old and experienced workers and their way of carrying their tasks safely and healthy. In other words, old and experienced workers have a lot of valuable tacit knowledge for example, how to avoid casualties in a work place and/or how to manage their daily work routines so that they can reach the best possible work safety and occupational health position related to their work tasks. Situation of immigrant and foreign workersToday's industry needs require much more of the worker and the employer (especially in SMEs) than just to master the work process and to supervise and guide a worker. Immigrant and foreign workers are often in a weaker position than their fellow workers because their language skills are improper and their vocational qualifications are weaker. Most notably, they are unaware of the rules at the work place and they lack a social network. Often the employers (especially in SMEs) have a lot of prejudices against foreign cultures and thus, they need to learn and update their intercultural awareness in order to better manage situations and relationships in the work place. There is a lot of evidence which shows that Europe will need labour force from other countries by the beginning of the 2000s. Immigrant workers will always bring along new cultural habits and usage’s, which both the European society and the employers have to be prepared to encounter. In order to avoid conflicts in the encounter, to guarantee labour force satisfaction and to prevent marginalisation of different groups we need an equal dialogue between groups as well as respect for diversity.

Objective

1. Exchange of information and experiencesFacilitating exchange of Information and Experience (safety and health)Examination of good practices and benchmarking achievementsSub-Contractors issuesAgeing workforce issuesWorker re-qualification modules2. Import, export or adoption of new approaches Transfer the methodology for monitoring skills, knowledge relating to professional profiles and work organisation.The list of common or complementary products and deliverables include:1. Reports on commonly accepted standards for Safety and Health issues in the shipbuilding and repair industry2. Report on management of ageing personnel in the shipbuilding sector3. Web site www.vayla.org. 4. Database with material of previous projects relevant to the project and activities, to be incorporated into the website. 5. Promotion plan to improve the public image of shipbuilding industry6. Common accreditation and certification guide & Guidelines to set up “Skills Passport”. The Skill passport is a tools to build professional curricula in terms of acquired skills and know-how/knowledge and capabilities. Certification and accreditation guidelines are deliverables for the standardisation of professional profiles and skills at a local, national and transnational level.It also enables us to know the training pathways of every individual which, in turn, allows vocational growth in the specific sector and job market mobility.7. Booklet for monitoring skills and knowledge8. Evaluation System for workforce

Innovation

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

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

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As much as possible of training is done by on-the-job-training method. It means that we educated a small, selected group of experienced professionals from the company to work as on-the-job-training supervisors. We give them method and assistance to use it.Also through careful study of the management of company to find where owner desires to develop the company and by finding out what skills are already there and what is still needed, we create and execurte a training program in the company.

Budget Action 2

2 000 000 – 5 000 000 €

Beneficiaries

Assistance to persons	M	F
Unemployed	0.0%	0.0%
Employed	95.0%	5.0%
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	100.0%	0.0%
	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	100.0%	0.0%
	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	100.0%	0.0%
	100.0%
	M	F
< 25 year	20.0%	0.0%
25 - 50 year	50.0%	0.0%
> 50 year	30.0%	0.0%
	100.0%

Assistance to structures and systems and accompanying measures	Rating
Gender discrimination	**
Support to entrepreneurship	**
Discrimination and inequality in employment	***
Low qualification	***
Racial discrimination	***
Unemployment	*

Promoting individual empowerment

Empowerment

With beneficiaries

Participation

Changing attitudes and behavior of key actors

Between national partners

N.C.

Transnationality

Linguistic skills

suomi
English

Percentage of the budget for transnational activities

48.0%

Transnational Co-operation Partnerships

Transnational Co-operation Agreement	DPs involved
350 EUNETYARD European Network to support employment & adaptability in shipbuilding	GR 200776 IT IT-S-MDL-190

Background

Involvment in previous EU programmes

Two and more partners involved in A&E

Networking

Interest in networking

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· Connecting companies in Finland and in EU. Common website eg.
· Developing tools for small business to go to export business.
· Common practises in health, safety and environment management.
· Common HSE manual for whole industry in Finland.

Events

Last update: 15-05-2002 Top

· New national standard HSE manual in Finland, translated in several other languages.
· Common labour safety certificate developed with major shipbuilding companies and EUNETYARD partners in Greece and Italy.
· New training methods, based on life-long-learning thinking.

Products

N.C.

National Partners

Partner	To be contacted for
Turun Aikuiskoulutussäätiö	Co-ordination of experimental activities Design of the project DP managing organisation Evaluation Monitoring, data collection Transnational partnership
Kvaerner Masa-Yards, Turku
Turun Kauppakorkeakoulu, PK-Instituutti
Turun Yliopisto, the University of Turku
Turun kulttuurikeskus

Agreement Summary

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There are two kinds of common objectives in the transnational co-operation of the DPs; general and specific objectives:
The general objectives of the transnational co-operation based on the national strategies can be presented as follows:
· Influence on political strategies (mainstreaming)
· Optimisation of partnership
· Maximisation of net advantages (collecting the strength of each partner / learning from strong points of the partners)
· Empowerment / Gender mainstreaming / ICT

Accordingly, the specific objectives of the transnational co-operation can be structured as follows:
1. Exchange of information and experiences
Facilitating exchange of Information and Experience (safety and health)
Examination of good practices and benchmarking achievements
Sub-Contractors issuesAgeing workforce issues
Worker re-qualification modules
2. Parallel development of innovative approaches
Developing a Communication Environment
Developing Products and Results of other Projects
3. Import, export or adoption of new approaches “Observatory”:
Transfer the methodology for monitoring skills, knowledge relating to professional profiles and work organisation
4. Joint developmentJoint Web siteCommon Accreditation and Certification methodologySetting up a Forum on Industrial Relations
5. Exchanges of trainees/ trainers/ staff
Exchange of employees/workers for acquiring experience on different work conditions
Exchange of experts for examining good work organisation and production practices

(TuAKK)
Kärsämäentie 11
FIN-20360 Turku
www.tuakk.fi , www.vayla.org

Turun Aikuiskoulutussäätiö

Tel:+358 2 4119 00
Fax: +358 2 4119 535
Email:ismo.haapala@tuakk.fi


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:	Education / training organisation
Legal status:	Semi-public organisation
Size:	Staff 10-50
NUTS code:
Date of joining / leaving:	15-11-2001 /

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Turun AKK/ Turun Aikuiskoulutussäätiö is the coordinator for whole project

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Haapala	Ismo Mr.	+358 2 4119 503	ismo.haapala@tuakk.fi	Co-ordinating the project, empowerment.

(KMY)
P.O.Box 666
FIN-20101 TURKU
www.masa-yards.fi

Kvaerner Masa-Yards, Turku

Tel:+358 2 2666 111
Fax:+358
Email:


Responsibility in the DP:
Type of organisation:	Enterprise
Legal status:	Private
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	15-11-2001 /

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A large shipbuilding company

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Helin	Arto Mr.	+358 2 2666 111	Arto.Helin@masa-yards.fi	Partner administration
Pääkkönen	Kari Mr.	+358 2 2666 111	Kari.Paakkonen@masa-yards.fi	Project

(TuKKK)
Lemminkäisenkatu 14-18 C
P.O.Box 110
FIN-20521 TURKU
www.tukkk.fi

Turun Kauppakorkeakoulu, PK-Instituutti

Tel:+358 2 3383 551
Fax:+358
Email:


Responsibility in the DP:
Type of organisation:	University / Research organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	15-11-2001 /

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Economic University, Institute for small and mediumsize industry.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Valtanen	Juha Mr.	+358 2 3383 551	juha.valtanen@tukkk.fi	adaptability

(TY/CELE)
Assistentinkatu 3
FIN-20500 TURKU
www.utu.fi

Turun Yliopisto, the University of Turku

Tel:+358 2 333 8818
Fax:+358
Email:


Responsibility in the DP:
Type of organisation:	University / Research organisation
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	15-11-2001 /

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Large university, Centre for Research on Life Long Learning and Education (CELE)

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Rinne	Risto Mr.	+358 2 333 8818	rinne@utu.fi	Research

Vanha Suurtori 3 D
FIN-20500 TURKU
www.turku.fi

Turun kulttuurikeskus

Tel:+358 2 2620 978
Fax:+358
Email:sari.kanervo@turku.fi


Responsibility in the DP:
Type of organisation:	Public authority (national, regional, local)
Legal status:	Public organisation
Size:	Staff 50-250
NUTS code:
Date of joining / leaving:	15-11-2001 /

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The City of Turku.

Contact person(s)

Name	First name	Phone	E-mail	Responsibility
Kanervo	Sari Ms.	+358 2 2620 978	sari.kanervo@turku.fi	Immigrants, equality

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Ammattilaisen vayla

Rationale

Objective