"<< Background >>The project aims for ADULT ENTREPRENEURIAL EDUCATION with a focus on DIGITAL ENTREPRENEURIAL COMPETENCES for 100 LOW-QUALIFIED ADULTS,current/potential entrepreneurs that wish to develop or improve their businesses and productivity, by using cloud technologies and software in their practices.Reflecting on the EU Digital Education Action Plan priorities and considering that an average of 57% of European citizens has no received the right education on basic digital skills and that EU countries are still facing challenges regarding digital development, resulting in a disproportionate impact on social inclusion, business internationalization and social and economic sustainable development in the partner countries.""Digital transformation"" has been a trend over the last few years, with SMEs as well as large enterprises moving operations to the cloud and adopting online productivity and collaboration services. The lockdown and remote working imposed by the Covid-19 pandemic were an unexpected reality check for organizations of all sizes, many businesses going bust or experiencing survival challenges.Organizations had to design a new course for their business toward cloud computing and digital transformation, the global health crisis serving as a de facto catalyst for establishing the value and flexibility of cloud computing.In the past, cloud computing was about modern infrastructure for quicker innovation, faster time to market and cost optimization. However, the pandemic has brought factors like flexible computing power, high availability, disaster recovery, lower cost for backup and disaster recovery, resilient core for business process and business continuity, legacy skill risk, remote workforce management, safe return to the workplace, and business agility into focus to allow for resilient business functions. In many cases, business operations had togo for the socially distanced era as a result of increased demand for e-learning, telemedicine, robotics, composite artificial intelligence (AI), augmented reality (AR) and virtual reality (VR) scenarios, intelligent chatbots, digital payments, virtual retail experiences, etc.There’s been an exponential escalation in the e-commerce industry as more people shifted to shopping online, as well as in video-streaming services, with more people staying home and bereft of other entertainment options. This has led traditional retailers and brick-and-mortar stores to pivot to online ordering, curbside pickup, BOPIS (buy online, pick up in store) and home deliveries to preserve their customer base. The pandemic and remote working scenarios have underlined the vitality of the cloud for business continuity with remote workforces and seamless online collaboration.The project will address THESE PROBLEMS BY DEVELOPING AND OFFERING BLENDED TRAINING SESSIONS ON CLOUD & FREE OPEN SOFTWARE FOR EBUSINESSINTEGRATION, EXTENDING AND DEVELOPING THE COMPETENCES IN THE DIGITAL AREA, IMPROVING AND EXTENDING THE SUPPLY OF HIGH QUALITY LEARNING OPPORTUNITIES TAILORED TO THE NEEDS OF LOW-QUALIFIED ADULTS and IMPROVING THEIR CHANCES TO BETTER FIT THE SOCIAL AND LABOR MARKET NEEDS.<< Objectives >>“A NEW SKILLS AGENDA FOR EUROPE” states that “too few people have the entrepreneurial mindsets and skills needed to set up their own business and Europe needs digitally smart people who are not only able to use but also to innovate and lead in using these technologies”. Cloud computing is one of the strategic digital technologies considered important enablers for productivity and better services. Also, starting with 2020, european countries were thrown in the face of an unknown obstacle - the covid pandemic, that threathened the status qvo of the economic aparatus all over the world. New ways of ""doing things"" were needed, to avoid economic and social blockages, and to blend social distancing with telework, and health safety measures. Therefore, it was observed an increased use of cloud computing and cloud software usage, but still the EU level remain slow: 26,2%.Scope of the project: train the actual and future e-entrepreneur which incorporate e-business and cloud solution into their own practices for achieving the common European goal to develop a smart and inclusive growth based on knowledge and innovation and reap the benefits of a digital single market.Specific objectives:1. Wide dissemination and raising awareness in using cloud-based software among a minimum of 1000 current or potential entrepreneurs, especially young adults and women’s, from partner’s countries and at European level, in order to encourage new start-ups creation and increase business competitiveness through producing and dissemination of creative handbook for digital entrepreneurs2. Enriching partners’ training offers and increase adult education quality through development of innovative blended learning curriculum and educational materials that address to their target needs in the field of digital entrepreneurship and which will help integrate e-business3. Increasing the digital entrepreneurship key competence of minimum 50 entrepreneurs from vulnerable groups and minimum 50 entrepreneurs through training provision in all partners countries4. Strengths partners' capacities to introduce digitization into education by implementing a common learning management system, developing and running e-learning courses and digital materials and by enhancing peer collaboration and self-evaluation5. Enhance the communication, exchange and flourish of good practices between partners through an active participation of staff into all project activities.At the level of partnership 100 persons will be trained into this project, 20 for each partner, belonging to a category of adults which are already entrepreneurs and need to include ebusiness practices and cloud technology into their current practices increasing the productivity of their business or wish to become entrepreneurs in the future.The activities proposed envisage obtaining the project, testing the course with vulnerable potential/current entrepreneurs and raise awareness of cloud software at alllevels.<< Implementation >>The partnership will implemented the following activities:A1- Project management; - Carry out all managerial aspects which will conduct in achievement in good conditions of all project objectives. -Developing the Project Handbook, Communication Plan, Quality Plan, Deliverable Acceptance Plan. Planning, execution and follow up meetings will be realized. The status and progress reports will be drafted periodically.A2 - Quality Monitoring & Evaluation;All activities will be monitored and controlled all project duration. The specific procedures will be defined in the Quality plan and will be related tomeasuring ongoing project activities. Cost, time and efforts will be analysed and improved. The partner responsible will produce Quality Review Reports with theconsolidation of the results and recommendations.CLOSING- Ensuring that all deliverable are realized in time and are high quality.A3 - Project Dissemination & Communication;A detailed dissemination plan will be drafted and dissemination activities will be carried outMonitoring the results of dissemination activity will be also carried out checking whether the planned actions were put in place and indicating correctionsDissemination impact measurement it will be a major concern; an impact strategy will be drafted; specific indicators for each action will be measured in the reporting stagesA4 - Exploitation of results;Exploitation Plan: will present in detail a roadmap of sustainable activities for the future that partners intend to implement for futureexploiting the project results to support their own activities, including communication channels to be implemented in the future.A5 - Pilot testing the training course with learners;- Developing the project results as they were described in the application form- choosing and applying the best adapted methods to find trainees: direct communications, searching on existent clients’ databases; promotional activities, like: advertising on project/partners’ web-site, social networks, e-mailing campaigns, others; each partner will follow the own methodsRunning the training activities, both for face to face and in the on-line environmentA training schedule it will be designed for each partner and coordinator. Each partner will run their own module/units of training; 5 days training dedicated to face to face training will take place; learners will study at their own pace; at the end the learners will be evaluated and be certificated on the Moodle platform.A6 Engage cooperation regardless digital education integration; O4SELFIE organizational self-assessment: partners will self-evaluate using SELFIE assessment for identify the actual level of their digital development,renewed in the closing phase.<< Results >>The main results of the project are:1. Cloud and free open software for e-business integration. Handbook for digital entrepreneurs.2. Digital entrepreneurs’ curriculum3. Digital entrepreneurs’ blended training courseProject RoadmapProject Management Handbook4 Minutes of the project meetingsInterim and Final ReportsQuality Management PlanQuality Monitoring and Evaluation ReportsOver 200 satisfaction questionnaires filled by participants at the multiplier events15 self-evaluations of partners organizations with SELFIE toolDissemination & Communication Strategic PlanProject dissemination materialsProject Branding: Will include 1 logo, 1 brochure, templates – presentations, 6 newsletters, 1 poster and drafting of 10 press releases tobe delivered to online media, radio, TV, 1 project website, 1 social media profile page; Production of 1 promotional video about the project.2 annual dissemination reports20 news/articles into partners European web-portals and partners web-sitesminimum 60 posts into social media channels1 project YouTube channel and minimum 10 video-tutorial disseminated1 trainer course space on Moodle platform; minimum 1 forum set2 blogs articles on EPALE platform1 poster, 1 flyers or brochures, 1 map , 1 DVDs produced5 multiplier events organizedExploitation PlanOther results:5 promotional materials produced 100 learning agreements produced and signed5 training schedules produced5 sessions of face to face training organized1 LTTA of 5 days organized100 feedback questionnaires filledThe project will work with Open Project Management Methodology offered for free by European Union to potential beneficiaries.The main impacts:- Increased awareness of cloud-based software among current or potential entrepreneurs- Improved digital entrepreneurship competencies of potential/current entrepreneursLong term impacts:- increased business competitiveness- better labor productivity of entrepreneurs- new women’s/youngest/old’s in business- new start-ups cre"

<< Objectives >>The main objectives of REMOKING project are: 1. EXCHANGE and TRANSFER of experiences and good practices between EU VET partners about Remote teaching/training, its impacts and how they manage it.2. EMPOWER VET professionals to cope with this “new reality” imposed by the pandemic and how they could translate new developed tools and approaches into long-term practice to empower their learners in a work-based learning settings.<< Implementation >>The following activities are planned:1. Development of three results (Good practices, Ready to use educational resources and tools, e-learning hub).2. Piloting of the developed results.3.Multiplier events and dissemination activities during the whole project's life-cycle.4. Transnational partnership's meetings to manage and coordinate the project5. Evaluation, quality and impact assessment of the project ant its results.<< Results >>Results (tangible):1. A Handbook of good practices2. A Ready to use Training Kit3. The online training HUB (free for access)4. Project promotional materialsOther outcomes (intangible)1. Institutional capacity and innovation2. Strengthening the competencies of trainers and educators3. Improved social and linguistic skills of project partners4. Reinforce local/regional/national partnerships 5. Experience in cooperating with different types of institutions (VET, Adults, Youth,...)

"<< Background >>The results of recent surveys in France reveal a paradox: although a small majority of VSEs understand the importance of digital technology, few of them see it as an opportunity and make a real effort to go digital.In Portugal, the active labour force 59% have basic or above basic overall digital skills (Eurostat, 2019), below the EU-27 average of 64%. The situation in the other presented partner countries is the same. Considering the quick digitalisation of enterprises during the last year, it is urgent to train employers and employees on digital skills and to work, live and do business in digital environment, to follow production and consumptions trends and boost their competitiveness.The content of the Work4Future project via all set interactive Tools will enable and elp trainees to better understand the taught material and specific situations and thus, to acquire the necessary competences.That will contribute to development of digital & communication skills of both target groups (trainers/educators and employees of companies) working and interacting in common digital learning environment.VET providers targeted are one of the main and logical labour force training powers, required to enhance the competitiveness of nation’s businesses and industries. Partnerships between VET providers and other businesses can be a mutually useful strategy in providing workforce training and in maintaining knowledgeable employees, to accelerate best practices in SMEs around collaboration, flexibility, inclusion, and accountability in the ""new normal"" smart working dimension. Teams were meeting mainly distantly/ virtually via different platforms. Companies are meeting their clients online in virtual environment. Besides, all negative information and data that is pouring out from all communication channels & social media can affect negatively the mood & spirits of the employees. Therefore, all employees need to quickly develop new type of competences or to enhance their existing once to match the current demands of the changed labour market & the requirements and demands of the virtual environment.Moreover, we see more and more companies implementing the “open-office” concept where the employees are encouraged to work distantly (from home) and to come to the office only for meetings and only if they have some office-based tasks. This could be also the new way the companies would work in the future, as it allows them to cost cutting on different expences and to allow their employees the freedom of organising their work time. This trend is observed across almost all industries, mainly in the international companies and corporations currently. But the outbreak nowadays, kick-started this process to a vast majority of SMEs that does not have the resources to support all their employees to adapt quickly & painlessly to the new reality. In times of social isolation, when most of businesses are working as “remote teams”, going “back to normal” transition should be done in an innovative way. Thus, it will be crucial important for SMEs and VET providers to possess with tools and policies to mediate the HR processes in a new way and address adequat initiatives to employees.Furthermore, all training-providing professionals in the partnership countries were hit hard, as they were unable to organise the trainings the way they have done in the past. Now they need to switch quickly to being able to deliver their training programmes remotely in virtual environment without seeing their “trainees” face-to-face. And if the trend to have more and more virtual meetings within the companies happens as expected, the coaches/trainers have to build their competences and expand their capacities to deliver trainings virtually while keeping the audience engaged and motivated.The main need addressed by this current proposal is to provide all employed people with a set of techniques and guidance on how to overcome the difficulties on their remote work and stay sane.<< Objectives >>In times of social isolation, when most of businesses are working as “remote teams”, going “back to normal” transition should be done in an innovative way. Thus, it will be crucial important for SMEs and VET providers to possess with tools and policies to mediate processes in a new way, in order to ensure digital transformation through enabling their digital readiness, resilience and capacity in all personal and business perspectives. Furthermore, all training-providing professionals in the partnership countries were hit hard by the outbreak and lack of presence training sessions and events. They were unable to organise the training process the way they have done in the past. Now they need to switch quickly to being able to deliver their training programmes remotely in virtual environment without seeing their “trainees” face-to-face. And if the trend to have more and more virtual meetings within the companies happens as expected, the coaches/trainers have to build their competences and expand their capacities to deliver trainings virtually while keeping the audience engaged and motivated.The main objective of the current proposal is to provide all employed people with a set of techniques and guidance on how to overcome the difficulties posed by predominaly remote working and effect in their personal lives including techniques for keeping the team spirit among the staff, to be more digital upskilled, resilient, motivated to drive and expand capacity.By implementing the project, Work4Future partnership aims at achieving:•provision of integral, interactive and comprehensive training in effective organisation of the work-life defined by the new way of working, available to all employed.•competences development - employees to communicate more effectively & efficiently in the virtual environment, enabling them to deliver high quality virtual meetings and results being confident in thier digital competences.•high quality digital content on supporting people work-life balance and providing positive psychology techniques and applications that can be put into practice immediately to help them live meaningful life during and out of work.•capacity of the company work force while implementing online, blended and distance team-building techniques and activities to support the effective team building & creativity management during lock-downs or during distance working periods.•strengthened capacity and expand competences of coaches/trainees/facilitators to provide training to companies distantly in the virtual environment.Internationally condcuted Erasmus+ project Work4Future and its wider dissemination of intellectual outputs will outreach vast number of end-users throughout conducted project multiplier events, online session and events, online available resources integrated with gamification approach applied, launched digital detox innovative concept, will made EU funding under the Programme more recognizable, prefered for innovation and transperant.All project project outcomes will be designed with the aim of ensuring long-term sustainability through high quality of IOs, addressing real needs of the target groups, providing institutional support for the project on partner organizations level; identifying local associate partners and actors (private & public) who would agree to finance further exploitation of the project results (formal agreement for future support will be obtained).The outputs will be applicable for SMEs and easily adaptable for VET providers’ training courses in the field of team management in new era of working. This would ensure wider compatability of the products which will be also strengthened through attractive visual identity of the project. The availability of products translated into EN, FR, BG, IT, GR, PT and SK languages will further contribute for easier transfer to new countries outside the current project consortium, and will ensure sustainablity of project outcomes after the project lifetime.<< Implementation >>The project Work4Future work plan is organised into set of activities related to the respective intellectual output and led by different partners, balanced according to their experience and expertise. Each of the partners will contribute for the accomplishment of all project activities. There are 6 project meetings envisaged to be held in project countries France, Bulgaria, Slovakia, Italy, Portugal, and Greece to monitor the progress and focus on project tasks successful completion.Considering the needs identified at European and national levels, the Work4Future project has set the overall goal to build capacity of EU SMEs, VET professionals and employed to support digital transformation through ensuring stakeholder co-design of innovative solutions for team and people management in remote working environment. In order to accomplish this goal, the project will fulfil five specific pre-defined activities leading to the results realisation. Core activity within the project agenda is the development of Intellectual outputs IO1 to IO4 with dissemination and valorization activities involving project stakeholders and representatives of the target group. In this sense, it is inevitable for project realisation involvement of associated partners to further collaboration and adaptation of project results throughout their network, as well. In the process of implementation and reaching the final intellectual output results, a number of activities will be accomplished within the project lifecycle:-Setting the determinants - advantages and disadvantages of remote working, target group preferences, gaps in HR management systems, activity linked with O1 Training Framework.-Work4Future Guide developments (IO2) will go through the following major activities:*definition of methodology for collecting case studies; interviews with selected target group representatives and professionals, aimed to document, capture and record first-hand user experiences; production of video clips, storytelling and their presentation to the target groups.*Provision of hands-on business support and guidance, based on concepts advancing the co-design of remote smart working products with key stakeholders.*Tools creation, content writing and wider dissemination to project stakeholders, as well as continuous consultations with the project stakeholders and attuning of the project outputs to the specific needs of the target groups.-To create a solid foundation for usability and transferability of the project outputs to a wider audience of stakeholders, activities for Work4Future Platform (IO4) development.-Increase awareness of Work4Future outcomes advantages among EU SMEs, target group representatives, VET professionals through wide dissemination of the project outputs at local, regional, national and European levels.There will be six national dissemination conferences (presence and online participation) organised by the respective partner in order to transparently preset to wider audience the project results and sustainable usage of the project outcomes.Intellectual outputs 1, 2 and 4 constitute prerequisites for the achievement of the project’s overall objective. IO 3 Guide for coaches will help to scale up this positive impact by providing guidance to VET trainers as of how to employ the Work4Future Tools, methodologies in training programmes addresses to current and future HR professionals and entrepreneurs, trainee to be trainers.All project implementation activities are logically connected and interdependent. Brought together, they constitute the project life cycle and fall into the following project phases: 1. Preparation; 2. Development; 3. Implementation; 4. Dissemination & Exploitation. Project management, Quality management and Dissemination activities will be performed throughout the project life cycle and will encompass all project phases. They will support the achievement of the project objectives and the delivery of the planned results.<< Results >>Work4Future project aims at provision of open and innovative training practices in a digital era via development of learning materials and digital tools supporting upskilling, approach for gathering together people again.All envisaged and successfully performed and completed project activities will support partners organisation and end-users in EU members states, presented in Work4 Future project, to address digital transformation through development of digital readiness, resilience and expand capacity.Project methodology envisages sequence of activities to implement project objectives with the active participation of all partners and stakeholders, as a result of which the following Tangible results will be developed within the project lifetime:*Work4Future Training framework defining the main parameters and methodology used for Training course scope coverage; *Guide on team management with six different Tools to enhance entering the new era of working – smart distant workplace & virtual meetings, while staying connected and motivated within the team; - Tool that provides insights into the topic of positive psychology, practical examples, interviews with professionals, storytelling to support inspiration of trainees - Tool that provides several concepts on how to interact within the virtual age - Tool that provides work etiquette insights in the remote working era - Tool with hints and hacks on how to overcome the social isolation and find right ratio work/life - Tool that provides most recent strategies in the people management, incl. team building - Tool with practical exercises for team spirit enhancement*Guide for coaches to help coaches to apply Work4Future methodology in the most efficient way*Online Platform – an interactive repository, to host all Work4Future project outcomes. Work4Future project aims at provision of open and innovative training practices in a digital era via development of learning materials and digital tools supporting upskilling, approach for gathering together people again. Work4Future is aiming at launching among companies and participants the following innovative learning concepts by merging: Work-life balance initiatives, Digital Detox concept and positive psychology. The main aim of the Work4Fututre ToolKit will be to address workers needs on adapting their work and personal life to the new reality created by smart remote working. The Training will combine in one place '""One-stop-shop"" different techniques and strategies to support the workers find the best way to work effectively and efficiently from home while helping them to stay connected. All training materials will be combined with short stories, case studies, storytelling, practical examples & tasks to complete in order to achieve the best results. It will also support the management to develop further their employees as one big team, keeping the team spirit alive and vivid.Work4Future project will provide vast majority of SMEs, VET professionals, employed people with full Toolkit and free of charge resources to support all their employees to adapt quickly and painlessly to the new reality and perform smart remote working as fully motivated staff member with upskilled competences in online environment and to enable the opportunities that this new normal provides, in hand with finding right ratio work-life balance.Work4Future project will result in attracting new talents, training managers & employees with the relevant skills and key competences need in the SMEs and maintaining a motivational, inclusive and friendly team spirit in all members and as a consequence fuelling sustainability, innovation, productivity and growth.The project outcomes which the project will launch aim to make sure training systems promote transversal skills enhancement through innovative integrated approaches uptake, which will be characterized by user-friendly tools, delivered through resilient environments, embedded in digital era."

"<< Background >>When low-skilled adults - long-term jobseekers - start a pathway to integration, they need a personalised framework, allowing them to acquire skills, personalised guidance and defuse the psychosocial and economic obstacles they encounter (mobility, debt, addiction, precariousness, etc.). The work-based training approach corresponds to this multidimensional challenge, in particular because it is characterised by a ""socialisation of learning"": peer education, continuous sharing and a relationship of trust with supervisors, empowerment, social legitimisation through the performance of a professional activity, etc. In addition, the work-based pedagogy establishes a framework facilitating the acquisition of technical competences, while allowing basic and transversal competences and soft skills to be worked on in a professional situation. The training aspect of these schemes is therefore a key element of their success, and this pathway must be ""pedagogised"".Within integration companies, they get their feet back on the ground by benefiting from adapted, individual support within a group. On the ground, those who supervise them - the integration assistants - multiply experiences and resources at their level. Their profile varies, as do the roles and missions they take on. It therefore seems relevant to work on clarifying their professional posture and the resources they mobilise to achieve the social and professional emancipation they aim for.<< Objectives >>Low-skilled adults are less likely to find employment or participate in learning, although these are key elements for their empowerment. It is crucial that they have access to adequate solutions to improve their skills, such as the schemes for (re)integration through economic activity.In this context, the ACTION project aims to enrich and formalise the methods of support in work-based training courses for low-skilled and vulnerable adults, in order to improve their social and professional inclusion, thanks to an increase in skills allowing access to classic, sustainable and quality employment and/or to qualifying training. In this way, we intend to develop the training-through-work method, a form of learning and integration adapted to the target groups because it allows them to be more motivated and hooked on to the system (offering practical and concrete action), and allows them to work on the development, or even the recognition and validation, of their skills. We want to formalise the support given to workers in integration, to better define and manage their pathway and lead to more positive outcomes. ACTION thus has the operational objective of clarifying the roles and missions of the inclusion advisers, and then equipping them to implement these missions.<< Implementation >>ACTION is based on the meeting of a consortium of experts in the field, who pool their expertise and experiences, their strong local and practical achorage to emulate pedagogical and methodological innovation involving front-line actors. The project is therefore intended to be concrete and pragmatic, by directly involving its target group: integration counselors. The project will be anchored in the reality of the field, with constant feedback to develop results and achieve the targeted objectives.Through the results produced, ACTION follows a global logic, responding to the issues raised by the project: to clarify the posture and function of the Integration Counselor, and to provide them with concrete tools to carry out their functions.Once the results have been developed, they will be returned to the field in two ways. Firstly, via testing phases with educational experts in the targeted sectors, to refine them and ensure their relevance and consistency. Secondly, via a dissemination phase, targeting professionals and experts in the sector, to present them the results and help them appropriate them in order to have a lasting impact on their practices.<< Results >>The ACTION project aims to help the ""integration counselors"" by : - Formalising the procedures for supervising the integration process of the target group- Promoting learning through work - ""Pedagogising"" their approach, in particular by equipping them for the positioning, monitoring and (self-) assessment of the skills acquired by the workers in integration - Providing recommendations for vocational guidance and sustainable integration of the target group into the labour market in order to foster their transition and sustainable inclusionThrough its implementation, the project follows a global logic, responding to the issues raised by the project: output 1 allows to clarify the role of the ""Integration Accompanist"", i.e. the persons in charge of the accompaniment of the target public in the integration structures. This result will clarify the profile, the objectives and the missions of the function of the integration counselor. Once this function has been clarified, the following outputs will constitute tools for the realisation of the missions of the integration coach: - Output 2 will establish the ""ideal integration pathway"", setting out the key stages of this pathway for the target group. It will serve as a guide for the Accompanist, to better organise his missions, giving him advice and recommendations to guide his daily work. - Output 3 will be a practical tool to be used for the follow-up of the target group, which is the main task of the FDW.- Output 4 will bring together ideas, advice and good practices to achieve professional guidance and integration into sustainable employment for the target group, which is the final objective of the host structures, and therefore of the counselorIn the long run, thanks to the implementation of its results, ACTION aims to improve the support of people in integration, and to develop the methodology of training through work as an innovative and integrated response to the needs of these people and to contemporary social and economic issues. These audiences will then experience greater professional mobility, thanks to their increased skills, and smoother paths towards sustainable socio-professional integration in quality jobs."

"In the aftermath of the pandemic there are a lot of questioning about the current educational systems in all countries considering on how to update the lifelong learning model and the evaluation processes, and make unemployed people integrate a new approach of ""learning to learn again"". The awarding of competencies has been challenged by the global lockdown and the limited access to training centres. Even if remote learning is regarded as a substitute for face to face training, for many adults the digital gap prevents them from acquiring new skills. Without any alternative training pathways, a lot of people are gradually marginalized from the Society of Knowledge. The classical schemes for evaluating competencies, such as the recognition of prior learning (RPL) or the practical workshops testing are also unattainable for the unemployed who are not able to attend full curricula continuously. The Green Deal is challenged by the current classical TVET tools, that need to be reviewed and updated with more individual short term training pathways awarded with new micro credentials schemes. It has been noticed that non formal training has little consideration for employers, past working experience does not match the contemporary RPL criteria and the duration of formal guided courses does not fit the ability of many adults to attend the full content of the training programs. In Europe, there are plenty of local innovative initiatives to take over the inclusion of put aside people. SKY, is focusing on those European inclusive experimentations dealing with opening jobs opportunities to long term unemployed (LTU), providing short training programs on skills and proposing innovative micro-credential patterns on short training sequences. The consortium composed of private territorial employment and training institutions from BE, FR, IT, SP and PL will collect all these micro innovative experimentations either completed or still in progress on selected human sized territories."