Welcome to the SASSI Webinar! 15th June 2016 11:00 (CET) www.sassi-project.eu
The programme Duration : 90 minutes Objectives : To introduce the SASSI project objectives, activities and expected results Introduce the SASSI Pilot Training of Trainers TIME CONTENT 11.00 – 11.30 Introduction to the SASSI project 11.30 – 12.15 Introducing the SASSI Pilot Training of Trainers Registration and selection of participants for the SASSI Pilot Training of Trainers 12.15 – 12.30 Questions and Answers
The SASSI Project: An introduction Hilary Hale www.sassi-project.eu
What is the SASSI Project? SASSI (The Silver Age, Silver Sage Initiative) is a 2 year project co-funded by Erasmus + It aims to support the development of age- sensitive approaches to CPD for older learners and workers Our Focus: The empowerment of the aging EU workforce through lifelong learning and CPD
The SASSI Consortium The consortium: Austria (die Berater Unternehmensberatungs); Germany (BUPNET: Bildung und Project Netzwerk and BLINC: Blended Learning Institutions Cooperative); Netherlands (Drenthe College) Slovakia (CVNO: Centrum vzdelávania neziskových organizácií); Portugal (Inovamais - Serviços de Consultadoria em Inovação Tecnológica, S.A.); UK (Apricot Training Management).
Why? General retirement age or EU Country Men/Women men/women Austria (AT) 65 / 60 65 (2033) Germany (DE) 65years 3months 67 (2031) United Kingdom (UK) 65 / 62years 4months 67+ (2028), 68 (2046) Portugal (PT) 66 66+ (2016) 62 / 58years 3months- Slovakia (SK) 62+ (2017) 62 Older people are a large and growing part of the EU´s population and this is changing our societies in important and fundamental ways. Older persons wish to be active participants in their workplaces and communities, but in many cases opportunities and facilities are not available or accessible.
Mapped: how a demographic time bomb will transform the EU economy LISTEN TO THIS - LATER! Forward Thinking: Defusing the Demographic Timebomb By Michael McDonough, Adam Blenford http://bloom.bg/1OkFmas Bloomberg
The retirement age in most developed markets is 65 years, and has been such for some time. However , life expectancy, which was 69 years back in 1950 has risen to roughly 81 today and should cross 85 before 2050. The dependency ratio of people in the EU aged 65+ to those aged between 15 and 64 is projected to increase from a current rate of 27.8% to 50.1% in 2060. The age at which employees are retiring is increasing, with the average ( in the UK ) now being 66–70 . CIPD 2014 Portugal is ahead of other nations in Europe in planning for the explosive costs of an ageing population. Experience of unfair disadvantage as a result of being perceived as too young or too old
People are wanting to , or having to, work for longer than ever before. This is a cause for concern for both employers and older workers if skills, and therefore productivity and employability, deteriorate with age. 61 73 90 60 54
The workforce is ageing… and public attitudes are changing In a recent survey: Over 3/4 of respondents said that the ‘experience of workers aged 50 or over’ was a main benefit of having them in their organisation Compared to their younger counterparts, employers said workers aged 50 or over were more (21%) or equally (68%) productive 74% of respondents aged 50+ said they would still like to be in work between the ages of 60 and 65 Even amongst those already retired: � More than 1/5 missed work and almost 1/4 wished they had worked longer � 36% would advise someone who was thinking about stopping work altogether and retiring to ‘consider switching to flexible or part time work for a period first’
The Outlook for Older Workers Older workers increasingly protected against age discrimination by policies and practices. Increasing older worker demand for PT and flexible work Training demand will increase to enable workers to have skills relevant to changing work environments. Stereotypes change slowly and older workers may continue to be negatively affected in the near future. Uncertainty relating to changes to retirement practice will reduce over time.
What we would like to see happening…. No-one is denied developmental opportunities as a result of their age Managers and staff of all ages recognise the personal and business benefits of continued development in later life Training is delivered in an appropriate context, and is age-sensitive and responsive staff needs E-training is delivered in combination with more traditional in-work training opportunities
What we hope to achieve The goal of the SASSI project is to give people the opportunity to maintain a productive working life by focusing on the updating and upskilling of this ageing workforce. It seeks to provide Trainers and Employers with a range of skills, tools and techniques to help them support older learners and workers more effectively. 13
In Summary Underpinning Issues: � Aging population and workforce � Lack of engagement in CPD by 50+ employees and active job seekers � Raising of the pension age � Maintaining productivity, motivation and engagement in older workers The issues we aim to address : � How do older learners differ from younger learners? � What is an age-sensitive approach to learning? � How do you empower an aging workforce? � How can you motivate older adults to see the importance of CPD? � How should employers and VET organisations responding to the needs of the older workforce?
Our Proposed Solutions: � A Needs Analysis including : � The demographic and policy context in each country � How older people learn � The motivations of older learners � A practical ‘Toolbox’ for Trainers including: � The SASSI Hub/Platform for access to resources and sharing ideas � A blended-learning modular training course for trainers on delivering age-sensitive CPD � Guidance, Training and Coaching products � A competence validation and certification system for trainers � A Repository of articles and research materials The Target Groups: � VET and CVT providers + HR managers � 50+ people in VET (employees + jobseekers)
Find out more: www.sassi-project.eu
Blended Learning Course Training of Trainers on age-sensitive approaches in CPD and training Sabine Wiemann www.sassi-project.eu
Overview Training approach Phases Target groups Objectives Main topics Tools and instruments 18
Training approach Blended learning – mix of learning modalities: e.g. � Self-directed and self-paced eLearning � Group work � Workshops � Self-reflective practice � Discussion forums � Webinar � Practice project � Networking � etc. 19
Phases Preliminary phase: 12.09. to 23.09.2016 � Webinar: Who is who, expectations, introduction to preparatory activities � Self-directed eLearning � Tools (SASSI Hub) F2F: 26-30.09.2016 � 5-day training course in Porto, Portugal Follow-up phase: 01.10.2016 to 31.01.2017 � Implementing learning projects and assessment � Networking 20
Target groups Trainers in VET and Adult Education Trainers for continuous professional development (CPD) and employability (both in and out of the workplace)
Objectives The blended learning course aims to enable participants to: plan, develop and implement age-sensitive CPD and training offers assess their impact among mature adults With the ultimate aim to: help mature employees to be more involved in CPD and maximize their possibilities of keeping their job (or evolving in their careers); empower 50+ job seekers to promote their employability
Main topics eLearning: Face-to-Face: � How do older people � How do older people learn learn � Introduction to � Applying Age-sensitive principles and benefits CPD – what does it of validation mean in practice? � Learning project (transfer into practice) � Validation by means of LEVEL5 Preparatory and follow-up phase accompanied by networking and tutoring
eLearning How do older people Validation: learn: � Benefits and principles � Context of the aging � EU-context workforce � Validation system � Benefits of CPD for an LEVEL5 aging workforce � Learning processes, obstacles and abilities of older people � Perception about older learners and workers
Face-to-Face 1. How do older people learn: 2. Applying Age-sensitive CPD: � Motivational aspects � Learning processes of older � Design age-sensitive learning learners � � Needs analysis Age-sensitive learning methods � Action planning 3. Learning project: 4. Validation: � Own learning project � LEVEL5 procedures and elements � Exemplary projects � Hands-on
Tools and instruments For the training we will use: SASSI Hub: � eLearning � Networking � ePortfolios � Access to LEVEL5 validation software LEVEL5 (incl. software): � Developing and documenting learning projects � Assessing competence developments � Generating learning certificates
SASSI Hub The hub is an e-platform designed to support adult education professionals, interested in getting to know the SASSI age-sensitive approach and testing it into their training practices
Recommend
More recommend
