1. LEONARDO DA VINCI MULTILATERAL PROJECTS TRANSFER OF INNOVATION Lifelong Learning Programme

3. 1 1 Awareness, communication and marketing plan Thought in the initial phase of the project and pretend to stimulate the interest for the topic of HSW Adaptation of the product awareness plan The plan has three strengths of intervention: ABc

4. Communication and marketing by radios and journals A Workers, entrepreneurs, public in general Recipients /target group Diversity of messages in permanent up- dating (update weakly) to don’t create a habit by the beneficiaries and still adapted to the business context Consists in what? awake the interest in the field of HSW. Resolve a general problem of lack of safety in the post jobs and its implication of the well being of the workers and public in general. Aims

5. Communication and marketing by radios and journals B Competencies needed Techniques in HSW. In area of Design and Graffiti’s. Operationalization Weakly, is recorded a different spot different for radiophone divulgation. The same is done for local newspapers. Proceeding the following way: Negotiation of the space to be occupied and its timing; Raising a sponsor (if necessary) Collect and organization of the information; Publication/Diffusion. The topics that will be mentioned: practical advices, of easy understand, of immediately application and renewed regularly (weakly); Period of application 18-06-2008 a 30-09-2008

6. c Communication in the partners company Workers and entrepreneurs Recipients /target Construction of posters with messages beyond the strong messages published in newspapers and radios in the shape of posters, renewed with the same frequency of the newspapers. Awareness of the workers of the dangers inherent in posts where he acts Consists in what? Awake the interest for the thematic HSW, in the collaborators of the enterprises where the training plan is going to be implemented. Agent of prevention of the work, by this way, directly involved in the increasing of productivity, competitiveness of organizations,strengthening of skills, employability and social insertion Aims

7. c Communication in the partners company Techniques in HSW. In area of Design and Graffiti’s. Competencies needed choose the responsible in the company for placing the; Negotiate a space for placing the information; collection and organization of the information; Affixation; (posters with strong messages related to the area of work of each company and published contents and defunded in the awareness on radios and newspapers) Operationalization 18-06-2008 a 30-09-2009 Period of application

8. 1A Awareness Entrepreneurs and managers of the organizations Recipients /target Sending a mailing list to potential users about the activities of the project; execution of informative activities directed to the public institutions, particularly the institutions that operate their business in education/training Consists in what? Divulgation and presentation of the inforadapt products and practices of training involved in them. Visibility of the acquire experience through the process of transfer of the Inforadapt products; Aims

9. 1A Awareness Knowledge about the products Capacity of communication Competencies needed translation and adaptation of the products for English or other language of the countries; establishment of the visit plan; Dissemination through the channels of communication, internet (Web-site, etc…); negotiation with the stakeholders the theme to discuss, time and date; Implementation Operationalization 18-06-2008 a 30-09-2009 Period of application

10. 2 2 DIGITAL KNOWLEDGE CENTRE (DKC) It was designed to solve two essential Difficult access to sources of information about the subject of HSW; Lack of channels of communication between experts and other stakeholders in this area. Objectives Free and easy access to various types of content related to this issue; Create an independent network that allows communication easier among pairs and experts of the area; Area of discussion and clarification.

11. 2 2 DIGITAL KNOWLEDGE CENTRE (DKC) Discussion and debate Forum Digital library The digital knowledge centre is constituted by to products:

12. What is the forum? This is a space supported by the electronic platform belt for the digital library and intends to solve the lack of communication channels between experts and interested in this area; Intends to create an independent network which allows the easier communication between peers and experts in the area;

13. What is the forum? Intend to be a space for debate and clarification; This space should be belt in order to the participants involved made it completely autonomous. Allows the entrepreneurs, workers, public in general can discuss or clarify any kind of doubts with the other participants.

14. How does it works? When making the registration your name will be added to a Mailing List. After the confirmation and validation, in your e-mail address, you can send questions or answers, to doubts from other participants by the e-mail: inforadapt2…..@epralima.com. The questions and answers will always be sent to all participants. For the well function of this space is very important that all the stakeholders indentify themselves, every time that send an e-mail to the forum mailing list.

15. Working by mail

16. Each country will appoint a moderator / promoter for the forum of his country Discussion and debate Forum Four more forums will be belt: Italy (inforadapt2it) Spain (inforadapt2es) Finland (inforadapt2fi) Romania (inforadapt2ro)

17. Discussion and debate Forum Each country will be responsible for invite several experts in the field to participate in the forum in order to make the forum autonomous in the sharing of information; Each country will have as responsibility its divulgation and promotion between HSW technicians that exist in the businesses

18. Exemple Discussion and debate Forum Will be created a link for each forum on the site of the project; Will allow the registration of participants; Forum supported by a Python machine.

19. Digital library On-line and free access tool, which allows by the participants the ownership of its contents: National and Europeans regulation relatively to HSW; statistics on accidents at work ; Technical advices; personal protective equipment used in function of the activity and sector; identification of risks accident, health and safety;

20. Digital library Prevention means; Individual and collective protective equipments; links related to the theme; Etc…

21. Digital library Digital library exposed on a website. Instrument to support the training plan. Intends to be a tool with utility for anyone interested in the field Hygiene and safety at work.

22. 3 3 TRAINING PACK

23. Displayed in two supports: paper and digital. 5 training manuals and a Methodological guide for implementation. Constituted by:

24. Problem Lack of an instrument that allows, in an integrated manner and being adapted to the reality of the companies, to make the training at all levels, from the leader to the less qualified workers.

25. Objectives Providing institutions and trainer agents the necessary knowledge for the implementation of the Training Plan. Create a tool for assisting the agents and the disseminators trainers of the training plan. Support a training strategy integrated and adapted to the local reality. Promote the development and deployment of systems and methodologies of innovation, prevention and control, with the objective to improve the conditions of work, bearing in mind the social, cultural, economic and technological contexts of the society and the companies.

26. Manuaise-bookCD-ROM Training plan implementation guide Training plan implementation guide; Initial HSW training manual for workers Initial HSW training manual for workers; HSW training manual for leaders and direct managers HSW training manual for leaders and direct managers; Training manual for workers | Part 2 Training manual for workers | Part 2; Advanced training manual in first aid Advanced training manual in first aid; Fighting fire manual Fighting fire manual Supports

27. The Implementation Guide of the training plan

28. Utility This Manual should be as an orientation guide for other entities that intend to execute and experiment the same training methodology. This tool will allow the development of training actions, on other companies, reason why it was searched an applicable content, to the companies in general.

29. Processes, methodologies and tools The implementation of the training plan involves the following key steps: Evaluation of training needs / Diagnosis of the conditions of HSW; Planning - selection and quantification of the trainees, according to the principle of equal opportunities; drafting of the general schedule; Mobilization of human resources; Gathering of the required pedagogical supports; Negotiation with beneficiaries - drafting the final schedule; Implementation: training the trainers, entrepreneurs, workers, first aid and fighting fire; Evaluation; Analysis of the security conditions of the beneficiary companies

30. The Implementation Guide of the training plan Evaluation of the training and technical needs Mobilization of the human resources Negotiation with the company Training the trainers 1

31. Initial Evaluation Training needs Diagnosis of the conditions of HSW

32. Beneficiaries and recipients – target group Training actions; Direct leaders and averages tables of the companies/organizations; Active workers (of micro enterprises, SME’s and large companies / organizations).

33. Mobilization of the human resources For the execution of a training action using the inforadapt methodologies will be recruited at least the following team: Training coordinator; Entrepreneur with system of hygiene, safety and health implemented in his company; Superior technical in hygiene and safety; Technician qualified to do training in fire fighting; technician qualified to do training in first aid. 2

34. Mobilization of the human resources The training in enterprises should be done at all levels, starting by the leaders, passing through the direct leadership and ending on the workers. In the execution of this plan is vital a perfect negotiation, since the definition of the dates, to the schedules of the trainees who will participate in the training. 2

35. You can split this negotiation process in three stages: First stage – Booking the dates and selection of the trainees; 1 to 4 leaders and 20%employees from the company All the training actions should deserve concordance of the involved leaders Negotiation of the training to workers in labour hours; Training to managers and leaders may be implemented after work 3

36. Negotiation process Second stage – The financial aspect can never be forgotten in the elaboration of a training plan. It is therefore, important to analyse very well the budgeted needs 3

37. It is important an uniform training group at the level of academic qualifications, to make easier the whole process of learning. Negotiation process Third stage-should be taken into consideration the following issues: criteria for admission, target group and available resources. 3

38. Training plan implementation Want to resolve the overall situation of the companies on the issues of HSW: Existence of an organizational culture less oriented for the issues of HSW; Lack of information about HSW; Lack of knowledge of the heads of the companies about their own situation regarding HSW; Poor preparation of human resources of the enterprises; Existence, in many cases, of an informal organizational culture, which is adverse to the practices of HSW.

39. Inform, Train and Adapt the companies for hygiene and safety at work Strategy of InForAdapt

40. 40 Leader First aids workers InForAdapt training Training trainers

41. Training the trainers Aims The training to trainers of the Inforadapt training plan is of an extreme importance in the concretization of this project and has as aims to: Give to the trainees the diagnosis executed to the partner companies; Present the training plan and all the strategy developed in a Development Partnership level; Present sooner to the trainers the training manuals and the trainer support guides; Visit and meet the company and the selected trainees; Discuss the strategy to implement and improve it if possible.

42. Who intervene in the action? Trainer: Project Coordinator. Trainees: Trainer A Trainer B …. Max. 6 Trainers.

43. Application methodolodgies The action should be trained by the project coordinator or a person with knowledge of the whole methodology. The training actions to Trainers will be divided into two phases : First phase will be presented the results of the diagnoses made to the partner companies, the training plan and the strategy developed Second phase - may be carried out visits to companies where the training will be developed.

44. Training Leaders

45. The training to entrepreneurs and managers is crucial, once they are in a privileged position to implement substance changes in the Health and Safety organization.

46. Colocar plano dos Dirigentes

47. 47 Leader Objectives: Theoretical component Practical component Awakening the attention of the employer to the risks and dangers in their company Give the entrepreneur theoretical and practical knowledge that will enable him to audit the company itself on safety matters Empower the entrepreneur to implement a security system in their company.

48. 48 Training plan Entrepreneurs (Theoretical) Part 1 1.Using the services of entrepreneur/certificated consultant Create a environment of confidence Create empathy Breaking resistences Create an openness of spirit “HSW as a valuable investiment” Methods: Objectives:

49. 49 Training plan Entrepreneurs (Theoretical) Part 2 Method: Theoretical training in HSW: Legislation Hazards and risks Planification of prevention Training in room: Objectives: Develope skills in HSW: Knowledge of the risks Capacity of analyses of the companie Developed knowledge in legislation.

50. 50 Training plan Entrepreneurs (Practice) Training in labour contexts  Survey of the security conditions in the companies  Development of the intervention plan – establishing priorities for the action Method

51. 51  Survey of the risks  Establish priorities for action and prevention 1.Risk 2.Risk 3.Risk 4.……

52. 52 Workers

53. 53 3 Actions  Content basic in HSWontent basic in HSW  Content theoretical more deepenedontent theoretical m  Component practice

54. 54 Basic Contents Training in room Equipping students of a knowledge about the HSW language; Equipping the trainees with key- knowledge; Breaking some resistance and awaken its attention to the issue. Objectives Methods

55. Colocar plano inicial

56. 56 Deeper theoretical contents Formação Avançada em HST a trabalhadores Training room Equipping the trainees of a knowledge relative to the risks inerent in their business. Provide a more solid basis of knowledge in HSW. Formar equipas de combate a incêndios Dotar os formandos de noções básicas de 1.ºs socorros Objectives Method

57. Colocar trabalhadores avançada

58. Colocar plano de combate a incêndios

59. 59 Practical component  Provide to the trainees the capacity to identify the risks in their labour  Development of the capacity of dissemination of contents related with HSW. Methods Methodologyl Common objective 20% Workers

60. 60 Methodology I Strategy Four steps

61. 61 The four steps Trainers + trainees = Survey of the risks and risk behaviour inherents to the labour work. Trainers + trainees = Survey of the risks and risks behaviour inherents to the labour work of the colleagues. Trainers + trainees Analysis and discussion of the data collected during the first two steps. Trainers and trainees perform a “tour” by the various departments of the company, sharing the data collected in the steps 1 and 2, and presenting conclusions and suggestions compiled in step 3. Dissemination Step 3 Step 1 Step 4 Step 2

62. 62 First aid Training room Simulation practice Equipping companies of human resources capable to act in emergency situation, and management of first aid Objectives Method

63. Colocar plano de 1.ºs socorros

64. Transfer and Incorporation Dissemination target: Training institutions, training agents and entrepreneurs

65. Action prior to the incorporation Mobilization session – Mobilization of potential disseminators, through formal and informal contacts. (Organizing seminars) Clarification sessions – Informal sessions on what is considered to be the best practices for implementation and about the adaptation of the various cases of what will be implemented (Using a responsible for one of the beneficiary entities of the project to testify the advantages of the method.) Consultant – To monitor the implementation of products and technical attendance in the area of HSW.

66. Requirements of ownership -The need to exist someone with the capacity to take decisions, that understands the interest and the benefits for their organization and for the welfare of his staff in the project implementation; - Recognize the advantages of working in partnership with other entities.

67. Kirkpatrick Model 4 4 Evaluation of the process

68. 1.Satisfaction evaluation 2.Knowledge acquire evaluation 3.Knowledge transfer at the workplace 4.Evaluation of the impact in the organization ? If there is time. Are needed 6 months after the end of training. 4 Levels

69. Evaluation of the reactions to training (the trainees were satisfied with the training?). In here is included the evaluation of the quality of the ministered training. Per unit of training, evaluation of the training process, appreciation of the performance of the personal and social mediator, appreciation of the performance of the coordinator, evaluation of physical and human environment. Quality of facilities, temperature, physical resources and technical equipment and educational, quality of interpersonal relationships; First level

70. Learning evaluation (the trainees acquire knowledge/skills with the ministered training?) Second level

71. Evaluation of the behaviours in the daily real context of work (the trainees change their behaviour in function of what they have acquire/developed through training; there was transfer of acquired?) Third level

72. Evaluation of training results (which was the impact of training in the re- integration of the trainees in the work context?; What was the contribution of the training for the trainees employability?). Fourth level