SASSI – Impact of the pandemic on learning projects

The planned learning projects – so beautifully planned in Matosinhos – have been massively affected by the current situation. Everything started well. The team of BUPNET and blinc came back full of enthusiasm and started to concretise things. First steps were successfully taken: A coaching guideline based on the SASSI concept was developed, mobility as a means of further training was explored and first plans were made – actually a team training abroad was planned for June, then postponed to September and then cancelled completely for this year … . The plans for Job Shadowing have also been put on hold. Unfortunately, travelling is just not safe these days. But we hope that next year we can catch up on our plans for European mobility!

If you are also interested in planning European mobility, please visit our SASSI Hub, where we have prepared a wealth of information on this topic.

SASSI – Hub

We are glad to announce that all modules that were provided during our training course in Matosinhos are now available on our SASSI-Hub.
The modules are:

  • Module 1: Longer working lives
  • Module 2: Career pathways for older employees
  • Module 3: Career review
  • Module 4: Workplace mobility for career revitalisation
  • Module 5: Career management for older employees
  • Module 6: Building capacity – the learning project
  • Module 7: Competence validation with LEVEL5

Besides the modules you can also find further reading, articles, case studies and examples of successful career changes in later life.
Interested? Register today: https://mahara.vita-eu.org/ and choose “SASSI – Working on” in the list of institutions.

SASSI – Post-course activities

After the 3-day training course in Porto/Matosinhos the practical phase has now started.
The practical phase consists of two stages:
First stage: The 15 course participants apply and transfer their learning by training other ‘facilitators’, i.e. HR managers, career coaches, line managers etc,. in the SASSI Working On approach and techniques.
Second stage: The course participants and the newly trained ‘facilitators’ will each provide later-life career guidance to older workers (aged 50+) – including unretirees, employees, job seekers etc. – thereby applying their learning and testing the process/techniques. Continue reading

SASSI Working On – Successful training

We had great days in Porto/Matosinhos. The course offered a comprehensive overview of approaches, tools, and instruments that can be used in career review, management and guidance for older workers.

The following quotation summarises very nicely the general mood after the course:

“Before joining the workshop in Matosinhos I knew why planning of career guidance and management should be age-sensitive, because I worked with a wide range of people, younger and older persons. I reflected on myself and was interested in the topic. Until then I was aware of age-sensitive strengths and threats. During the workshop we received detailed background information and learned how to work with specific methods and tools. I’m now looking forward to using this tools and to work with people, so that I can enhance my competence in the field of planning and preparing career guidance and career management support.”

Now all course participants will plan and implement a learning project to apply and transfer the SASSI Working On approach and techniques in their work.

SASSI – Training Course in Portugal

The SASSI Working On consortium is organising a 3-day training course on 17.09. to 20.09.2019 in Matosinhos/Porto. The course addresses people with HR responsibility, in-house trainers, line or team managers.

Central topics of the training are: Continue reading

SASSI Working On – Situation on career guidance for 50+

Each partner carried out national research in order to identify current practice in terms of providing career guidance and career management for 50+ employees.
Research shows that in the partner countries there are no specific advisory or counselling programmes for older people. This means that this group uses the systems that are generally available for adults of all age groups. In contrast, most countries have put in place policies wich aim to support longer working lives.
The importance of the increasing retirement age does not go unnoticed. Companies that do not yet perceive this issue as important undoubtedly will in the near future.

Find more information here.

 

SASSI – Working on – Kick-off meeting

On 20./21. September 2018  the SASSI consortium met in Loughborough, UK, for the first partner meeting. The meeting aimed to set the ground for the future project develoment works. As SASSI – Working on is a follow-up project of the SASSI project the purpose of this meeting was also to analyse the elements that can be built on and those that will have to be developed anew.
SASSI-Working on aims at exploiting the innovation expressed in the previous project in terms of age-sensitive training to create innovative later career guidance methodologies.

As a first step the partners agreed to review the National and Comparative Needs Analysis Reports produced in the SASSI project, and to undertake targeted research to gain a more detailed understanding of the situation for Career Guidance/Career Management for older people in each country. Also it seems necessary to gather data on approaches and programmes that are put in place in the partner countries in order to find ways for coping with the increasing retirement age, as this is no longer something which can be ignored.

SASSI-Working On

We are pleased to announce that the follow-up project of the project SASSI was approved by the National Agency in UK.

SASSI-Working On will exploit and further develop the products develped in the previous project in terms of age-sensitive training to create innovative later career guidance methodologies. It intends to extend and enhance the access to age-sensitive careers advice, skills updating and work experience opportunities for older workers, and develop innovative approaches to guidance for older workers and job seekers.

The approach on promoting and validating the competences of C-VET providers, trainers, HR professionals and line managers in providing age-sensitive approaches to career management/advice initiated in SASSI will be further customised and applied.