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MEDIAGALLERY

ILPO55 FINAL CONFERENCE

28 July 2017
Main Hall - MCAST Paola
Agenda

21 July 2017 final date for registration

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ILPO55 - Activities and Results

06 - ILPO55 Reference Framework


Overview

One of the main aims of the ILPO55 project was the development of a Framework to address the needs of the Over 55[1] individuals with a 360° perspective, improving their employability making them an essential Human Resource for the development of any institution which decides to employ them. Other aims of the Reference Framework include:

  • Analysing the education & training, and work experiences of each individual;
  • Assessing their individual competencies;
  • Identifying their personal and professional objectives for further Professional Development Plan ;
  • Supporting the Over 55 individuals in planning their future career/work experiences;
  • Providing advice regarding the existing opportunities for validation of competencies; recognition of prior learning;
  • Providing recommendations for the improvement and certification of competencies such as from where to obtain specific qualifications (e.g. Adult Trainer and Social Responsibility Facilitator);
  • Providing support for further education and training etc.
  • The tools and methods forming part of the ILPO55 Reference Framework were developed in a way to address all the aims listed above. In fact, the Reference Framework can be considered as a one-stop-shop for the development of the Over 55 individuals within the Financial Services Sector. This is in line with the principles of Age Management which is an ever growing concern in Europe.
  • The ILPO55 Reference Framework consists of methods and tools which can help both:
  • the Over 55 individuals; providing guidance on what is available in the various countries to support them if they decide to remain in employment, as well;
  • as the various FSS Organisations who either already employ Over 55 individuals or decide to employ them, giving them tools to help Over55 individuals with their professional development.

The ILPO55 Reference Framework Consists of the Following Sections:

  1. An Employability Portfolio - comprised of three Methods and Seven tools for competence evaluation;

  2. Methodologies for supporting the professional development of Over 55 individuals;
  3. Recommendations for acquiring the  ILPO55 Qualifications;
  4. An analysis of the Legal and regulatory provisions related to Age Management in the partner countries.

 

Methods and tools for competence evaluation – the Employability Portfolio

 

The Employability Portfolio is a compendium of the tools for competence Evaluation and methods for self-evaluation and career progression. It is based on the principles of self-reflection and self-evaluation and is designed as an exercise which helps individuals to identify their strengths, weaknesses and opportunities for Professional Development.

One of the main strengths of the ILPO55 Employability Portfolio is that it validates the experience gained by the individuals throughout their years of employment, and builds upon it to form the future of the individual. In doing so, Over 55 individuals are encouraged and empowered to retain employment and pursue ways for further development and career progression.

Another essential element for the ILPO55 Employability Portfolio is the element of Mentoring. In fact, the entire process, which is composed of seven tools, features the input of an expert from the industry

to act as a mentor to the Over 55 individual seeking to improve his career and employability status.

The Employability Portfolio is composed of three methods and seven tools as follows:

 

METHODS

LINKS

1. Mentoring guidelines

EMPLOYABILITY_PORTFOLIO_METHOD 1 - MENTORING METHOD

2. Training

TRAINING METHOD FINAL

3. Competency Framework

EMPLOYABILITY_PORTFOLIO_METHOD 3 - COMPETENCY FRAMEWORK METHOD

TOOLS

 

1. Mentoring Plan

EMPLOYABILITY_PORTFOLIO_TOOL_1 - MENTORING PLAN-

2. Competence Evaluation Questionnaire

EMPLOYABILITY_PORTFOLIO_TOOL_2 - COMPETENCE EVALUATION QUESTIONNAIRE

3. E-Portfolio

EMPLOYABILITY_PORTFOLIO_TOOL_3 - EPORTFOLIO

4. Interview

EMPLOYABILITY_PORTFOLIO_TOOL_4 - INTERVIEW TEMPLATE

5. Professional Development Plan  

EMPLOYABILITY_PORTFOLIO_TOOL_5 - PROFESSIONAL DEVELOPMENT PLAN

6. Recognition of Prior Learning

EMPLOYABILITY_PORTFOLIO_TOOL_6 - RPL- RATIONALE AND GUIDELINES

ILPO55 RPL -  RPL IN EMPLOYMENT - APPLICATION

7. Self-Reflection Exercise

EMPLOYABILITY_PORTFOLIO_TOOL_7 - SELF REFLECTION GUIDELINES

 

 

The aim of the Methods within the Employability Portfolio is that of providing insight and instruction about:

  1. the use of the various elements of the ILPO55 Reference Framework, namely the Employability Portfolio and its tools;
  2. the importance of training for career progression (including reference to the Programmes Developed as part of the Project: The Expert Adult Trainer and the Financial Services Sector Social Responsibility Facilitator);
  3. the use of Mentoring as part of the Employability Portfolio and the mentoring tool, the rationale behind the inclusion of mentoring within the Framework and the suggested model for the implementation of mentoring sessions.

The tools forming the Employability Portfolio can be employed in succession, as a process (in the order in which they are listed above), or used individually as per the needs of the organisation and the individual. In either of these cases, the ILPO55 consortium recommends that:

  1. guidance, in the form of a mentor is provided to the individual who chooses to use any of the tools within the Employability Portfolio;
  2. the Self Reflection Exercise is always filled in, regardless of whether the individual is following the entire process or just a single tool. The Consortium believes that by developing and/or strengthening Over 55’s self-reflection skills, it would be giving them a tool which will be useful for them in the long term, even beyond the ILPO55 Employability Portfolio.


[1] Over 55 individuals refers to individuals employed or formerly employed within the Financial Services Sector aged 55 and over.

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