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In Limburg there is a friction on the labour market. The outflow on the labour market, is bigger than the inflow. That is contrasted with an unemployment rate of 40.000 and nearly double the people that are in the WAO. Participation of women in the labour market in Limburg, falls short of the national median. Up until now an instrument with which a person can develop knowledge development, sharing and distribution, lacks. Technological developments offer more and more opportunities to individual lerning (e-learning). Starting from individual ambitons and comptencies, together with demand profiles, paricipants will recieve the right education. Consumer organisations are involved in this project.

To further develop and implement an LMS in the Limburg situation. Via this system a better link between demand and supply on the labour market is envisaged. Activities: Short analysis of the problem; description inventory labour market in Limburg; description demand profiles of unfilled vacancies; recruit participants who want to enlarge their qualifications by means of an LMS; Offer training with a certifiable end result based on the monitoring of the knowledge gap; Interest employers to use the LMS in their search for personnel; development of educational programmes that are related to the demand in the Labour Market; Execution of pilots; Dissimination and mainstreaming.

The fundamental effect mechanism, i.e., the 'connecting thread', of the DP MENTOR is the 'Life Cycle' described in the following.

In this, there are two sides from which to observe this concept. From one, this life cycle illustrates the 'life' of knowledge within a learning process in society. From the other, on the individual side, all phases of lifelong learning can be found from school into late professional life and beyond. Through networking the levels, each individual gets access to know-how that helps him dismantle inequalities on the labour market that arise, for example, due to structural obstacles.

1. The projects
The life cycle of the DP MENTOR consists of four parts, which each represent individual subprojects of the DP MENTOR.

1.1 Project P1: Future-oriented company processes
For the small- and medium-size companies, the opportunity should be created to obtain an insight into future-oriented company processes. In this, especially the processes in the chain of supplier ->systems supplier -> automobile manufacturer in a global development and production landscape are being analysed. The results of this analysis shall demonstrate future demands and possibilities to the enterprises.
In order to create the possibility for SMEs to determine their position within the supplier -> system supplier ->automobile manufacturer chain, and to be able to recognize the potential for development based on trends, a structural analysis of this chain is being conducted.
For employees the opportunity shall be created to further their educations according to personal demands and needs. Thus they can strengthen their own position in the labour market through experience in a highly innovative environment.

1.2 Project P2: Strategic cooperation of companies
SMEs from the Saarland are being integrated into regional competency networks, which together develop product strategies and realize them on the market.
The goal in this is not only the usual cooperation along vertical value-added chains, but also the focusing of resources in joint product strategies. Current growth industries such as telecommunications or life sciences show that strategic cooperation and integration into networks will be key factors in the future for the viability of small companies.
The concepts proposed are aimed at sustainably securing jobs and, at the same time, at improving the opportunities of employees in a changing labour market. The individual preparation for such networked processes results in an enormous advantage for the employee of the companies involved.

1.3 Project P3: Qualification in the cooperation network
The necessary structural change in Saarland will only succeed if sufficiently qualified personnel are available for jobs that are newly created or that still must be created, and the employees adapt capabilities, knowledge and competencies permanently to the changing challenges via lifelong learning. To cope with these problems, the deployment of new learning and teaching forms is necessary, especially e-learning in hybrid learning concepts. (Illustration 2, see appendix)
With this background in mind, the structural and content assembly of a Tele-learning platform is being realized. Based on a multi-layer, holistic learning concept that integrates the use of technically innovative tools, an open and user-friendly learning platform is being created with a broad benefit spectrum (content, methods, variety, certificates, continuity of qualification levels, openness, independence from locality and time (job accompanying!).
With that, the participating organizations receive the chance to participate in the development of e-learning in different stages for the future, and to offer companies and their employees an extensive solution for qualification.
This will finally lead to an encompassing competency network in the region that will be a valuable element for the job market in overcoming inequalities. All relevant qualification-related inequalities, as it were, can be overcome.

1.4 Project P4: Qualification STARTup
In this particular project qualifications that are sought after in the job market and that can be adapted shall be integrated in the attainment of qualifications for entry to a senior technical college. The goal is to merge into the usual dual form of education or where applicable into forms of further job education. At the end of qualifying stands the final exam for entrance into a senior technical college, as well as the certificate for the additional special qualification.
Thus, students of vocational schools are already able to earn demand-oriented qualification profiles, and to strengthen their individual position on the job market.

2. The totality of the DP
The totality of the DP MENTOR is more than just the sum of its partial projects, however. For one thing, each project contributes its individual results as its share to the total result. Additionally, there are two further aspects that result in an essential added value of the DP MENTOR as an entity when compared to the sum of the added value of the parts:
- Interaction of the projects from a superior point of view
- Synergy potential.

The activities to transfer the aims of M.O.V.E. can be arranged in a horizontal and vertical way. The vertical activities build the organisational structure: The company with the advisory board, study groups and office serve sustainability, regional integration and quality management. It contains a broad basis of competence, gathers experiences from the single projects, coordinates and supports work in thematic study groups, steers the project as a whole and integrates the cross-section aims of EQUAL in single actions.

It will support the realisation of projects by helping to implement the cross-section goals. It will compare the regional vision with those in the projects and check the projects usefulness for the regional labour market. On the basis of the DP, thematic study groups will be formed. The groups will be supplied with experience from the single projects and acquire suggestions for actions in the running projects as well as proposals for transferring the results for further work on the labour market.

The Project Workgroups: each single project is accompanied by a working group, in which those who are involved in the labour market will step into dialog with the participants. An authorised office that is equipped with the necessary authority secures the work of the advisory board and its targets. In addition, it provides for communication, application of IT technology and parts of the evaluation.

A central role also will be played by the office for the transnationality. For the principal target group and therefore all projects the office will coordinate a project-wide offer about special personnel development for women.

The (horizontal) activities for the target groups

Activities for Women

1. Women on the road:
Reference group for the targets of the projects are women returning to the labour market after a baby break and immigrants already living in Germany for a longer period of time. They already have school and work experiences. The EP offers this group access to the labour market. The integration of company members of the transport academy in the project will cause an effect on employer side. The labour market for transportation of passengers in the region thus receives an exemplary impetus.

2. Integration of severely disabled women:
The number of severely disabled women integrated into the labour market has constantly decreased in the last few years. This project serves to improve the chances for severely disabled women at the labour market and to support the enterprises to make positive experience in this respect and to go new ways through an organization of work in mutual interest. The main objective of the project is the reintegration of disabled women into the first labour market. In order to be able to provide the necessary prerequisites, both, wide-spread general knowledge as well as social skills and key qualifications are actualised and trained as required on the present labour market. In cooperation with psychologists, personal skills will be used to set up constructive strategies that help them to get over specific experiences (which might be checked afterwards). Parallel to this we will operate with individual enterprises to create readiness for the application of participants inside the enterprise surroundings. Thus at a very early stage moderated contact will be made between participants and the enterprises.

3. New work forms, neighbourhood office project:
The objective of the idea of the neighbourhood office is the vocational promotion of chances for women with a family living outside urban centres. When founding a company or when they are in a position of an employee, women must combine market chances and their personal life and often accept disadvantages in stead of their more flexible, unbound colleagues. With the mechanism of the neighbourhood office, the project promotes the building of a structure of a technological and organisational network for women with a family who live in rural areas. Employers and employees have the opportunity of trying, testing and transferring more flexible work forms while achieving mutual purpose.

4. Adaptation of Migrants to the labour market, BOBE project:
The economic structure in Hofand Selb is characterised by the peripheral location in the border and a pronounced mono-structure, with industries that are strongly exposed to technical change. Unemployment is highly above the average figrure, migrant unemployment is even higher. In order to prevent the permanent exclusion of these persons from vocational and social life in their new region, assistance must be provided, which is adapted to the abilities and needs of this target group. The participants are supported by social educational specialists. The necessity to lead this group of motivated employees to the labour market and to solve their individual problems together with the employers, creates positive examples.

5. Integrating German/adaptation of female foreigners on a in part-time basis:
The target of the project is the integration of female foreigners, who do not have a chance due to their lacking knowledge of the German language. The basic condition for this integration is to learn German. Only this enables access to the labour market: especially employers refer to the necessity of good German language skills as an important prerequisite for a job. Apart from regular instruction due to various experiences a alphabetical workshop is offered. Emphasis for the advanced stage is knowledge, indispensable for working in a job or vocational activity. Information about the regional labour market as well as a personal consultation that contains curriculum planning, prepares the participants for their vocational commitment. IT training directs to introduce foreign females to use new media. A further emphasis of the advanced stage is teaching important knowledge about economic and social life. In a comparative analysis within the areas of economics and social life, mentalities and their effects on integration will be spoken about. During the entire course, the participants will be supported by special social educational care.

6. Students in technical courses at the University of Applied Sciences (FH) in Coburg:
For a part of industry in Upper Franconia a lack of engineers is being deplored. The universities/colleges do not have a sufficient number of student applicants for technical courses to cover the requirements forwarded by the industry. Within the technical courses the female student share is very small, it is max. 5% of all students, although one could assume engineering professions would be preferred by women, when studying and working conditions are attractive for women. The FH Coburg directly supplies female applicants inside the school in these courses adjustment of the study situation (childcare, assistance for a practical courses, reduction of prejudices with potential Stage enterprises, special offer of short-test courses for women) by increasing the number of students in technical courses altogether. It is also important to embody woman-specific personnel development in the companies, beginning to raise awareness among responsible HR managers for adjustment processes, which enable a successful vocational entrance for female applicants. The FH Coburg already found partners in this respect in the business sector who want to participate in this project.

Activities for young people

·Jobshop project, Selb:
In the economic and technologically developed Germany professional training becomes ever more a prerequisite for job prospects. Missing training places and the breaking away of traditional industrial areas enlarge the lack of perspectives for our youth. At the same time the number of people who do not finish there education rises significantly. Jobshop tries to give assistance in this matter. The number of drop outs of apprenticeships is reduced, the associated costs will be reduced through direct targeted counselling and the offers for apprenticeships can be increased. The measure offered for young people aged between 15 and 25 years has a variety of support when they look for a training place or a job.

Young persons find assistance through consultation and for writing application documents. In the consulting discussions they will be trained in rhetorical communicative abilities to be prepared for an interview. Former application activities will be regenerated, young people will be sensitised for vocational alternatives. Workshops to different topics offer e.g. the possibility to the young people of becoming practised in handling a PC, of testing themselves and learning about their own abilities or realistically estimating the requirement for practical courses for different professions.

Through the integration of the employers into the training concept the participants experience from first hand, what is expected from them. The employer gets an overview of the situation at the apprenticeship market at the same time and can offer specific assistance. Young persons and employers can approach each other during this process and adapt to non-standard and operational requirements.

Cross-section measures:
For all DP participants, it is mandatory to participate in Gender Training. GM is part of all individual measures/projects and also for the participants in the study groups. The office is assigned to submit, in phase 1,suggestions for execution. It is open to the individual measures to be developed. These are to be agreed upon with the topic working group "Gender Mainstreaming", which will also analyse the experience.

Educ-Net aims to offer training units as evening classes and on weekends.

The knowledge and skills acquired in the different units will be made internationally comparable by assigning Credit Points according to the ECTS System.

Due to the good reputation of the HdM and other well-known network partners, Educ-Net anticipates 50% enrolment in the pilot courses, which will receive nationwide publicity and can then be continued after the promotion period has ended with an even higher number of participants at a lower cost.

The project’s main target group consists first of all of women, and then of young people without training, foreigners, the disabled, and professionals in the media business.