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

2. THE PROBLEM COMPANIES x HEALTH AND SAFETY AT WORK (HSW)

3. KEY IDEA OF THE PROJECT HSW INFORMTRAINADAPT COMPANIES

4. Contribute for the implementation of a HSW policy in small and medium enterprises in the region; Improving working conditions, eliminating or substantially reducing accidents and diseases related to work; Promoting the consciousness that HSW can not be seen as a cost but as a benefit; Exchange and transfer of knowledge between the partners involved; Adapt the curriculum content to the reality of the companies, and give the teachers the opportunity to have an innovative experience which will allow them to transfer the teachings of the project to a pedagogical level; Development of employers and employees skills for HSW implementation. Objectives to achieve

5. Intervention Strategy InForAdapt Inform Train Adapt Awareness Programme Awareness Programme Digital knowledge Center Digital knowledge Center Training Pack Training Pack Plan implementation Plan implementation Consultancy/ Coaching Consultancy/ Coaching 123

6. Contextualization Business areas where is observed great shortcomings in terms of HSW.

7. InForAdapt SOLUTION Three products, one strategy

8. 1 1 AWARENESS PROGRAMME Thought in the initial phase of the project and pretend to stimulate the interest for the topic of HSW Strands of intervention Awareness in radios and newspapers; Awareness at the partners’s companies. Innovation Periodic renovation of the message Adapting the message to the case of each companie

9. Retention of the message The addressers asked about the contents of the messages several times Benefits for the recipients

10. Processes, methodologies and tools Awareness by radios and newspapers Negociation of an advertising space Collecting and sorting information Publication/broadcast (Practical advice of easy understanding and immediate application) Awareness by companies Negociation of a space Collecting and sorting information Display Posters with strong messages related to the area of work of each company and content published and circulated in the previous case (radios and newspapers)

11. Strengths and weaknesses Strengths Communication: Addressed to the needs of a variety of audiences Simple Accessible Practical implementation Useful Autonomy of each strand of intervention Weaknesses Difficulties in automating the process of transfer of information

12. Dynamic and work methods Assessment of all the instruments available on the DP in order to diversify the quantity and quality of resources to be used in the actions. Allocation and scheduling of tasks.

13. It was designed to solve two essential problems Difficult access to sources of information about the subject of HSW; Lack of channels of communication between experts and other stakeholders in this area. Objectivos 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. 2 2 DIGITAL KNOWLEDGE CENTRE (DKC)

14. Processes and tools Contribution of the transnationality in the methodology of the design Use a computing platform that allows an easy use and updating.

15. Methodologies applications Interaction with other products of the project Instrument to support the implementation of the training plan Complementary with the programme of awareness Appeal autonomous

16. Strengths and weaknesses Strengths: Free Information organized Easy to use and updating the information in the database. Autonomy of the Forum. Weaknesses: Difficulties of access to a public less familiarized with TIC

17. Difficulties founded Information dispersed by many sources Quantity and diversity of information to organize Need of specialized technicians

18. 3 3 TRAINING PACK

19. Constituted by 5 training manuals and a methodological guide for implementation. Displayed in two supports: paper and digital. 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. Contains

20.  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. Objectives

21. 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

22. 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.

23. 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.

24. Innovation It is a dynamic tool to support the training, tested and improved to allow the dissemination of good training practices in HSW; Integrated resource of the various aspects of HSW; Includes an implementation guide of the Training Plan;

25. Benefices Facilitation of the trainer activity Consistency in the implementation of contents Integration of the various modules taught

26. Processes, methodologies and tools Detailed analysis of the legal impositions Construction of four types of training that immerge from the specific needs of companies or groups of individuals within the company and not from the specific risks to which they are exposed

27. Strengths and weaknesses Strengths: ; -Easy access to a diverse set of formats that allows its use not only to a public that has electronic instruments ; -Integrated appeal from the various aspects of HSW; -Organized to allow an oriented consultation for specific themes and contents; -Existence of a methodological guide that covers the various steps to be taken for the implementation of the training; - Manual constructed to allow updates easier. Weaknesses: Can limit the freedom of trainers regarding the choice of contents; In the format in which it was tested some content have too much information for the number of hours available.

28. Dynamics and working methods Discussion in the PD, about the objectives to be achieved with the formation, distinguishing the training aimed to the entrepreneurs and to the workers; Selection of the contents to be integrated in the textbooks; Realization of the first test of consistency of the content from a pedagogical point a view, together with the trainers and external experts; After consolidated the information, specialists from the various areas were contact, in order to make the preparation of the textbooks in various formats.

29. Difficulties encountered and the way to overcome them The problems we found are implied in the work methodology, especially in making noticeable to employers and employees the importance of hygiene and safety at work as a priority need. As a solution, we use various training agents to examine the manuals and their suitability from the point a view of an active pedagogical participation.

30. Innovation 1- Implication from the entrepreneurs Two basic assumptions: - The resistance from the entrepreneurs; - A succeed training to entrepreneurs is essential to the overall success for the implementation of the training plan.

31. Measures adopted: -Start the training to entrepreneurs with a session devoted solely to state and demonstrate the benefits of implementing an organizational culture aimed to HSW -Using a businessman of success, that knows the language and the specific reality of the small and medium-sized enterprises in the north of Portugal. -The objective Create a relation of empathy between beneficiaries and the contents of the module

32. Measures adopted : -Entrepreneur assumes the role of auditor -Makes an audit of safety, reporting all the risks in their business supported by the trainer. -The objective Report all hazards and potential risks of the companie, and later ordering, in order of priority, the measures to be taken.

33. Innovation 2 - Involvement of trainers with the beneficiaries and in the design of the training plan. Measures adopted -Organization of a prior visit, by the trainers, to all the beneficiary enterprises involved; - Involve the trainers in the design of the training plan, ask their opinions, in order to make the final result a result of a joint effort.

34. Innovation 3 - Application of a new methodology in practice sessions for workers in the employment context. Assumption -In this method, instead of starting from the body of knowledge emanating by legislation, it starst from the sense of security on each individual, developing it. -Each individual observes deeply their job, being taken to develop its own sense of security, which will be filled by the knowledge acquired in theoretical training sessions.

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

36. 36 Leader First aids workers InForAdapt training Training trainers

37. 37 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.

38. 38 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:

39. 39 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.

40. 40 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

41. 41  Survey of the risks  Establish priorities for action and prevention 1.Risk 2.Risk 3.Risk 4.……

42. 42 Workers

43. 43 3 Actions  Content basic in HSWontent basic in HSW  Content theoretical more deepenedontent theoretical m  Component practice

44. 44 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

45. 45 Deeper theoretical contents 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. Objectives Method

46. 46 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 Methodology II Common objective 20% Workers

47. 47 Methodology I Strategy Four steps

48. 48 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

49. 49 Methodology II Magic Professor Ricardo Jorge Sá Dias de Vasconcelos. “Study how the analyses and self-examination of work can contribute to the development and transfer of skills, particularly regarding the identification of risks and the prevention of industrial accidents. " Magic application – Method of guided individual and collective analyses (in alternation).

50. 50 Methodology II Method of guided individual and collective analyses in alternation. Method of a guide analyses (Teiger & Laville) Analyse the work to Train and transform knowledges and the skills of employees regarding hygiene and safety at work. MAGIC Theoretical Basis Objectives Method

51. 51 Procedure: Detailed analyse of the labour work (Trainer – workers, machines, work methods, production) Individual auto-examination guide – worker guided by the trainer (essential aspects of the activity, important detailes of the activity, risk of accidents, labour conditions); Collective analysis and reflection Alternatively with self analysis guide, here are discussed, in group, in room, verbalizations expressed individually at the work; Feedback to the workers and management about the results of the work developed during the method practices.; Follow-up.      Detailed analyse of the companie (politics, management, organization…); 

52. 52 First aid Training room Simulation practice Equipping companies of human resources capable to act in emergency situation, and management of first aid Objectives Method

53. Benefits for the addressees -Making HSW a daily matter between workers and entrepreneurs; -Development of a safety conscience; -Some behavioral changes between workers and entrepreneurs; -Creating organizational skills; e.g. designation of representatives of workers for safety; -Changes in the layout and organization of the work place; -Substantial increase of the compliance with legislation in all companies; -Companies licensing.

54. Strengths and weaknesses Involvement of the trainers with the beneficiary organizations; Involvement of the trainers in the design of the training plan; Strategy involvement / responsibility of entrepreneurs; Implementation of training innovating strategy in the work contents; Ability to adapt the practice and complement with other methodologies; Training in first aid – create a concrete competence with an utmost importance; Training in fighting fires - create a practical and fundamental competence.

55. Strengths and weaknesses Weaknesses/solutions Negotiation and limits to trade

56. Involvement and forms of participation Workers and entrepreneurs Initial evaluation of the security conditions of the organizations Entrepreneurs involved in the planning of the final schedule Participation in the training sessions

57. Additional/complementarities Methodologies The implementation of the training plan consists in a self-sufficient practical and is not dependent on other additional methodologie. However, it is desirable that the implementation of this process is accompanied, if possible, with the application of other practices described, since they are complementary.

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

59. 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.

60. 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.

61. Skills required for exploitation The methodology to be used in this product requires: Participative practices within the organizations Flexible internal structure and open to change; Ability to organize teams for work; Ability to manage technical skills according to specific objectives; Ability to hire human resources with technical skills in HSW.

62. Risks and cares in the transfer -The project assumes the range of competences set out, under the penalty of the training plan becomes “one more” training plan; - The clarify sessions and consultancy comes in order to try to alleviate the risks of not understanding the methodology to be used.

63. Methodologies and dissemination procedures 1º Do activities to disseminate, together with potential stakeholders, in the way to list any partners (training entities, agents and trainers companies). 2º Initial session to verify if the potential partners meet the requirements for the implementation of the project. 3º Prospective analysis of the role of each partner (e.g. know if all of them will implement the strategy in other companies, will implement the plan partially or totally in their own company, or if on the other side they will make a large-scale dissemination.) 4º Final selection and creation of a new partnership.

64. Methodologies and dessimination procedures 5º training sessions/ explanation for disseminators agents, where we will talk about: -Project aims; -Methodologies resources developed; - Good practices. 6º Negotiations with partners about the adaptation of the existent methodologies to the reality of the involved partners. 7º Definition of the working plan and the activities; 8º Execution (Consultancy by the interlocutor).

65. Tangible of the products There was a concern in the designing of the products, in a way to make them simple and easy to access, in various formats: Paper CD-ROM Internet

66. Restrictions to Transfer The pack as a direct access to the Internet For those interested in the format of paper and CD- ROM (printed in graphics) the only constraint is the cost of printing the training pack, which is about 100 €.