mentoring network for equal opportunities handbook
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- PROJECT Mentoring Network forMentoring Network for Equal Opportunities(M-NET EOP) Equal Opportunities (M-NET EOP) Project Number: 2009-1-TR1-LEO05-08675 Engellilere Eit Frsatlar in Danmanlk ALEONARDO DA VINCI Programme, European Commission, Transfer of Innovation www.mneteop.eu CONTACTS Kocaeli Metropolitan Municipality, TURKEY EU and Foreign Affairs Department Karabas Mah. Oramiral Salim Dervisoglu Cad. No:80 Izmit/KOCAELI Tel: +90 262 318 16 43 / Fax: +90 262 318 16 31 e-mail: firstname.lastname@example.org Web: www.kocaeli.bel.tr MENTORING and WORK EXPERIENCE MANUAL Existing Mentoring Programmes Implemented Throughout Europe, USA, Australia
- CoordinatorCoordinator: Kocaeli Metropolitan Municipality/EU and Foreign AffairsAddress: Karaba Mah. Oramiral Salim Derviolu Cad. No: 80 Kocaeli/TURKEYTelephone: 0 262 318 16 43 Fax: 0 262 318 16 31Web: www.kocaeli.bel.tr E-Mail: email@example.com Partners Partners Address Tel / Fax / E-MailMarie Curie Association 31 Osvobozhdenie Str., 00359 32 62 21 28/00359 32 Plovdiv 4023, Bulgaria 62 88 90 firstname.lastname@example.org www.marie-curie-bg.orgCv2, Djurslands Cv2 N.P Josiassens Vej 44 0045 87 58 04 54Erhvervsskoler 8500 Grenaa, Danimarka email@example.com www.cv2.dk FEPAMIC Federacin Provincial 00349 577 677 00/00349 577FEPAMIC de Minusvlidos Fsicos y 679 64 Orgnicos de Crdoba firstname.lastname@example.org C/ Mara Montessori, s/n, www.fepamic.org 14011, CrdobaGlen Yzler Sanayi Mahallesi Hayrettin 0090 262 335 15 88/0090 262 Uzun Caddesi zmit/KOCAEL 335 41 86 email@example.com www.beldeas.comYerel-Sen Sanayi Fuar 6. Cd. Hisar Sk. 0090 262 318 16 42/0090 262 No:10 Glkenar - Fuaralan 318 16 06 zmit / KOCAEL www.yerelsen.org.tr
- COPYRIGHT DECLARATIONThe preparation of the Mentoring and Work Experience Manual led byMarie Cruie Association on behalf of the Mentoring Network for EqualOpportunities project. Report on the Existing Mentoring Programmes Implemented throughout Europe, the USA, and AustraliaCopyright over it it held jointly by the partners in the M-NET EOP Project.This Leonardo da Vinci project 2009-TR1-1-LEO05-08675 has an overallcommitment to the widest exploitation of its results and so we activelyencourage the widest possible use of this Mentoring and Work ExperienceManual. Contents Page INTRODUCTION 5Readers of the Mentoring and Work Experience Manual are welcome to use Mentoring in general 6short quotations from it without informing the authors, but it is obligatory European Mentoring Practices 8to give full recognition of the source for any such quotations. For any longer American Mentoring Practices 23extracts, or reproduction of the overall document, users must seek Australian Mentoring Practices 27 Conclusion 28permission in advance from the project promoter, Maria Goranova- Appendix 1 Project titles and web - addresses 30Valkova, of the Marie Curie Association (firstname.lastname@example.org)Users are welcome to draw upon the Mentoring and Work Experince Version Date Comment Author(s)Manual in the development and management of mentoring programmes,subject to the requirement that they fully acknowledge its source and that 1.0 February Final version Petya Grudeva,they inform the project promoter about their plans. 16, 2010 for approval Silviya Vaysilova 2.0 February Revised MariyaIn the shared interest of improving the quality of developments in this field 20, 2010 version Goranova-it is hoped that users will provide the project promoter with a short report Valkovaof their work. This report is developed as a result of WP2 of the M-NET EOP project which has been funded with support from the European Commission. It reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
- INTRODUCTIONA quick desk research in Internet shows that the number of mentoringschemes applied by various organisations is slowly but significantlyincreasing, especially in the last decade. The present report contains anoverview of the good practices in mentoring.This selection of mentoring schemes is based on an internet search forrelevant models. It is inevitably biased towards examples available inEnglish. Most of the mentoring programmes collected in this report havesome presence at the European level. However, there are severalmentoring schemes that are exclusively American and one that isAustralian. They are included because they provide useful examples andinsights into important issues and through some adjustments they can betransformed and referred to the needs of people with disabilities.The aims of this report are to help readers to gain a full picture of thementoring concept, key characteristics and functions. It will also provideyou with examples of good mentoring practices carried out either withintransnational projects or as separate initiatives of different organisations.Some of them concern mentoring of people with disabilities and the othersdescribe mentoring schemes where the involved mentees are people whoneed additional training or support to improve their personal attributesand professional skills. These programmes provide suitable exampleswhich could be easily adjusted and used by mentoring promoters to meetthe needs of people with disabilities.The present report includes examples of face to face mentoringrelationships as well as the description of the so called online mentoringrun mainly in the USA. The summaries of the mentoring programmespresented herein have been prepared purely for the purpose of this reportand the features highlighted reflect this. Readers wishing to obtain acomprehensive understanding of the initiatives covered should go directlyto the relevant websites (see Appendix 1). The examples of the mentoringschemes should not be relied upon for this purpose.This report is developed as a result of WP2 of the M-NET EOP project which has been funded with 5support from the European Commission. It reflects the views only of the author, and the Commissioncannot be held responsible for any use which may be made of the information contained therein.
- Mentoring in general They are together responsible for monitoring the progress of the relationship, the extent to which it achieves its objectives and The concept of mentoring is getting more and more popular among the deciding on any adjustments that may be needed to the initial experts dealing with Human Resources development but it is still unfamiliar plans. in some countries such as Croatia
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