Group items tagged

"€1 billion available for actions under Grudtvig programme. Call for proposals 13/11/2009 First deadline: January 16th 2010 Part of the EU's Lifelong Learning Programme, Grundtvig aims to increase participation in adult education, improve co-operation between adult education organisations, and ensure that the socially excluded have access to education - especially those who left education without basic qualifications. Grundtvig supports the following actions: * Visits, placements, adult education exchanges and preparation visits needed to plan exchanges * Learning Partnerships * Multilateral projects for improving adult education systems through development and transfer of innovation and good practice * Networks of experts and organisations developing adult education spreading good practice and supporting partnerships Multilateral projects, Networks, and Accompanying measures are financed directly by the Commission. The first deadline for proposals for Grundtvig actions is January 16th 2010. See the full call for proposals. All other actions are financed (in the UK) via Ecotec. See the Ecotec guidance on how to apply for Grundtvig funding. "

The European Social Fund (ESF) is funding from the European Union designed to improve the skills of the workforce and help people who are having difficulty finding work. This money is distributed by the Government Office for the South East (GOSE) to the co-financing organisations in the region: * Learning and Skills Council * Job Centre Plus * South East England Development Agency (SEEDA)

Brief Summary of ESF - What is ESF? The European Social Fund (ESF) is one of four main structural funds set up to help reduce differences in living standards between the regions of the European Union (EU). ESF contributes to the European Employment Strategy supporting policies and initiatives described in the Operational Plan and South East ESF Framework 2007-10. * Priority 1 - Extending employment opportunities; to increase employment and reduce unemployment and inactivity and to help tackle barriers to work faced by disadvantaged groups * Priority 2 - Developing a skilled and adaptable workforce; to develop a skilled and adaptable workforce by reducing the number of workers without basic skills, increasing qualifications to L2, and L3, reducing gender segregation in the workforce, and developing managers and workers in small enterprises. ESF funds revenue projects which are principally aimed at combating unemployment, improving the skills of the workforce to improve adaptability, and increasing levels of entrepreneurship and small business growth.

ESF Operational Programme - research for Rach from wd. tag to search related bookmarked pages: esfresearch

big 15 questions to be healthier charities - address weaknesses, opps, and threats. charity commission.

The Negative Impact of Employee Poor Personal Financial Behaviors on Employers Author: E. Thomas Garman, Irene E. Leech and John E. Grable This article demonstrates that there are substantial costs to employers caused by the stresses associated with poor personal financial behaviors of employees. Approximately 15% of workers in the United States are currently experiencing stress from poor financial behaviors to the extent that it negatively impacts their productivity. The proportion of workers experiencing financial problems that negatively impact productivity for a single employer could range as high as 40 to 50% depending upon certain factors. The costs of reduced employee productivity because of poor personal financial behaviors are substantial. The full extent of the costs to employers is unknown. Key Words: absenteeism, employee assistance program, employee productivity, personal financial behavior, stress, substance abuse

inancial Stress and Absenteeism: An Empirically Derived Model Author: Jinhee Kim and E. Thomas Garman This paper examines the relationship between financial stress and absenteeism. A conceptual model was derived from a Health Promotion Model and empirically tested to investigate relationships among determinants (individual characteristics), stress (financial stress), physical and psychological responses (organizational commitment and health), and absenteeism. Using data from white-collar workers at an insurance company in three midwestern states, this research determined that financial stress was negatively related to organizational commitment and was positively associated with absenteeism. Employers might consider offering workplace financial education programs to reduce absenteeism. Key words: financial stress, absenteeism, Work