Ausbildungshelden (Training Heroes)

Participants are eligible recipients of benefits under 25 years of age with an increased need for support in integrating into the labor market. The participants - have completed compulsory full-time schooling and have at least a secondary school leaving certificate after grade 9. - generally have no initial vocational training. Participants with a refugee background can also belong to the target group if their language skills are sufficient (language level B2) to follow the content of the project. The measure is divided into different phases. It begins with the onboarding phase, followed by the orientation phase, during which a practical and cultural project is created, and finally the practical phase. In all these phases, a mentor accompanies each participant to provide comprehensive support for integration into the world of work. The mentoring system is essentially based on supporting and promoting the personal and professional development of the participants through volunteer mentors. Mentors are people who are successful in their professional lives and can therefore serve as role models for the participants. Furthermore, the participants are intended to benefit from the personal professional and life experiences as well as the networks of the mentors. They act as both a trusted person and a coach. As a result of the mentors' qualities and their role in the integration process, the aim is to enable the formation of a special trust relationship between the young person and the mentor in order to effectively support the integration process. As digital content is becoming increasingly important in the world of work, participants are to be introduced to this learning content through hybrid solutions. In addition, vocational knowledge and skills as well as the motivation of the participants are to be increased and an introduction to the training and employment system is to be achieved, particularly through the involvement of young people in parts of the measure with employers. Participants are to recognize and develop their vocational knowledge and skills with support and taking into account their individual resources and abilities. Through the three-day onboarding phase (e.g., a charitable project in a daycare center), each participant proves their motivation to participate in the project. After the onboarding phase, the young person as well as the provider can decide which 20 young people will continue to participate in the measure. Therefore, it is assumed for this measure that the majority of the participants will successfully transition into training or employment. The degree of achievement of this target expectation is set at 50% of the participants who have successfully completed the onboarding phase. Successful integration into a company-based training or insured employment is to be supported by a job coach for 6 months through subsequent stabilization of employment. This aftercare includes at least one weekly contact with the employer and one weekly contact with the graduate and must be binding. The graduate is to be supported in, for example, application processes and to ensure a good transition to the labor market. Employment breakdowns are to be prevented through support and conflict intervention. Social pedagogical staff (maximum 0.3 FTE) must be made available for aftercare, even beyond the contract period. Due to the different phases and the late start in placement in the labor market, it is sufficient that the personnel for aftercare is limited to 6 months (beyond the contract period). During the ongoing measure, aftercare is to be covered by the existing job coaches. The duration of participation for a participant is generally six months. The onboarding...