Project overview
- Clarify occupational roles and activities as well as create tools for an integrated, responsive education system.
- Identify curricula and learning outcomes to equip education and training to respond to current and future needs for cultural heritage skills.
- Structure cultural heritage as an economically active sector.
Mission & Objectives
CHARTER identifies skills shortages and mismatches in the cultural heritage sector to bridge the gap between education and occupational systems to ensure the sector’s viability and illustrate its contribution to social, economic and environmental sustainability in Europe.
CHARTER will map the needs of the cultural heritage sector to identify skills shortages and mismatches in order to develop fitting training programmes for already active CH professionals.
CHARTER will support the education system to be responsive and adapt curricula and learning goals in accordance with the actual needs of the sector.
CHARTER will use the mapping of the CH sector to provide and ensure qualitative professional development. Statistical and economic visibility will demonstrate the value of CH professionals and ensure that they are paid accordingly.
CHARTER will create a transferable methodology and framework that will make it easy to recognise competences and skills found across the CH sector.
CHARTER will make upskilling of core and transversal skills easy and encourages exchange, capacity building and movement within Europe.
CHARTER will make obvious the power and value of CH in creating a sustainable future and social cohesion in Europe. CH is integral in achieving social, economic and environmental sustainability.
CHARTER will produce cultural heritage policy recommendations and advocate at EU level for the benefit of all current and future CH workers and students.
Work packages
The work of CHARTER is structured into seven working packages. Together, they contribute to the realisation of the European Cultural Heritage Skills Alliance.
- In charge of organisation and administration as well as to support all other working packages.
- Ensures the correct implementation of all activities.
- Sets up the strategy for internal and external governance.
- Design a matrix demonstrating the multidisciplinary nature of CH practice in terms of job profiles and activities.
- Develop a methodology and matrix to map activities and job profiles according to competences and skills. The mapping will reflect different levels and types of learning and make visible both core and transversal skills and competences.
- Identify gaps and point to future synergies to help direct future up-skilling or reskilling responding to the dynamics and needs of the sector. Will be used as a basis to draft sectoral recommendations.
- Map education and training programmes for CH professions in all 5 areas of the call.
- Draft methodology according to the VoC and OMC reports for sustainable development in education and training for CH professions.
- Analyse mechanisms of knowledge transmission and explore nonlinear pathways by mapping qualifications based on established frameworks (ISCED, ESCO and EQF) and systems (ECTS, ECVET and EQAVET).
- Identify existing innovative and emerging CH curricula, gaps and needs in education and training programmes for traditional and emerging competencies and skills.
- Propose criteria and requirements for standards and certification schemes.
- Map and analyse dynamics of cultural heritage professionals and other stakeholders’ engagement, synergies and skills in terms of needs and shortages.
- Cross analyse CH professional systems in regards to education and training supply to improve gaps and needs in skills and competences derived from the digital shift to sustainable green and blue growth and social and territorial dynamics.
- Carry out regional case analyses.
- Identify sector dynamics, examine strategies, policies and good practices.
- Analyse professional mobility schemes, future scenarios of challenges faced by the CH sector and professionals as well as the skills needed for the public and policymakers.
- Assess previous WP results and regional case studies.
- Draft recommendations for improvements.
- Draft a transferable, sustainable skills strategy for cultural heritage built on the results of working packages 2, 3 and 4 including its national and regional roll-out.
- Propose recommendations for the major challenges faced by the CH workforce.
- Mainstream methodologies and outcomes produced during the project’s lifetime, maximising impact and creating multiplier effects at the European, national and regional levels, creating a long-term strategy for the sector.
- Create engaging strategies for stakeholders and policy makers in all participating countries and at the European level for feedback and dissemination, to guarantee the project’s impact, transferability and life cycle at the European, national and regional levels.
- Ensure efficient communication and dissemination.
- Develop the communication strategy, project branding design, and website by making the project immediately identifiable to project groups and stakeholders.
- Create synergies with major events organised by project partners and alignment with most relevant conferences/events organised at the EU level.
- Establish the ethical and conceptual requirements for the project.
- Produce quality, risk and data management plans.
- Appoint, animate, support and manage the expert advisory board.