TRAINING 2000 is a private training organization primarily operating in the Marche Region, offering innovative training initiatives and consultancy services to businesses.

Since 1997, it has promoted and collaborated with other institutions to provide training for both employed and unemployed adults in areas such as ICT, computer technologies, CAD-CAM, and English language instruction at the local level. It also works on social projects for disadvantaged groups, equal opportunity initiatives (mainstreaming), tourism, and lifelong learning.

On a national level, it establishes connections with key regional players, including small business associations, trade organizations, unions, public institutions, the Marche Region, and the Province of Pesaro Urbino (Employment and Training Center). It also collaborates with universities nationwide, particularly the University of Urbino.

In line with the activities mentioned above, TRAINING 2000 analyzes training needs in the region, monitors the technological evolution of SMEs, and develops new occupational profiles. It creates new curricula, continuous training courses, and retraining programs tailored to the main production sectors in the region: mechanics, furniture, fashion-apparel, restoration of architectural structures, and energy-saving design for housing.

European Involvement:

TRAINING 2000 participates in European projects such as Leonardo da Vinci, Socrates, and Youth. Below are the projects from the last three years:

  • 2009–2011 Socrates – Grundtvig Learning Partnership – DETVET (Development of Educational Techniques in Vocational Education and Training): Focuses on enhancing trainers’ skills to improve the quality of vocational education systems.
  • 2009–2011 Socrates – Grundtvig Learning Partnership – CLEAR (Civic Literacy and European Awareness for Minority Groups): Aims to create a toolkit to empower socially and economically disadvantaged individuals, helping them boost their self-esteem.
  • 2009–2011 Socrates – Grundtvig Learning Partnership – EDUMONT (Education in Mountains – Mountains in Education): Develops training tools for mountain communities, promoting mountains as a learning resource and enabling continuous training for influencers in these regions.
  • 2009–2011 Socrates – Grundtvig Learning Partnership – WIN (Women Innovating Network): Encourages entrepreneurship among women, especially in disadvantaged areas, through networking.
  • 2009–2011 Socrates – Grundtvig Learning Partnership – Chic and Ethics: Promotes sustainability in the fashion and design industries. Trains 36 emerging designers informally on sustainability principles through hands-on clothing design.
  • 2009–2011 Leonardo da Vinci Multilateral Project – Innovation Development – PM4WAT (Preventive Maintenance for Water Utility Networks): Develops a web-based platform and vocational training course on modern preventive maintenance practices for water distribution networks, ensuring reliability and reduced service interruptions.
  • 2009–2011 Leonardo da Vinci Multilateral Project – Transfer of Innovation – LL-MoM (Language Learning and Medical Communication):
    Building on the research and experience of the MoM project (2006–2008), this initiative develops communication materials for foreign doctors newly arrived in a foreign country (A1 level). The partnership collaborates with medical cultural mediators, language labs, and language trainers in six languages: English, Danish, Dutch, German, Italian, and Swedish.
  • 2009–2011 Leonardo da Vinci Multilateral Project – Transfer of Innovation – M-ECVET-S (Modular ECVET System):
    This project transfers methods and results from the previous ESO-CERT project, which aimed to use standard assessment methods and a credit system for vocational training certification under the ECVET framework. The transfer expands the earlier results, emphasizing the recognition of competencies regardless of how they were acquired (formal, informal, or non-formal learning). The methodology evaluates modular training units, ensuring recognition of skills gained through practical work experience, enhancing transparency and acceptance by industries.
  • 2009–2011 Leonardo da Vinci Multilateral Project – Transfer of Innovation – Career Plan 50+:
    This project addresses challenges posed by globalization and market changes, which have led to skill gaps in the workplace. Senior employees (50+) often possess critical skills but face barriers due to outdated education or training. Career Plan 50+ offers solutions to retain strategic knowledge within companies by developing communication and motivational tools. These tools help businesses equip employees aged 50+ with the necessary skills, ensuring their expertise benefits both the workforce and the company.
  • 2009–2012 Grundtvig Multilateral Networks – GINCO (Grundtvig International Network of Course Organisers):
    GINCO is a network of training organizations aiming to enhance the quality of Grundtvig courses. It supports:

    • Improved course quality and accreditation systems.
    • Effective collaboration mechanisms among Grundtvig course organizers.
    • Strengthened partnerships among key stakeholders.
    • Skill enhancement for staff involved in Grundtvig courses.
    • Expansion of Grundtvig course offerings in eligible LLP countries.
    • Dissemination and sustainability of Grundtvig courses.
  • 2010–2011 Leonardo da Vinci Multilateral Project – Innovation Development – BOIT (Burnout Intervention Training for Managers and Team Leaders):
    This project addresses a specific mental health issue characterized by emotional, mental, and physical exhaustion: stress. The goal is not only to prevent stressful workplace situations but also to identify and mitigate stress factors at early stages. The project team will develop a training program called “Stress Intervention Training for Managers and Team Leaders.”
  • 2010–2013 Leonardo da Vinci Multilateral Project – Cross-Program – Key Activity 3: New Technologies – Re-ACT (Reactivating Teachers and Learners):
    This project focuses on reigniting motivation in current teaching and learning initiatives. Re-ACT integrates three key elements—autonomy, creativity, and collaboration—into a methodology designed to harness new technologies for creative activities. It promotes collaboration on diverse projects, bridging geographical gaps, encouraging mutual cultural understanding and reflection, and fostering meta-cognitive skills and critical thinking in learners.
  • 2010–2012 Leonardo da Vinci Multilateral Project – Transfer of Innovation – INDIVERSITY:
    The In-Diversity project supports companies transitioning from multiculturalism (coexistence of different cultures without interaction) to interculturalism (creating spaces for communication and coexistence among different cultures). The project enhances social, civic, cultural, and intercultural competencies within companies.
  • 2010–2012 Leonardo da Vinci Multilateral Project – Transfer of Innovation – RE-AGRO:
    This project develops and promotes continuous training for farmers and agricultural professionals. Training paths will cover topics such as organic farming, agribusiness, rural tourism, and food safety, fostering sustainable practices in the agriculture sector.
  • 2010–2012 Grundtvig Learning Partnership – Places2b:
    Globalization has often rendered the world uniform and diminished the richness of local and regional cultures. The “Places2b” project aims to counteract this trend by creating authentic and personalized experiences. It focuses on:

    • Developing tourism-based communities that recognize and promote local landscapes and cultures.
    • Supporting the creation of more sustainable and resilient tourism structures for European regions and localities.
    • Diversifying tourism offerings to boost regional economies and enhance cultural appreciation.
  • 2010–2012 Leonardo da Vinci Multilateral Project – Transfer of Innovation – TRAIN TO CAP (Strengthening of European Union Funds Absorption Capacity for Infrastructure Construction Projects):
    This project aims to reduce issues related to conflicts and protests in the construction sector, specifically in infrastructure projects. It seeks to enhance transparency in managing risks, protests, and conflict processes by creating training materials for civil engineers, business managers, project managers, constructors, FIDIC engineers, and managerial roles from construction companies, government agencies, and local authorities. These materials will help manage local and international public projects across European countries.
  • 2011–2014 Comenius Multilateral Project – TACCLE 2:
    TACCLE 2 is aimed at teachers interested in integrating ICT and e-learning into classrooms for specific subjects like primary education, mathematics, science and technology, basic skills, arts and culture, and humanities. The project will create in-service training courses for teachers to acquire skills and share experiences with colleagues.
  • 2011–2013 Comenius Multilateral Project – LabLearning:
    This project aims to bring learning into the multimedia world of at-risk youth, rather than asking them to leave their digital environments and enter a traditional classroom.
  • 2011–2013 Grundtvig Learning Partnership – CRISTAL (Sustainable Development in Adult Education):
    The goal of CRISTAL is to promote sustainability both strategically and practically within training organizations for different target groups (students, staff, clients, and other stakeholders). It will train individuals on sustainability topics and share best practices. The project will develop guidelines for implementing strategic sustainability plans in participating organizations and other European organizations interested in sustainability.

General Information on Services Offered:

Training 2000 aims to provide training services to businesses, institutions, and individuals in the Marche region to improve the competitiveness of the provincial economy. Our quality charter is intended for all those involved in project activities, including participants, their families, instructors, tutors, and both internal and external non-teaching staff.

2010–2012 Leonardo da Vinci Multilateral Project – TRAIN TO CAP
The project focuses on reducing conflicts and protests in the construction sector, particularly in infrastructure projects. It aims to improve transparency in managing risks, protests, and conflicts by developing training materials for civil engineers, project managers, construction professionals, and public authorities. These resources will support both local and international public projects across European countries.

2011–2014 Comenius Multilateral Project – TACCLE 2
TACCLE 2 targets teachers seeking to integrate ICT and e-learning in various subjects such as primary education, mathematics, science, arts, and humanities. The project offers in-service training courses that enable teachers to enhance their skills and share experiences with colleagues.

2011–2013 Comenius Multilateral Project – LabLearning
This project seeks to engage at-risk youth by incorporating learning into their digital and multimedia environments, rather than asking them to leave their familiar settings for a traditional classroom.

2011–2013 Grundtvig Learning Partnership – CRISTAL
CRISTAL promotes sustainability in adult education, focusing on training for diverse groups such as students, staff, and clients. It aims to share best practices in sustainability and develop guidelines for implementing sustainability strategies within participating organizations and across Europe.

General Services Provided by Training 2000
Training 2000 offers training services to businesses, institutions, and individuals in the Marche region to boost the competitiveness of the local economy. Their quality charter applies to everyone involved in project activities, including participants, families, instructors, tutors, and both internal and external non-teaching staff.

Quality Factors

The quality of Training 2000’s services is continuously monitored through various methods, including client satisfaction assessments and data collection. The organization focuses on addressing any non-conformities, implementing corrective and preventive actions, and regularly reviewing data such as the number of courses, hours of instruction, and participant feedback. The results inform quality improvement actions and objectives during the management review process.

Key Quality Factors:

  • Documentable Aspects: The entire organization is customer-focused, with careful staff selection and targeted communication and reception tools. Services are promoted accurately and reliably.
  • Customer Support: Timely assistance is prioritized, with responses to client requests and documents provided within one week.
  • Active Staff Involvement: Staff are actively engaged in the educational processes.
  • Continuous Improvement: The organization seeks ongoing improvement and mutual benefit relationships with suppliers.
  • Data-Driven Decisions: Decisions are based on factual data, analysis, and real information (statistics, databases, surveys).
  • Professionalism: Courtesy, respect, and effective communication are prioritized in interactions with individuals.
  • Credibility and Reliability: Services are delivered with trustworthiness and dependability.

Commitment Guarantee for Clients

Training 2000 ensures high-quality standards for beneficiaries through:

  • Supplier Selection: Careful selection of suppliers.
  • Quality Policy and Organizational Structure: Clear responsibilities and organizational roles.
  • Specific Teaching Materials: Carefully chosen teaching materials for the subjects being taught.
  • Availability of Information: Course information services are available during office hours.
  • Regular Updates: Quarterly meetings with staff, instructors, and coordinators to assess training implementation and professional development needs.
  • Management Commitment: The leadership ensures that the importance of meeting customer requirements is communicated to all participants and verifies each training project.
  • Resource Availability: Sufficient resources are made available to meet quality objectives.

Complaint and Feedback Management

All issues raised by clients or beneficiaries are logged and addressed by the quality manager. Beneficiaries can report concerns or seek clarification via the administrative office or course coordinators.

Quality Charter Development

The Quality Charter is created by the management team in collaboration with department heads. It is then displayed in the operational office and distributed to all relevant personnel. Each person involved in the organization must acknowledge receipt of the charter. It is reviewed annually during the management review meeting.

Area of Disadvantage

For interventions targeted at socially and economically disadvantaged individuals, Training 2000 maintains regular contact with relevant associations and public bodies. The organization is committed to supporting active access to learning for these groups.

Obligatory Education and Pathways

Training 2000 works in line with the directives for obligatory education, as outlined in laws and agreements with the Ministry of Labor. The organization focuses on ensuring the success of training for 15-17-year-olds, offering them three pathways: continuing secondary education, obtaining a regional vocational qualification, or entering an apprenticeship program. The training is accredited by the Marche region to ensure quality, with recognition systems for students completing vocational training or secondary school education.

Obligatory Education – Guidance Activities

To ensure the success of the training process, Training 2000 proposes creating a personalized training plan for each student. Activities include orientation sessions where each user’s skills will be assessed, followed by the development of a tailored educational pathway. The progress of the training will be monitored with the active participation of the users, and adjustments will be made to optimize outcomes.

Obligatory Education – Relations with Students’ Families

Training 2000 strives to help students and their families understand the available educational and professional options. These include continuing education, obtaining a qualification through an apprenticeship, or returning to school. The organization also introduces students to the local employment services network, with at least two annual meetings scheduled with the families to provide information and guidance.

It is essential to consolidate systemic strategies involving all institutional actors, including schools, vocational training, apprenticeships, social partners, businesses, public employment services, and the third sector. The goal is to transition from a fragmented approach to an integrated system that ensures information, orientation, and counseling to assist in students’ transitions.

Obligatory Education – Internship Period

As part of the training program, Training 2000 organizes internships with partner companies through its database, employment centers, and bilateral entities that have agreements with companies for supervised internships.

Higher Education and Continuing Education

The Italian educational system, influenced by current reforms and institutional directions, offers diverse opportunities to meet a wide range of needs. This approach is designed to facilitate lifelong learning, with attention to individual aptitudes and requirements. Key developments include:

  • Strategy for Lifelong Learning: At the European and national levels, a strategy has been defined to improve knowledge, qualifications, and skills in transitioning to a knowledge-based economy and society.
  • Higher Technical Education and Training (IFTS): The introduction of higher technical education has emerged as a response to the growing demand from businesses for skilled workers in medium-to-high level professions. This initiative integrates schools, universities, vocational training, and industry partnerships.
  • Integrated Education System: Efforts are being made to integrate the educational system (from universities to vocational training) with public employment services and other agencies involved in the educational and occupational transition.

Continuing and Lifelong Learning

The demand for continuous education is increasing across Europe, driven by technological advancements and the evolving needs of the workforce. E-learning has become a significant tool, enabling training to fit the needs of working adults, businesses, and academic institutions. Training 2000 also participates in EU international projects to transfer know-how from other countries. The training offerings cover both continuous and higher education programs. The organization values collaboration with other entities to provide relevant and adequate training solutions.

Document Distribution

The document is made available to the public through display on the operational office bulletin board and on the official website: www.training2000.it. It is also distributed to all individuals involved in the training process and to beneficiaries, with confirmation of receipt.

Quality Charter Update

Date of update: December 10, 2012.

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