Open Audit developed in each country

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Data of the Open Audit


“Foro: Éxito orientando a jóvenes”







Classroom 003 of facultad de Educación y Trabajo Social de la Universidad de Valladolid (Paseo de Belén, 1).


  • 18: 00: Receiving participants
  • 18:00 – 18:15: Presentation of the Learning Unit
  • 18:30 – 19:30: Discussion groups (I)
  • 19:30 – 19:45: Break
  • 19:45 – 20:15: Discussion groups (II)
  • 20:15 – 20:30: Conclusions and farewell (presentesion of our webside


  • PowerPoint presenetation (available in our Dive)
  • Group dinamics
  • List of questions related with each area.
  • One moderator and secretary for each table discussion

Number of paticipants

19 people

Participating organizations

Profesionals that work or worked with NEET, teachers at the University of Valladolid, Students, youth people, politicians in a small town, volunteers in youth organizations, Youth Guarantee program managers.

This is the list of the organizations:

Fundación Rondilla
Universidad de Valladolid
Ymca Valladolid
Fundación – Juan Soñador Valladolid Programa Horizonte  
CLJV (Local Youth Council of Valladolid
Movement against intolerance
Chamber of Commerce of Valladolid
Ayuntamiento de Laguna de Duero
Aegee Valladolid
Salud Mental Castilla y León


Development of the Open Audit


Observal colaborators receive the participants and give the material for the Open Audit. Them through a PowerPoint, Manuel Carabias, tecnical of the COM_WORK project, present the Open Audit and:

  • The COM_WORK project
  • Partners
  • Objectives
  • Main results
  • Areas of the LU
  • The especif questions for each area
    • Collective competences
      • of a team: How do we involve the group?
      • a network: How do we use our networks?
    • Motivational and empowerment competences
      • Motivation: How to motivate the worker or social educator and the young?
      • Empowerment: How to make the young feel empowerment?
    • Competences for management of change
      • Meta competence for the change: How can a young person be responsible for your strategy?
      • Creativity and innovation: How to make a young use their creativity and innovation face challenges?

Discussion groups

The participants was divide in three heterogeneous grups. During the Open Audit, each group participated in each area of discussion. In each area have been one Observal collaborator with the roll of moderator – secretary. Each discussion group lasted 30 minutes. The structure discussion groups was:

  • Dinamic – ice breaking related with the area. The aim is to introuduce the area.
  • Specific questions and discussion about the area

Development of each area

  1. Collective competences

Dinamic: Successful business. The principal aim was to win the maximun number of points. In couples, each one have to choose one option: A or B with out speack with the other couples. The results, than the moderator explain before choose the option, were:

  • If all couples choose A: all win 100 points
  • If two couples choose B and one A: 150 points for B and – 50 for A.
  • If two couples choose A ando one B: 200 points for B and – 50 for A.
  • If all couples choose B: all -50.

This dinamic play with in three rounds. The first and the second one the couples can´t interact between them. In the third they can negociate, persuade, work in group…

Especific questions:

Woking group

  • Do you think it is important to have partners to help a young nini?
    • What colleages?
  • How to work with them?
    • For what purpose you turn to each partner?
    • When?
    • How?
  • Do you think the child has to develop their skills and abilities that allow you to work together?
    • How you can develop?
    • How do we know when a person knows teamwork?


  • What networks use the counselor to help a nini? How do they help each one of these networks?
  • ¿En qué redes se puede apoyar el propio joven?
    • What do you think is the way to use a network nini?
  • Experiences
  1. Motivation and empowement competences

Dinamic: the modertor order to a participant do something (stand up, touch you nose…). Firsrtly,he/she used a autoritary lenguage. Afther, the moderator use other lenguage, more courtesy. The last order is to look under the table. In some cases, the participant can´t found a price such as candy, motivation letter…

Especific questions:

Motiviational: profesional

  • What motivates a worker / social educator to work with NEETs?
    • Factors that demotivate vs factors motivating
    • How do these factors that motivate be given?

Motivational: Net

  • How to motivate a NEET?
    • Factors that demotivate vs factors motivating
    • How do these factors that motivate be given?
  • How cultural differences affect? What and how you have to do to adapt to these?


  • How to make the young feel empowerment?
  • Do you know a young dynamic to better himself know and be aware of your abilities?
  • Experiences
  1. Competences for management of change

Dinamic: “Th special bottle”. The moderator ask some questions such us: “What you can or could make a bottle?” or “if you have to choose the best bottle, what you would have the give away?” and “if you have a magic wand and could turn a bottle into anything you wanted what would you like?” in this order. The goa lis, firtly speack about the materials, and afther that tell about the feels, emotions, plans… using the creativity. Moreover is important to say that this group of discussion was celebrated out side, in the garden of the Faculty of Educaction and Social Work.

Especific questions:

Meta competence for the change

  • Emotions
    • To what extent is important the child’s emotions?
    • How to improve your emotional management?
    • How do emotions your strength?
  • Autonomy
    • Steps to gradually the young is increasingly autonomous
  • Planning
    • Is the NEET ready to carry out relevant plans?
    • Let’s say a NEET does not plan or does not do well… During orientation, how can we do to do the planning activities NEET?
  • What should be prioritized for the young change?
    • What should choose him/her?
    • How should you advise?
  • How can we help develop competence “learning to learn” in young people, ie, the ability to consciously change behavior patterns?

Creativity and innovation

  • How to develop the creativity of the NEET?
  • What would innovate for a NEET
  • Is it important that the young seek innovative solutions? How?
  • Experiences

Feedback of the participants and conclusions

Collective competences

  • Need to work together with NEETs
  • The team should be multidisciplinary.
  • To work with NEET by fixing small objects that are feasible and achievable
  • It is necessary that NEET, develop their skills and teamwork skills using:
    • Group dynamics
    • Brainstorming
    • Dynamics of expression and communication both verbal and nonverbal
    • The development of joint projects
    • The develop a sense of belonging and commitment to the group
  • Group reinforcement, support and assistance to both group and individual levels
  • The profesional need to know, their family, and to the environment in which it moves, their needs and propose solutions.
  • Bring young people the resources and networks in their own city
  • Realization of a resource guide that young people could always carry with them
  • The need to work empathy and teamwork skills transversely
  • As networks in which they can support young people mentioned the school, school, family, youth information points, alternative entities and be in contact with all entities present.

Motivational and empowement competences

  • What motivates professionals is to see how young people are reaching the goals, always considering their needs
  • Young find a job or start training, motivating professionals to continue helping others
  • The motivation is related to the change and this should take place in a natural context of young
  • Motivating factors (professionals)
    • Get positive expectations
    • Peer support
    • Protection of the institution where you work
    • To do many varied activities and not to enter into routine
    • To establish new ways of working with young people
    • To reconcile professional life with personal life
    • To have a stable team working for a common goal
  • Desmotivating factors (professionals)
    • Find a young family breakdown or
    • With serious addiction problems since in this situation the professional himself can not come to help the young.
  • Motivating factors (NEET)
    • Talk much with them to meet their needs and interests
    • Practice empathic listening
    • Become aware that all have qualities that stand out
  • Example: In Fundación Romdilla the young people is who teach seniors to use new technologies; in this way the young are developing social and communication skills and also motivated.
  • To empower NEET is also necessary to obtain social recognition and set goals
  • It is necessary to assess their personal potential, because they know more than they think and establish a bond of trust.

Competences for management of change

  • The professional have to know the context and environment in which NEET is moving
  • Work from the beginning from the base to promote good management of emotions
  • Create a bond of trust with young people so they do not see the professional as the enemy but as an aid to be able to go if need help.
  • It is very beneficial for young that the professionals give opinions or propose the alternatives; do not impose them the solution.
  • For a good change management it is necessary to manage time, through:
    • Weekly planings
    • List of task
    • Establish phases
    • Contol the goal and write the reassons
  • The patterned activities are not very good because ideally be the last choice the young.
  • For better change management, is important to tap the resources that are available and enhance the qualities and abilities of young people.


Evaluation of partner organization

The professionals from almost all Institutions which work or worked with NEETs were presented. Also, students, ex-NEET, young people and their represents and teacher – experts of the University of Valladolid.

During all Open Audit, the participants show entusiasmic in the dinamics and in the discussions. All of them made their contributions. They felt that their voices and their opinions were consider to create new results in the COM WORK project and share professional experiences. Also, the participants learned resources such us our webside, the Guidelines and Training Model and the National Reserach.

In the breack the participants meet between their and some of their create a new relationship.

The impact in the media was very high. In the Anexx 1 can see with more details.


Anexx 1. Repercussion in the media

El economista:

UVA informa


20 minutos

Entrevista a Maribel: cadena Ser ¿Se elige ser NINI? Y sobre el Open Audit

Diario de León

Diario de Valladolid

ABC Castilla y León

Televisión Castilla y León (Min 34:32)