Suchergebnisse

The evaluation of professionals involved in Adult Education (AE) staff has acrucial role in European policies. Furthermore, the syntagm educationalwork is difficult to define because it concerns a variegated target of usersand an action which is played out in different contexts and for different purposes:the educational work is a complex "object to be evaluated" and theevaluation of the educational work requires different perspectives, methodsand practices. Thanks to EDUEVAL project (an EU project coordinatedby University of Milano-Bicocca, Italy: http://www.edueval.eu/), the AE staffEvaluator have been defined as a professional figure with different competences,having specific multi-functional characteristics to work in differentcontexts. In the study on the profile of the evaluator of AE staff and in designingthe ensuing training model, consideration has been given, on theone hand, to the theoretical framework which considers the specific professionalskills and competences of the evaluator; on the other hand, work wasperformed by recognizing the transversal professional skills and competencesof the evaluator, through consulting and study of the ESCO portal.EDUEVAL results help to fuel debates in matters of the professionalizationof evaluative practice. ; La valutazione dei professionisti che operano nel campo dell'Educazionedegli Adulti (EDA) riveste un ruolo cruciale nelle politiche europee. Tuttavia,il sintagma agire educativo è di difficile perimetrazione, in quantoriguarda un target plurimo di fruitori, con azioni declinate in differenti contestie per differenti scopi: il lavoro educativo rappresenta un complesso"oggetto da valutare" e la valutazione del lavoro educativo richiedeprospettive, metodi e pratiche plurime. Grazie al progetto europeo EDUEVAL(coordinato dall'Università degli Studi di Milano-Bicocca,http://www.edueval.eu/), si è contribuito alla definizione del valutatore deglistaff EDA come una figura professionale con spiccate caratteristiche di polifunzionalitàin grado di operare in vari ...

Apesar das diferenças estruturais e regulatórias que caracterizam as organizações internacionais individuais, a doutrina de hoje é unânime em afirmar a capacidade de cada organização de criar seu próprio sistema jurídico interno. A relação de trabalho dentro dessas organizações reproduz claramente muitas das características da relação de trabalho internas a um Estado e, embora haja uma falta de regras internacionais uniformes sobre o emprego, e cada organização internacional tenha absoluta autonomia jurídica e administrativa, é possível identificar certas obrigações e direitos dos funcionários internacionais que se replicam, de forma ampla e homogênea, na maioria das organizações. O artigo analisa resumidamente, em termos gerais, os direitos e deveres dos funcionários nacionais e internacionais, referindo-se aos "Standards of Conducts for the International Civil Service" e examinando os regulamentos internos da Organização Internacional do Trabalho (ILO, na sigla em inglês) e do World Bank (WBG, em inglês) com foco na evolução do dever de confidencialidade, tanto em nível nacional como internacional. Com efeito, apesar da reversão drástica da tendência que tem caracterizado os Estados democráticos, conduzindo a uma reformulação restritiva do sigilo administrativo e do dever de confidencialidade, este dever ainda está muito vivo e continua a desempenhar um papel importante. Não parece, portanto, desarrazoado afirmar que, dada a substancial afinidade entre as disposições regulamentares em matéria de dever de confidencialidade, esta pode ser qualificada como um princípio geral. Por outro lado, o que representa um importante ponto de distinção entre os ordenamentos jurídicos nacionais e internacionais é a lógica que move os diversos legisladores na regulamentação desse dever. ; Despite the structural and regulatory differences that characterize individual international organizations, today's doctrine is unanimous in affirming the ability of each organization to create its own internal legal system. The employment relationship within these organizations clearly replicates many of the features of the employment relationship within a State and, although there is a lack of uniform international rules on employment and each international organization has absolute legal and administrative autonomy, it is nevertheless possible to identify certain obligations and rights of international civil servants which replicate in most organizations, in a broad homogeneous way. The paper briefly analyzes, in general terms, the rights and duties of national and international civil servants referring to the "Standards of Conducts for the International Civil Service" and examining the internal regulations of the International Labour Organization (ILO) and the World Bank Group (WBG) focusing on the evolution of the duty of confidentiality, both on a national and international level. Indeed, despite the drastic reversal of the trend which has characterized democratic States leading to a restrictive reformulation of administrative secrecy and the duty of confidentiality, this duty is still very much alive and continues to play an important role. Therefore, it does not seem unreasonable to claim that, on the one hand, given the substantial affinity between the regulatory provisions on the duty of confidentiality, this can be classified as a general principle. On the other hand, what represents an important point of distinction between national and international legal systems is the logic that moves the different legislators in the regulation of this duty. ; Nonostante le differenze strutturali e normative che caratterizzano le singole organizzazioni internazionali, la dottrina odierna è unanime nell'affermare la capacità di ciascuna di creare un proprio ordinamento giuridico interno. Il rapporto di impiego nell'ambito di tali organizzazioni replica in modo evidente molte caratteristiche tipiche del rapporto di impiego nell'ambito statale e, sebbene manchi una disciplina uniforme dell'impiego internazionale e ciascuna organizzazione internazionale vanti assoluta autonomia giuridica ed amministrativa, è tuttavia possibile individuare alcuni obblighi e diritti dei funzionari presenti, in modo sostanzialmente omogeneo, nella maggior parte delle organizzazioni. Il paper analizza brevemente, in termini generali, i diritti e i doveri dei funzionari nazionali e internazionali, facendo riferimento agli "Standards of Conducts for the International Civil Service" ed esaminando le normative interne dell'Organizzazione Internazionale del Lavoro (acronimo ILO in inglese) e del World Bank Group (WBG), mettendo in evidenza, in particolare, l'evoluzione che ha caratterizzato il dovere di riservatezza gravante sui dipendenti pubblici, sia a livello nazionale che internazionale. Infatti, a fronte della drastica inversione di tendenza che ha caratterizzato gli ordinamenti degli Stati democratici, il dovere di riservatezza è stato sicuramente riformulato in termini più restrittivi, ma sopravvive e continua a giocare un ruolo importante. Non sembra, perciò, irragionevole affermare che, da un lato, in ragione della sostanziale affinità tra le previsioni normative in tema di dovere di riservatezza, questo possa essere qualificato come un principio generale. Ciò che, invece, rappresenta un importante punto di distinzione tra gli ordinamenti nazionali e internazionali è la ratio che muove i vari legislatori nel disciplinare tale dovere.

The issue of the Constitution in the contemporary history of Morocco as ideas and a system of laws, reflecting the political transformations that Morocco has known since independence, it is mainly related to linking the production of the Constitution to the development of concepts and institutions and their relationship to democratic construction and the establishment of a modern state in the time of independence, as well as constitutional amendments reflect the transformations known in Moroccan society, At the political or social level, the shift towards building a democratic society, the emergence of civil society and human rights organizations in the national political arena, in addition to demanding political and constitutional reforms. The research project reflects the development of the executive power in successive Moroccan constitutions, up to the 2011 constitution, with a legal comparison between the powers and competencies of the head of state with the powers and competencies of the prime minister (Head of Government), and highlighting the transformations experienced in this area in the constitutions (1962-1970-1972-1992-1996), the accumulations that led to the distribution contained in the 2011 Constitution, and the problems of practice during the previous government mandate. Considering that the existing constitutional problem in Morocco was raised primarily at the level of the Constitution of the Organization of Authorities, and in particular the dominant role that the Royal Institution has continued to play towards other institutions, it seems that the new Constitutional Document did not provide what could establish a new type of relationship between the Institution. The monarchy and other institutions, therefore, continued to perpetuate the centrality of the monarchy and its dominance over political life. Whether as the "Commander of the Faithful" or "Head of State", the King retained wide and effective competencies and powers that would allow him to remain the center of the political system and the main determinant of his orientations and decisions, and even added new powers. In addition to the availability of (reserved field) makes it a monopoly of the right of initiative in five strategic areas: religious, military, external, judicial and security, the presence of (partner) in some other competencies, does not prevent him from having The last word, as reflected in the continued subordination of the government to him, and continued interference in the work of Parliament. Moreover, giving him the power to amend the constitution through direct recourse to parliament, along with other possibilities shared with the prime minister and the parliament, makes him control and even monopolize the sub-constituent authority. His presidency of a number of constitutional institutions would further entrench his role as a "hub for institutional and political life" and would contradict the result (the imbalances of the political and institutional paths in the past, which necessitated a redefinition of the roles and functions of the royal institution to serve it. Ballot boxes, not a substitute for them, to ensure balance and separation of powers, and avoid assigning roles incompatible with each other to the same institution). Although the constitution has strengthened the powers of the government and reconsidered the nature of its installation and composition, especially when its president has been immune from the possibility of direct dismissal, it generally remains hostage to the royal will. It is clear that the provisions of Article 47 make the King retain great authority over the members of the government, both in terms of appointment and exemption, and his presidency of the Council of Ministers, which is still a necessary crossing for a number of issues makes him in control of the government's choices and directions, and initiatives Its president, and thus becomes, the actual head of the executive, the primary determinant of the general policy of the state. The study of the 2011 Constitution, especially the executive, is of great importance for several considerations, as it is considered an authority directly related to public policies, as it reflects the local community to which it belongs and represents it in many aspects. Therefore, the study of the executive authority and the perception of the characteristics and mechanisms that control relations between its elements, An important aspect that this research seeks to highlight. The importance of this subject lies in reading the constitutional revisions and the impact of national and international changes in their visibility, with a focus on the context of the Arab Spring, which resulted in the new constitutional review. It also seeks to reveal the relationship between the Royal Institution and the Prime Minister's Institution and the gradual transfer of government competencies in order to find the balances required for the continuation of the performance of its roles as required, and read the past government experience as a constituent mandate, being the first government under the new constitution.

At head of title: 1911- Institut international d'agriculture; Organisation des nations unies pour l'alimentation et l'agriculture. ; Mode of access: Internet.

This article contains a review of the literature dealing with the attitudes ofemployers that need to hire an employee with disabilities within their organizations.The articles were selected using some databases (such as ERIC and Psych-Lit) through the introduction of several keywords: "attitudes of employers","employees with disabilities" combined with the terms "recruitmentprocess", "reasonable accommodation" and "supported employment". Wesubsequently restricted the period of the researches between 2000 and2014. The main results were synthesized around some broad categories:personal characteristics of employers (perceptions about the legislation,emotional reactions, obstacles and concerns), characteristics of the organization(type of the activity and methods of recruitment) and characteristicsof the worker (physical, intellectual or acquired disabilities). ; L'articolo racchiude la revisione della letteratura che tratta degli atteggiamentidei datori di lavoro che devono assumere un dipendente con disabilitàall'interno delle loro organizzazioni.Gli articoli sono stati selezionati all'interno di alcuni database (come ERIC ePsychLit) attraverso l'introduzione di diverse parole chiave: "atteggiamentidei datori di lavoro", "dipendenti con disabilità" combinate con i termini"processo d'assunzione", "accomodamento ragionevole" e "supported employment".Successivamente è stato ristretto l'arco temporale al periodo ditempo compreso tra l'anno 2000 e il 2014. I principali risultati della revisionesono stati sintetizzati attorno ad alcune grandi categorie: caratteristichepersonali dei datori di lavoro (percezioni circa la normativa, reazioni emotive,ostacoli e preoccupazioni), caratteristiche dell'organizzazione (tipologiadi organizzazione e modalità di reclutamento) e caratteristiche del lavoratore(disabilità di tipo fisico, intellettivo o acquisita).