Project cofinanced by the European Social Fund, through the Regional Operational Programme Human Resources Development 2007-2013, "Invest in people!" Specific

Project cofinanced by the European Social Fund, through the Regional Operational Programme Human Resources Development 2007-2013, "Invest in people!"

Specific training for stage professionsand cultural management skillsin the field of performing artswithin the Opera and Ballet

Experimental Studio


studiOpera project

Aims: build up a sustainable training system in the field of performing arts in Romania (artistic, technical and managerial skills)

Duration: 01/11/2009 – 31/10/2012

Budget: more than 4.000.000 €

Target users:• professionals belonging to the organization chart of the Bucharest National Opera• authorized individuals• un-employed people


Partners

Beneficiary: Bucharest National Opera through the Opera and Ballet Experimental Studio "Ludovic Spiess" (SEOB)

Partners:

Fondazione Accademia Teatro alla Scala

SVASTA Consult Romania


The Opera and Ballet Experimental Studio "Ludovic Spiess" (SEOB)


Phase 1 - Needs Assessment and Feasibility study Analysis of the Romanian training and performing arts system

Duration: 9 months

Web platform developed in order to process and report outputs and results of the interviews

100 interviews all over Romania (Bucharest, Cluj, Constanta, Iaşi, Sibiu, Timişoara):

• Bucharest National Opera - 51• other theatres and opera houses - 17• training institutions (universities, academies, high schools, professional training

centers) - 26• authorities and institutions operating in the field of performing arts (Ministry of

Culture, AMPOSDRU, CNFPA, UNITER, Arthalia) – 6


First results of the research

lack of specialized training:

• on-the-job training for workshop and stage technicians

• lack of specific training paths for opera in the artistic area (directors, orchestra and choir conductors, collaborative pianists)

• lack of courses in performing arts management

lack/absence of professional profiles (lighting design, fund raising)

necessity of revitalizing the craftsmanship’s patrimony

necessity of competence recognition and of a competency-based pay system


Phase 2 - Training planning

Definition of training paths and plans in order to provide necessary tools and methodologies for the pilot experiences of the following phases:

• mapping of the professional profiles to be trained

• comparison with the Accademia Teatro alla Scala training paths (4 departments: music, ballet, stage and workshops, management)

• definition of a general training plan, frameworks of the pilot experience, training for trainers

Duration: 11 months


Phase 3 - Pilot experiences

Running of the pilot experiences through their whole planned phases:

• official calls

• selections

• training courses

• final examinations

Duration: 12 months


Phase 4 - Monitoring Evaluation and Communication

Monitoring, evaluation and valorization of the whole experience through the creation of apposite tools and procedures:

• advice centre for careers in the performing arts (existing in Accademia Teatro alla Scala since 2002)

• monitoring and evaluations on the development of the pilot experiences

• monitoring and evaluation on financial and managing aspects

• web-communication plan

Duration: 36 months


For further information

www.studiopera.eu

Daniela PlopeanuCommunication assistant - Press relations

Opera Naţionala BucureştiTel.: +40 769076656 / +40 728291966E-mail: [email protected]

Documents

Project cofinanced by the European Social Fund, through the Regional Operational Programme Human Resources Development 2007-2013, "Invest in people!" Specific