The anticipated shortage of (qualified) home-care professionals seems to be a significant problem. In parallel with financial shortages, limited supplies of trained staff are seen as the cause of unmet needs in many countries in Europe. A general shortage of home-care staff existed in several countries as well as a lack of (sufficiently qualified) home-care staff. Although these workers are considered critical to home care, there are growing concerns of A SEVERE GLOBAL SHORTAGE in the supply of home care workers. Trends indicate that, in the absence of successful plans for expanding this workforce, the crisis will increase in the future. . Low-skilled workers and those employed in lowskilled occupations also tend to experience more precarious employment than their higher skilled peers. They are more likely to be self-employed than those with medium or high levels of education and are also more likely to be employed under a temporary contract. People without the right skills are highly vulnerable to labour market changes. This calls for continued investments in education and training. EAEA therefore highlights the importance of up- and reskilling and underlines that all learning is good for employment (EAEA: Manifesto for Adult Learning in the 21st century: The Power and Joy of Learning). The main aim of the project is to empower the employability of low qualified and low skilled adults through defining and assessing the required skills and competences, developing tools, methods, networks, portals and curriculum in order provide them to find a job with right skills and competences in home care sector. Participant profile of the project is consisted of adult trainer. Final beneficaries will be low-skilled and low-qualified adults.A partnership structure consisting of public body, university, chambers of commerce and non-governmental organizations and a large enterprise representing all segments of the home care sector has been established. In determining the partner institutions, the existing human resources (competences and capabilities), the capacity of the institution, its effectiveness in the field and its activities were evaluated. It was ensured that they were capable of providing effective benefits from the project results and contributing to project’ s results and outputs sustainability. Scope, Cost and Time constitute the TRIPLE CONSTRAINTS of the project. In the title of ''Project Management and Implementation'' the activities will be control involved in this title. Project meetings are scheduled to take place approximately every five or six months with the aim of discussing each accomplished task (implementation process, problems met, difficulties, proposed solutions, final results, recommendations), activities to be carried out in the forthcoming months as well as to talk about current actions and other related issues. It will focus on the assessment of quality assurance, as well as monitoring and evaluation of project management, communication, dissemination strategies, working meetings and the steering group performance. It will review the quality of project outputs in the framework of quality indicators approved by all the partners All expected outcomes will be measured in terms of the successfulness of their achievement. For this purpose, Indicators of Achievement (IOA) for each expected result are prescribed. After the completion of an activity, the project coordinator will measure the IOA for the expected result, thus establishing the rate of successful achievement. Results are divided into groups, as per the specific objectives they satisfy. The quality and achievement control strategy of EMPOWER4EMPLOYMENT project will ensure that quality is planned for both the deliverables and activities. This will consist of the methodology on implementation of the project’s internal guidelines for reporting and reviewing procedures to ensure the project’s Quality Assurance. The quality assurance activities will be based on quantitative data (answers to questionnaires and reports etc.) and qualitative data (meeting the specified deadlines, achievement of targets and indicators etc.). Totally three intellectual output will be produced with the project consortium. These are; Skills/Competences Determination Handbook, Training Curriculum and Job Matching Portal. The objective of the EMPOWER4EMPLOYMENT Project’s dissemination plan is to reach the all representatives of hom care sector such as academia, business, municipalities and the public sector, which will boost employment opportunities with training which will be able to help to low-skilled and low-qualified adults to gain and upskill their competences and skills . All the deliverables and outputs will be open-access. The job matching platform will remain operational for at least two years after completion of the project. The clear goal, however, is to continuously develop the platform and transfer it to other countries.