With our project Competence Centre, we both believe and hope to be able to meet the major challenges of the competence supply. Not least, we see the project from the perspective that we are part of a peripheral region with the same challenges and belonging to the same labour market. Digging where we stand is one of the keys. How do we utilize existing skills, reduce sick pay, increase the attractiveness of professions, make more people able to work longer and want to stay and grow with us as an employer? Each of the major complex issues we address through our project. The fact that the project is based on the horizontal principles strengthens us in the belief that it will be both right and produce results. The social administration in Luleå has, thanks to the fact that we with Norrbotten measures are large resources for operational development that not all other municipalities in the county have. Therefore, it is a priority for us to present our project to other municipalities and thus be able to strengthen more than ourselves. Although the project in the first he addresses the skills supply, it has many other positive side effects. Our assessment is that it will promote non-discrimination by making individuals' prerequisites part of future education and introductions. The fact that the administration today has difficulty recruiting from more than half the population is also something that is addressed in our project. Not least, the project will give employees in female-dominated professions the opportunity to pick up and contribute their individual strengths. It strengthens the sense of opportunity for an internal career and counteracts the perception that everyone can and should do the same things. With the project, more people will also become or remain employable. With a greater focus on the individual and the exchange of skills, we can hopefully also contribute to increased accessibility. The first meeting with the new employer will be a meeting where you will be given the tools needed to feel safe and be employable. If we mitigate the challenges of the supply of skills, it will also relieve the burden on existing staff. You know that you will bring a colleague with you on the next session and that that colleague also has a solid introduction with him. Instead of rejecting the holiday, it can instead be granted. Not least, we hope that more people will want and dare to educate themselves. And that when you educate, you know what is expected and you get both a network and a plan for how the new skills will be implemented and replenished. Since our project is based on digging where we stand, we also look at how it can be used by other social services or municipalities/regions in the county. The fact that Norrbotten lives in the epicenter of green growth gives us both the same challenges and opportunities. Other actors that we see will be part of our finished project are, for example, the employment services and the labour market administration. Our project is about creating formalized training and introduction with the aim of making more employable and to meet the worst challenges in the track of skills supply.