European Economic and Social CommitteeConsultative Commission on Industrial Change

Appendix

to the own-initiative opinion

'EU crisis exit strategies: more precarious or sustainable jobs?' (CCMI/079)

Rapporteur: Mr Siecker; co-Rapporteur: Mr Pop This document contains a number of "best practices" related to the topic of the opinion and collected amongst or via CCMI members and delegates. The purpose of this "handout" is to offer some examples of best practices of which the CCMI members and delegates are aware. In no case it intends to be exhaustive.

Many more examples can be found at the respective websites for the European Social Fund (ESF) and the European Globalisation Adjustment Fund (EGF):

ESF: http://ec.europa.eu/employment_social/esf/projects/projects_en.htm. This website provides for best practices per Member State, per region and per group/category. Although not all of the projects are directly linked to the topic of the opinion, it is possible to make a selection per "target group" that helps to identify the projects which are related to the opinion.

EGF: http://ec.europa.eu/social/main.jsp?catId=326&langId=en. This website contains a section entitled "related documents", which presents information about the cases handled, along with a PowerPoint Presentation on the main features of the scheme (support to active labour market measures for the benefit of workers made redundant as a consequence of major structural changes in world trade patterns).

1

TABLE OF CONTENTS

Restructuring Toolbox project Page 5

Capitalizing on past and present responses to anticipate and manage restructuring processes.

BelgiumPage 5

In Flanders VDAB and other third-organisations offer free jobcoaching at work. This jobcoach can help with recruitment of personal for a determined period of time. The

aim is to avoid the 'rotating door effect'.

BelgiumPage 6

Flexibility

BulgariaPage 6

How to sustain and renew the value of qualifications? Involvement of labour market in training and assessment.

BulgariaPage 7

There are proposals of the Bulgarian industrial society for changes in labor legislation. These proposals are made by the Bulgarian Industrial Association.

BulgariaPage 7

Programs launched by Government; From Social Assistance to Employment, Enhancing Employability and Promoting Entrepreneurship among the Young, Labor

Market Initiatives etc.

DenmarkPage 8

Certain trade unions on their websites present examples of permanent standard contracts and give relevant advices to jobseekers.

FrancePage 8

A European Project called: “Best Practices in Socially Responsible Restructuring of Printing Companies”. This project has resulted in a study on the industry as well as in a Toolkit for companies which gives advice and guidance on how to restructure or re-

orient your company

FrancePage 8

'European Restructuring Toolbox'

2

FrancePage 9

1) Promoting a professionalisation contract for young people aged from 16 to 25 years, or for job seekers aged 26 and above;

2) Guide on senior employment;3) Measure of partial unemployment.

GermanyPage 10

Startersqualifications instrument to help youth getting a traineeship and labour market measures.

The NetherlandsPage 10

The national employability plan is an initiative of Employersforum Kroon and the research organisation TNO, which should increase the employability and productivity.

This requires a balance between the employer and the employee.

The NetherlandsPage 10

People and companies regularly come together on a marketplace of skills and competences. In particular for people already on the labour market.

The NetherlandsPage 11

The Hague is organising City Mondial in order to promote the city and boost the labour market as well.

The NetherlandsPage 11

Marketplace education-business. Contact Centre of Business and Education. 30+ arrangement, subsidies for education for changing competences. Haagbouw,

anticipates lay-offs. In that case people are engaged by the Foundation to prepare them for other jobs in the construction sector.

The NetherlandsPage 12

The new way of working in which people and organisations go about work-hours and work-environment more flexible. Personal auction; someone who is

superfluous or limited in employability in one organisation could be of great use for another organisation and make vacancies known.

The NetherlandsPage 12

BVMT (Company vocational training) an initiative of 25 companies. The issue is to connect market and schooling far closer, from supply to demand plus inter-sectoral

competences. It looks as if the teachers are also increasingly convinced of this necessity.

The NetherlandsPage 12

The European Social Partners for the chemical industry, ECEG and EMCEF, are currently formulating a European competence-profile for the occupation of operator.

The NetherlandsPage 13

Every year approximately 60 gatherings take place which are filled with the participating FME-member companies. Employees of branch associations FPT,

VNMI, Fedet, VNCI, Scheepsbouw Nederland (Shipbuilding The Netherlands), VIV, VLR etc. can also participate in the training programmes called SMB College.

3

The NetherlandsPage 13

The trade school of metal and technique in Delft and Nieuwkoop are good examples of best practices. The school educates people towards a level of technical middle

management.

AustriaPage 14

The highest minimum wage must count! Dependent on the branch in which you are employed, the minimum payment must be the same payment as normal employees

receive according to their Collective Labour Agreement.

RomaniaPage 14

How to sustain and renew the value of qualifications? Involvement of labour market in training and assessment.

United KingdomPage 14

The food industry recognised that there could be a transfer of skills from textiles to food manufacturing. The regional development agencies in the UK have all focussed

on key sectors, most have selected 7-9, and have become specialists within these areas to develop skills and training, as well as attract the employees.

4

Restructuring Toolbox project 13 January 2011

Frédéric BruggemanAmnyos Mutations Économiques

• The Powerpoint presentation displayed at the CCMI meeting on 13/1/2011 contained the following two examples:

1. The French newly set up “contrat de transition professionnel” (labour transition contract) is a functional equivalent of the Swedish job security organisation in Sweden

– JSO derives from agreements in Sweden and is in a high degree a joint effort between the social partners at central/sectoral level as well as at local

– The French CTP is state driven – Both organise transition in a secure and dynamic way by

• Providing security: (A status. An income, Being covered for health hazard as well as social or psychological problems)

• Organising individual accompaniment. • Restoring employability. • Helping the individual to access again to labour market

• But if one compare who does it (the state in France, the social partners in Sweden) and how the mechanism is set up (a derogation to labour laws in France/ an agreement at sectoral level in Sweden) he or she would conclude that they are radically different.

2. France is the only country in Europe where employers are directly and financially responsible for economic recovery of the local labour markets they left (the so called “revitalisation territoriale” – territorial redeployment)

• But Germany (especially in Northrhine-Westfalia) Denmark, Ireland and even countries like Canada do carry on redeployment actions when restructuring occur

• Again if one looks at – the existence of a law or a regulation – Who leads and participate in the project (the state and the restructuring company in France/

generally a local authority and various actors in other countrieshe or she would conclude (as it is sometimes done) that redeployment exists only in France

This toolbox will be available online shortly.

Belgium Hilde Van Laere

In Flanders VDAB and other third-organisations offer free jobcoaching at work. This jobcoach can help with recruitment of personal for a determined period of time. The aim is to avoid the 'rotating door effect'. In other words increase sustainable jobs. The duration of the coaching is dependent on the person. At the beginning of the jobcoaching a contract is made between the 3 parties; employer, employee and jobcoach. The jobcoaching requires engagement of both the employer and the employee. In Flanders jobcoaching is offered by VDAB and SLN network. GTB offers jobcoaching specifically for people with a jobhandicap.

More information; www.vdab.be and www.sln.be

5

Belgium Ilaria Savoini

Website: http://www.eurocommerce.be/content.aspx?PageId=41945

Website:http://www.arbeitgeber.de/www/arbeitgeber.nsf/res/3C0028F30334EE21C12574EA004C4902/$file/kompakt_zeitarbeit.pdf

Website:http://www.arbeitgeber.de/www/arbeitgeber.nsf/res/A8A00B4870C498CCC12576BA003E6882/$file/AFlexibleBeschaeftigung.pdf

Bulgaria Mirjam de Jong

How to sustain and renew the value of qualifications? Involvement of labour market in training and assessment;- Trend towards training and assessment of learning outcomes in the professional practice; not new for the chemical industry; - Skills and competences required for a chemical industry operator are best learnt and assessed in the professional practice of the workplace;- West-European chemical industry has a long tradition with on the workplace training and assessment, also for qualifications for operators and technicians;- New member states lack this tradition, even though most new member states are in the process of a reform of their VET systems.

Example Bulgaria (for an example in Romania see Romania); 'Company + school partnership Varna region';

'The project'; Involvement chemical school• Learning module Safety for Operators using a competence based learning and competence based assessment method;• Training of company trainers and school teachers;• Theoretical part by the school with input from company staff;• Practical part based on risk inventory;• Practical assignments executed on the workplace, guided by company instructors;• Practical assessment at the workplace executed by company assessors;• Pilot with operators.

'Company + school partnership';

6

Website; http://agora.cedefop.europa.eu/files/qualifications/WG%202_%20De%20Jong.pdf

Bulgaria Rumen Atanasov

There are proposals of the Bulgarian industrial society for changes in labor legislation. These proposals are made by the Bulgarian Industrial Association with Mr Danev as president (member of EESC as well) in the frame of a partly financed by the European Social Fund project “Competence Assessment System”. Now they are being discussed with the trade unions and I believe that they will be accepted by the social partners.1.    In the field of qualification;a.    Introducing obligations for the different parties involved about professional skills and vocational training.b.    Joint agreement on conditions of qualification and re-qualification.c.    Creating of systems for stimulation of qualification and re-qualification.d.    Initiating a personal qualification booklet – passport of skills.e.    Introducing new conventions directed towards development of the qualification – agreement on tutoring, agreement on innovation and suggestions, agreement on specialization, locally and abroad.f.     Facilitating the procedures on qualification, re-qualification and training.g.    Settling the requirements on consistency and enhancement of qualification in the labor agreement as well as sanctions of non-fulfillment.2. Proposals for establishing of modern and flexible contractual relations; a. Legalization of the employers’ right to conclude agreements between themselves about provisional or permanent consignment of highly qualified specialists from one enterprise to another one. b. Introducing a passport of skills, in which the employer should reflect the assessment of competency as well as any other information, related to labor presentation of the employee.

Bulgaria Ulrich Paetzold

A number of programs have been launched by the Bulgarian Government, such as From Social Assistance to Employment, Enhancing Employability and Promoting Entrepreneurship among the Young, Assistance for Retirement, Labor Market Initiatives, Employment Program for People with Disabilities, Program for Employment of Teachers for Training Children with Disabilities etc.Website: http://www.mlsp.government.bg/en/docs/index.htmEmployment strategy 2004-2010, see page 16, par 3.

Labour market initiatives (2000-2011), subsidized employment (National Employment agency): http://www.az.government.bg/eng/internal_en.asp?CatID=15/07&WA=NumCharts/ActivePolicy.htm

7

Denmark Per Klok

Certain trade unions on their websites present examples of permanent standard contracts and give relevant advices to jobseekers. More generally it would be a good idea to call on the social partners at European level (horizontal and/or sectoral) to develop a toolbox and exchange best practice on promoting sustainable jobs. The subject could also be on the agenda of the European works councils.

France Jean-Pierre Haber

Best Practices in Socially Responsible Restructuring of Printing Companies Intergraf is the European Association of the Printing Industry representing some 130,000 companies with 850,000 employees in the EU. The sector is in a structural crisis further aggravated by the economic crisis during the last years. Overcapacity is one significant problem of the sector and thus restructuring is unavoidable. Integraf have just finalized a European Project together with the unions of the sector and co-funded by DG Employment called: “Best Practices in Socially Responsible Restructuring of Printing Companies”. This project has resulted in a study on the industry as well as in a Toolkit for companies. The toolkit gives advice and guidance on how to restructure or re-orient your company. Integraf is now looking at implementing this Toolkit and would like to enquire some advice on how to guarantee a broad implementation of this Toolkit and a take-up of restructuring in the industry. Integraf sees some positive examples in our member association in The Netherlands where a series of workshops are currently conducted, but would also like to incite other countries to start to tackle the inevitable restructuring.

Hyperlink to the project;http://www.intergraf.eu/AM/Template.cfm?Section=About_the_project&Template=/CM/HTMLDisplay.cfm&ContentID=2608

Hyperlink to the study and toolkit;http://www.intergraf.eu/AM/Template.cfm?Section=Study_and_toolkit

Hyperlink to the toolkit in Dutch;http://www.intergraf.eu/Content/NavigationMenu/ProjectSociallyResponsibleRestructuringforPrintingCompanies/Studyandtoolkit/Socially_responsible_STUDY_DUTCH.pdf

France Bernard Gay

'European Restructuring Toolbox'. Website; http://www.evta.net/restructuringtoolbox/toolbox/

1. Organising redeployment and developing territorial strategies1.1. SRDE (Schéma Régional de Développement Economique): the reference tool for economic policy at the

regional level2. Developing anticipative common understanding of economic trends

2.1. Committee on Development of metallurgy in Loire Valley. Analysis and collaborative platform: http://reseaulia.com/space/cdm/content/parution-du-tome-07-cdm--instabilite-et-incertitude---decidons-et-agissons-autrement-_F077322B-8139-4646-85FB-A19CF7B46034

2.2. Themavision: platform monitoring and anticipation in the markets. Website : www.themavision.fr/3. Developing workers’ employability

3.1. The certificate of competencies in the enterprises (CCE). Website:http://www.cci.fr/web/portail-acfci/accueil?p_p_id=3&p_p_lifecycle=0&p_p_state=maximized&p_p_mode=view&_3_struts_action=%2Fsearch%2FviewContent&_3_groupId=10982&_3_articleId=177048&_3_version=1.0&_3_searchGroupId=

8

0&_3_keywords=CCE&_3_format=&_3_searchMode=&_3_delta=10&_3_advancedSearch=basic&_3_cur0=1&_3_orderByCol=title&_3_orderByType=asc&_3_zonegeo=porteegeo

3.2. Spark Network (Le réseau Étincelle) helps young people become entrepreneurs of their lives3.3. Schools for 2nd chance. Website: http://www.fondatione2c.org/srt/e2c/home

4. Fostering multi actors and social dialogue as well as companies’ networking4.1. National Commission of Industry and Strategic Sectors

Website: http://www.industrie.gouv.fr/egi/cni/4.2. Companies' networking

5. Allowing crisis management6. Organising transition in a secure and dynamic way

6.1. Create employment through the development of new activities in an enterprise6.1.1. ARDAN measure (regional action for the development of new activities). Website:

http://www.ardan.fr/6.1.2. Dynamicadre (Paris Region). Website: http://www.iledefrance.fr/aides-regionales/dossier-

importation/dynamicadres/ 6.1.3. Cadr’Action (Loire Valley). Website: http://www.cadraction.fr/

6.2. Professional retraining6.3. CSR - Corporate Social Responsibility –

6.3.1. The "réseau alliances" according to Marcq en BaroeulSearch engine : http://www.reseau-alliances.org/bonnes-pratiques/

(The entire contribution of Mr Gay is available at the CCMI secretariat).

France Ulrich Paetzold

1) Promoting a professionalisation contract for young people aged from 16 to 25 years, or for job seekers aged 26 and above: The French construction sector has been working towards improving the skills and employment prospects for youth and jobseekers. This mobilization occurs in particular through information campaigns conducted annually by OPCA TP to promote a professionalisation contract. This contract allows the target group to get a diploma or professional qualification recognized by the profession that meets the needs of the enterprise. During the whole duration of the contract, the beneficiary receives compensation based on age and level of education or skills. Throughout the training, a tutor guides and helps the beneficiaries in their daily work and passes on their knowledge. Equally, by sectors, represented regional associations for the development of continuing education are based on "alternating developers", which create and maintain contacts and promote these contracts.

2) Guide on senior employment. It proposes:- animated patterns that allow to measure the employment of seniors by profession, qualifications, activities of the construction sector- tools to help to consider the second part of career: Enterprise side: a self-diagnostic "pyramid of ages" to consider the management of ages, identifying the

competencies of your employees Employee side: a professional self-spotting test to evaluate the possibilities for evolutionWebsite; http://www.guide-seniors-btp.fr/

3) Measure of partial unemploymentLooking at the measure of partial unemployment (or part-time) it appears to be a useful tool since it allows companies to avoid turning to redundancies, whilst ensuring the employees whose skills are needed in the

9

company once the crisis is over, remain employed.

FNTP and FNSCOP (construction section) commit themselves to heightening awareness among their members about the importance of keeping their employees in employment by using the part-time measure, rather than turning to redundancies for economic reasons.

It is taken into account that these periods of part-time activity can be used to make the employees concerned to benefit of training but it may also enable the company, after signing an agreement with the state, to maintain 75% of employee's salary, instead of 60% which is present in the common law system of partial unemployment.

Germany Thomas Ilka and Susanne Lechner

1) Education is the core business of the Chamber of Commerce. Since a couple of years the instrument startersqualifications ("Einstiegsqualifizierung" or EQ) has been used to help youth who had difficulties to obtain a traineeship (of practical training) due to lack of school education. Experience shows that 60% of those who made a startersqualification, finally obtained a traineeship (practical training place).

2) The National Employment Agency is in Germany the supervising authority in questions concerning the labour market and implements multiple measures which serve the further qualification of employees.

Relevant websites on these subject s are to be found ; http://www.arbeitsagentur.de/nn_504966/Navigation/zentral/Buerger/Weiterbildung/Foerdermoeglichkeiten/Foerdermoeglichkeiten-Nav.html

http://www.arbeitsagentur.de/zentraler-Content/Veroeffentlichungen/Sonstiges/Perspektive-2025.pdf

The Netherlands Martin Siecker

The national employability plan (national inzetbaarheidsplan) is an initiative of Employersforum Kroon and the research organisation TNO, which is meant to increase the employability and productivity of the working by measuring at employers and employees the effects of their employability policy. There needs to be a balance between the employer and the employee. The employer needs to invest in an employability policy by for example facilitating education, job coaching, a healthy lifestyle and assuring a balance between work and private life. The employee has the responsibility to do the job which he or she was hired to do, maintain a healthy lifestyle, think about career possibilities and inform the employer in a performance appraisal about education, ambition and caregiving.

The Netherlands Joost van Iersel

Brochure 'Van beleids structuur naar marktplein' (From policy structure to market place); The essence is that people and companies regularly come together on a marketplace of skills and competences. In particular for people already on the labour market see page 21 and following and 34 and following.

Summary of the brochure;The foundation BVMT ('BedrijfsVakopleiding Metaal & Techniek') in Delft and vicinity is operational since 01/01/2010. BVMT offers education in Metalektro, Agro and the food-industry. BVMT has 3 primary goals;1. recruitment and selection of students and offer competence-aimed technical MBO (technical middle

10

management education) level 2/3 education (BBL) in cooperation with ROC’s (regional educational centre for technical middle management education);2. offering industry training on all levels for current personal (retraining);3. facilitation of education for (potential) employees in the technical sector from public employment service- and youth projects: competence aimed retraining.BVMT will also stimulate the intake in technique, lending support and mediate in the creation of internships for VMBO (lower secondary professional education), MBO and higher vocational education (HBO) students and stimulate the availability of apprenticeships in the technical sector. The cooperation in BVMT between education and technical trade and industry leads to an increase in quality and quantity of new intake in the sector. Emphasising education aimed at competences, improvement and more flexibility of the quality of the education offer, exchange of knowledge and mutual support at innovation between the sector.Source: www.techwijs.nl

In Nieuwkoop a training centre has started which educates 12-15 people towards a MBO degree. A lot of attention is paid to the specific needs of entrepreneurs in the region in order to optimise the match between education and a job. Source: www.metaalvakschool.nl

Interesting is the proposal for 'Regionale sectoral platforms' (Regional sectoral platforms) and 'Centra voor innovatief vakmanschap' (Centres for innovative craftsmanship/professional skills), p. 34 and following.

Hyperlink to the brochure; http://www.kvk.nl/download/Rapport%20Marktplein_tcm73-218471.pdf

The Netherlands Joost van Iersel

The Hague is organising City Mondial in order to promote the city and boost the labour market as well.

Website; http://www.citymondial.nl/

The Netherlands Joost van Iersel

Newsletter of Chamber of Commerce, February 2011, page one: Marketplace education-business. Contact Centre of Business and Education. For newcomers and people who must be prepared for another job. Works on the basis of required competences in companies. Regular meetings for target competences, primarily in the technical sector where substantial shortages exist and/or are expected. Another example is the 30+ arrangement, subsidies for education for changing competences. Unfortunately subsidies will be probably cut because of savings. Would be disadvantageous for workers. Besides, a new arrangement is just being set up by the Ministry of Education: Eerder verworven competenties (former acquired competences). High expectations. These activities are connected with Lisbon- and now Europe2020 objectives: more people to work at higher level. The dilemma is: either savings or agreed (EU-)objectives. A call by us on governments to maintain and widen such arrangements makes sense.Another example in the region is Foundation Haagbouw, anticipates lay-offs. In that case people are engaged by the Foundation to prepare them for other jobs in the construction sector. It is an initiative of regional construction companies. This also to combat shortages in the technical professions.

Website; http://www.haagbouw.nl/

Hyperlink to the newsletter;http://www.kvk.nl/download/Nieuwsbrief_februari_2011_webversie_tcm73-223767.html

11

The Netherlands Joost van Iersel

VNO-NCW introduced 'het Nieuwe Werken' (the new way of working) in which people and organisations go about work-hours and work-environment more flexible. This will result in the fact that people will feel more comfortable and consequently will make the organisation more productive. This new way of working varies from company to company.

Another example is a personal auction. The main thought is that someone who is superfluous or limited in employability in one organisation could be of great use for another organisation. Therefore the auction could function as a platform for companies and organisations for reinstatement of employees for whichever reason. This will save money as mediation of reintegration companies for personal will not have to be contacted anymore. Simultaneously it is possible to make your vacancies known.

Website; http://www.vno-ncwwest.nl/default.aspx

The Netherlands Folkert Kouwenhoven

Bedrijfsvakopleiding metaal en techniek, BVMT (Company vocational training). This is an initiative of 25 companies, this year the number will grow to 50. The issue is to connect market and schooling far closer, from supply to demand plus inter-sectoral competences. it looks as if the teachers are also increasingly convinced of this necessity. In the region several traditional training schools are integrating each other's curricula in an adjusted modern framework. They include now also 'entrepreneurship' into the curriculum, which is new. BVMT is the most explicit example of a very close relationship between what is taught and what is asked for in the market. By and large, all professional training schooling in the Netherlands is following in the same way. It is not easy,

however, to surmount vested ideas. Comparable training courses were established in 2010 in Nijverdal/Rijssen en Nieuwkoop.

A special kind is also the Samenwerkingsverband Onderwijs-Bedrijfsleven, SOB, Cooperation framework Education - Industry. These are regional institutes, part of which is very successful. Success largely depends on definition of the market.

Final conclusion: the trend is right, but there are still stumbling blocks on the road. The EU can certainly help to define and identify the best trends and best practices. Concreteness first. Improvement of vocational and professional training for newcomers on the labour market as well as older workers should a spearhead in Europe2020. 

Website; www.bvmtdelft.nl

The Netherlands Mirjam de Jong

The European Social Partners for the chemical industry, ECEG and EMCEF, are currently formulating a European competence-profile for the occupation of operator. The first results are expected this year. The initial proposal that was made was declined by the Commission because of budgetary reasons. Later on, a thinned proposal was approved, which is now being implemented by ECEG and EMCEF. Eventually, practice needs to show if this is going to be an added value.

Abstract student amount and distribution in BOL and BBL Process-Technique-education 2004-2009 (Source: Cfi/Duo)

12

Website; http://agora.cedefop.europa.eu/files/qualifications/WG%202_%20De%20Jong.pdf See also: http://agora.cedefop.europa.eu/qualifications2009/speakers/85.html

The Netherlands Petra van Buren

Every year approximately 60 gatherings take place which are filled with the participating FME-member companies. Employees of branch associations FPT, VNMI, Fedet, VNCI, Scheepsbouw Nederland (Shipbuilding The Netherlands), VIV, VLR etc. can also participate in the training programmes called SMB College. On p. 26 of Members’ Magazine you will find an overview of participating branch associations which can also use the programme of the College.

Hyperlink to Members’ Magazine; http://www.membersmagazine.nl/magazines/22.pdf

Approximately 700-800 participants each year, excluding the in company trainings. A consequence of the crisis is that costs for education are critically watched which resulted in a comparison and eventually in the choice of the cheapest education. The quality therefore became less important. The costs also effected the time of registering. People waited until the last minute to register which sometimes resulted in a cancellation of that particular education whilst receiving application after cancellation, which resulted again in cancellation of the cancellation and scheduling of a new date for that specific education.

Website; www.fme.nl

The Netherlands Gert Zandsteeg

The trade school of metal and technique in Delft and Nieuwkoop are good examples of best practices. The school educates people towards a level of technical middle management. These people have jobs and are getting theoretical education via a contract with regional educational centre for technical middle management education (ROC). The practical site the people learn at work, which pays for the education at a school which has up-to-date machinery and computers. It is hence an education aimed towards companies nowadays and towards qualification. ROC,s also provide for tailor-made education for companies, such as employees of the Chamber of Commerce who get an administrative education which provide them with more possibilities on the labour market.

13

Austria Novka Piljic

The highest minimum wage must count! For the payment of temporary employee counts:Dependent on the branch in which you are employed, the minimum payment must be the same payment as normal employees receive according to their Collective Labour Agreement. On top of that in various industries surcharges need to be paid. When however the minimum wage in those particular local Collective Labour Agreements is less than the minimum wage stated in the Collective Labour Agreement for temporary employees than the minimum wage determined in the last mentioned Collective Labour Agreement should be followed. This rule is applicable in times in which the temporary employee is employed as well as for periods in between employment. The temporary employee is, during his/her period in between employment, entitled to an average wage which he/she has earned during the passed 13 weeks.

Romania Mirjam de Jong

Same theory as in Bulgaria.Example Romania (for an example in Bulgaria see Bulgaria) 'Strategic VET and capacity building project';

Website; http://agora.cedefop.europa.eu/files/qualifications/WG%202_%20De%20Jong.pdf

United Kingdom Madi Sharma

1) The East Midlands has for many years, over 100 been recognised as the textile industry. In the 1970, through the rise of imports there was a decline in employment in the sector. However by the 1990s the food industry recognised that there could be a transfer of skills from textiles to food manufacturing. Today the region has a highly successful food industry, surprisingly because of the focus on textiles a very innovative textile and design sector.

Hyperlink to the ' Food and Drink forum' ; www.foodanddrinkforum.co.uk

Hyperlink Emtex;  www.emtex.org.uk/

Hyperlink Nottingham Trent University; www.ntu.ac.uk/ 2) The regional development agencies in the UK have all focussed on key sectors, most have selected 7-9, and have become specialists within these areas to develop skills and training, as well as attract the employees. It was a successful government initiative that not only developed the labour force but also supported the development of business. 

Hyperlink to the Department for Business Innovation & Skills;http://webarchive.nationalarchives.gov.uk/+/bis.gov.uk/policies/regional-economic-development/englands-

14

regional-development-agenciesHyperlink to the end of year-results 2006-2007;http://www.bis.gov.uk/policies/economic-development/englands-regional-development-agencies/evaluating-rda-performance/end-year-results-06-07

The tables below show the Regional Development Agencies’ outputs for 2006/07 and the number of outputs they have reported as delivering on a gross attributable basis.

1. Employment Creation: Number of jobs created or safeguarded [1]

Regional Development Agency

Annual Target RangeAchieved

Minimum Maximum

Advantage West Midlands 8,713 11,788 13,837

East of England Development Agency 3,485 4,715 4,270

East Midlands Development Agency 7,391 9,775 9,803

London Development Agency 12,500 17,500 20,031

Northwest Development Agency 12,750 17,250 20,205

One NorthEast 12,100 16,300 17,110

South East England Development Agency 3,995 5,405 5,448

South West of England Regional Development Agency

5,128 7,692 5,549

Yorkshire Forward 18,754 25,373 22,254

OVERALL TOTAL 84,816 115,798 118,5071 The figures include outputs relating to the National Coalfields Programme which are shared with English Partnerships.

For more information see the following website;http://webarchive.nationalarchives.gov.uk/+/bis.gov.uk/policies/regional-economic-development/englands-regional-development-agencies

15