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www.uegva.info Fundación Comunidad Valenciana Región Europea Delegación de la Comunidad Valenciana en Bruselas The European Employment Strategy Mr Miguel Mares Garcés Workshop Social Policy –”Safe work” TAIEX RTP 24724 Development of EES; The Amsterdam Treaty and the new Title on Employment; Enlargement and the EES; The 2005 revamp of the EES, The Lisbon Strategy Ketrzyn, 12 July 2007

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Page 1: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The European Employment Strategy

Mr Miguel Mares Garcés

Workshop Social Policy –”Safe work”

TAIEX – RTP 24724

Development of EES;

The Amsterdam Treaty and the new Title on Employment;

Enlargement and the EES; The 2005 revamp of the EES,

The Lisbon StrategyKetrzyn, 12 July 2007

Page 2: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

Part III.

Part II.

Part I.

Introduction: Presentation of the Region of Valencia

Page 3: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

Two main factors are impacting the dynamics of the labour market:

Globalization

Ageing of European population

To adapt to a new competitiveness condition in the framework of the

Lisbon summit objectives:

To increase work productivity;

To increase the employment rate growth;

To increase the active working age;

To develop life long training;

To decrease the number of early school leavers;

To maintain social protection;

To increase the flexibility of the labour market.

Some of these objectives are included in the EES and in the Social

Agenda.

Some objectives seems to be in contradiction

Page 4: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

• The EES is the main tool to give direction to and ensure coordination

of the employment policy priorities to which Member States should

subscribe at EU level.

• The Amsterdam Treaty obliges the Member States to meet the

budgetary constraints of the Union‟s economic and monetary policies

so as to guarantee the smooth functioning of EMU. At the same time,

it asks the Member States to develop employment policies that create

dynamic and flexible labour markets and a workforce with the same

qualities.

• Basic idea: economic convergence to be sustainable requires some

labour market convergence.

→ Such policy developments stemmed from the realisation by Heads

of State and Government of the need to act collectively at EU level.

• On the basis of new provisions of Amsterdam Treaty, the EES was

launched in November 1997

• The EES also builds on previous attempts to prevent and tackle

unemployment at EU level.

EES: introduction

Page 5: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The European Employment Strategy

The European Employment Strategy (EES) has coordinated Member

States' employment policies since 1997 through:

common European guidelines and recommendations

annual national action plans for employment

monitoring, evaluation and mutual learning at EU level

A policy framework which complements EU action in the field of

employment (cf. legislation, social dialogue and the European Social Fund)

Page 6: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

The renewed Lisbon Strategy (2)

Implementation at Member States' level:

• New integrated EU Guidelines for Growth and Jobs (2005-2008), combining:

the Broad Economic Policy Guidelines (BEPGs) covering macro- and micro-economic policies,

the Employment Guidelines (EGs) for employment policies

• MS developed National Reform Programmes for 2005-2008 (Autumn 2005), with updates in 2006/2007

Page 7: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Annual Guidelines + targets

Annual National Action Plans for Employment by the Member States

Joint Employment Report – an assessment of implementation

Annual country-specific recommendations

Mutual Learning and Peer Review

The European Employment Strategy

Page 8: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Attract and retain more people in employment and modernise social protection systems.

Improve adaptability of workers and enterprises and the flexibility of labour markets.

Increase investment in human capital though better education and skills.

*

* *

Governance

The European Employment Strategy: Guidelines

Page 9: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

1. Attract and retain more people….

Promote a lifecycle approach to work

Ensure inclusive labour markets for job-seekers and disadvantaged people

Improve matching of labour market needs

The EES: Guidelines

Page 10: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Improve adaptability of workers and enterprise….

Promote flexibility combined with employment security and reduce labour market segmentation

– flexicurity.

Ensure employment-friendly wage and other labour cost developements

3. Increase investment in human capital….

Expand and improve investment in human capital

Adapt education and training systems in response to new competence requirements

The EES: Guidelines

Page 11: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Mutual Learning: Thematic seminars and good practice

sessions on important themes or successful policies

Peer Review: Member States critically reviewing each

others employment mix and learning from each other

Involvement of all important actors: A focus on the

"goverance" of the EES and the development of policy.

Encouraging the involvement of Social Partners, Parliaments,

local and regional partners in the EES

ESF support

Other Key Elements of the EES

Page 12: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

– Spring 2007 European Council (March 2007)

– Member States to submit latest

Implementations/ National Reform Programmes

(Oct. 2007)

– Commission to present its third Annual

Progress Report (Dec. 2007)

The Process

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Horizon 2010 – LRAs for Jobs and

Growth

Delivering Lisbon through Cohesion Policy

Funding of Lisbon activities by LRAs

Focus of LRAs’ Lisbon actions

Governance process Lisbon

versus Cohesion Policy

Page 14: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Regions can bring some relevant contributions

towards the Lisbon objectives:

1. Promoting economic growth:

The regional planning of Stockholm takes in

consideration priorities in the economic field and

education and training;

Innovation strategies like RIS and RITTS,

employment and competitiveness strategy or the

competitiveness poles;

Page 15: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

1. Promoting economic growth: (cont.)

The creation of Employment and Economic

Development Centres;

Life long training strategies;

The creation of economic development agencies;

Consultancy and training for SMEs.

Page 16: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

2. Achieving full employment:

Regional and local employment strategies;

Active employment policies regarding job creation;

Modernisation of the employment services.

Page 17: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

3. Strengthening social cohesion:

Creation of support schemes with regard to

disadvantaged people groups;

Specific programmes for immigrants;

Creation of working/learning places to improve the

link between education and the labour market;

Measures regarding prevention of school drop outs.

Page 18: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

4. Governance:

The formulation of regional employment strategies;

Social dialogue;

Monitoring and evaluation practices.

Page 19: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Despite the different administrative models, the

Regions are all involved in instigating projects – in

partnership with other players – specifically aimed

at improving qualifications and employment in their

territories;

Employment and training policies are still

insufficiently integrated with policies in other areas

that also contribute to competitiveness. However, a

number of examples show that where strategic

approaches do exist at regional level, policy

integration and coordination is improved;

Page 20: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Decentralisation encourages policy coordination and

integration. Regions that have greater competence

achieve a greater degree of policy integration and

coordination. Proximity to the issues at stake is

therefore a key success factor;

Governance is an important factor in the success of

employment and training policies. Achievement of

positive results in development processes is

increasingly dependent on the capacity of the

various public and private players to be actively

involved in the design and delivery of policies;

Page 21: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

In this context, the Regional Authorities are

becoming catalysts and key coordinators of

regional development processes. Their specific role

is one of networking and getting various partners to

work together towards achieving development

objectives. Coordination with other administrative

levels is necessary if the policies are to be effective.

Considerable progress remains to be made in this

area.

Page 22: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

The programme “Regional Employment and

Training Policies in search of the Lisbon

Agenda - Interregional Project of exchanges

and transferability of good practices ”

Page 23: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

www.uegva.info

Main objectives:

To develop a deep analysis of good experiences

concerning employment and training policies at

regional level and their coordination with other

regional policies focused on the achievement of the

Lisbon Agenda objectives;

To identify the main results of these experiences

and to identify the key factors (internal and external)

which support their success;

To analysis the feasibility and how to transfer the

lessons learned to other regional contexts.

Page 24: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The Region of Valencia is located on the

Mediterranean coast of Spain and

is part of the so-called Mediterranean Arch,

an axis which has experienced

one of the fastest economic growth rates in the

European Union

With 4,692,499 inhabitants, the

population of the region accounts for

10.5 % of the total Spanish population

Valencia is the third largest city

in Spain

Valencian is the language of the

Valencian Region one of our most

precious legacies. Valencian is one

of the co-official languages of Spain

together with Galician, Catalan and

Basque.

INTRODUCTION: VALENCIAN REGION

Page 25: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

1. VALENCIAN REGION: 20 YEARS MANAGING EUROPEAN FUNDS

1994 / 1999

1.040 M ecus

2000 / 2006

2.744 M €

0

500

1000

1500

2000

2500

3000

ERDF ESF EAGGF Total

0

500

1000

1500

2000

2500

3000

ERDF ESF EAGGF Total

ERDF: 607M,

ESF: 310M,

Agriculture funds: 123M

ERDF: 2.055M,

ESF: 476M,

Agriculture funds: 212M

Page 26: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

1. VALENCIAN REGION: 20 YEARS MANAGING EUROPEAN FUNDS

ENVIRONMENT AND HYDRIC RESOURCES

TRANSPORT AND ENERGY NETWORKS

COMPETITIVENESS AND PRODUCTIVE FABRIC IMPROVEMENT

KNOWLEDGE SOCIETY (Innovation, I+D, INFSO)

LOCAL AND URBAN DEVELOPMENT

AGRICULTURE AND RURAL DEVELOPMENT

Page 27: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

2. VALENCIAN REGION IN FIGURES

Source: 2005 - 2006 Valencian Statistical Institute and Ministry of Economy

Valencian

RegionSpain

SURFACE km² 23,255 505,182

POPULATION 2006 4,692,499 43,197,684

GDP (per capita US dollars, 2006) 28.724 30.820

Hotel occupation 2005 58.3% 53.5%

GDP (gross domestic product,

Billion US dollars, 2005)105 1.086

Unemployment 2005 8.8% 9.2%

Imports ( Million € ) 2005 16,911 231,371

Exports ( Million € ) 2005 18,294 153,559

Page 28: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

REGIONAL STRATEGIES

ON LAND DEVELOPMENT

IN THE VALENCIAN

COMMUNITY

Page 29: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The Valencian Community in Europe

total populatión

total surface area

income per inhabitant

population density

4,8 million

23.000 km2

93(EU25=100) (G.D.P./per

capita)

185 inhabitant/Km2

Page 30: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

2.- EUROPEAN PARTNERSHIPS:

AN INSTRUMENT FOR ADDED VALUE

Permanent structures for European partnerships

Page 31: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

2.1. - VALENCIAN REGIONAL DELEGATION IN BRUSSELS

The Valencian Regional Office in Brussels is part of the Regional

Ministry for Cooperation and Participation which depends on the

Presidency of the Valencian Region.

The Delegation aims to disseminate the image of the Valencian Region in Brussels

through region marketing, as well as to promote the training to the young of the

Valencian Region by means of the promotion of public programs and private grants.

It represents, defend and promotes the Valencian Region interest before the

European Union. In order to achieve this goals the Delegation works closely with the

different European institutions, the Spanish Permanent Representation to the EU, the

Regional Offices and other permanent representations of other European Members.

Active participation in the European parliament activities and Committee of the

Regions (Commission RELEX and DEVE) initiatives in favour of economic growth and

subsidiarity respect . The President Camps will prepare an opinion about water

scarcity and drought management.

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas32

Development of the Fundación Comunidad Valenciana – Región Europea (2003-2006)

0

5

10

15

20

25

30

35

40

45

50

Human Resources Antennas Agreements Projects

2003

April 2007

54

60 0 0

4172

3

Page 33: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

0

10

20

30

40

50

60

Re-

insertion

Trainees Local

Agents

TOTAL

2003

April 2007

47 Valencian people trained about European issues

24

6 6

00

24

6

54

Page 34: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

CAPITAL HUMANO

FCVRE 2006

Re-insertion

into

employment

23%

Trainees;

15%

Fixed Staff;

62%

0

10

20

30

40

2007

Men

Women

0

10

20

30

40

50

2007

Bachelor

Graduate

Gender

Degrees

Current Human Capital: 54 people

3116

11

36

Page 35: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas35

Re-insertion into employment

Subsidy People

EMORGA (year 2005) 99.968.94€ 15

EMORGA (year 2006) 79.976.49€ 13

“Youong Salary”

(year2005)

74.951.05€ 6

TOTAL 254.896.48 34

People

EURODYSEE 5

Traineeships at other

entities (IMPIVA, IVEX,

FEPORTS, Development

Cooperation)

30

TOTAL 35

SERVEF Subsidy Mobility Programmes and Traineeships

Page 36: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The Foundation Comunidad Valenciana - Región Europea:

a new instrument for the Valencian region

Public sector

Regional

and local

administrations

Public organizations

Private sector

Energy,

saving banks,

chambers of commerce,

universities,

pro associations

Public Private Partnership (PPP)

FCVRE

Foundation Comunidad Valenciana – Región Europea

(created in 2003)

Page 37: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

i. Public Private Partnership

Public Private Partnership, the tool of the Foundation Comunidad Valenciana - Región

Europea promotes and provide European service to social and economic bodies in our

region.

In 1999, the first policy on PPP was approved to develop innovation projects on the

framework of the urban management by means of the research of new technologies

solutions: VALENCIA INNOVA. A tool for funding. www.valenciainnova.info

The Valencian Government has identified PPP as a priority and collaborates with the

Foundation on the expenses: location, infrastructure…

12% of operational expenses are financed by the Valencian Government

48% other entities support: Intercitrus, IMPIVA, FEPORTS, Saving Banks

Association, Feria Valencia, Feria de Alicante…

40% Self – financing: European projects, allowance, services to third parties…

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

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www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

VALENCIAN REGION TRAINEE PROGRAMS

• Since its creation, the Fundación Comunidad Valenciana – Región Europea (FCVRE, www.uegva.info) has become an instrument of European integration and turned out into an opportunity for all young people willing to have an experience abroad or to complete their studies within the framework of a European programme of mobilityof this institution.

• La FCVRE has a long experience in the exchange of young people and has obtained the leadership as office welcoming young European people coming for internships. The FCVRE does not only have experience in terms of training, besides it is leader in innovation, technology and projects difusión.

• From our institution, young people are offered an adequate methodology and taking into account a number of thematic areas developing themes of interest for the Valencian Community. There is a regular incorporation of young people from Valencian Community who, under the supervision of a tutor, carry out tasks of support, thus gaining training and professional internship which will help them finding a job.

Page 42: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

VALENCIAN REGION TRAINEE PROGRAMS

• Our objective is to keep progressing in the interregional collaboration within the scope of the EU, in which the Valencian Community raises the possibility for young people with certain experience, knowledge of languages and motivated to work of joining the liaison offices of the European regions.

• The fundamental objective is to narrow the ties of cooperation between regions including the young people within their own funding programmes, or within the European programmes of employment and training.

• Common Project

• Defined by the participating regions in the exchange. The young people would be under the supervision of two tutors according to the following criteria:

• -Internships during three days in the hosting office and another one in the office of origin in order to coordinate and supervise the tasks by the tutor of origin.

• -On Fridays, the trainee could keep on working at the FCVRE in order to continue his training on themes of management, languages, European institutions, etc. for instance.

• www.uegva.info [email protected]

Page 43: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

European projects with the involvement of the FCVRE

Number of approved projects

41Valencian budget of approved projects

54.0 Mo €Total budget of approved projects

109.2 Mo €Projects under evaluation

10 projects

Page 44: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

Project Valencia Towers

Port of Valencia

3.- Best Practices

Page 45: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FORESTURSpecialized Training for Rural Tourism professionals

LEONARDO DA VINCI project

Duration: 24 months

Project launch: 1st October 2006

Total budget: € 353.915 Euros

Community contribution: € 265.436 Euros (75%)

General co-ordinator: FLORIDA Centre de Formació (Valencia Region)

Page 46: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

The project will allow tourism professionals operating in rural areas to benefit

from high quality continuous training, adapted to their needs and made possible

through the use of online resources.

The project seeks to increase professionalism of the tourist human capital by

means of tailored continuous training adapted to previously identified needs and

requirements in the sector, such as:

FORESTURSpecialized Training for Rural Tourism professionals

• Quality in the management of tourist

companies

• Customer-oriented approach

• Use of ICT

• Language skills (mainly English for

Tourism purposes)

Page 47: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

FORESTURSpecialized Training for Rural Tourism professionals

www.forestur.net

Expected results

• Specific training needs of rural tourism sector

• ICT based training methodology: adapted to the tourism sector. Its

pedagogical approach is based in the use of asynchronous communication and

social integration

• Training materials suitable for tourism professionals in remote areas

• Project website: access to the training platform through which the training will

take place, online bulletins, etc.

• Online training platform: free software will be used for its design

Page 48: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

http://www.webpol.info/481.024 €

WebPOL

Leonardo Da Vinci

Programme

Length Period: 1/10/2004- 31/09/2007

The project crate a new training methodology based in e-

learning model, a management training system, with the aim of

use the new technologies, and face new challenges: changing

rules, environmental crime, domestic violence, fight against

international mafia, dealing with inmigration…

Page 49: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

http://www.webpol.info/

Page 50: Ppt 10 july 2007 2032

www.uegva.infoFundación Comunidad Valenciana – Región Europea

Delegación de la Comunidad Valenciana en Bruselas

• Objetive: promote the participation of municipalities among the

transnational cooperation, participation in European projects, agreements

in technological and innovation transfer between municipalities, as well

as signature of agreements in technical assistance or regional networks.

• Local and regional governments can participate in the new strategic

objectives of the EU

• The local and regional governments can be an example of change

innovating directly in municipal structures and improving the services for

citizens.

The engagement of the FCVRE at local and

regional level is to promote the relations between

municipalities and provinces with other European

regions

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Cooperation with Local Development Agencies of

Municipalities

• Agreement of cooperation between FCVRE and the Federation of

Municipalities and Provinces

• Stage of Local Development Agents in Brussels

• Training programes

• Duration around 6 months

• Objective of the stage: direct participation in projects among european funds and

municipalities networks

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•FIRST AGREEMENT with municipality of San Antonio de Benajéber

. Incorporation date in Brussels: April 2005

. Objective: Leader in environment and cultural projects

. Contact: Miguel Mares Garcés ([email protected]),

• AGREEMENT with municipality of Vila-Real

. Incorporation date in Brussels: September 2006

. Objective: participation in three European projects

1. PROYECTO EASY ( IEE CALL FOR PROPOSAL 2006 )

2. ESTABLISHMENT OF LOCAL AND REGIONAL ENERGY AGENCY

( IEE CALL FOR PROPOSALS 2006 )3. TAXI DRIVER ( LEONARDO PROGRAMME )

. Contact: Amelia Delcampo Carda ( [email protected])

• AGREEMENT with County Council of La Ribera Alta. Incorporation date: February 2007

. Objective: participation in European projects

. Contact: Laura Bas ([email protected] )

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Some examples in European integration

• City Council of Vila-real: after municipal elections they have

created a new European integration department to coordinate and

develop European projects

• County Council of La Mancomunitat de la Ribera.

Among a consortium with other County Council they have created

two autonomous entities for economic and social development in the

cities: PATER (Territorial Pact for Employment) involved in projects.

and Energy Agency (AER) to establish a culture of energy saving

and develop projects.

• WE ARE OPEN TO RECEIVE YOUR EXPERTS AND SHARE

EXPERIENCES, TO PARTICIPATE IN EU FUNDING !

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EES evolution is characterized by the following phases:

- the early 1990s and the need for EU actions in labour markets;

- the 1993 White Paper and Essen Strategy;

- the Amsterdam Treaty and EES launch (1997);

- the 2000 review and 2002 impact evaluation;

- the 2001 Lisbon strategy;

- the 2003 revision of EES;

- the 2005 revamp of EES.

A brief history of the EES

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• In the 1990s, political consensus developed around the structural

nature of Europe 's employment problem and on the need to increase

the employment intensity of growth. Both the monetary stabilisation

policy and the common nature of the employment and unemployment

challenge provided the impetus for a more co-ordinated employment

oriented policy response at European level.

• While the pace of European integration had accelerated in various

fields, the Union did not have coherent strategies to deal with

macroeconomic shocks, nor did it have very effective responses to

prevent and tackle persistent unemployment levels, which would in

turn develop into long term unemployment and other structural

problems in the labour markets.

The early 1990s and the need for EU

actions in labour markets

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The early 1990s and the need for EU

actions in labour markets (cont)

• The (un)employment problems led to a process of renewed interest to

find European solutions through greater co-ordination and

convergence of structural policies, which are the necessary

complement to the macroeconomic policy-mix under Economic and

Monetary Union.

• Employment is the key ingredient of this debate.

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• A key starting document: the "Delors' White Book" on Growth,

Competitiveness and Employment in 1993, the ideological, political

and analytical base upon which a coordinated European approach to

employment was developed.

• Before the Treaty of Amsterdam, the responsibility for employment

policy was under the exclusive responsibility of the Member States,

while the role of the Commission was to promote co-operation,

research and information dissemination. The Commission also assisted

the Member States in their fight against unemployment and social

exclusion with Community funding, mainly through the European Social

Fund.

The 1993 White Paper and Essen Strategy

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• Inspired by the Delors' White Book, the European Council in Essen in

December 1994 agreed on five key objectives to be pursued by the

Member States (the so called Essen Stragey). These included:

- the development of human resources through vocational training,

- the promotion of productive investments through moderate wages

policies,

- the improvement of the efficiency of labour market institutions,

- the identification of new sources of jobs through local initiatives,

- the promotion of access to the world of work for some specific target

groups such as young people, long-term unemployed and women.

• It also initiated the first steps to develop common European LM

indicators

• The Essen Strategy was still based on non-binding conclusions of the

European Councils and lacked a clear legal base, a strong permanent

structure and a long-term vision.

The 1993 White Paper and Essen Strategy

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• The Treaty does not change the basic principle of the Member States

having the sole competence for employment policy, but t entrusts the

European Institutions, the Council and the Commission with a much

stronger role, new tasks and more forceful tools.

• Beyond this overall strengthening of the Community approach to

employment, the key elements of the Amsterdam Treaty in this area are

the following:1. It maintains the commitment to achieve a high level of employment as one

of the key objectives of the European Union, and declares that this objective

is equally important as the macroeconomic objectives of growth and stability.

2. It emphasises that employment is an issue of "common concern". The

Member States have committed themselves to co-ordinate their employment

policies at Community level, as EMU made this necessary, and as the way

labour market measures are implemented in one country inevitably change

the parameters of other Member States' labour market policy.

3. It obliges Member States and the Community to work towards developing a

coordinated strategy for employment and particularly for promoting a skilled,

trained and adaptable workforce and labour markets responsive to economic

change.

The Amsterdam Treaty & EES launch

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The Amsterdam Treaty & EES launch

4. It also contains the important principle of "mainstreaming"

employment policy, as it requires that the employment impact of all

community policies must be taken into account 5. It creates the

framework for a country surveillance procedure: Member States'

employment policies are examined through a yearly Joint

Employment Report

established by the Commission and the Council. Furthermore, the

Commission

proposes and the Council adopts yearly Employment Guidelines for

the Member

States (broadly in a similar manner as in the field of economic and

monetary policy), on the basis of which Member States develop

National Action Plans for Employment .

Finally the Commission may propose and the Council adopt

Recommendations to

individual Member States.

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The Amsterdam Treaty & EES launch

6. It creates a legal base for the analysis, research, exchange of

best practice and the promotion of incentive measures for

employment

7. It enables decisions to be taken by qualified majority (before the

treaty the unanimity was required), which prevents a single country

from blocking decisions or recommendations which may be

necessary for Europe and its citizens as a whole..

• On the basis of these new provisions, the Luxembourg Jobs Summit

of November 1997 anticipated the entry into force of the Treaty and

launched the European Employment Strategy in its current form.

• In line with the changing socio-economic situation, the following

European Councils have provided fundamental orientations for the EES

and reinforced its links with other EU policies. The most important

Councils were Cardiff (June 1998), Cologne (June 1999), Lisbon

(March 2000), Stockholm (October 2000) and Barcelona (March 2002).

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The 1997-2002 EES: four pillars

The EES was initially structured into four pillars and a set of

corresponding guidelines.

• The four pillars were:

1) Improving employability (such as tacking youth

unemployment and preventing long-term unemployment;

transition from passive to active

measures)

2) Developing entrepreneurship (such as favouring business

start-up; making taxation more employment friendly)

3) Encouraging adaptability in business and their employees

(such as modernizing work organization)

4) Strengthening the policies for Equal Opportunities (such as

reducing gender gaps and reconciling work and familiy life, but

also employment policies for the disabled)

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2000 review

• The EES was launched with a view to make decisive progress in the fight against

unemployment within five years. A 'mid-term review' was then carried out in 2000 to

provide a first assessment of the effectiveness of the new approach.

• The 2000 evaluation exercise highlighted some strengths and weaknesses.

• Among the positive developments:

- the EES had created a common, integrated framework for structural reform

which enables synergies to be achieved across simultaneous and mutually

supportive action.

- an increased involvement of a wide number of actors both at the European and

national levels in the EES.

- an increased transparency of employment policies, as well as an increased

political accountability of the actions.

• Among the weaker points:

- regional differences in labour market performance remained important

- bottlenecks, largely due to the skills gap, were emerging in a number of Member

States.

- the implementation of different objectives was uneven, with most progress

achieved in employability whereas the adaptability pillar was lagging behind.

-local levels of administration and other local actors needed to take a greater

stake at the design and implementation of the relevant Guidelines.

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2000 Lisbon Council: The Lisbon strategy

• The Lisbon European Council (March 2000) set a new strategic goal for the EU,

which is to become, by 2010, „the most competitive and dynamic knowledge-based

economy of the world, capable of sustainable economic growth with more and

better jobs and greater

social cohesion‟. This goal is to be reached „without abandoning the core values of

solidarity, social justice and social right upon which the Union is built‟.

• While continuing to call for greater efforts to reduce the still high numbers of

unemployed people, the Lisbon Council also set full employment as an

overarching long term goal for the new European economy in the form ambitious

quantitative targets for employment rates for 2010 (70% overall and 60% for

women.

Further targets were added for older workers).

• The Summit also recommended new or strengthened priorities (such

as skills and mobility, lifelong learning).

• This new strategic goal changed the perspective of the EES: to fulfil the Union‟s

new goal, its aim should be to generate not only more but also better jobs so as to

foster not only competitiveness and economic growth but also greater social

cohesion.

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Lisbon targets

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Lisbon objective (2000): to become the most competitive and dynamic

knowledge-based economy in the world capable of sustainable

economic growth with more and better jobs and greater social cohesion

(+ respect for the environment)

Why?

EU lagging behind in terms of GDP per capita,

employment and productivity rates

Facing up the challenges of demographic change and

global economic integration (+ enlargement)

Need for coordinated action at EU level (governance)

The Lisbon agenda

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• In 2002, the European Commission issued its evaluation of the first five

years of the EES (national reports and a joint report).

• The Commission evaluation pointed to the significant improvement in EU

labour market performance with more than 10 million new jobs created since 1997

and 4 million less unemployed. While conceding it is clearly difficult to establish

how much of this overall improvement is due to the introduction of the EES and

how much to economic improvement, the evaluation highlighted significant

changes in national employment policies, with a clear convergence towards the

objectives set out in the EES policy guidelines.

• However, the EES is also seen to have a number of weaknesses, partly in

relation to the activation of the most disadvantaged groups and to policy

evaluation, and partly relating to new and emerging challenges. These include:

- demographic challenges

- emerging skills gap

- enlargement

- globalisation and immigration

2002 impact evaluation

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• Since 1997, more than 10 million new jobs have been created, six million of which taken up

by women.

• Overall employment rate in the EU has increased to 64.3% in 2002 (w.r.t. the 2005 target of

67%).

• Women‟s employment rate has risen to 55.6% (w.r.t. the 2005 target of 57%)

• The rate for older workers has increased to just above 40%, (w.r.t. the 2010 target of 50%)

• In addition, unemployment has been decreasing (also for women and the young), as well as

the share of long-term unemployed amongst all the unemployed.

• The reaction of employment performance to the recent slowdown has been much more

moderate than in the previous one in the 1990s.

• Nevertheless, the Lisbon targets are within reach only if Member States step up their efforts

to implement further labour market reforms.

• Furthermore, there are significant differences between Member States in terms of the pace of

improvement: Denmark, Sweden, the UK and the Netherlands have already reached an

overall employment rate of 70%, while Greece Italy and Spain are still far from it.

Evaluation results:

employment performance

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• Preventive approach now in place almost everywhere in the EU

• The target of 20% of the unemployed participating in active labour market

programmes has already been overtaken by 14 Member States (excluding UK)

• More than half of the general increase in active measures is due to a rise in

training to combat skill shortages

• Combining training with other measures, such as work experience and individualised

action plans, increases the chances of success.

• Further progress in individual job search and guidance services at an early

stage of unemployment (mainly in Denmark, France, Belgium, Germany and Italy).

• Growing tendency to make ALMP more demand-led, and to improve the cooperation

between institutions in the public and/or the private sector

• An increasing recognition that integration into the labour market requires a broader

range of complementary measures contributing to social inclusion, with the consequent

need of more links with policies in other fields, such as ducation, health care and

housing.

• Nevertheless, still room to make the preventive approach more effective

• Furthermore, actions often targeted on the groups with the most potential.

Evaluation results:

Active Labour Market Programmes (ALMP)

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• All the Member States have made serious efforts to raise the employment

rates of older workers, ranging from measures to discourage early retirement to

financial incentives to encourage a longer stay in the labour market, and

measures aimed at facilitating a gradual phasing out from working life.

• However, only a few Member States have developed comprehensive national

active ageing strategies (Finland, Denmark, Sweden and UK).

• Other Member States (including Italy) have tended to concentrate on

reforming the pension scheme and/or on promoting training facilities and

measures to re-skill older workers.

• NOTE: increasing the mandatory retirement age does not automatically

increase the number of older workers in employment. The key issue is how to

boost the willingness of employers to keep older workers in employment until

retirement age. Recent studies have shown that early retirement is frequently

not the employees‟ choice and some Member States continue to use early

retirement schemes

Evaluation results:

Active ageing

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• Considering employment performances in the period between 1997 and 2001, women

have contributed most to the overall growth of employment Rates.

• Nevertheless, the gender gap in activity rates remains substantial in several Member

States, particularly in Greece, Italy and Spain.

• Initiatives range from training women returning to the labour market (Ireland, Austria,

the Netherlands and Luxembourg), policies aimed at active ageing (Sweden), female-

friendly adjustments in the tax, pension and benefit schemes (Belgium, Ireland, Sweden

and the Netherlands) measures to encourage entrepreneurship (Greece, Italy, Spain,

Sweden and Luxemburg) and better care services for children and/or other dependents

(Ireland, Greece, Italy, Luxemburg and the UK).

• There are also examples of specific measures, such as reducing employer‟s

contributions for hiring women in permanent jobs (Spain), specific campaigns to

encourage more positive attitudes towards female workers (Austria), improvements in

gender equality at enterprise level (France) and incentives to increase the number of

women in decision making (Germany, the Netherlands, France, Italy, Denmark, Sweden

and the UK)

Evaluation results:

Female labour market participation

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• Nevertheless, still relevant pay differentials by gender, wider for older workers

and the high educated

• Furthermore, gender segregation remains a structural problem in labour

markets, due to many persistent factors (such as educational choices,

stereotypes and the attractiveness of certain sectors for men or women,

particularly with regard to the chances of reconciling work and family life).

• In both cases, more efforts should be made to:

- improve care facilities for children and other dependent relatives;

- promote measures to encourage men to take parental leaves;

- encourage men to take greater responsibilities for family tasks (some

actions already in Austria, Belgium Germany, Luxembourg, Portugal,

Spain and the UK)

Evaluation results:

Female labour market participation 2

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Steps have been taken to balance flexibility and security, such as reducing the

negative aspects of flexible work patterns, improving (lifelong) training and

learning facilities and promoting the reconciliation of work and family life.

• However, little attention has been paid to promoting a broader culture of

learning in the workplace and lifelong learning is still underdeveloped.

• Widening gap in the take-up of learning opportunities between those with low

skills and the higher educated, and between younger and older age groups.

• Quality of work has not been fully addressed and most Member States tend to

identify their own priorities (such as flex-security and gender equality in Italy,

Spain, Greece and Portugal; working time in Belgium, France and Luxembourg;

health and safety almost everywhere)

• Need to actions addressing simultaneously employment and productivity

growth

Evaluation results:

Flexibility and Security

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• Following the 2002 evaluation, the Commission adopted a “Communication

on the future of EES” in January 2003.

• In this Communication, the Commission presented an outline for the revised

strategy with concrete objectives and targets. It highlights three overarching

objectives (instead of the previous four pillars):

- full employment (on the basis of Lisbon targets);

- quality and productivity at work;

- social cohesion and an inclusive labour market.

and insists on a better delivery and governance of EES.

• In pursuing the three overarching objectives, Member States shall implement

policies which take account of a list of specific guidelines which are priorities

for action. In doing so they shall adopt a gender-mainstreaming approach

across each of the priorities.

• The Commission adopted a new set of Employment Guidelines and

Recommendations in 2003

2002 revision

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• Since the late 1990s, the objective of the Commission was to ensure that candidate

countries (10 of which as of 1 May 2004 are now Member States) define employment

policies that prepare them for membership of the Union and progressively adjust

institutions and policies to the European Employment Strategy.

• To this end, the Commission initiated in 1999 a cooperation process on employment

with these countries. Furthermore, cooperation also aimed at ensuring that both the

present EU financial support for accession and the preparations for ESF implementation

would focus on supporting the identified employment policy priorities.

• In a first step candidate countries and the Commission would analyse the key

challenges for employment policies in "Joint Assessments Papers" ("JAPs"), starting

from background studies funded by the Commission in cooperation with the European

Training Foundation. Most candidate countries consulted extensively on the draft Joint

Assessment Papers, including the Finance and Education Ministries and the social

partners, which helped to establish policy coherence.

• The candidate countries and the Commission agreed to monitor the implementation of

the JAP commitments in 2002-2003.

• The ten new Member States prepared their first National Action Plans ("NAPs") for

employment in 2004, along with those of the 15 other Member States.

Enlargement and EES

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• In the beginning of 2005, the EU faces serious structural difficulties: an ageing

population and a decline in economic performance lead to a strong pressure on

the European social model.

• In February 2005, the European Commission made a proposal for a revamp

of the Lisbon strategy to focus on delivering stronger, lasting growth and more

and better jobs.

• This revamp has led to a complete revision of the EES, the guidelines of

which will from now on be presented in conjunction with the macroeconomic

and microeconomic guidelines and for a period of three years. This is expected

to maximise the synergies between the measures taken at the national level

and Community actions, and to increase their efficiency.

• This new process has been in practice from July 2005, with the approval by

the European Council of the Integrated Guidelines for Growth and Jobs.

• These guidelines will be the basis for the Community Lisbon Programme and

the national reform programmes.

2005 revamp

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• The new Employment Guidelines (2005-8) are eight and they fit within three

priorities:

1) attract and retain more people in employment, increase labour

supply and modernise social protection systems;

2) improve adaptability of workers and enterprises;

3) increase investment in human capital through better education and

skills

• In 2005 the Commission also launched an ambitious new programme of

mutual learning centred on the exchange of good practice and the

Dissemination, including at regional level, of the experience of the EES. This is

achieved by the organisation of "peer reviews" in the Member States, as well as

of Thematic Seminars, complemented by follow-up dissemination activities.

• Combined with a better use of EU financial resources, most notably the

European Social Fund , the revised guidelines adopted in July 2005 and the

reinforced mutual learning programme can give a new dynamic to the

European Employment Strategy, a strategy fully involving national Parliaments,

the social partners, other stakeholders and promoting reform partnerships.

2005-2008 Employment Guidelines

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• Guideline No 17: Implement employment policies aiming at achieving full

employment, improving quality and productivity at work, and strengthening

social and territorial cohesion

• Guideline No 18: Promote a lifecycle approach to work

• Guideline No 19: Ensure inclusive labour markets, enhance work

attractiveness, and make work pay for job-seekers, including disadvantaged

people and the inactive

• Guideline No 20: Improve matching of labour market needs

• Guideline No 21: Promote flexibility combined with employment security and

reduce labour market segmentation, having due regard to the role of the social

partners

• Guideline No 22: Ensure employment-friendly labour cost developments and

wage-setting mechanisms

• Guideline No 23: Expand and improve investment in human capital

• Guideline No 24: Adapt education and training systems in response to new

competence requirements

2005-2008 Employment Guidelines

(integrated guidelines n. 17-24)

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(set in 2003 and adopted in the new Guidelines)

• every unemployed person is offered a new start before reaching 6 months of

unemployment in the case of young people and 12 months in the case of adults in

the form of training, retraining, work practice, a job or other employability measure,

combined where appropriate with on-going job search assistance,

• 25 % of long-term unemployment should participate by 2010 in an active measure

in the form of training, retraining, work practice, or other employability measure, with

the aim of achieving the average of the three most advanced Member States,

• jobseekers throughout the EU are able to consult all job vacancies advertised

through Member States„ employment services,

• an increase by five years, at EU level, of the actual average exit age from the

labour market by 2010 (compared to 59,9 in 2001),

• the provision of childcare by 2010 to at least 90% of children between 3 years old

and the mandatory school age and at least 33% of children under 3 years of age,

• an EU average rate of no more than 10% early school leavers,

• at least 85% of 22-year olds in the EU should have completed upper secondary

education by 2010,

• the EU average level of participation in lifelong learning should be at least 12,5%

of the adult working-age population (25 to 64 age group).

Further targets and benchmarks

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FUNDACIÓN COMUNIDAD VALENCIANA

REGIÓN EUROPEA

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Progress towards the Lisbon targets

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Delegación de la Comunidad Valenciana en Bruselas

Progress towards the Lisbon targets

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Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

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Progress towards the Lisbon targets

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Delegación de la Comunidad Valenciana en Bruselas

FUNDACIÓN COMUNIDAD VALENCIANA

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Progress towards the Lisbon targets

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• The positive impact of the EES in the second half of the Nineties was favoured by the

economic cycle. However, structural improvements have occurred since 1997 thanks to reforms

in a number of areas, such as competition policy and labour markets.

• These improvements are reflected in:

- lower structural rates of unemployment, despite deterioration in some new Member States;

- lower long-term unemployment rates and shorter average spells in unemployment;

- increased efficiency in matching between the unemployed and vacancies;

- a rise in aggregate labour demand;

- a wage formation process that takes better account of prevailing conditions in the economy

and competitiveness constraints, thus raising the employment content of growth;

- a positive effect of atypical labour contracts, such as part-time and fixed-term employment,

although as regards the latter there is some evidence of market segmentation;

- an increase in expenditure on labour market policies, which are better targeted to labour

market needs with positive results on job creation.

• Economic growth in the EU nearly halved from close to 3% per year in the period 1998-2000

(the value implicitly assumed at the time the Lisbon targets were established) to the average

value registered in the period 2001-2004. Given the close relation between economic growth

and labour market performance, this slowdown in economic growth had a significant negative

impact on employment creation.

Concluding remarks

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• Unemployment remains high and problems remain in a number of areas, such

as tax wedges on labour costs and low-wage traps.

• Little progress has been achieved in facilitating the transition from

unemployment or inactivity to employment, especially for low-skilled people.

• Progress in terms of quality and productivity at work is mixed.

– There has been some progress in rising participation in lifelong learning,

while youth education attainment levels continue to rise.

– Nevertheless, further progress is necessary as regards both the transitions

from temporary to permanent jobs and out of low-paid jobs.

• Some signs of improvement towards greater social cohesion have been

registered:

– Lower labour market gaps related to gender and age

– moving from unemployment into employment lowers considerably the

likelihood of being exposed to the risk of poverty.

• But the recent economic slowdown can negatively impact on social cohesion,

mainly in some new Member States

Concluding remarks(2)

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• Implementation of EES is up to each Member State (EES voluntary and non-

binding), with consequent differences in priorities and results (EU avg hides

quite different situation)

• The EES is still heavily influenced by economic and financial targets and

steps taken at European level focus strongly on a work-based society.

• When it comes to designing employment policies, financial and economic

considerations frequently prevail, even if all the Member States recognize a

number of fundamental social rights.

• Need to better balance social and economic objectives, eventually linking

them to Fundamental Rights (such as the right to education and vocational

training, the right to pursue a freely chosen occupation, the right to access

public (employment) services, the right to social security and assistance, the

right to a life in dignity for all, especially the older workers and the disabled)

Concluding remarks

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Delegación de la Comunidad Valenciana en Bruselas

The joint report on employment 06/07 shows some progress and some

difficulties on the achievement of these objectives:

Some progresses:

Employment rate (63.8%) but difficult to achieve the goal of 70% in 2010;

Employment of ageing people (42.5%) but difficult to achieve the goal of

50% in 2010;

Good progress in women’s employment (56.3%); the 2010 goal will be

probably achieved;

Social reforms and a more balanced situation of Public Finances.

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Delegación de la Comunidad Valenciana en Bruselas

Some difficulties:

Productivity growth rate remains insufficient (0.9% in 2005)

Insufficient participation of adults in life long training;

School abandonment still high;

The flexibility of labour market;

Employment of some social groups in difficulty: young people, women,

migrants.

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We want to cooperate with you and are open to discuss new

ideas for future initiatives

You may find further information on our website:

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Delegación de la Comunidad Valenciana en Bruselas

Valencian Regional Office Rue

de la Loi, 227 – 4th Floor

B-1040 Brussels

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Delegación de la Comunidad Valenciana en Bruselas

Thank you for your kind attention!

Miguel Mares Garcés

Head of Human resources

[email protected]