Ppt 10 july 2007 2032

The European Employment Strategy
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

Mr Miguel Mares Garcés
Workshop Social Policy –”Safe work”
TAIEX – RTP 24724

Fundación Comunidad Valenciana – Región Europea www.uegva.info

Delegación de la Comunidad Valenciana en Bruselas

Introduction: Presentation of the Region of Valencia

Part I.

Part II.

Part III.



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



www.uegva.info

EES: introduction
• 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.
FUNDACIÓN COMUNIDAD VALENCIANA
REGIÓN EUROPEA

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)



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

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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
Fundación Comunidad Valenciana – Región Europea
www.uegva.info
REGIÓN EUROPEA

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The European Employment Strategy:
Guidelines
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.
*
* *
Fundación Comunidad Valenciana – Governance
Región Europea www.uegva.info
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The EES: Guidelines

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

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The EES: Guidelines
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
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new competence requirements FUNDACIÓN COMUNIDAD VALENCIANA
REGIÓN EUROPEA

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Other Key Elements of the EES

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 FUNDACIÓN COMUNIDAD VALENCIANA
REGIÓN EUROPEA

www.uegva.info

The Process
– 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)

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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

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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;

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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.
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2. Achieving full employment:

 Regional and local employment strategies;

 Active employment policies regarding job creation;

 Modernisation of the employment services.

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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.
REGIÓN EUROPEA

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4. Governance:

 The formulation of regional employment strategies;

 Social dialogue;

 Monitoring and evaluation practices.

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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;

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 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;

REGIÓN EUROPEA

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 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.

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 ”

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.
REGIÓN EUROPEA

INTRODUCTION: VALENCIAN REGION
 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
The Region of Valencia is located on the precious legacies. Valencian is one
Mediterranean coast of Spain and
is part of the so-called Mediterranean Arch, of the co-official languages of Spain
an axis which has experienced
together with Galician, Catalan and
one of the fastest economic growth rates in the
European Union Basque.



1. VALENCIAN REGION: 20 YEARS MANAGING EUROPEAN FUNDS
1994 / 1999 2000 / 2006
1.040 M ecus 2.744 M €
ERDF: 607M, ERDF: 2.055M,
ESF: 310M, ESF: 476M,
Agriculture funds: 123M Agriculture funds: 212M
3000 3000

2500 2500

2000 2000

1500 1500

1000 1000

500 500

0 0

ERDF ESF EAGGF Total ERDF ESF EAGGF Total



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



2. VALENCIAN REGION IN FIGURES

Valencian
Spain
Region

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,
105 1.086
Billion US dollars, 2005)
Unemployment 2005 8.8% 9.2%

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

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

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



REGIONAL STRATEGIES
ON LAND DEVELOPMENT
IN THE VALENCIAN
COMMUNITY



The Valencian Community in Europe

total populatión 4,8 million

total surface area 23.000 km2

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

capita)

population density 185 inhabitant/Km2



2.- EUROPEAN PARTNERSHIPS:
AN INSTRUMENT FOR ADDED VALUE

Permanent structures for European partnerships



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.



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

50

45
54
40

35 72
41
30

25
2003
20
April 2007
15

10

5
6
0 3 0 0
0
Human Resources Antennas Agreements Projects


32

47 Valencian people trained about European issues

60
50 54

40
30 2003

20 24 April 2007
24
6 6
10
0 0 6
0
Re- Trainees Local TOTAL
insertion Agents



Current Human Capital: 54 people Gender

CAPITAL HUMANO 40
FCVRE 2006 30

16 31 Men
20
Wom en
10
Trainees;
15%
0
2007

Re-insertion
Degrees
into
Fixed Staff; employment
62% 23%
50

40

30
36
Bachelor
20 11 Graduate
10

0
2007



Re-insertion into employment

SERVEF Subsidy Mobility Programmes and Traineeships

Subsidy People People

EMORGA (year 2005) 99.968.94€ 15
EURODYSEE 5

EMORGA (year 2006) 79.976.49€ 13
Traineeships at other 30
entities (IMPIVA, IVEX,
FEPORTS, Development
“Youong Salary” 74.951.05€ 6
Cooperation)
(year2005)
TOTAL 35
TOTAL 254.896.48 34


35

The Foundation Comunidad Valenciana - Región Europea:
a new instrument for the Valencian region

Public Private Partnership (PPP)

 Public sector  Private sector
Regional Energy,
and local saving banks,
administrations chambers of commerce,
Public organizations universities,
pro associations
FCVRE
Foundation Comunidad Valenciana – Región Europea
(created in 2003)



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…



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 mobility
of 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.



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 adl@delcomval.be



European projects with the involvement of the FCVRE

Number of approved projects

41
Valencian budget of approved projects

54.0 Mo €
Total budget of approved projects

109.2 Mo €
Projects under evaluation

10 projects



Project Valencia Towers
Port of Valencia

3.- Best Practices



FORESTUR
Specialized 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)



FORESTUR

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:

• Quality in the management of tourist
companies
• Customer-oriented approach
• Use of ICT
• Language skills (mainly English for
Tourism purposes)



FORESTUR
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



WebPOL
Leonardo Da Vinci http://www.webpol.info/
Programme
481.024 €
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…



http://www.webpol.info/



The engagement of the FCVRE at local and
regional level is to promote the relations between
municipalities and provinces with other European
regions
• 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.



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



•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 (sabenageber_adl@gva.es),

• 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 ( afic@ajvila-real.es)

• AGREEMENT with County Council of La Ribera Alta
. Incorporation date: February 2007
. Objective: participation in European projects
. Contact: Laura Bas (innovacion@delcomval.be )



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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A brief history of the EES

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.

REGIÓN EUROPEA

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

• 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.



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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.

REGIÓN EUROPEA

The 1993 White Paper and Essen Strategy

• 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.

REGIÓN EUROPEA

The 1993 White Paper and Essen Strategy

• 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.
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The Amsterdam Treaty & EES launch

• 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 Valenciana – Región and labour markets responsive to economic
Fundación Comunidadadaptable workforce Europea www.uegva.info
change. FUNDACIÓN COMUNIDAD VALENCIANA
REGIÓN EUROPEA

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.
REGIÓN EUROPEA


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
Fundación Comunidad Valenciana – Región Europea and Barcelona (March 2002).
(March 2000), Stockholm (October 2000) www.uegva.info
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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)

REGIÓN EUROPEA

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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

REGIÓN EUROPEA

The Lisbon agenda

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)



www.uegva.info

2002 impact evaluation

• 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

REGIÓN EUROPEA

www.uegva.info

Evaluation results:
employment performance

• 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.

REGIÓN EUROPEA

www.uegva.info

Evaluation results:
Active Labour Market Programmes (ALMP)

• 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.
REGIÓN EUROPEA

www.uegva.info

Evaluation results:
Active ageing

• 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
REGIÓN EUROPEA

www.uegva.info

Evaluation results:
Female labour market participation
• 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)

REGIÓN EUROPEA

www.uegva.info

Evaluation results:
Female labour market participation 2

• 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)

REGIÓN EUROPEA

www.uegva.info

Evaluation results:
Flexibility and Security

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

REGIÓN EUROPEA

www.uegva.info

2002 revision

• 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
REGIÓN EUROPEA

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Enlargement and EES

• 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.
REGIÓN EUROPEA

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2005 revamp

• 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.
REGIÓN EUROPEA

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2005-2008 Employment Guidelines

• 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.
REGIÓN EUROPEA

www.uegva.info

2005-2008 Employment Guidelines
(integrated guidelines n. 17-24)
• 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
REGIÓN EUROPEA

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Further targets and benchmarks
(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 www.uegva.info
group).
REGIÓN EUROPEA

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Progress towards the Lisbon targets

REGIÓN EUROPEA

Progress towards the Lisbon targets



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Concluding remarks

• 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 reform
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.
REGIÓN EUROPEA

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Concluding remarks(2)
• 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

REGIÓN EUROPEA

www.uegva.info

Concluding remarks

• 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)

REGIÓN EUROPEA

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.



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.



We want to cooperate with you and are open to discuss new
ideas for future initiatives

You may find further information on our website:

www.uegva.info



Valencian Regional Office Rue
de la Loi, 227 – 4th Floor
B-1040 Brussels



Thank you for your kind attention!

Miguel Mares Garcés
Head of Human resources
adl@delcomval.be



Ppt 10 july 2007 2032

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