COMMISSION STAFF WORKING DOCUMENT IMPACT ASSESSMENT Accompanying the document Proposal for a Regulation of the European Parliament and of the Council on a European network of Employment Services, workers' access to mobility services and the further integration of labour markets - Hoofdinhoud

COUNCIL OF Brussels, 22 January 2014 THE EUROPEAN UNION (OR. en)

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SOC 33 ECOFIN 57 CODEC 154 MI 63 EMPL 9 JEUN 13

COVER NOTE

From: Secretary-General of the European Commission, signed by Mr Jordi AYET PUIGARNAU, Director

date of receipt: 17 January 2014

To: Mr Uwe CORSEPIUS, Secretary-General of the Council of the European Union

No. Cion doc.: SWD(2014) 9 final

Subject: COMMISSION STAFF WORKING DOCUMENT IMPACT

ASSESSMENT Accompanying the document Proposal for a Regulation of the European Parliament and of the Council on a European network of Employment Services, workers' access to mobility services and the further integration of labour markets

Delegations will find attached document SWD(2014) 9 final - Part II.

Encl.: SWD(2014) 9 final - Part II.

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DGB 4A EN

EUROPEAN COMMISSION

Brussels, 17.1.2014 SWD(2014) 9 final

PART 2/2

COMMISSION STAFF WORKING DOCUMENT

IMPACT ASSESSMENT

Accompanying the document

Proposal for a Regulation of the European Parliament and of the Council

on a European network of Employment Services, workers' access to mobility services

and the further integration of labour markets

{COM(2014) 6 final i} {SWD(2014) 10 final}

EN EN

ANNEXES:

Annex 1: Overview of consultations carried out on the EURES network

Annex 2: Data and analysis on flows, benefits and the potential of intra-EU labour mobility

Annex 3: ICT imbalance example

Annex 4: Online recruitment services

Annex 5: Overview EURES's human network activities

Annex 6: Introduction to ESCO

Annex 7: Summary of improvements to be made to EURES

Annex 8: Job search assistance and placements by EURES Advisers

Annex 9: Functionalities of the EURES portal

Annex 10: Cost of labour market policy interventions

Annex 11: Overview of nature of costs related to the improvements to be made to EURES ANNEX 1

OVERVIEW OF CONSULTATIONS CARRIED OUT ON THE EURES NETWORK

1. Written consultations with governmental and other experts

Written consultations have taken place with practitioners on the situation in individual Member States today.

• Public Employment Services (PES)

• Advisory Committee on the free movement of workers

• Experts' network on free movement of workers

• EURES Reform correspondents

• EURES IT correspondents

• Users of EURES API

Public Employment Services

As part of the regular questionnaire on the adjustment to the crisis issued on February 2013, questions were sent out on the proportion of job seekers who are referred to EURES, the existence of specific guidelines for employment advisers on EURES and plans on mainstreaming EURES services in the PES.

The main finding is that only a minority of Member States can report how many job seekers are referred to the EURES network. The replies allowed for the compilation of an overview of the diversity of practices in PES on how to handle requests for further assistance by EURES and what are the referral methods within the PES.

The questionnaire was sent to 34 PES. 22 out of 28 Member States responded to the questions on EURES (78% response rate).

Advisory committee and experts' network

Three specific questions were sent on 14 June 2013 regarding the implementation of Article 5 of Regulation 492/2011 i in the Member States. This Article provides that a national of a Member State who seeks employment in the territory of another Member State shall receive the same treatment there as that afforded by employment offices in that State to their own national seeking employment. Consequently, it secures the principle of equal treatment for outbound mobility. It was deemed useful to verify whether this principle is adhered to in practice.

The main finding is that Member States are indeed complying with the principle, although there may be some practical barriers to overcome here and there (for instance the need to have a digital identification number to access on line services of the PES in countries such as Finland and the Netherlands). The information from the government experts was by and large confirmed by the replies of the country correspondents (independent experts).

16 out of 28 Member States responded to the questions sent to the Advisory Committee (57% response rate).

27 out of 28 country correspondents responded to the questions sent to the experts' network. (96% response rate)

EURES Reform correspondents

For the purpose of preparing the new EURES Charter and exchanging views on national practices related to the implementation of the 2012 Decision, the Commission services organised a series of informal meetings with “EURES reform correspondents” as designated by the Heads of PES in the Member States. In most countries the correspondents were the EURES managers but in some countries the assistants of the Heads of PES.

The written questions addressed to the EURES reform correspondents also served to prepare the reform of EURES (more results with EURES and more focus on recruitment activities).

The questions were sent on 19 June 2013. The correspondents were asked about the relation between EURES and (the rest of) PES (information and/or training on EURES, inclusion of EURES vacancies and access rights to client data for EURES staff), active labour market measures for mobile job seekers and the division of tasks between the EURES services of different Member States when doing intra-EU recruitments.

Main findings are that a) there is variety how requests for further assistance from the EURES network are handled; b) EURES advisers generally have adequate access rights to client data bases of the PES; c) despite a degree of mainstreaming, job searches in most PES are generally done with national vacancies only; d) not all Member States allow financial support for their own nationals regardless of the location of the job (national or international recruitment) and e) there is not an entirely coherent practice among the network on the division of tasks when doing a cross border recruitment.

The questionnaire was sent to 34 PES and had 15 responses, giving a 44% response rate.

EURES IT correspondents

Questions on (access to) national job portals, sources of vacancies at national level, the share of the national vacancy market covered by these portals and interoperability between these systems and the EURES IT platform were sent to the EURES IT correspondents on 19 July 2013.

Main finding is that in practice there are various operational reasons why Member States don't make available all vacancies to the EURES portal (for instance this includes the vacancies in Austria which are also added by employers on a self-service platform and vacancies in Netherlands from private employment services and those obtained with web crawling).

The questionnaire was sent to 34 PES and had 14 responses, giving a 41% response rate.

User of EURES API

The European Commission has put in place a search engine application called API that can be used by Member States to give access to vacancies from the EURES portal on the own national job portals. Using this tool would provide easy access at proximity level (i.e. the national job portal) of all EU vacancy data available on the EURES portal. In the absence of an existing European standard to exchange job vacancies, API is a useful IT tool to get all job vacancies shared in the EURES network from one single source. The EURES network plugs different sources across Europe. Connecting to the API is an easy way to scale up with any new service providers added (i.e. it avoids, for the partner using the API, a specific implementation each time there is a new source). The API also ensures that the data is integrated on the partner’s website in such a way that the user is not aware of the different sources used.

Interviews with the users of the EURES API were conducted 19-30 August to better assess the impacts of the API on the PES. Questions were on feedback on its format, the benefits of the tool and the costs related to using it.

The main findings on the API are a) the job vacancies are perfectly integrated on the partner's website (the user is not aware of the different sources); b) implementation cost are, as assumed by the Commission services, low (less than 30 working days), as well as the maintenance costs. Users also confirmed that API, being based on web services, poses no technological constraints. Consequently, the appreciation for this application is generally positive.

Out of the nine organisations that can contact EURES via the API, seven were able to participate in an interview (BE-VDAB, Maas-Rhine EURES cross-border partnership, Malta, Slovakia, Slovenia, and two respondents from the United Kingdom) (78% response rate).

2. Informal consultations with Eurociett

In August 2013 a meeting was held with Eurociett and representatives of the Commission services on EURES and the scope for opening up the EURES network to private employment services (PrES).

Eurociett indicated that the on-going reform of EURES can benefit labour markets and that private employment services could be expected to support this process provided that EURES is adequately opened up at national level and there is a perspective towards a genuine exchange and sharing of vacancy data between the PES and the PrES.

It was recognised at the same time that the potential for partnership between PES and PrES within the framework of the EURES network will depend on many factors, given the different starting position in individual Member States on such partnerships in general. Partnership is well developed in countries such as the United Kingdom and the Netherlands, and is being developed more and more in countries such as Belgium, Germany and France. Such partnerships, however, have generally not been established in most Eastern European countries, Portugal and Greece. It was highlighted that providing access to the EURES network should be done on an equal footing.

3. Expert workshop on the future of Your first EURES job

On 25 September 2013 an expert meeting was organised on targeted mobility schemes and what constitutes useful (financial) assistance to job seekers and employers interested in intra EU labour mobility. PES representatives, EURES managers, managers of national lifelong learning programmes, project managers for Your first EURES Job and private employment services participated in the expert group.

The results of the group could not be taken into account for the impact assessment as submitted to the IAB but can be included in the revised version.

The main findings of the group are that intra-EU matching is labour intensive and time consuming and requires adequate and specialised support, ideally through personalised services ("human" network). It should include support to facilitate the recognition of skills and qualifications abroad. Financial support for language training is also important. To take a well-informed decision, jobseekers should have access to reliable and up to date information on living and working conditions and assistance with social security issues. For a successful outcome of the recruitment, both EU workers and employers employing EU workers could benefit from having access to welcome services / online communities to share experiences during the post-recruitment phase.

ANNEX 2

DATA AND ANALYSIS ON FLOWS, BENEFITS AND THE POTENTIAL OF

INTRA-EU LABOUR MOBILITY

1. Despite evidence of the economic benefits of free movement of workers…

More integrated and flexible labour markets can help improve the matching of supply and demand and potentially increase productivity.

Estimates show that increased mobility following enlargement led to an increase in the EU GDP of 0.2% per year between 2004 and 2007. This represents a gain of 28,571 EUR per

post-enlargement EU worker 1 . When an unemployed EU worker becomes mobile finding

work in another Member State, the overall welfare gains can roughly be estimated to be

1 Kahanec, Martin (2012): Labor mobility in an enlarged European Union, Discussion Paper series,

Forschungsinstitut zur Zukunft der Arbeit, No. 6485

double this amount. 2 Mobility is beneficial both for sending and destination countries: the

GDP of EU-15 countries is estimated to have increased by almost 1% in the long run due to incoming post-enlargement mobility. No significant (long-run) impact was found on the level

of unemployment or wages of the domestic workers in the EU-15 countries. 3

Overall EU nationals residing in another EU Member State have a higher employment rate (67.7%) than the nationals (64.6%) and a much higher employment rate than the third country

nationals (53.7%). 4

2. …current intra-EU labour mobility does not have a significant impact on reducing economic disparities between Member States

The recent increase in mobility from Member States more severely affected by the crisis to Member States showing better resilience, as illustrated in the tables below, is an indication of the role intra-EU labour mobility could play. However, as shown by the persisting labour shortage in e.g. Germany as well as the continued high unemployment rate in Spain and Portugal current levels of mobility are not commensurate with the huge disparities between countries, in particular in terms of unemployment rates.

2 Average yearly social costs for unemployed workers are estimated at 25,550 euro in Germany to 28,737 euro in France, ranging from 18,008 euro in the UK to 33,443 euro in Belgium (IdeaConsult 2012: Why invest in employment: An study on the costs of unemployment).

3 European Commission (2012): Employment and Social Developments in Europe 2011, chapter 6.

4 Eurostat, EU Labour Force Survey 2012.

Chart 4: Flows of workers: emigration rate (in % of total population) for selected countries –

Source: Eurostat, International migration flows [migr_emi1ctz]. Note: DE: 2009 data instead of 2008.

Chart 5: Flows of workers: immigration rate (in % of total population) for selected countries

Source: Eurostat, International migration flows [migr_imm1ctz]. Note: DE: 2009 data instead of 2008.

3. Unemployment is high and mismatches are rising

The latest issues of the Commission's European Vacancy Monitor show that despite record

unemployment in Europe, in 19 EU countries two million vacancies were open in Q4 2012. 5

While the existence of open vacancies is a feature of normal labour market dynamics, a

5 European Vacancy Monitor N°10, September 2013 , the figure 2.0 million relates to information from 19 EU countries.

significant part of these vacancies may be due to labour shortages which cannot be filled locally.

Although jobs are being lost as a result of the crisis, certain Member States and occupations experience a shortage of labour. Unemployment in declining sectors co-exists with new labour demand from growing industries.

The first findings of the third European Company Survey, state that Four out of ten European establishments (39%) have difficulties finding employees with the required skills. Problems with finding suitably skilled employees are most common in the manufacturing sector (43%), and least common in financial services (30%). Over 60% of establishments in Austria and the Baltic states have difficulties finding suitably skilled employees; this is substantially more

than in Croatia, Cyprus, Greece, or Spain (less than 25% in each) 6 . This is an increase

compared to the second European Company Survey which indicated that around 36% of firms

in the EU-27 experienced difficulties in hiring staff for skilled jobs 7 . This figure ranges from

10% - 50% depending on the country. It is generally lower for low-skilled and unskilled jobs.

The Manpower Talent Shortage Survey 2013 8 , covering 17 Member States shows that many

employers experience recruitment difficulties, with percentages going beyond 30% in countries such as Bulgaria, Romania, Germany, Austria, Poland, and Hungary.

At EU level, both unemployment and vacancy rates have increased since early 2010 but Member States see rather different movements in job vacancies and unemployment rates. As a result significant gaps exist between EU countries and regions – even inside some Member States – in terms of unemployment rates and job vacancy rates. 9 The simultaneous rise in unemployment and vacancy rates, as illustrated by the Beveridge curve 10 over the last reporting period 11 , shows an increase in mismatches between supply and demand on the EU labour markets 12 .

4. Size of the mobility flows and international comparisons

Intra-EU labour mobility is relatively low when compared to the size of the labour market and the active population of the EU. Only approximately 7.5 million of the European labour force

of around 241 million (i.e. 3.1%) is economically active in another Member State 13 . At

present high unemployment rates in some Member States coexist with high numbers of open vacancies in others.

Annual mobility within EU27 (0.29%) is far below the rates within Australia (1.5%, between

8 states) and United States (2.4%, between 50 states) 14 . While these two countries are more

homogenous than the EU when it comes to language, movement between regions within the

6 Eurofound Third European Company Survey: First findings

7 European Company Survey, ECS (2009), ESDE 2012 , chapter 6, p.354

8 Manpower Talent shortage survey

9 For a detailed description see EU ESSQR March 2013 , p.17

10 For latest presentation see ESDE 2012 , chapter 6, section 2.2, p.355

11 See SWD(2012) 90 final Commission staff working document on labour market trends and challenges

12 See also Special Focus in the Quarterly Review of the EU Employment and Social Situation, March 2011 and

March 2012 .

13 Eurostat, EU-Labour force survey. This figure excludes workers residing in one Member State and working in another (frontier workers).

14 OECD Economic Surveys European Union, March 2012

same EU15 country, where language is not a significant barrier, is also lower. However, here account should be taken of the fact that around one out of ten EU citizens have already worked in another Member State and 25% envisage working in another Member State in the

future 15 .

Due to the lack of data, it is difficult to estimate the number of intra-EU movers per year. However, applying the annual mobility rate of 0.29% (estimated by OECD) to the total labour

force (241 million in 2012) leads to a number of intra-EU movers around 700.000 per year 16 .

Chart 6: International comparisons of mobility patterns

Extracted from OECD Economic Surveys European Union, March 2012

5. Inadequate allocative efficiency of the labour markets: absence of a correlation between labour shortages and mobility

Recent mobility flows did not adjust at a commensurate pace to labour shortages, indicating shifts in the Beveridge curve:

• From the first quarter of 2010 up to mid-2011, the unemployment rate remained fairly stable, while the labour shortage indicator increased significantly. Such movement was indicative of labour market mismatches in a recovery, due to very diverse developments

15 Special Eurobarometer 398, Internal Market (2013).

16 Other estimations have been attempted, for instance: according to the June 2013 EU ESSQR (using data from the EU-Labour force survey), in 2012, around 660.000 economically active EU citizens were established in another country since less than two years. Therefore it could be estimated that 330.00 (i.e.: half of the total) EU citizens have moved to another country than their own in one year period. However this is is very likely to underestimate the number of intra-EU movers in a one year time as the EU-Labour force survey and this method in particular excludes the intra-EU movers having not stayed at least two years in another country. Moreover, it does not take into account the return moves, i.e.: persons coming back from an EU country to their own EU country of origin.

per sector (for example, construction boom and bust), insufficient labour mobility and a

possibly inadequate skill supply 17 .

• Since mid-2011, the unemployment rate went further up, while the labour shortage indicator remained stable or moved only marginally lower. This movement suggests that the Beveridge curve has shifted outwards, pointing to a persistence of the mismatches

during renewed labour market weakness 18 .

6. Labour shortages, the role of skills mismatches and demographic trends

The fact that unemployment was still rising when vacancies started to increase reflects problems in the job matching process, which may be related to mismatches in skills/educational qualifications required for a certain job and regional/sectoral mismatches.

The skills mismatch index (SMI) 19 20 is calculated as the gap between the average proportions

of the low-, medium- and high-skilled in the working age population and the corresponding proportions in employment. From 2007 to 2010 the SMI increased in most Member States (Ireland, Lithuania, Spain, Sweden, Luxembourg, Finland, the United Kingdom, Denmark, Italy, France, Latvia, Portugal, Slovenia, Estonia, the Netherlands, Greece and Austria). For the EU there has been a marked increase in the overall SMI throughout the crisis which can be attributed to the collapse in the demand for low-educated workers and the relative growth in demand for the high-skilled workers in relation to their supply.

Shortages may arise due to various non-structural factors related to the specific vacancy, such as difficult work conditions, imperfect information and inadequate use of recruitment channels, or may reflect structural factors related to the allocation of economic activity in the geographical area or sector of the vacancy concerned. The latter category may be gaining importance, as over the last years there has been an increase in the dispersion of regional economic employment rates and major sectoral employment shifts having occurred, notably

in construction and finances and business 21 .

Ageing will have serious implications on both the size and age structure of the workforce, making the match between labour supply and labour demand even more difficult. Currently, the EU workforce is still growing at a very slow pace, with half of the Member States already experiencing a declining workforce. By 2014, the overall EU workforce will start declining. In the long run, it is estimated that the working-age population in the EU will shrink by more

than 10% between 2010 and 2050 22 .

Box 3 - Skills shortages and skills gaps in textile and clothing industries

Textile and Clothing industries (TC) in the European Union represent nearly 2 million direct employees and about three times more as regards indirect employees in almost 200 000 enterprises located in the EU. TC industries have passed through stormy weather over the past decades: challenged by third countries’ competitors

17 ESDE 2012 , chapter 6

18 ESDE 2012 , chapter 6

19 Europe2020, Skills mismatches and labour mobility

20 Source: European Economic Forecast, Autumn 2011.

21 ESDE 2012 , chapter 6, section 2.3, p.356-357

22 Eurostat, Population statistics, Population projections, Europop 2010. These projections are based on the assumptions of positive net migration to the EU. Without taking migration into account, the decrease of the working-age population in the EU between 2010 and 2050 would be much more pronounced (more than 25%) and faced with heavy price competition, the industry was driven by globalization and had to change in terms of structure and strategies.

A challenge facing the TC industries, which has emerged from the structural changes, is related to increasing skills gaps and skills shortages. Finding properly skilled employees willing to work in TC sector has become increasingly difficult, with employers highlighting a lack of technical skills coupled with the disappearance of traditional skills amongst candidates as the greatest issue. There are several reasons behind this situation, in particular an aging workforce, difficulties attracting young people to the sector, a mismatch between education systems and the industry’s needs and low mobility of industry workers. In addition to this, training can be a low priority, especially for small and medium sized enterprises, leaving a chronic skills shortage. Even if mobility is considered as key to the EU free movement of people and economic future, it has an insufficient appeal to the vast majority of workers in TC due to the cultural and linguistic barriers. Similar challenges are also relevant for other fashion based sectors such as footwear, leather and leather products.

The textile and clothing sector are experiencing both sector-specific skills shortages such as operative level skills in sewn products operations, textile process operations, and laundry and dry cleaning operation, skill trades in garment alternation and repair, pattern cutting and grading, and tailoring/Hand craft garment making. Furthermore, higher level technical skills and occupations such as designers, textile technologists and engineers, and quality controllers also see shortages.

In addition, textile and clothing sector is lacking important generic skills, such as supply chain management skills, customer handling skills, foreign language skills, IT skills, electronic/technological skills, marketing skills; commercial and financial skills as well as management and leadership skills.

In order to deal with increasing skill shortages in the sector, there is a need for initiatives to stimulate the mobility of workers in TC across the EU in order to fill in the skill gaps. One such initiative is the Worth Pilot Project, which aims to boost cross-border exchange of competences and skills between designers and SMEs manufacturing consumer goods. As a result, SMEs would be able to capture competences and skills such as design and technical expertise. For instance, this will allow engineers or managers from manufacturing SMEs from one Member State to cooperate with a designer from another Member State in order to develop joint products and services.

7. Firm intentions of EU citizens on mobility 23

While the response rate of approximately one in five EU citizens considering moving permanently to another country has not changed at EU level from 2008 to 2011, the 'firm intentions' (i.e.: proportion of those planning to migrate in the following 12 months) more than doubled: from 0.5 % to 1.2 % or, in real terms, from 2 to 5 million. The proportion of citizens with plans to migrate within 12 month was highest in Greece (4.1%) followed by seven Central and Eastern Europe Member States (between 2 and 4%) and then by Spain, Italy and Ireland. Since 2008, this rate has increased sharply (> 2 pps) in the three Baltic States, Greece and Bulgaria and by 1-2 pps in Poland, Spain, Hungary, Romania and Italy.

In these ten countries in which 'firm intentions' to move are the highest and on the rise (i.e. the three Baltic States, Poland, Romania, Bulgaria, Hungary, Greece, Spain and Italy), the preferred destination was a Member State (from 54 % in Spain to 70 % in Romania) rather than a non-Member State. In other words, there is a potential for an increase in intra-EU mobility from those countries.

Applying the 1.2% (share of those with firm intentions of moving) to the labour force (241 million) leads to a global number of potential movers around 2.9 million. This should be considered as a estimate only. Indeed, on the one hand, this figure refer to all those interested to move permanently to another country, whatever the destination – it therefore include those

23 Data from Gallup World Poll, analysed in the June 2013 EU Employment and Social Situation Quarterly Review (ESSQR), pp. 38-39.

wishing to move to a non-EU country 24 . On the other hand, the share of those with firm

intentions of moving is surely higher than 1.2% when measured among economically active persons (as the Gallup World Poll was conducted among the total population aged 15 and

over and therefore included inactive and older persons) 25 .

24 Data from Gallup World Poll indicates that, in 2011-12, only around 44% of those interested to move would choose an EU country as preferred destination. However, as specified in the previous paragraph, this percentage was much higher in those countries where the firm intention to move was high. 25 Indeed, Eurobarometer surveys (for instance the recent Special Eurobarometer 398 on the Internal Market (2013)) confirm that mobility intentions are likely to be higher among people aged 15-55 than those aged 55 and more and among unemployed and people in employment than among inactive persons, especially those being retired.

ANNEX 3

ICT IMBALANCE EXAMPLE

IT jobseekers in EURES countries (Feb 2013)

Number of jobseekers registered on EURES and looking for IT jobs* per one million inhabitants

EURES countries with many IT Average number of IT jobseekers EURES countries with few

jobseekers IT jobseekers

More than 200% above EURES average** No more than 20% below or 50% More than 60% below EURES average** above EURES average**

100% - 200 % above EURES average** 40%-60% below EURES average**

50% - 100% above EURES average** 20%-40% below EURES average**

*) IT jobs includes computing professionals and computing associate professionals.

**) EURES average: 76.9 jobseekers per 1 million inhabitants registered on EURES and looking for IT jobs

EURES Regions with high demand for ICT staff (Feb 2013)

EURES countries with very high demand for Regions with highest demand in these countries

ICT staff Regions with a demand 50% or more above

> 100 posts per 1 mil inhabitants advertised on country average EURES

EURES countries with high demand for ICT Regions with highest demand in these countries

staff Regions with a demand 50% or more above

25-100 posts per 1 mil inhabitants advertised country average on EURES Low demand or no data available

ANNEX 4

ONLINE RECRUITMENT SERVICES

Various country studies 26 point to a high market share for essentially highly educated job

seekers of the online recruitment services such as Monster, Stepstone or Linkedin.

What they have in common with EURES is that they offer self-registration for job seekers and seek to cover international recruitment. Unlike EURES, however, they do not come for free, do not cover the entire EU/EEA and do not provide a multilingual search engine, capable of understanding a search key word and translating it. Their purpose is clearly not to serve the functioning of the entire European labour market per se. They are not backed up by a comprehensive human network like in the case of the EURES network.

Box 4 – Comparative analysis of EURES and other on line services

Business model – The business model of most private job sites is to make profit. They require fees for employers to access their database of high-qualified candidates. EURES, on the contrary, offers a public service to all citizens. This is important in particular for employers who may not have the necessary budget to use these private sites.

Source of job vacancies – While private job sites in general cover a limited number of job vacancies due to a particular focus / market segmentation, EURES provides access to all databases of 32 European Public Employment Services. A site like Monster covers about 20 European countries and Stepstone 8.

Geographical coverage – Most private job sites are country-based, i.e. targeting jobseekers searching for jobs in their own country and usually in one language. The purpose of EURES is to cover the entire European labour market, offering new opportunities for jobseekers outside their own country. This is possible thanks to the multilingual search capability of the EURES portal, enabled by the European Skills/Competencies, Occupations and qualifications classification (ESCO version 0).

Personalised services – EURES is more than only a job portal. The combination of its human network and IT tools makes EURES a powerful instrument to react to labour market opportunities. These personalised services are not part of the offer of private actors.

Organisation of job fairs – Through the organisation of online/onsite job fairs, EURES leverages again the power of the human network in combination with IT tools, to tackle specific skill shortages or surpluses on the market. Only few private actors offer such a (paid) online event service.

26 See EVRR 2012 , chapter 5. No EU data are available in the absence of cooperation with such organisations for an EU data collection

ANNEX 5

OVERVIEW OF EURES' HUMAN NETWORK ACTIVITIES

1. About the EURES Advisor monthly reports

Ever month the EURES Advisers report on the previous month's work via the EURES extranet. The six questions are static to ensure comparisons over time. The average response rate has varied between 76.1% in 2006 to 47.2% in 2010. In 2012 the response rate was 55.5%.

The figures in the annex show the figures reported by those that filled in the report. They should not be interpreted as the total number for the whole network.

2. Ratio of EURES Advisors

The coverage of EURES Advisors in relation to the population varies between Member States. In March 2013 the ratio of population to EURES Advisor averaged 784,000 population per Adviser and was the lowest in Luxembourg (68,000:1) and the highest in the UK (3,765,000:1).

The ratio in each Member State remains fairly stable from year to year, changing to staff turnover rather than policy adjustments.

Figure 1: Member States with the most EURES Advisors in comparison to population in 2012

Figure 2: Member States with the least EURES Advisors in comparison to population in 2012

3. Contacts with jobseekers and employers

The period from 2006 to 2010 saw a decrease in the number of contacts EURES Advisors had with customers, both with jobseekers and employers, and was followed by an increase in 2011 and 2012. However, as the response rate of the questionnaire have fluctuated, it is likely that the changes in the numbers are an effect of the number of reported contacts, rather than an actual reduction. While unlikely to be a correct assumption, if the non-respondents have the same number of contacts as the respondents the number of contacts with jobseekers has increased by 28% and 16% with employers from 2006 to 2012. The big increase in number of contacts is between 2009 and 2010, with the numbers being relatively stable before and after. While the exact change in number of contacts for the whole network cannot be determined, it is reasonable to assume that the number has increased over the period and that most of the increase came in 2010.

Figure 3: Individual contacts reported by EURES Advisors

4. Output of jobseekers

Adjusting for non-respondents, once again making the unlikely assumption that the nonrespondents have the same behaviour and success as the respondents, the number of placements have diminished from 71 thousand to 56 thousand (-21%) between 2007 and 2012.

Figure 4: Reported number of people that have found a job thanks to EURES

ANNEX 6

INTRODUCTION TO ESCO

1. What is ESCO?

ESCO is the multilingual classification of European Skills, Competences, Qualifications and Occupations. ESCO identifies and categorises skills, competences, qualifications and occupations

relevant for the EU labour market and education and training, in 22 European languages 27 . It provides

occupational profiles showing which competences and qualifications are relevant for an occupation.

ESCO is developed in an open IT format that can be used by third parties' software. It can be accessed through the ESCO Portal and is available free of charge to everyone.

The European Commission, Directorate General Employment, Social Affairs and Inclusion jointly with Directorate General Education and Culture, coordinates the ESCO project. For the development of ESCO it is supported by the European Centre for the Development of Vocational Training and works in close collaboration with stakeholders.

2. Why ESCO?

In the framework of the New Skills for New Jobs initiative (2009), a group of independent experts recommended to develop 'a common language between education/training and the world of work'. This recommendation has been affirmed by Europe 2020 ('A European strategy for smart, sustainable and inclusive growth') as well as by the conclusions adopted by the Education Council on 13 May 2010 which called for a common language and an operational tool. This need is addressed by ESCO.

The need for a 'common language' becomes evident from the current economic situation. The financial crisis has hit labour markets throughout the European Union, where unemployment stood at 11% in July 2013. At the same time, youth unemployment rose to more than 23% and in some Member States

even above 55%. 28 However, in spite of these high levels of unemployment, there is strong evidence

of skills shortages within certain sectors such as the green economy, ICT and healthcare. In some regions the skills of the jobseekers do not match the jobs offered, but Europe cannot afford to leave skills potential unused.

A better utilisation of the skills potential in Europe can be achieved by three means:

 Regional mobility can ensure availability of the right skills in each region.

 Occupational mobility can increase the flexibility of the labour market to adapt to new

technologies or to a new economic context.

 Education and training should keep pace with the evolution of knowledge, skills and

competences needed by the labour market. Regional mobility is often hindered by the fact that qualifications differ between Member States. Furthermore, employment services do not share the same IT and classification systems to manage

27 Translation into another three languages is on-going.

28 Source: Eurostat.

information on supply and demand of jobs. ESCO, as a standardised terminology, will make it easier to exchange the required information. The 22 languages of ESCO will facilitate cooperation between countries and will support learners and workers to move freely between countries.

Exploiting the full potential of occupational mobility requires a focus on competences instead of occupation. Such a competence-oriented approach takes into account which skills are transversal, how they can be applied in another career path and recognises the importance of lifelong learning. To support this, many employment services are gradually developing competence lists or classifications. ESCO, using a competence-centred approach will enable a better job matching allowing for the flexibility needed on the labour market.

In education and training, systems are going through a similar paradigm shift. By using the learning outcomes approach they increasingly describe qualifications, qualifications standards and curricula in terms of knowledge, skills and competences. This shift to learning outcomes is reflected in the European Qualifications Framework (EQF) and the development of qualifications frameworks in all Member States. Increasingly, we observe that this shift has impact on the way teaching, training, assessment and validation are organised.

ESCO builds on this common focus on competences, both in the labour market and in the education and training systems. This common focus will allow education and training systems to better respond to labour market needs.

3. What can ESCO be used for?

ESCO provides a standardised terminology of occupations, skills, competences and qualifications in 22 languages. By mapping their classification to ESCO or by using ESCO, employment services will be able to exchange meaningful information across the European Union. ESCO will make them interoperable in line with the Interchange of Data between Administrations programme (IDA) and the European Interoperability Framework (EIF). It will boost online and skills-based jobmatching and enable employment services to match CVs and vacancies across Europe. This will help people finding the right job more easily. As a result, occupational and regional mobility will be encouraged, thus reducing mismatches between job demand and supply. ESCO can also provide an important terminological tool to education and training stakeholders, notably those involved in the definition and description of learning outcomes in qualifications standards and curricula. Using the ESCO terminology can directly support systems of validation.

While ESCO is not a tool that performs job matching, career guidance or recognition of qualifications itself, it facilitates the development and implementation of instruments responding to these needs. When building on ESCO, services and applications will improve their scope and their potential impact.

The following examples of practical applications illustrate how ESCO can benefit European citizens:

– Jobseekers can use ESCO to describe their skills, competences and qualifications when developing their CV, which can then go through various automated matching processes. They can also compare their skills, competences and qualifications against job vacancies using ESCO terminology, to identify the skills they miss.

– Employers can use ESCO to define the set of skills, competences and qualifications their vacancies require when they are developing a job description.

– Online job portals can use the vocabulary of ESCO for analysing CVs and job vacancies in the official European languages. The skills, competences pillar of ESCO allows job matching on the basis of skill sets.

– Learners, whether already employed or not, can use it to record their learning outcomes, whether acquired through formal, non-formal or informal learning and build personal knowledge, skills and competences profiles.

– Workers and learners can use the ESCO Occupational profiles to help identify "skills gaps" against target occupations

– Education and training institutions can use ESCO in curriculum development and assessment.

– Other organisations developing and/or awarding qualifications can use ESCO to express the learning outcomes of their qualifications, to reflect emerging skill needs and to facilitate the understanding of their qualifications across borders.

– Human resources managers and people offering career guidance can use ESCO to enhance planning and make aptitude or ability tests and skills and interest inventories more accurate.

– Employment services can use ESCO to exchange relevant labour market information (CVs and vacancies) in a meaningful way.

– Trade unions and Professional Associations can use ESCO to help improve job design, the content of qualifications and opportunities for mobility.

– Software developers can use the ESCO Occupational profiles to develop new Career Information and Guidance (IAG) tools, such as career pathways.

ESCO will help employers, jobseekers and labour market stakeholders such as public and private employment services to access a larger number of CVs or job vacancies.

Fig. 1 : ESCO in practice

ESCO supports other initiatives developed by the European Commission aimed at making labour market and education systems more transparent, stimulating mobility and creating opportunities.

– EURES, the European Job Mobility Portal : This online portal allows public employment services to share their vacancies at a European level and reach out to workers beyond national borders. ESCO is based on the EURES classification, currently used on European Job Mobility Portal.

– Erasmus+ : The Erasmus + programme enables (young) Europeans to study in another Member State and bring new skills and competences back to their country of origin.

– The European Qualifications Framework (EQF) : The EQF aims to increase the comparability of levels of qualifications across borders.

– Europass-CV : This multilingual tool provides a European template for the description of the holder's skills and competences and qualifications.

3. The main building blocks of ESCO

The labour market is constantly evolving. The specific occupations, skills, competences and qualifications that people need change over time, as does their description. To cope with this, effective communication and dialogue between the labour market and the education/training sector is vital. To facilitate this dialogue, ESCO is structured on the basis of three pillars representing a searchable database in 25 languages. These pillars are:

• Occupations,

• Skills, Competences, and

• Qualifications. More importantly, the pillars are interlinked to show the relationships between them. Occupational profiles show whether skills and competences are essential or optional and what qualifications are relevant for each ESCO Occupation. Alternatively, the user can identify a specific skill and see which occupation or qualification this skill is relevant to.

Fig. 2: The three pillar approach of ESCO

This three pillar structure allows ESCO to organise the available knowledge of the European labour market and the education/training sector in a consistent and usable way. ESCO is developed in an open IT format that can be used by third parties' software. The classification is accessible and freely downloadable via the ESCO Portal. This will allow the development of new services.

4. Developing ESCO

Shaping ESCO into an up-to-date, practical tool can only be done from the bottom up, through the active involvement of stakeholders from the education and training sector as well as from the labour market. Input from employers’ organisations, trade unions, professional associations and federations, employment services, education institutions, training organisations, European sector skills councils and networks as well as government bodies, feeds directly into the classification.

Next to the expertise of stakeholders ESCO builds on existing national, regional and sectoral classifications as well as relevant international classifications and standards, such as NACE, ISCED and the EQF.

ESCO is a long-term project that can only be achieved gradually and that requires a pragmatic, stepby-step approach. All interested parties are encouraged to actively contribute throughout the development and continuous revision of ESCO.

ESCO has been launched on a conference in Brussels on 23/24 October 2013. It is accessible and freely downloadable via the ESCO Portal .

ANNEX 7

SUMMARY OF IMPROVEMENTS TO BE MADE

Table 7: Overview of EURES improvement areas, obligations in Regulation and the current situation

Issue Current obligation Current situation

Transparency Exchange of "details of: There is a common, rather limited format for vacancies, but not for CVs

 - vacancies that can be filled by nationals of other MS With a few exceptions all MS are connected and sending vacancies to the EURES portal. There are several quality

• - 

  applications for employment by those who issues with regard to contents, reliability of data and have formally expressed a wish to work in completeness in terms of "vacancy share"

another MS" Only a few MS include non-PES vacancies

(…) according to a uniform system. Only a few MS retrieve and publish vacancies from the

(Article 13 of Regulation 492/2011 i) EURES portal to the national job portal

There is no exchange of CVs taking place

Automated (…) according to a uniform system. ISCO is used as the common classification within the Matching current common vacancy format. ISCO is not designed

potential (Article 13(2) of Regulation 492/2011 i) for search and matching. There are quality issues

regarding the use of ISCO by MS

ESCO, the system to build up ISCO allowing skills-based matching for the purpose of employment is under construction and is voluntary

There is no obligation to map to and from ESCO

Mainstreaming No specific obligations in Regulation There is no systematic offer to ensure access to EURES 492/2011 services at national level

There is no definition of the basic information on EURES to be provided to jobseekers and employers

Support Obligations to send and process information The 2012 Decision refers to services in relation to these services on vacancies and applications ("clearance") obligations

as well as on living and working conditions

and the state of the labour market (Articles 12 The Charter describes the services to be rendered by the and 13 of Regulation 492/2011 i) have been members of the EURES network.

interpreted as an obligation to deliver

services to jobseekers and employers and to Differences in PES organisation, labour market situation the other members of the network and political and other priorities in MS determine the

extent and level at which EURES support services are delivered.

Information Commission has a coordination role The 2012 Decision provides a basic governance structure. exchange and regarding promotion and practical measures It establishes a Management Board to be consulted on cooperation for vacancy clearance and joint methods for strategy, programming, reporting etc. for the PES (Article

action. ((Article 18-19 of Regulation 492/2011 i. ) 8)

Member States shall cooperate closely No indications as to the scope and frequency of (Article 11 of Regulation 492/2011 i) information to be provided on labour shortages and

surpluses and how to cooperate to achieve the resultant

Member States shall send to the Commission placing envisaged in Article 11 of Regulation 492/2011 i

information on problems arising in connection with the freedom of movement (Article 12 of Regulation 492/2011 i)

ANNEX 8

JOB SEARCH ASSISTANCE AND PLACEMENTS BY EURES ADVISERS

1. Support to jobseekers in finding a job

Every month, the EURES Advisers are asked to complete a report on their activities, including assistance in successful placements of jobseekers into work.

Data collected for 2012 indicate that 29,079 jobseekers found a job with the help of a EURES

Adviser. Approximately one quarter of the placements made were assisted by EURES

Advisers in the destination Member State (incoming) and three quarters by EURES Advisers from the sending country (outgoing).

This analysis builds on the data for 2012 as presented in the Single Market Scoreboard referred to in section 3.1.2.2.

Figure 5: average number of job seekers who found a job

PES Country Number of Number of Number of Number of jobseekers who jobseekers who jobseekers who jobseekers who

have found a have found a found a job found a job job with the job with the with the help of with the help of help of a EA, help of a EA, a EA, TOTAL a EA,

incoming outgoing AVERAGE

Austria AT 267 18 285 20.36

Belgium BE 142 91 233 5.97

Bulgaria BG 9 597 606 35.65

Cyprus CY 114 - 114 14.25

The Czech Republic CZ 293 873 1,166 77.73

Deutschland DE 1,576 3,699 5,275 31.59

Denmark DK 1,431 92 1,523 52.52

Estonia EE 10 202 212 53.00

Spain ES 181 1,354 1,535 31.98

Finland FI 506 402 908 32.43

France FR 354 1,977 2,331 31.50

Greece GR 17 20 37 1.95

Hungary HU 11 508 519 15.26

Ireland IR 201 426 627 52.25

Italy IT1 550 3,705 4,255 72.12

Lithuania LT 11 373 384 48.00

Luxembourg LU 298 8 306 25.50

Latvia LV 10 124 134 26.80

Malta MT - - - -

The Netherlands NL 602 224 826 37.55

Poland PL 19 1,681 1,700 32.08

Portugal PT 3 359 362 13.92

Romania RO 28 900 928 23.20

Sweden SE 372 2,063 2,435 45.09

Slovenia SI 56 320 376 75.20

Slovakia SK 28 1,582 1,610 80.50

UK + N-IE UK 373 19 392 23.06

TOTAL EU 7,462 21,617 29,079

It is not possible to make a direct comparison on the efficiency of mobility support services by different PES using the number of assisted placements by EURES Advisers alone.

The activities and responsibilities of EURES Advisers are not identical in all organisations, and other staff, in particular EURES Assistants but also front line PES employment officers, can provide services to jobseekers interested in working in another Member State. In addition to the different organisational setup in PES, the working time spent on EURES activities by the EURES Advisers and the response rate (see below) affects the numbers.

2. Response rate

The numbers above are compiled from the answers received. However, with a response rate of 53% the true number of assisted placements is uncertain but certainly higher. In an attempt to estimate the actual number, extrapolation under the assumption that the non-respondents have, on average, assisted as many jobseekers finding a job as those that did reply indicated that 58 000 jobseekers found a job with the assistance on a EURES Adviser.

3. Working time spend on EURES activity

EURES Advisers in the Czech Republic, Estonia, Latvia, the Netherlands, Sweden, and the UK report that they spend more than 90% of their working time on EURES activity. Less than half of the working time is spent on EURES activity for EURES Advisers in Bulgaria, Cyprus, Greece, and Ireland. To estimate how many jobseekers that could find a job with the assistance of a EURES adviser, should they have the opportunity to work full time on EURES, extrapolation shows that approximately 84 500 jobseekers would find a job with support of EURES Advisers.

Figure 6: potential in case of full time occupation of EURES Advisers

PES Country Response Average Ratio, extrapolation Ratio, extrapolation of rate EAs working of data, taking into data, taking into account time spent account the response response rate + average on EURES rate time spent on EURES (%)

Austria 57% 78% 502 642

Belgium 33% 78% 696 897

Bulgaria 47% 49% 1,300 2,650

Cyprus 63% 31% 182 581

The Czech Republic 42% 99% 2,755 2,793

Deutschland 49% 70% 10,795 15,528

Denmark 44% 78% 3,474 4,481

Estonia 68% 100% 313 313

Spain 38% 74% 4,071 5,469

Finland 32% 62% 2,832 4,560

France 60% 62% 3,910 6,309

Greece 41% 31% 90 293

Hungary 43% 50% 1,213 2,436

Ireland 37% 43% 1,682 3,927

Italy 52% 63% 8,127 12,907

Lithuania 64% 72% 600 834

Luxembourg 31% 65% 972 1,506

Latvia 73% 100% 183 183

Malta 89% 72% - -

The Netherlands 47% 95% 1,746 1,836

Poland 66% 78% 2,586 3,319

Portugal 69% 50% 522 1,042

Romania 49% 64% 1,898 2,977

Sweden 66% 92% 3,703 4,026

Slovenia 69% 89% 549 617

Slovakia 67% 72% 2,409 3,364

UK + N-IE 41% 98% 956 971

 Average/Total 53% 71% 58,066 84,463

ANNEX 9

FUNCTIONALITIES OF THE EURES PORTAL – TODAY AND IN THE FUTURE

This annex describes the way jobseekers and employers can search and display job vacancies and CVs on the EURES portal and how they can interact with each other there. It does not touch on other functionalities or contents of the portal, such as information on living and working conditions, labour market trends in the Member States, or services available from EURES Advisers. Nor does it describe other means for jobseekers and employers to establish contacts.

Current functionality

Functionality for jobseekers

Jobseekers can search among job vacancies from 32 European countries that have been published in the jobs databases of the EURES Members (to date, the public employment services of the Member States). The vacancies are not stored on the EURES portal, but communication between the EURES portal and the participating national job portals ensures that the vacancies are viewable and searchable on the EURES portal. There is no functionality on the EURES portal allowing jobseekers to directly make applications to employers. Each job vacancy should indicate how to apply for that specific vacancy, e.g. by providing the contact details of the employer.

Jobseekers can also create, publish and manage their CVs on the EURES portal, including downloading and printing it in the Europass format. These CVs can be made available to both employers that are registered on the EURES portal and to EURES Advisers helping employers to find suitable candidates. The jobseekers can choose what information they want to show to those searching through the CVs. They can for instance decide to hide their name or the name of the current employer. Once registered, jobseekers can receive updates on job vacancies that match their profile and registered employers can contact with them with job offers.

Functionality for employers

Employers who would like to place a vacancy on the EURES portal can contact the EURES Member in the country of the job vacancy. Vacancies where an employer has expressed a specific interest in finding candidates from other countries can be "flagged". These vacancies are marked with a European Union flag on the EURES portal and will appear on top of the result list when a jobseeker makes a search. The process of registering the vacancy with an employment service provides for quality control of vacancies and employers.

Employers can register on the EURES portal to search for candidates themselves by searching through the database of CVs. They can also send enquiries to potential candidates and receive updates of new matching CVs.

Future functionality

Opening up of the network

Giving private and third sector employment services the opportunity to participate in the clearance of job vacancies and the applications for work as EURES Partners on an equal footing with public employment services will increase the potential ways in which jobseekers and employers can access the matching services of the EURES portal.

Enhanced search functionalities

The search engine on the EURES portal will be complemented with an index containing metadata on the vacancies available in the jobs databases of the participating EURES Members and Partners. A similar index with anonymised metadata about CVs will also be created. This way more advanced searches and automatic matching between available jobs and CVs can be made on the EURES portal.

Increased functionality for jobseekers

The job vacancy search functionality will be refined to allow searches taking into account experience, skills and preferences. This will allow for a grading of vacancies based on how well they match the indicated profile.

No change is foreseen in the method of application for vacancies.

An additional way to make CVs available for searches and matching on the EURES platform will be introduced, as jobseekers who have a CV published on the job portal of a EURES Partner can request that EURES Partner to transmit anonymised information relating to their CV to the EURES index. Information on jobseekers will not be made available on the EURES portal without consent of the jobseeker concerned.

Increased functionality for employers

With the network opened up to other employment services, additional employment services can assist employers making their vacancies available on EURES.

Employers will also benefit from semantic matching engine as searching for candidates can be made with more precision.

ANNEX 10

COST OF LABOUR MARKET POLICY INTERVENTIONS

Terminology

LMP are public interventions that are targeted towards particular groups in the labour market.

There is a EUROSTAT definition of LMP consisting of (1) labour market services (client services) + other activities (administrative costs); (2) active labour market measures (such as training, job sharing, employment incentives, integration of disabled etc.) and (3) passive measures (early retirements, transfers such as UE benefits etc.).

Category 1: labour market services

The PES as such are under LMP under category 1. The total budget outlay here is about 27 billion Euros each year. Estimated figures for the cost of EURES staff of 60 million Euros for PES would be part of this envelope. This category consists of the following activities:

1.1 Client services

1.1.1 Information services – open services for jobseekers providing ad hoc information and referral to opportunities for work, training and other forms of assistance, together with job brokerage services for employers.

1.1.2 Individual case management – services of individualised assistance (e.g. intensive counselling and guidance, job-search assistance, personalised action plans) and follow-up for unemployed persons provided as part of a planned path towards durable (re-) employment. Financial assistance for the unemployed in case of travel to interview costs, other job-search related costs and similar cases are included here

1.2 Other activities of the PES

1.2.1 Administration of LMP measures – activities of the PES related to the implementation of LMP measures, including indirect administrative costs of the PES.

1.2.2 Administration of LMP supports – covers activities of the PES related to the administration and payment of LMP supports and/or the supervision by the PES of other bodies that undertake the payment/administration function.

1.2.3 Other services / activities – all other services, activities and general overheads of the PES and which are not covered in any other category

2011 29 Mil € 2011 Mil €

European Union (27 countries) 27,586 Lithuania 25

Belgium 785 Luxembourg 23

Bulgaria 15 Hungary 10

Czech Republic 151 Malta 7

Denmark 1,306 Netherlands 2,234

Germany 8,873 Austria 557

Estonia 13 Poland 312

Ireland 223 Portugal 198

Greece 24 Romania 35

Spain 1,110 Slovenia 38

France 5,048 Slovakia 50

Italy 501 Finland 234

Cyprus 6 Sweden 956

Latvia 7 United Kingdom 5,420

Source: Eurostat

Category 2-7: Labour market measures

These categories includes measures to actively support people gaining employment or improving chances of getting employment. They are policy instruments fostering inter alia a lifelong approach to work, identification of needs, job search assistance, guidance and training as part of a personalised action plan, the matching of labour market needs, investment in human capital and the adaptation of education and training systems to new competence requirements.

• 2. 

  Training;

• 3. 

  Job rotation and job sharing;

• 4. 

  Employment incentives;

• 5. 

  Supported employment and rehabilitation;

• 6. 

  Direct job creation;

• 7. 

  Start-up incentives;

29 EU27 (2009), Greece (2010), UK (2009)

2011 30 Mil € 2011 Mil €

European Union (27 Luxembourg countries) 63,626 196

Belgium 5,101 Hungary 349

Bulgaria 51 Malta 3

Czech Republic 276 Netherlands 4,191

Denmark 3,706 Austria 1,709

Germany 11,637 Poland 1,236

Estonia 24 Portugal 783

Ireland 1,161 Romania 27

Greece 498 Slovenia 91

Spain 7,404 Slovakia 154

France 13,646 Finland 1,617

Italy 4,845 Sweden 3,104

Cyprus 56 United Kingdom 635

Latvia 67 Norway 1,602

Lithuania 56

Source: Eurostat

30 EU27 (2009), Greece (2010), UK (2009)

ANNEX 11

OVERVIEW OF NATURE OF THE COST RELATED TO THE IMPROVEMENTS

TO BE MADE

Nature of the costs Observations

Transparency

(a) Making available to EURES all vacancies nationally The size will vary from country to country depending on

(b) Making available to EURES CV's of jobseekers • the state of the national system of

c) Having European vacancies on national job search portals and clearance (formats and standards)

making them clearly visible

• the existing job search portal

Initial cost for the Commission: software applications, technical platform and infrastructure

support to Member States. Budget is foreseen under the EURES axis

of the EU EaSI Programme. • the methods chosen to extend the

vacancy pool at national level Initial cost for Member States: IT and staff cost related to change in

protocols and/or partnership agreements with non-PES service • the number of non-PES EURES

providers of vacancies (ad a); introduction of CV clearance (ad b) and service providers involved and

implementation of the API (ad c), where necessary, training cost of

users (including non-PES EURES actors). their size

Fixed cost Member States: maintenance cost of the systems and overhead

Automated matching

a) Using common formats and standards The size will vary from country to country depending on

One off initial cost for Commission: software applications, support to

Member States (cost integrated in the framework of the development • the of the national classification

cost of the EURES portal under the EURES axis of the EU EaSI system used on the existing job

Programme) search portal

One off initial cost for Member States: IT development and staff cost • the existing job search portal related to the adjustments to common formats and standards, where platform and infrastructure necessary, training cost of users (including non-PES EURES service providers) • the number of non-PES EURES

service providers involved and One off initial cost for (possible) non-PES service providers: IT

development and staff cost related to the common formats and their size

standards

The incidence of the cost will depend

Fixed cost for Member States: maintenance cost of the systems and also on the frequency in modifications

to the formats and standards, the overhead national mapping inventory and the

ESCO classification. Fixed cost for (possible) non-PES service providers: maintenance cost of the systems and overhead

b) Mapping to and from ESCO

One off initial cost for Commission: software applications, support to

Member States (cost integrated in the framework of the development cost of ESCO under the Social Innovation axis of the EU EaSI

Programme)

One off initial cost for Member States: service cost for the making the inventory, mapping the national classifications to and from ESCO (the cost can be integrated in the framework of the development cost of

ESCO under the Social Innovation axis of the EU EaSI Programme)

One off initial cost for (possible) non-PES service providers: IT development and staff cost related to the national mapping inventory

Fixed cost for Member States: maintenance cost of the systems and overhead

Fixed cost for (possible) non-PES service providers: maintenance cost of the systems and overhead

Mainstreaming

One-off initial cost for Member States: service cost (creation of on line The size will vary from country to information feature and/or dissemination material PES, based on some country depending on: common elements developed by the Commission in consultation with

the MS) • degree of integration of EURES in PES business processes

One-off initial cost for non-PES service providers: service cost

(creation of on line information feature and/or dissemination material, • method chosen for first contact

if PES material not used) information, in PES and non-PES service providers

• Possibilities to re-orient current

EURES staff such as EURES advisors and assistants to a

EURES back office function, and

the degree of complementarity

with the national Coordination

Office

Support services

a) Increased access to matching, recruitment and placement services The size will vary from country to country depending on:

One off initial cost for Member States: set-up cost, service cost

(revision of service offer methodology and business processes where • The current degree of focus on

necessary), review of related partnership agreements with non-PES recruitment and placement

actors services of EURES

Fixed cost for Member States: national training of EURES staff • The current degree of integration of EURES in PES business

Fixed cost for the Commission: training of EURES specialised staff processes related to recruitment

and the national trainers for front line staff at national level (cost and placement integrated in the framework of the common training programme under the EURES axis of the EU EaSI Programme) • the current degree of coordination

between EURES and other actors

b) Integrated access to labour market measures on social security rights

One off initial cost for Member States: service cost (revision of

information on these measures, the eligibility criteria and/or • uptake of nationals interested in

communication methods relating to the procedures for applying for using active labour market

these measures) measures in the interest in

working in another Member State

Fixed cost for Member States: support on basis of individual requests for active labour market measures such as language training, vocational training, intercultural communication training.

c) Improved interaction on information for social security rights

One-off initial cost for Member States: service cost (revision of information, communication methods, and where appropriate working arrangements between PES and/or other public authorities or actors)

Fixed cost for Member States: staff (EURES liaison officer in the

National Coordination Office to support regular information exchange)

Information exchange and cooperation

• a) 

  Improved labour market information exchange The size will vary from country to country depending on

One off initial cost for Member States: set up cost of the information

system, including service cost (revision of underlying data collection • Extent to which data analysis

mechanisms in PES and review of business processes), possibly IT and departments can build on existing

training related costs related to adjusted business processes, review or models and integrate work on

introduction of data protocols with non-PES actors and appropriate intra-EU labour mobility in any

consultation processes at national level regular PES business processes on

data analysis and monitoring Fixed cost for Member States: staff (a data analyst, policy officer)

Fixed cost for the Commission: organisation of meetings with • The degree of the national

representatives of the Member States (cost integrated in the framework interests in supporting mobility of budget foreseen for EURES governance under the EURES axis of solutions to achieve balance on

the EU EaSI Programme) the labour market (size and nature

of the national and sectoral

Fixed cost for non-PES service providers: monitoring and reporting shortages and surpluses) cost as part of the programming cycle

b) Coordinated implementation of mobility strategies

No additional staff or investment needed; variable costs depending on the actions and their benefits

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