* Tit COMMISSION OF THE EUROPEAN COMMUNITIES 
Brussels, 19.01.1996 
COM(96) 3 final 
EURES 
(EUROPEAN EMPLOYMENT SERVICES) 
Report on the Period 1994 - 1995 
in accordance with Regulation (EEC) n° 1612/68, Article 19 (3) 
(Presented by the Commission) 

0. Summary 1 
1. Introduction 2 
1.1 Legal Base 2 
1.2 EURES as a renewal of the former SEDOC system 2 
1.3 The Objectives of EURES 3 
2. The EURES network and its components 4 
2.1 Member organisations 4 
2.2 Structure of the network 4 
2.2.1 Euroadvisers 4 
2.2.2 European Coordination Office 5 
2.2.3 The EURES Working Party 5 
2.3 The EURES Computer System 6 
2.4 Database "living and working conditions" 8 
2.5 The University Pilot Project 10 
3. EURES crossborder 10 
3.1 The specific character of Crossborder collaboration 10 
3.2 Definitions 10 
3.3 Existing EURES Crossborder Structures 12 
4. Animation and promotion of the network 12 
5. Budget and human resources 13 
5.7 Budget 13 
5.2 Human Resources 14 
6. Evaluation 15 
6.1 Monitoring 15 
6.2 Quantitative Results 16 
6.3 Qualitative Results 16 
6.4 Assessment of the Results 17 
7. Objectives for the development of the EURES network in the future 19 
7.7. Improvement of the two databases 19 
7.7.7 77?£ yo£ vacancies and job applications database 19 
7.7.2 77?e EURES database on living and working conditions 19 
7.2. Animation of the EURES network 19 
7.3. Promotion of the EURES network 20 
7.4. Development of the EURES Cross-border structures 20 
7.5 Interregional Cooperation 21 
7. (5. Synergies with other Community programmes 21 
7.7. National Activity Plans 22 
7.5. Pilot projects 22 
8. Conclusion 22 
Appendix 
Summary 
The EURES network is designed to facilitate the free movement of workers in 
the European Union and in the European Economic Area and thus to contribute 
to the development of a true European employment market. It is a partnership 
between the Commission, the national employment services of the Member 
States, Norway and Iceland and (in the case of border areas), organisations 
representing the social partners. Its objectives are to serve as a European 
employment agency, as well as providing a Europe-wide forum for the 
exchange of good practice and experience in the employment field. 
Launched in November 1994 it has a human network of some 450 Euroadvisers, 
experts on the European labour market, and two data bases, one containing 
information on job vacancies throughout the 17 countries and the second 
general information on living and working conditions in these countries and 
regional labour market information. In 8 frontier regions where there is a high 
level of crossborder mobility, special structures have been set up, which, in 
addition to the main EURES missions of exchanging information on job 
vacancies and providing services to job-seekers, also focus their activities on the 
development of cooperation in the employment area concerned The economic 
and social partners contribute actively in this cooperation A number of 
universities are cooperating within the network on an experimental basis. The 
Commission is responsible for developing and maintaining the two European 
data bases, for coordinating the exchange of information, for training the 
Euroadvisers and animating and promoting the nework. 
In its first year of full operation, EURES has drawn together the public 
employment services and the other partners and the number of job vacancies 
exchanged is growing month by month. Good contacts have been made with 
the public and the number of people seeking information is increasing, 
particularly in the crossborder areas. The promotion of EURES to employers 
has begun and a coordinated strategy is being developed for implementation in 
1996 A start has been made on the exchange of labour market information and 
this will be continued and developed. The technical system is being constantly 
improved to meet user needs and in particular to enhance the flow of data 
Cooperation between the partners and in particular between the public 
employment services has developed very satisfactorily and has led to growing 
collaboration in other areas, for example the development of transnational 
projects financed by the European Social Fund (ADAPT initiative). 
1<^ 
1. Introduction 
7.7 Legal Base 
The freedom of movement for workers, one of the basic principles of the 
European Community and established by Article 48 of the Treaty of Rome, 
entails the right to accept offers of employment in other Member States and to 
move freely for this purpose. This objective has to be achieved by cooperation 
between the Member States, in particular between the employment services of 
the Member States, and the Commission. 
The main elements of this cooperation are laid down in the Regulation (EEC) 
No 1612/68 of the Council of 15 October 19681, modified by Regulation (EEC) 
No 2434/922 which constitutes the basis for the creation of the EURES 
network 
7.2 EURES as a renewal of the former SEDOC system 
On the basis of this legislation the Commission and its national partners, mainly 
the employment services of the Member States, created the EURES network 
(EURopean employment services) which was set up by Commission Decision 
No 93/569/EEC of 22 October 19933 
In this way the Commission and the Member States renovated the former 
SEDOC system (European system for the international clearing of vacancies and 
applications for employment) which no longer met the requirements of the 
labour market in Europe. The SEDOC System, which was established in 1972, 
had aged rapidly, notably due to outmoded technology and a weak 
documentation base. In the context of the completion of the Single Market and 
the implementation of the Community Charter of the fundamental social rights 
of workers, the Commission made appropriate proposals for the revision of Part 
II of Regulation No 1612/68 and the renovation of the SEDOC system The 
European Parliament supported these proposals in its Resolution of 13 
September 19904. 
This present report describes the setting up of the EURES network and the 
achievements of the first year of operation. 
^ O.I No ! 2*"7. 19 10.I96X. p. 2 
2 ().! No 1. 2-»N 2<> >'- 1992 . p 1 
'n.l No. I. 274. c.l I 1993. p. M 
4O.I No C 260 15.10.1990. p. 16" 
1.3 The Objectives of EURES 
The Commission Decision 93/569/EEC of 22 October 1993 designates EURES 
as a network to 
develop cooperation between Member States and in particular between 
the employment services of the Member States and the Commission 
exchange job vacancies and applications at Community level 
ensure the exchange of information on working and living conditions 
between the Member States 
coordinate and follow up the resultant exchange of information at the 
appropriate European level 
set up special cooperation and service structures providing information 
relating to mobility in border regions 
- exchange information concerning the situation and trends in the labour 
market 
The importance of the EURES network for the support of a Community labour 
market is also cited in the White Paper on 'Growth, Competitiveness and 
Employment' and the White Paper on 'European Social Policy' specifies that 
EURES is: 
"a comprehensive European employment agency with a mandate to 
inform, counsel and place job-seekers across Europe, and 
a forum for discussion of European employment issues at operational 
level." 
Moreover, it reflects the demands for a tool to: 
- reduce existing structural labour market barriers 
- develop the links between training and employment at European level 
- facilitate the liaison between other EU initiatives and the world of work 
- become a transnational framework for the exchange of experience and 
good practice relating to all issues in the field of employment. 
2. The EURES network and its components 
2.1 Member organisations 
The EURES network consists of the European Commission and the public 
employment services of the 15 member states as well as Norway and Iceland. 
Due to national specificities there is more than one partner in three countries. 
Belgium has three public employment services (FOREM, VDAB and ORBEM), 
in France there is a special organisation concerned with the labour market for 
executives (APEC) and another one for migrants (OMI) and in Germany under 
the coordination of the 'Bundesverwaltungsamt' several welfare organisations are 
responsible for counselling immigrants and people willing to emigrate. In the 
case of border areas F3URES cooperation is extended to include trade unions, 
employers and certain other institutions interested in mobility 
2.2 The structure of the network 
The installation of the network was started in 1992 and after a test phase of the 
computer system in 1994 it became operational when it was launched officially 
on 17 November 1994 during the second European Employment Week. 
2.2.1 Euroadvisers 
The human basis of the network is formed by Euroadvisers, experts on the 
European Labour Market who are nominated by public employment services 
and other partner organisations. They receive a special basic training which is 
organized under the aegis of the European Commission Their task is to inform 
and advise mobile workers as well as employers intending to recruit at 
European level, they may also cany out or support transnational placement 
operations. 
By the end of 1994 basic training had been organized and in large part financed 
by the Commission for 358 Euroadvisers Norway and the three new Member 
States financed this training from their own resources In addition seventeen 
specialist staff from universities in several countries of the European Union 
work together in a pilot project within the EURES network and were also 
trained as Euroadvisers. This brought the total to 375. A basic training 
programme for a further 100 Euroadvisers was launched in September 1995 
which, taking into account turnover, will bring the number of trained 
Euroadvisers to about 450 by the middle of 1996. 
In addition to basic training Euroadvisers are provided with a programme of 
continuing training including courses to improve their language and computer 
skills and thematic seminars on a range of topics such as social security and tax 
legislation at European and national level 
The number of Euroadvisers and their distribution by organisation is given in 
table 1 of the appendix. 
Depending on the specificities of national organisations Euroadvisers are often 
assisted by other staff (e.g. technicians, assistants). 
2.2.2 The European Coordination Office 
The European Coordination Office has been established within the Commission 
(DGV/D/4-EURES). It has the following tasks within EURES: 
- installation, promotion, administration and management of the network 
- coordination of cooperation between all partners of EURES 
- cooperation with other Community services and programmes 
- analysis of movement of workers and provision of information on 
labour market trends 
- installation and updating of the databases of job vacancies and of 
general information on living and working conditions 
- training of Euroadvisers and animation of the network 
- operation and development of the computer system 
2.2.3 The EURES Working Parly 
Each partner organisation has appointed a EURES manager to be responsible for 
the development of EURES in that organisation Representatives of the 
Commission and these managers form a working party in order to provide for 
the maintenance and development of EURES in accordance with the needs of 
the users. The meetings of this working party are organized by the Commission 
in order to discuss all issues concerning the network and to take decisions on 
a common basis. 
In addition, experts have been nominated by the EURES partners in the fields 
of promotion, general information and computer systems Arrangements are 
made by the European Coordination Office for these experts to meet frequently 
in order to solve current problems, specify details of future development and 
integrate their knowledge on.national level into the work of the Commission 
2.3 The EURES Computer System 
The EURES System is a computerised tool to help Euroadvisers in their work 
Through this system, they have access to a database of European Job Vacancies 
and a database of information concerning living and working conditions 
throughout the European Economic Area. They can also communicate with 
other Euroadvisers through the Electronic Mail facility. The system has been 
developed within the guidelines of the Commission's IDA (Interchange of Data 
between Administrations) programme, and is fully supported by this 
programme. 
The primary objective of the IDA Programme is to allow the European 
Commission to contribute to projects in the field of telematic interchange 
between administrations with a view to facilitating cooperation between them. 
A list of projects is laid down for the period 1995 - 1997 for which a specific 
need is recognised for a Community contribution in order to ensure that they 
are implemented throughout the Community. 
The EURES Computer System, as a discrete project, was, and remains, an 
obvious candidate for a project covered by the IDA programme. The objective 
of EURES is precisely to link the job vacancy computer systems of the 
employment service administrations of the Member States and set up a network 
of "Euroadvisers'1 all connected to the centre and to each other. EURES was 
therefore able to take advantage of the experience, advice and sharing of good 
practice that characterises the IDA programme. The economies of scale of this 
approach, as well as the avoidance of mistakes due to the sharing of 
information has greatly helped EURES and of course helps to ensure against 
duplication of effort at Commission and Community level. EURES has adhered 
to the central guidelines and the centrally-defined commom architecture of the 
IDA programme and has made progress at a rate that would not have been 
possible had we been acting alone. 
The contribution of the IDA budget has also proved indispensable 
The diagram below shows the elements of the EURES System 
At the heart of the EURES System are two separate computers that contain the 
information that Euroadvisers need. The first of these is the EURES Job 
Vacancy Database This is where EURES Job Vacancies are held, following 
notification by employers, for use by Euroadvisers, according to the needs of 
jobseekers. Much of the system is interactive, in that Euroadvisers can add and 
modify Job Vacancies and address them to colleagues. The EURES Job 
Vacancy Database is available in most of the languages of the European Union, 
except Greek. The machine itself is located in Brussels. 
The second computer is the EURES General Information Database (see 
chapter 2.4) and this is located in Luxembourg 
Euroadviser 
Workstation Domestic 
Job Vacancy 
System 
EURES 
Job Vacancy 
Database Telecommunications '' 
Network Domestic 
System 
Termina) 
EURES 
lnfo92 Général 
Information 
Database 
The computer housing the Job Vacancy Database also houses the software that 
gives Euroadvisers access to an Electronic Mail (E-Mail) facility. Euroadvisers 
can use this facility to send free-text messages to each other, and to the central 
EURES Help Desk. 
Access to the two databases and the E-Mail facility is through a PC-based 
Workstation Euroadvisers can input, maintain and query Job Vacancies, scroll 
through the information on the General Information database and compose E-
Mail messages. Since the Workstation is a Personal Computer, they can also use 
it for software packages such as Word Processing and Spreadsheets. 
The EURES Job Vacancy Database is fed by vacancies from the member 
countries of the EEA Euroadvisers can input Job Vacancies directly from their 
Workstation However, although this process has been made as simple as 
possible, it still takes up valuable time that could be better spent advising and 
counselling clients 
For this reason, the main input of Job Vacancies to the EURES Job Vacancy 
Database comes directly from the Domestic Job Vacancy Systems oi~ the 
employment services of most of the member countries 
A "Eront-end" computer called the National Access Server (NAS) connects 
each Domestic System to the EURES Job Vacancy Database This means that 
when a job vacancy is input into the domestic system, it can be "flagged" as a 
potential EURES vacancy (according to certain criteria) and sent automatically 
to the EURES System There is no need for the Euroadviser to re-enter the 
details from a Workstation 
Using the same system architecture, Job Vacancies can also be addressed and 
sent to other Domestic Systems. 
The Euroadviser Workstations of each administration, and the Domestic Job 
Vacancy Systems in each employment service are connected to the National 
Access Server (NAS). Each NAS is connected, via a central 
Telecommunications Network, to the EURES Job Vacancy Database and the 
EURES General Information Database. In this way, the various elements of the 
EURES System are linked together and can communicate with each other 
2.4 Database "living and working conditions" 
This database contains general information on the living and working conditions 
and on the labour market of the European Economic Area Member States It is 
an essential element of the tools which the EURES network places at the 
disposal of Euroadvisers for their work of counselling, informing and placement 
It enables the Euroadviser to set out, through his/her computer, precise and 
practical information for any person seeking a job or wishing to follow a 
training course in another EEA Member State. It also provides essential 
information to help the job-seeker's family to integrate in the host country 
An inventory of the information to be found in this database was decided by 
Commission Decision 93/569 (cf. Annex I, item 2.5 1). Currently, important 
chapters such as Working conditions. Living conditions. Social Security, 
Conditions of entry into another state or Useful addresses are available, on 
computer, for all the Member States, translated into all the Community 
languages (see table below). Information concerning the labour market and 
cross-border workers will be included in the next important phase of updating 
of the base. With regard to the "Labour Market" section, a call for tender was 
launched to develop a model which will allow for the addition of qualitative 
data to EU statistical data on the underlying trends of each regional labour 
market. 
The database is accessible, free of charge, through the Euroadviser's personal 
computer, in an environment identical to the one offered for the consultation of 
EURES job vacancies The Euroadviser must, however, be connected to the 
main computer, located in Luxembourg and managed bv the Commission's 
Computer Centre 
Searching for information is a simple process: the Euroadviser can select the 
information by tree or by direct access (via indexes or numbers) It is also easy 
to obtain the selected text in various languages or to find the equivalent text for 
another Member State. 
In the last few months, a particular effort has been made to ensure an efficient 
follow-up and up-dating of the information available. In this context a 
permanent structure has been set up consisting of a group of national experts 
(one expert for each country participating in EURES). They are designated by 
the Public Employment Services and their work is coordinated by the 
Commission. These experts meet four times a year in Brussels, under the aegis 
of the Commission. During these meetings, they review the state of their work 
of up-dating national information, inform each other of important changes which 
have occurred in their country as regards living and working conditions, 
exchange experience and suggest amendments for improving the distribution, 
within the network, of the data base. They are also kept informed by the 
Commission representatives of relevant developments occurred in the 
management of the database. 
Contacts have also been made with the various operators who, within the 
network, have developed or are planning to develop one or more local 
databases. These contacts led to a meeting, organised by the Commission, of all 
the persons concerned. This exchange made it possible to identify the topics on 
which a common approach must be formulated in order to achieve the agreed 
goal, namely the connection between the central base and these local bases, or 
at least the exchange of the data contained in each one of these information 
systems. These key-topics are as follows: standardisation of the data formats, 
harmonisation of drafting methods and bibliographical references, adoption of 
tools for indexing (thesaurus). 
The question of the modernisation of the way in which the database is 
distributed is always of interest. In the near future, this issue will most probably 
take two complementary directions: the distribution of the EURES database on 
the new Info'92 version (which has been baptised Infoplus) and the opening, 
under certain conditions, of this EURES database to a larger audience in 
addition to EURES members, and secondly the development of an off-line 
version of this same database adapted to the individual needs of the members 
of the network. 
A list of thematic fields and rates of coverage of texts in the database on 
27.10.95 in relation to the programme initially established is given in table 2 of 
the appendix. 
2.5 The University Pilot Project 
There are at present 16 universities from 6 Member States (B, F, FIN, IRL, NL, 
UK) participating on an experimental basis in EURES. The university 
Euroadvisers have full access to the EURES data bases and cooperate with the 
other Euroadvisers in the network and with the public employment services. 
During this pilot phase, however, they are financed separately. The current 
phase of the university experiment comes to an end in October 1996 and future 
developments will then be decided in the light of the results obtained so far. 
3. EURES crossborder 
3.1 The specific character of Crossborder collaboration 
One group of people particularly concerned with the opening of borders are, 
quite naturally, frontier workers. Euroadvisers working in frontier regions are 
directly confronted, more than others, with problems of occupational mobility 
and expatriation. This involves, for cross-border Euroadvisers, integrating not 
only the European dimension into their approach to the labour market but also, 
more specifically, the cross-border dimension of this market. They must also go 
beyond the administrative logic of cross-border relations in order to place their 
activities within a global vision of an employment area located astride one or 
more borders 
Since for Europeans, working on the other side of a border has increasingly 
become something natural, cross-border employment areas are of particular 
interest today. They are areas where European integration is especially well 
developed and lie within regions which themselves are characterised by a high 
level of transnational activity. Crossborder work as a factor which unites and 
stimulates cooperation contributes, consequently, to the valorisation of the 
economic and social dimension 
However, numerous obstacles remain to be tackled in order to ensure 
harmonious crossborder cooperation. Because of the specific features of certain 
regions (sectors of activity, social protection system, environment, etc.), some 
job seekers are less tempted to prospect in a neighbouring region 
3.2 Definition 
While all Member States collaborate within the EURES network under the terms 
of the regulation concerning free movement of workers the cross border projects 
are created on a voluntary basis, on the initiative of the persons responsible in 
the area concerned. 
10 
Cross-border EURES consists of a number of cooperation structures which, 
within the framework of the EURES network, aim at meeting the need for 
information and collaboration linked with mobility specific to frontier regions. 
Cross-border EURES brings together public employment and vocational training 
services, employers and trade union organisations, local authorities and 
institutions dealing with employment and vocational training issues in frontier 
regions with the European Commission. 
Cross-border EURES, compared with the rest of the EURES network, presents 
the following features: 
an action focused on regions with important cross-border flows of 
workers, representing transnational employment areas or which 
experience an important interpénétration of the regional economies; 
a voluntary partnership created at the local level In addition to the 
Public Employment Services, they include social and economic partners 
and local political authorities. Trade union organisations take an active 
part via the Interregional Trade Union Councils and cross-border trade 
union associations; the latter representing approximately half of the 
Euroadvisers of the structures. Within certain structures, employers 
organisations of both sides of the frontier are associated and/or have also 
provided Euroadvisers; 
a broader field of activity, which consists of four missions: 1) 
distribution of job vacancies and job applications 2) information on 
living and working conditions 3) exchanges of information on vocational 
training 4) the stimulation of co-operation on labour market issues, 
thanks to the links between the various partners on both sides of the 
frontier 
To fulfil these four missions, Cross-border EURES have two authorities: 
a Steering Committee, which takes decisions as regards the budget and 
ensures a general coherence of the structure. It consists of representatives 
of Public Employment Services, the Interregional Trade Union Council, 
employers organisations, the Commission and the other contributors 
(local authorities); 
working groups which have a more technical role. They are charged with 
carrying out the actions which have been agreed. The members of the 
working groups are, in addition to certain Steering Committee members, 
the Euroadvisers and other specialised members according to the 
missions of the working groups. 
11 
3.3 The existing EURES Crossborder Structures 
By 1 May 1995, eight EURES Crossborder structures were functioning 
in Europe, in the following Member States and frontier regions : 
1. Hainaut / Nord-Pas-de-Calais / West Flanders / Kent (H.N.F K) 
(Belgium, France, United Kingdom) since 1 July 1991; 
2. Schelde / Kempen (IGA 1) 
(Belgium, Netherlands) since 1 December 1991; 
3 Euregio Enschede / Gronau 
(Germany, Netherlands) since 1 January 1993; 
4. Euregio Meuse / Rhin (IGA II) 
(Germany, Belgium, Netherlands) since 1 June 1993; 
5. European Development Pole (P.ED.) 
(Belgium, Luxembourg, France) since 1 June 1993; 
6. Lorraine / Saarland 
(France, Germany) since 1 February 1994 
7. Provence / Alpes-Côte d'Azur / Liguria (Eurazur) 
(France, Italy), since 1 September 1994; 
8. Rhône-Alpes / Piemonte / Valle d'Aosta (Transalp) 
(France, Italy), since 1 September 1994 
There are initiatives to set up new projects in other crossborder regions. 
4. Animation and promotion 
The EURES network was inaugurated officially on 17 November 1994 by 
Commissioner Flynn on the occasion of the Employment Week in Brussels and 
at virtually the same time by the public employment services in each of the 17 
EURES member countries. The actions organised for the official launch in 
Brussels included a stand at the Employment Week held at the Congress Palace 
from 14 - 17 November 1994 and a press conference A number of 
Euroadvisers from different countries belonging to the network were present on 
the stand. They informed the public about the services provided by the network 
and invited interested parties to consult the two databases There were on-line 
connections with both the database on living and working conditions and the 
database containing European job vacancies 
12 
The actions organised by the members of the network in the member countries 
varied from special actions directed towards employers, a demonstration of 
EURES for the general public, to information campaigns targeted towards their 
own employment organisations. 
The promotion of the EURES network commenced in 1994 on the basis of a 
joint strategic plan adopted by the Commission and the members of the EURES 
network. The aim was to facilitate access to the network, to raise awareness and 
accordingly promote use of the services offered by EURES. After a promotion 
needs' analysis, a group of promotion experts, comprising active parties in the 
EURES network, was established to define the necessary promotional activities. 
The list of promotional products issued by the Commission includes both 
internal communication products (such as EURES newsflashes, a directory of 
Euroadvisers, a guide to the use of the computer system for Euroadvisers, an 
application form for jobseekers) and external promotion products (for example 
brochures presenting the network, posters, leaflets for workers and employers, 
slides for workers and employers, a radio jingle, a video, a press release and kit, 
press inserts). 
In conclusion, the promotion and official launch in 1994 highlighted the 
importance of close cooperation between the Commission and the members of 
the network with a view to developing products and measures which can best 
satisfy grassroots requirements. 
5. Budget and human resources 
5.1 Budget 
The budget made available by the Commission for the development of EURES 
was 7 5 MECU in 1994 and 9.4 in 1995 These funds were used for the 
installation of the computer system and the development of the database of job 
vacancies and of information on living and working conditions, for the 
animation and promotion of the network (notably the training of Euroadvisers 
and the promotion of EURES towards the public) and to develop cooperation 
in the crossborder regions and between national public employment services and 
the other partners 
In 1994 2 5 MECU (30%) of the total budget was reserved for the crossborder 
structures and this was increased, on the decision of the European Parliament, 
to 3.5 MECU (37%) in 1995. Each crossborder structure received a maximum 
of 110000 ECUs for each region concerned •'o* 
Cooperation between the national public employment services was supported by 
means of national activity plans put forward by each partner These plans 
enable the organisation concerned to develop additional continuing training (e.g. 
language training) for their Euroadvisers, to finance actions designed to promote 
EURES services to employers and workers, to animate the network on a 
national level and to extend the capacities of the Euroadviser's workstations in 
line with the development plan prepared by the Commission and agreed with 
the partners. The activity plans enable the partners to develop EURES so that 
it responds to specific national contexts and needs while remaining within the 
context of the overall aims and objectives of the network. 
It should be remembered that the EURES network is based on co-financing by 
the partners and that the public employment services themselves provide the 
salaries of the Euroadvisers, office space and equipment other than the 
workstations (personal computers which are supplied by the Commission) and 
for local telecommunications costs (the Commission pays the costs of 
communications from the national NAS server to the two data bases) In 1995 
an additional sum of 150 000 ECU was received from a separate budget line for 
the development of the social dialogue by 3 pilot actions in selected crossborder 
regions. 
5.2 Human resources 
The Euroadvisers form the essential human resource element of EURES. 
Nevertheless a flexible structure has been developed to coordinate their 
activities and to ensure the harmonious development of EURES services. 
Starting from the objectives set out in its legal base, the network is designed to 
be as responsive as possible to user needs and a structure has therefore been 
established which is based on the principle of collaboration in order to identify 
problems and find solutions acceptable to all EURES members 
The European Coordination Office is a separate section of some 12 persons 
which forms part of Unit 4 (Migration policy and promotion of free movement 
of workers) of Directorate D (Social Dialogue and Free Movement for Workers) 
of DG V. They are assisted by a small number of consultants responsible under 
the control of the Commission for the development and implementation of the 
informatics system 
At the national level each partner organisation has nominated a EURES 
manager to be responsible for the implementation of EURES within the 
organisation concerned and he/she is assisted by technical experts, general 
information experts and experts responsible for promotion All of these meet 
regularly under the auspices of the Commission. The Crossborder coordinators 
play an important role in the management of the crossborder structures, they 
participate in meetings of the EURES working party and ensure that regular 
meetings of the crossborder steering committee are organised 
Occasional use is made of outside consultants for specific specialist activities 
eg studies and evaluation, the preparation of certain promotional tools 
14 
Evaluation 
On the basis of the legal obligations of the EURES network its evaluation must be 
mainly focused on the efficiency of its services, which must be provided for the target 
groups: information, counselling and placement for job seekers, employers and others 
taking part in the labour market. 
6.1 Monitoring 
As a first step procedures have been established to make sure that all components of 
the network are available and functioning in accordance with the agreed planning. 
These procedures are designed to monitor structural or functional problems on a 
continuing basis. 
The training of Euroadvisers was begun in 1992 and took into account that there is a 
fluctuation staff in public administrations so that a certain turnover had to be expected. 
By July 1995 in fact 26 out of 360 trained Euroadvisers were no longer available for 
the network so that for the future a rate of 3-5% turnover per year must be assumed 
for the planning of basic training. 
Approximately 40% of Euroadvisers are working full-time for EURES, the others are 
spending on average of 15 hours per week on their transnational activities. 
The EURES computer system is operational everywhere in Europe. Availability of the 
central job vacancy database is more than 98%. All Euroadvisers workstations are 
connected to this computer in Brussels via INFONET telecommunication lines. At 
present the access is only used on a regular basis by 80% of the authorized users. In 
consultation with the managers the Commission is taking steps to identify the reasons 
for this in order to ensure that the network reaches full capacity use as soon as 
possible. 
Generally speaking all components of the technical network are fully operational, that 
is the network can be used for the delivery of EURES services. Current problems 
(more user-friendly interface for both databases, improved speed and comfort of 
access) have been recognized and are being addressed (see chapter 7). 
Many Euroadvisers stress that the human network is functioning well With the help 
of EURES they have all built up personal relations to colleagues in each country of 
the European Economic Area who are ready to help them in counselling and placing 
mobile workers. 
6.2 Quanti tali ve Results 
To establish whether the quantitative objectives are being met statistical 
information is collected and compiled automatically by the computer systems. 
In those cases where this is not possible (e.g. for certain activities of 
euroadvisers), statistical information is collected manually. 
For the first 10 months after the network was officially launched Euroadvisers 
reported nearly 180,000 contacts with jobseekers (by telephone, post or in 
person). More than 30,000 applications were handled and 5500 placements were 
made (see detailed statistics in table 3 of the appendix). 
The development of the number of job vacancies stored in the central database 
in Brussels at the end of each month is given in table 4 of the appendix. At the 
end of September 1995 nearly 5000 posts were on offer in the database. The 
distribution by countries and level of education is given in table 5 of the 
appendix.. On average 500 new posts are input into the database each month 
and 300 existing ones are closed so that the stock is growing by approximately 
200 per month. 
The use of the network's databases and electronic mail is given in table 6 and 
7 of the appendix. 
6.3 Qualitative Results 
With respect to the objectives of EURES the following remarks can be made: 
Cooperation: 
During the 2 years during which EURES was being set up and in 1995 
when the network was fully operational cooperation between the members 
of the network has been steadily growing. A number of bilateral, 
multilateral and transnational seminars have been organized by the 
employment services of the Member States and the Commission These 
seminars have intensified cooperation between public employment services 
themselves and with the Commission The exchange of experience and 
good practice has also been initiated and is beginning to extend to areas 
beyond those strictly concerned with EURES 
Exchange of information: 
The network of Euroadvisers has been established A computer system 
enables them to exchange job vacancies and electronic mail in all Member 
States of the European Economic Area, furthermore they have access to a 
database of information on living and working conditions Altogether 
16 
EURES is a European-wide network that is operational and can be used to 
deliver the services demanded by mobile workers and employers who wish 
to recruit at international level. 
Projects in border regions: 
Eight partnerships of "EURES crossborder" have been created on the basis 
of initiatives from frontier regions where there is a need for special 
information as a large number of workers cross the border daily. Another 
four partnerships of this type are being build up in other frontier districts. 
The previous experiences of the eight partnerships show different, but in the 
long run considerable, levels of success have been achieved in the 
cooperation between the partners (usually employment services and social 
partners from both sides of the border). Cooperation has been facilitated and 
efficiently organized by coordinators who were elected to. these partnerships. 
Responding to the main tasks of EURES, notably to provide information and 
advice for workers, EURES crossborder partnerships have developed a 
considerable number of special products, well prepared and having 
particularly in mind the interests of the respective crossborder workers (e.g. 
in the form of special brochures and seminars for crossborder workers). In 
addition, there has been some initial success in using EURES partnerships 
(and their different working groups) as part of a concerted action against 
existing legal and structural obstacles to mobility in frontier districts (e.g. 
mutual recognition of vocational training). In the future some of these 
partnerships are expected to intensify their efforts for the development of 
interregional social dialogue and in this way to improve the conditions of 
the employment market and for vocational training within their frontier 
districts. 
Labour market information: 
The Commission has launched two studies, one concerning an analysis of 
the crossborder flows of workers in Europe, the other to set up a framework 
for regional labour market description (including trends) within the database 
on living and working conditions. 
6.4 Assessment of the Results 
As EURES has been operational now for less than a year the establishment of 
evaluation criteria for the success of EURES in the form of fixed values (e.g. 
for costs of a placement, customer contacts with a euroadviser per day, number 
of job vacancies offered) makes no sense in this initial phase of the operation 
of the network. Although survey and analysis of quantitative facts is absolutely 
necessary to judge efficiency and use of the services, it will be difficult in the 
future to base the evaluation of success or failure on such figures alone While 
all EURES services are available in each Member State, each partner 
17 
organisation has different priorities depending on the structure and aims of the 
organisation concerned. In addition, as in many areas within the social sector, 
since EURES services are offered on a cost-free basis to the client there is no 
basis on which to quantify the exact benefit The establishment of more explicit 
critieria will be considered further in the light of the experience of the first year 
of operation.Evaluation of EURES must take into account the labour market 
situation in Europe and its impact on public employment services in the 
Member States. For example many public employment services are now set 
targets for reducing unemployment (e.g. number of placements, number of job 
vacancies collected). 
EURES is a tool designed to give people access to their right to freedom of 
movement which ultimately is aimed at international placement but also 
includes information and counselling of jobseekers in order to assist them in 
arriving at sound decisions. If therefore EURES services go beyond what is the 
main priority for public employment services certain implications of implanting 
the network in these countries must be taken into consideration. 
An initial evaluation can be summarized by listing strengths and weaknesses: 
Strengths: 
the key strength of EURES is the human resource network which in many 
ways is operating very effectively. Real problems are being solved every 
day and a large number of jobseekers are being helped. 
the legal base guarantees that all partners contribute to cooperation and 
investment within the network 
the partnership has drawn together the public employment services in the 
EEA and established a level of operational contact which goes far beyond 
those built up in the past 
the network provides its basic functions european-wide 
Weaknesses: 
the number of posts in the job vacancy data base (see chapter 6.2) are not 
enough to give a mobile jobseeker a sufficient impression about his 
chances on the international labour market 
the technical infrastructure must continue to be improved (e g_ user-
interface, access and performance of both databases) 
the main aims and structures of EURES are laid down in its le^al base, the 
18 
development of different interpretations of these objectives at Community, 
national or local level must be prevented 
EURES needs more political support at local, national and European lad 
7. Objectives for the development of the EURES network in the future 
7.1. Improvement of the two databases 
7.1.1 The job vacancies and job applications database 
In the first place, the information and procedures relating to the 
treatment of job vacancies to be introduced into the database will 
continue to be improved technically and qualitatively Secondly, the 
integration into the EURES network of domestic systems of more of 
the public employment services will allow for the automatic transfer 
of job vacancies. The criteria for possible future introduction of job 
applications into the system will also be considered. Finally, efforts 
will be made in order to ensure a uniform and centralised computer 
system which also integrates cross-border regions. 
7.1.2 The EURES database on living and working conditions 
The Commission will take all necessary steps to update and improve 
the quality of the information disseminated (modernisation of the 
base). It will also endeavour to supplement the information contained 
in the EURES database. This involves contacts with and the periodic 
organisation of meetings with the experts of the public employment 
services in order to update information and to provide new information 
(e.g. on tax systems, education, comparability of qualifications, 
specific information for cross-border and for self-employed workers). 
Another main priority is the provision of information on regional 
labour markets. 
7.2. Animating the EURES network 
The Commission will continue to provide for the vocational training 
of Euroadvisers, both basic and continuing. Essential in order to 
improve the professional transnational skills of the Euroadvisers, 
vocational training is also an important element for developing 
cooperation within the network at the European level and with the 
European Economic Agreement (EEA) area. As for the promotion of 
the cohesion of the network, the Commission, in its role as 
coordinator, intends to organise once a year a seminar addressed to the 
19 
persons nationally responsible for EURES and to Euroadvisers Other 
meetings will be animated by the Commission so as to facilitate the 
exchange of ideas among the public employment services concerning 
the development of the network and in order to find solutions to the 
operational problems with which the network is daily confronted 
Other seminars can be organised on the initiative of the public 
employment services. 
7.3. Promotion of the EURES network 
Since a substantial increase of job vacancies in the computer system 
is one of the main objectives of the EURES network, a considerable 
effort must be made both by the public employment services and the 
Commission in order to make EURES known to employers and to 
guarantee that each citizen can obtain EURES services without 
difficulty. Public employment services should step up their efforts with 
a view to promoting their contacts with companies, as well as to 
promote media actions on EURES. The Commission will coordinate 
these promotion efforts and will endeavour to formulate, with the 
partners, a promotion policy towards employers. 
7.4. Development of the EURES Cross-border structures 
The creation of new EURES Cross-border structures in regions 
representing genuine employment areas with a considerable flow of 
cross-border workers, represents one of the main objectives for the 
future. In this context, the Commission will provide practical assistance 
and financial support within the limits of the budget available. A study 
has been launched which will describe cross-border employment areas 
in Europe and in particular will indicate where the needs for information 
and orientation of cross-border workers are. The Commission's efforts 
will also focus on the improvement of cooperation between Cross-border 
EURES partners and with other institutions on all levels (local, regional, 
national and community)and also on ensuring that they develop as an 
integral part of the total EURES network 
Since one of the distinctive elements of EURES Cross-border structures 
is the participation of the social partners into the EURES network, this 
participation will be developed and supported bearing in mind their 
capacity to reduce practical and legal obstacles to mobility in 
cross-border regions. Regarding the employers' organisations, this 
involves improving their commitment, stimulating their role and 
participation in cross-border structures and thus balancing their action in 
relation to the other partners The Commission supports the development 
of this social dialogue at regional level Three cross-border structures 
have been nominated as pilot projects so as to test new hypotheses of 
collaboration between the social partners, thanks to additional financial 
resources made available in 1995. This social dialogue, which will be 
conceived and developed according to the missions of EURES Cross-
border structures, could then spill-over to a wider co-operation between 
regional social partners which will tackle problems of the labour market 
in cross-border regions. 
7.5 Interregional Cooperation 
As there are a number of important flows of workers between different 
regions (e.g. Ireland/London, Greece/Southern-Italy, Greece/Southern 
Germany) the Commission has begun to discuss with the partner 
organisations whether special measures need to be developed in order to 
ensure that EURES services respond to the needs of these flows 
7.6. Synergies with other Community programmes 
The development of synergies with other Community programmes is 
another objective of the EURES network. Handynet which provides 
information on technical aids for handicapped people within the HELIOS 
programme is using the E-mail of the EURES technical network. 
Cooperation between EURES and the Community initiative INTERREG 
has already been started on Community level and within EURES 
Cross-border structures. 
Other synergies are being developed with the Community initiatives within 
the ESF, notably ADAPT and EMPLOYMENT. Contacts have also been 
established with the Euroqualification project under the European Social 
Fund with a view to generate other forms of cooperation with national 
employment and training agencies. 
With respect to the LEONARDO programme closer cooperation is being 
developed. At the European level by an exchange of information, in 
addition EURES partners are beginning to make joint applications for 
transnational projects. The European handbook for guidance counsellors 
was distributed to all Euroadvisers. In addition Euroadvisers have access 
to a wide range of information on Community programmes via the general 
information database (see chapter 2 4) 
Information meetings will also be organised by the Commission and the 
persons responsible at national level for the projects, so as to contribute to 
the reinforcement of links between training and employment at the 
European level. 
21 
\ 7. National Activity Plans 
Through the financing of National Activity Plans, the Commission will 
continue to support the activities undertaken, at the national level, by national 
employment services. The Activity Plans which benefit from Commission 
support, present actions consolidating and developing the EURES network at 
the national level and also taking into account the legal and political 
framework and the medium term aims of the network. 
7.8. Pilot projects 
New cooperation between partners can be tested within the framework of the 
expansion and development of the EURES network in agreement with the 
public employment services. This involves in particular the extension of the 
EURES network to universities and to other partners who can bring a certain 
added-value to the network. This also involves pilot projects which will test 
cooperation with other Community programmes and also new regional 
cooperation which is based on real flows of mobility. 
8. Conclusion 
The setting up and official launching of the network represents a considerable 
human and technical achievement EURES has drawn together the public 
employment services of Europe both at the operational, in that all the services 
are now in direct contact with each other for the exchange of information and 
job vacancies. There is considerable potential for improving and developing 
the technical aspects of the system to enhance the flow of data At the same 
time experience to date has shown that the development of cooperation 
between the public employment services and the Commission with respect to 
EURES has also led to growing collaboration between the partners in other 
areas, eg measures to combat unemployment, and EURES is contributing 
actively to the creation of a European labour market 
APPENDIX 
23 
Table 1 
Distribution of Euroadviser by Organisation 
Country 
Austria 
Belgium 
Belgium 
Belgium 
Germany 
Germany 
Denmark 
Spain 
Finland 
France 
France 
France 
Greece Organisation 
Arbeitsmarktservice 
FOREM 
VDAB 
ORBEM 
Bundesanstalt fur Arbeit 
Bundesverwaltungsamt 
Arbejdsmarkedsstyrelsen 
INEM 
Arbedsministeriet 
ANPE 
APEC 
OM1 
OAED Euro­
adviser 
4 
16 
8 
2 
34 
15 
20 
33 
6 
23 
5 
5 
16 Country 
Ireland 
Iceland 
Italy 
Luxembourg 
Netherlands 
Norway 
Portugal 
Sweden 
United Kingdom Organisation 
FAS 
Ministry of Social Affairs 
Ministerio del Lavoro 
ADEM 
Arbeidsvoorziening 
Arbeidsdirektoratet 
IEFP 
Arbetsmarknadssty relsen 
Employment Services 
Trade Unions 
Employer Organisations 
Universities 
others 
TOTAL Euro­
adviser 
24 
-
31 
6 
19 
2 
17 
6 
15 
43 
5 
17 
3 
375 
FOREM: Office Communautaire et Régional de la Fomiation Professionelle et de l'Emploi 
VDAB: Vlaamse Dienst voor Arbeidsbemiddeling en Beroepsopiciding 
ORBEM: Office Regional Bruxellois de l'Emploi 
INEM: Instituto Nacional de Empleo 
ANPE: Agence National Pour l'Emploi 
APEC: Agence Pour l'Emploi des Cadres 
OMI: Office des Migrations Internationales 
OAED: Office de l'Emploi de la Main d'Oeuvre Administration 
FAS: Training and Employment Authority 
ADEM Administration de l'Emploi 
IEFP: Instituto do Emprego e Formaçào Profissional 
24 
Database "living and working conditions" 
Thematic fields Table 2 
1.1 
1.1.1 
1.1.2 
1.1.3 
1.1.4 
1.1.5 
1.1.6 
1.1.7 
1.1.8 
1.1.9 
1.1.10 
1.1.11 
1.1.11.1 
1.1.11.2 
1.1.11.3 
1.1.11.4 
1.1.11.5 
1.1.11.6 Salaried Workers 
General Remark 
Definition of the worker and his family 
Formalities for Emigration 
Formalities for Immigration 
Residence Permit 
Driving Licence 
Removal of Goods 
Border Crossing with Plants and Animals 
Border Crossing with Vehicles 
Living Condtions 
Working Conditions 
Recruitment 
Payment 
Working Hours 
Holidays 
Working Contracts 
Particular Forns of Work 1.1.11.7 
1.1.11.8 
1.1.11.9 
1.1.11.10 
1.1.11.11 
1.1.11.12 
1.1.11.13 
1.1.11.14 
1.1.12 
1.1.13 
1.1.14 
1.1.14.1 
1.1.14.2 
1.1.15 
1.1.16 
1.2 
1.3 Particular Categories of Workers 
Professional Training 
Rises of Working 
Protection against Sexual Harassment 
Representation of Workers 
Working Agreements and Conventions 
Working Conflicts 
Transfer of Social Rights of Workers 
Professional Qualifications 
Labour Market 
Social Security 
Protection of people moving within the EU 
National Regulations 
Respection of Rights 
Useful Addresses 
Crossborder Workers 
Indépendant Workers 
Texts available in the database at 27.10.95 
(absolute numbers and percentage of the programme initially fixed) 
Texts per country 
(all languages) 
Country 
Austria 
Belgium 
Germany 
Denmark 
Greece 
Spain 
France 
Ireland 
Italy 
Luxembourg 
Netherlands 
Portugal 
Finland 
Sweden 
United Kingdom 
Norway 
Total Number 
1587 
2175 
2162 
2115 
1848 
2126 
2117 
2111 
2063 
2085 
2099 
1955 
280 
1028 
2120 
1003 
28874 % 
80 
61 
83 
83 
81 
71 
81 
81 
81 
79 
80 
75 
11 
39 
81 
38 
69 Texts per language 
(all countries) 
Language 
danish 
german 
greek 
english 
Spanish 
french 
italian 
dutch 
Portuguese 
Total Number 
3229 
3206 
3182 
3258 
3243 
3244 
3177 
3186 
3149 
28874 % 
70 
69 
69 
70 
70 
70 
68 
69 
68 
69 
25 
Euroadviser Activities 1995 Table 3 
By30-9-1995 
Organisation 
AT-AMS 
BE-FOREM 
BE-VDAB 
BE-ORBEM 
DE-BA 
DE-BVA 
DK-AMS 
ES-INEM 
FI-ML 
FR-ANPE 
FR-APEC 
FR-OMI 
GR-OAED 
IR-FAS 
IT-ML 
LU-ADEM 
NL-AV 
NO-ADIR 
PT-IEFP 
SW-AMS 
UK-ES 
TRADE UNIONS 
Total Contacts with 
jobseekers 
8162 
1811 
10045 
9457 
26689 
3790 
3427 
16352 
16850 
5234 
620 
1283 
905 
10337 
17686 
180 
15379 
5915 
760 
7704 
11890 
5235 
179711 employers 
816 
62 
448 
547 
3084 
66 
109 
185 
590 
963 
39 
208 
324 
717 
1061 
12 
1733 
842 
190 
872 
1830 
41 
14739 others 
1569 
95 
1297 
1015 
2140 
1574 
329 
1058 
1040 
484 
78 
195 
392 
1964 
4234 
25 
2296 
858 
411 
1152 
4775 
650 
27631 Applications 
1010 
1364 
4841 
1110 
4522 
122 
224 
2736 
1795 
2108 
36 
219 
432 
1380 
3057 
45 
4388 
907 
173 
784 
2237 
***\ Placements *) 
1140**) 
0 
153 
0 
1389 
0 
117 
181 
354 
452 
4 
1 
3 
359 
674 
5 
522 
42 
42 
131 
195 
***\ 
33490 I 5764 
*) Some organisations have difficulties in reporting these figures since the EURES 
computer system cannot yet provide an automatic follow-up of placement activities. 
**) Austrian Euroadvisers only count written applications There are more placements 
since the Austrian Hotel and Tourism Industry recruits very often only by an oral procedure. 
'*) Trade Union Euroadvisers are not involved in application and placement activities 
26 
Cpen Job Vacancies/Posts by End of Month Table 4 
SO 
Posts 
Job Vacancies 
A single Job Vacancy can actually be advertising a number of posts. 
There is more than one job of the same type on offer. 
EURES Job Vacancies Database 
30/09/95 
Open Posts by level of education*) Table 5 
Country 
Austria 
Belgium 
Germany 
Denmark 
Spain 
Finland 
France 
Greece 
Irland 
Iceland 
Italy 
Luxembourg 
Netherlands 
Norway 
Portugal 
Sweden 
UK 
EU 
outside EU 
Total 0 
3 
38 
289 
7 
0 
11 
0 
0 
0 
0 
2 
0 
4 
4 
0 
10 
11 
0 
0 
379 1 
506 
65 
53 
2 
0 
1 
1 
3 
15 
0 
0 
0 
2 
1 
0 
0 
6 
0 
0 
655 
*) Level of Education: 
0 None Required 2 
474 
6 
941 
5 
1 
2 
39 
3 
0 
0 
11 
7 
91 
12 
0 
10 
134 
0 
8 
1744 3 
229 
64 
15 
2 
9 
33 
31 
4 
0 
0 
0 
0 
17 
6 
0 
6 
15 
0 
4 
435 4 
27 
37 
258 
7 
0 
0 
2 
118 
0 
0 
0 
0 
50 
4 
0 
3 
12 
0 
4 
522 5 
16 
54 
70 
10 
8 
21 
64 
9 
4 
0 
4 
1 
47 
0 
2 
45 
82 
213 
211 
861 n.a. 
0 
32 
7 
1 
1 
3 
95 
29 
10 
2 
3 
1 
2 
0 
0 
2 
12 
0 
1 
201 Total 
1255 
296 
1633 
34 
19 
71 
232 
166 
29 
2 
20 
9 
213 
27 
2 
76 
272 
213 
228 
4797 
1 Compulsory Education and Professional Initiation 
2 Compulsory Education and Vocational Training (incl. Apprenticeship) 
3 Compulsory Education and/or Vocational Training and Additional Technical 
Training or Technical Educational Training or other Secondary-Level Training 
4 Secondary Training (General or Vovational) and Post-Secondary Technical Training 
5 Secondary Training (General or Vocational) and Complete Higher Training 
28 
Actions on BEC Computer Table 6 
S login Job Vacancies • E-Mail Notifications other 
35000 
30000 
ri 
Table 7 
Use of General Information Database 
Organisation 
AT-AMS 
BE-FOREM 
BE-VDAB 
BE-ORBEM 
DE-BA 
DE-BVA 
DK-AMS 
ES-INEM 
FI-ML 
FR-ANPE 
FR-APEC 
FR-OMI 
GR-OAED 
IR-FAS 
IS-MSA 
IT-ML 
LU-ADEM 
NL-AV 
NO-ADIR 
PT-IEFP 
SW-AMS 
UK-ES 
UNIVERSITIES 
TRADE UNION 
Total hours Users 
6 
14 
9 
3 
38 
18 
23 
28 
15 
16 
5 
7 
0 
24 
1 
20 
2 
17 
;4 
12 
8 
13 
15 
28 
326 1994 
Nov | Dec 1995 
Jan | Feb | Mar Apr | May|Jun Jul Aug Sep 
in minutes 
82 
86 
304 
50 
855 
619 
1649 
864 
181 
74 
66 
40 
882 
0 
53 
31 
366 
28 
564 
855 
713 
4 
154 
142,0 76 
62 
307 
235 
2272 
704 
1317 
183 
572 
706 
40 
272 
286 
0 
15 
51 
484 
0 
139 
911 
392 
0 
271 
154,9 53 
404 
558 
48 
1079 
941 
949 
273 
515 
1110 
106 
55 
537 
0 
16 
14 
1033 
59 
190 
772 
1150 
179 
367 
173,5 2 
724 
505 
172 
2081 
722 
933 
488 
678 
752 
9 
72 
165 
0 
62 
0 
671 
11 
102 
1070 
596 
236 
404 
174,3 128 
360 
716 
439 
2219 
1070 
980 
912 
450 
720 
2 
113 
204 
0 
247 
6 
763 
78 
185 
668 
556 
515 
302 
193,9 0 
350 
559 
56 
1115 
809 
500 
294 
390 
751 
36 
535 
748 
0 
277 
0 
604 
11 
111 
516 
283 
87 
205 
137,3 155 
445 
446 
96 
1046 
579 
597 
372 
796 
198 
218 
535 
119 
123 
375 
0 
905 
26 
189 
933 
586 
618 
67 
157,1 132 
122 
696 
108 
1154 
577 
737 
323 
2288 
220 
18 
681 
128 
53 
420 
6 
693 
28 
192 
404 
496 
338 
250 
167,7 296 
69 
639 
539 
1685 
566 
877 
478 
735 
302 
16 
328 
193 
95 
89 
0 
402 
18 
273 
360 
551 
29 
105 
144,1 67 
176 
301 
29 
1856 
993 
567 
138 
871 
896 
255 
276 
142 
95 
159 
16 
747 
22 
45 
552 
773 
359 
264 
160,0 30 
60 
495 
316 
1515 
668 
577 
391 
823 
681 
210 
118 
46 
129 
226 
0 
266 
349 
511 
520 
433 
130 
207 
145,0 Total 
, h 
17,0 
47,6 
92,1 
34,8 
281,3 
137,5 
161,4 
78,6 
138,3 
106,8 
16,3 
50,4 
0,0 
57,5 
8,3 
32,3 
2,1 
115,6 
10,5 
41,7 
126,0 
108,8 
41,6 
43,3 
1749,7 
30 
ISSN 0254-1475 
COM(96) 3 final 
DOCUMENTS 
EN 05 04 
Catalogue number : CB-CO-96-006-EN-C 
ISBN 92-77-99455-X 
Office for Official Publications of the European Communities 
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