Communication from the Commission to the Council and the European Parliament - EURES Activity Report 2000 - 2001 presented by the Commission in accordance with Article 19 (3) of Regulation (EEC) No 1612/68: "Towards an integrated European labour market: the contribution of EURES"
Date: 2002-09-30
Institutions: European Commission
Subjects: EURES, European Employment Strategy, action programme, activity report, information network, job mobility, labour market, labour shortage, professional qualifications, provision of services

COMMISSION OF THE EUROPEAN COMMUNITIES

Brussels, 30/09/2002
COM(2002) 533 final

COMMUNICATION FROM THE COMMISSION TO THE COUNCIL AND THE
EUROPEAN PARLIAMENT

EURES Activity Report 2000 – 2001 presented by the Commission in accordance with
Article 19 (3) of Regulation (EEC) No 1612/68

"Towards an integrated European labour market: the contribution of EURES"

TABLE OF CONTENTS

Introduction ........................................................................................................................... 3

1.

2.

2.1.

2.2.

2.3.

3.

3.1.

3.2.

EURES: support to the free movement of workers and to the European Employment
Strategy.................................................................................................................... 4

The labour mobility and skill shortages situation ...................................................... 5

Skill shortages at EU level........................................................................................ 5

Transnational Mobility ............................................................................................. 6

Cross-border-Mobility .............................................................................................. 7

Evolution of the Network during 2000-2001............................................................. 8

Greater integration of EURES into PES.................................................................... 8

The Consolidation of Cross-Border EURES ............................................................. 9

3.2.1. New partnerships and launching of feasibility studies ............................................... 9

3.2.2.

Synergies with other EU-programmes .................................................................... 10

3.2.3.

Improvements in the dialogue and co-ordination between social and economic
partners .................................................................................................................. 10

3.2.4.

Involvement of Employers organisations ................................................................ 11

3.3.

3.4.

4.

4.1.

4.2.

4.3.

5.

6.

6.1.

The Network of EURESadvisers............................................................................. 11

Improvements in the quality of the service.............................................................. 12

Services on Line ..................................................................................................... 12

Improvements of the job vacancies database........................................................... 12

The C/V-Search Database....................................................................................... 13

The EURES Internet Site........................................................................................ 14

Funding .................................................................................................................. 14

Forthcoming developments..................................................................................... 16

Contribution to the implementation of the Commission's Action Plan on Skills and
Mobility ................................................................................................................. 16

6.2.

Enlargement ........................................................................................................... 18

7.

Conclusion ............................................................................................................. 19

2

INTRODUCTION

The EU has comparatively low levels of occupational mobility – the movement of workers
between jobs or sectors, whether within or between Member States – and labour turnover. As
the EU more and more becomes a knowledge-based service-sector economy, occupational
mobility is even more important for adapting to structural change and thus contributing to a
better functioning of labour markets and higher productivity, employment, growth and
competitiveness.

Geographic mobility in the EU is also relatively low, particularly between Member States, but
also within Member States. This is partly due to the existence of legal and administrative
barriers, and partly to economic, social and cultural constraints and habits. It is true that
patterns of geographic labour mobility have changed over the years. Temporary migration,
long distance commuting, and cross-border commuting has, for instance, become more
common. The overall rate of labour mobility is, however, still subdued.

Improving the potential for geographic mobility is also linked to the existence of dual labour
markets in Europe, with regions of high unemployment existing side-by-side with regions
suffering from skill shortages. Occupational mobility is often a pre-requisite for geographic
mobility. Efforts to support geographic mobility will be more effective if combined with
measures for occupational mobility. This requires a mix of policies including a reform of the
educational and training systems and better opportunities for geographical mobility - both of
which apply within each Member State and between the Member States.

The Commission has clearly defended such an approach in its Action Plan for Skills and
Mobility (COM (2002)-72). This proposes a series of measures that aim to prepare the
European workforce for the future needs of the labour market. This Action Plan was endorsed
by the Barcelona European Council in spring 2002, which mentioned specifically the need to
modernise the EURES network1 in order for it to contribute more effectively to the increased
mobility of workers in the European Economic Area (EEA). The development of EURES
over the two years covered by this report – 2000 and 2001 – has demonstated the role EURES
has already played and will continue to play in delivering some of the key objectives outlined
inthe Action Plan. This report reflects also the recommendations made by the European
Parliament in its report of 31.05.20012 on the activities of the EURES network during 1998
and 1999. In particular, it shows the relation between the EURES activities and the European
Employment Strategy, providing statistical data on labour mobility, reports on developments
concerning the EURES cross-border partnerships, and gives some indications of the work to
be done in relation with enlargement.

The Commission has also supported the analysis of the importance of occupational and
geographical mobility for meeting the growing demand for scientist and researchers in a
knowledge based socity. When endorsing the Commission’s proposal for the creation of the
European Research Area 3, the Lisbon European Council, asked the Commission to take the
necessary steps to reduce obstacles to the mobility of
researchers in Europe. The
implementation of the Strategy in favour of Mobility in the ERA4 proposed in response, is in

1 COM (2002)-72, recommendation 23
2 Reference 300.476
3 COM(2000) 6 of 18 January 2000
4 COM(2001)331 of 20 June 2001

3

full synergy with the Action plan for Skills and Mobility, and a series of actions aiming at
researchers are developed in
creating a favourable environment
cooperation with EURES.

the mobility of

for

During these two years, the objective of integrating the EURES services into the wider range
of services offered to job seekers and employers by the EURES partners, and particularly the
Public Employment Services (PES), was furthered. An increasing number of the staff in the
partner organisations have become aware of the EURES services and can now provide the
public with the first round of information.

The importance of the EURES IT platform is underscored by the fact that more than half of
the PES in the EEA have integrated their IT systems with that of EURES by 2001, which has
increase in the number of job offers exchanged. The CV-search
enabled a significant
database, enabling citizens to advertise their CVs at European level, was launched in 2001 as
a pilot project. It should be mentioned that the EURES web site which contains the databases
mentioned above, as well as information on living and working conditions, is already one of
the Commission's most frequently visited web sites.

Despite the progress shown in the report below, serious challenges remain for both the
Commission and for the partners in the EURES network. Much work needs to be done over
the coming period in order to meet the challenges set by Commission's Action Plan, the
European Council, Council of Ministers and the European Parliament.

1.

EURES: SUPPORT TO THE FREE MOVEMENT OF WORKERS AND TO THE EUROPEAN
EMPLOYMENT STRATEGY

There are two essential policy focuses of EURES. The first is the support EURES
provides to enable workers from the EU (and extended to EFTA/EEA workers) to
take advantage of their right to freedom of movement and to live and work in
another Member State. These rights are laid down in Regulation 1612/68; and
include providing information on job opportunities, curricula vitae, living & working
conditions and the labour market throughout the EEA, as well as providing assistance
and guidance to jobseekers and employers through EURES advisers and the public
employment services.

The second policy focus is the contribution EURES makes to supporting the
European Employment Strategy, and the reflection of labour mobility within the
EES. The Spring European Councils of Lisbon in 2000 and of Stockholm in 2001
laid far greater emphasis on the role of labour mobility than had been politically
visible previously. The Lisbon conclusions, for example, underline the importance of
improving employability and reducing skills gaps,
in particular by providing
services with a Europe-wide data base on jobs and learning
employment
opportunities. The Council pointed out the specific situation faced by researchers and
asked for special efforts to reduce obstacles to their mobility. The Stockholm
conclusions pointedly mentioned the mobility of workers in new open European
labour markets, and underlined that the modernisation of labour markets and labour
mobility needed to be encouraged to allow greater adaptability to change by breaking
down existing barriers, and that the feasibility of establishing a one-stop European
mobility information site should be examined.

4

The Employment Guidelines for 2001 strengthened this emphasis on labour mobility,
including its European dimension, by calling upon Member States to step up their
efforts to identify and prevent emerging bottlenecks. This should be done by
developing the job-matching capacities of employment services, developing policies
shortages and enhance occupational mobility, promoting
to prevent
geographical mobility. Furthermore, the functioning of labour markets should be
enhanced by improving databases on jobs and learning opportunities, which should
be interconnected at European level, making use of modern information technologies
and experience already available at European level. EURES is designed to make a
considerable contribution to achieving these policy objectives.

skills

In addition, EURES has a supportive function with relation to a number of the pillars
of the Employment Strategy. It enhances the employability of job seekers through
providing them with occupational experience abroad, and contributes to the
adaptability of undertakings, through giving them access to a deeper labour pool with
a wide range of skills, work culture and languages.

2.

THE LABOUR MOBILITY AND SKILL SHORTAGES SITUATION

2.1.

Skill shortages at EU level

Achieving the Lisbon objectives of more and better jobs, greater social cohesion and
a dynamic, knowledge-based economy requires a skilled and adaptable labour force.
Skills mismatches are often a major cause of imbalance in the supply and demand for
labour across sectors and regions. Also the rapidly changing world of work makes
increasing demands on people to equip themselves with the capacity to adapt to new
ways of working, technologies, sectors and working environments. This point is
illustrated by the following figure: between 1995 and 2000, employment growth in
so-called high education sectors (i.e. sectors with at least 40 % of their workforce
having attained higher education level, such as, manufacturing of office machinery
and equipment, computer and related activities, education, health and social work, or
activities of membership organisations) was 3% per year as compared to 1% in other
sectors (Source: Eurostat, Labour Force Survey). 5

5 Source: Eurostat, Labour Force Survey

5

Technological and industrial changes mean that new types of skill profiles have to be

Employment growth in high education sectors and others 1995-2000

8

7

6

5

4

3

2

1

0

-1

L

IRL

E

B

NL

FIN

I

EL

UK

D

A

DK

F

S

P

EU

High education sectors

Others

Total

developed to enable enterprises to provide relevant training to their employees. The
objective of increasing the level of investment in R&D up to 3% of GDP by 2010 in
the Union6 will create an additional demand for skilled workers and researchers. The
development of ICT and eBusiness skill profiles in particular is needed to help ease
shortages in ICT occupations and sectors. Europe's long-term demand for skilled ICT
people remains strong and short-term events have not undermined the basic growth
trend. It is true that there has been a reduction in ICT industry growth resulting in
the telecoms, computer and
some significant
electronics industries announced over 350 000 job cuts7. The jobs affected were, in
the main, production workers rather than highly-skilled workers. Inevitably some of
these redundancies will narrow the 'gap'; however, the 'gap' between ICT skilled
worker supply and projected needs across the European Union alone is still estimated
to reach 1.6 million in 2003. (Source: IDC, June 2001). 8

redundancies, e.g. during 2001,

Finally, there are, or will be, regions of high unemployment existing side-by-side
with regions which have high employment rates and therefore face large deficits of
skilled labour: for example south of UK, Denmark, Sweden, central Portugal, the
Netherlands and to a less extent different regions in Germany and the north of Italy.

2.2.

Transnational Mobility

During 2000, EURES undertook a study on "Migration trends in Europe – Intra-EU
labour mobility and migration flows between the EU and EEA/CEEC - A review of
existing studies"9.

Although the main emphasis of the study was on labour mobility between the the
EEA countries, migration from the Central and East European countries (CEEC) was
also taken into account. It is clear that EURES will be faced with completely new

6 adopted at the Barcelona European Council
7 Source: Outplacement firm Challenger, Gray & Christmas
8 Source: IDC, June 2001
9 MKW GmbH, Munich

6

challenges as a result of the EU expansion into Eastern Europe, both qualitatively
and quantitatively speaking. This not only holds true for the border regions, but also
for EURES transnational placement and advisory activities.

After analysing the existing studies on migration, the study pointed out the changing
patterns of mobility at the turn of the century, suggesting that new trends in mobility
are a composite result of several overlapping trends:

• The relocation of industry - the highly skilled are moving throughout central

regions to the new centres of excellence in the various sectors.

• Labour intensive manufacturing industries with low skills requirements are

moving to low cost areas (predominantly peripheral locations).

• Cross border mobility of various types is increasing along with skills levels.

• New infrastructures and improvements in existing transport systems such as the
TGV are creating new dimensions of migration and commuting. Partly improved
transport systems are facilitating long-haul commuting instead of migration.

• Globalisation has led to new patterns of temporary migration of corporate

employees.

In the EEA, the largest migration can be observed between the urban centres and the
rural surroundings. Overall, geographical migration patterns happen in close
correlation with what can be called the "hierarchy of central places". For example,
people move from a rural area to the next urban centre or perhaps the next capital
city which offers the desired profile in terms of training facilities or job prospects
whereIn general, therefore, people move step by step along this hierarchy..

The review of the existing literature reveals three important issues which need to be
taken into account in the operation of EURES:

– Migration is increasingly substituted by commuting

– In recent years there has been a trend towards temporary migration. Consequently,
the boundaries between commuters and migrants are becoming more blurred.

– The use of corporate migration as an instrument of personnel policy in large

multi-national companies.

Recent studies on the impact of enlargement on the Member States (see section 7.3.)
show that concerns over the EU labour market being swamped by migrants from the
Central and Eastern European countries are ill founded. Net immigration into the EU
is estimated at 200,000 to 335,000 persons per year according to the most recent
studies.

7

2.3.

Cross-border-Mobility

Another EURES study carried out in 200110 extended the data on cross-border
commuters within the EEA, updating the results of a previous study carried out for
EURES in 1995/9611:

Analysis of available statistics showed that there are 496,982 cross-border workers
within the area studied in 1999 (excluding the 1270 commuters between Gibraltar
and Spain and 964 commuters between London and Paris). Comparing this figure to
the total number of workers in the border regions of the study area (34 302 903),
cross-border commuters made up 1.4% of the total workforce within this area in
1999. The number of cross-border commuters in the regions studied increased by
29% from 1995 to 1999, making an average annual increase of 4%. Whilst in some
cases, such as German commuters to the Netherlands, very significant annual
increases of 30% were recorded, in other regions there were even time periods where
a yearly decrease could be observed.

The geographical distribution of cross-border commuters in the area studied is very
uneven. Around 83% of all commuters come from only four countries, namely
France, Germany, Belgium and Italy. Half of all cross-border commuters originate
from France alone. The destination countries of commuters are even more
concentrated, with 71% commuting to Switzerland, Germany and Luxembourg.
Despite their size, small entities such as Monaco, Andorra, Liechtenstein and San
Marino are the destination of almost 9% of cross-border commuters. The highest
concentration of commuters can be found in the area covered by the Benelux states,
the Rhine valley (Germany-France) and Switzerland; approximately 85% of all
commuters in the area studied can be found in this region. There is a clear correlation
between the level of commuting and population density, with the level of commuting
increasing alongside increases in population densities. However, it is important to
note that the level of commuting is not solely dependent on population density, but
rather upon a whole set of influencing factors.

The traditional picture of the cross-border worker (male, blue-collar-worker) has
been undergoing a significant change in the past years. Results of a study completed
in July 200112 show that
the share of women and those employed in service
professions (white-collar-workers) has been increasing constantly among cross-
border workers. One in three cross-border workers is now female, while those with
college/university degrees represent the strongest growing group among cross-border
workers.

In view of the importance attached to identifying and tackling obstacles to cross-
border mobility, the first EURES report on such obstacles was published in February
2001. An update of this report is planned for Summer 2002, based on data to be
provided by the EURES cross-border partnerships, using a common classification
and an improved structure, in order to highlight areas where EURES stakeholders
can take action in order to overcome the obstacles and to inform administrations or
other bodies involved to help them improve the mobility of cross-border workers.

10 MKW GmbH, Munich
11 B & A Groep (Beleidsonderzoek & Advies BV) , the Hague
12 INSEE, Paris

8

3.

EVOLUTION OF THE NETWORK DURING 2000-2001

3.1.

Greater integration of EURES into PES

The importance attached to developing the European labour market and labour
mobility in the EU has been increasingly highlighted over the reference period, along
with the central role to be played by the Public Employment Services (PES).

The Heads of the PES recognised the importance of these developments in December
2000 in their Joint Declaration "The role of the PES in supporting the labour market
and mobility in Europe". Here they welcomed this new interest in the European
dimension of the labour market, and committed themselves to its proper functioning
by providing support to:

• Strengthen their partnership and co-operation within the EURES network.

• Develop the accessibility and visibility of information on the European labour

market, especially through the use of ICT technologies.

• Ensure transparency in their offer of mobility-related services to employers and

jobseekers through the use of clear and efficient communication tools.

• Continue the development of the professional competencies of their staff in

international mobility issues.

• Integrate the European dimension in all customer-oriented services.

• Set up evaluation processes to ensure the quality of services provided.

• Strengthen co-operation with the social partners and improve the functioning of

the EURES cross-border structures.

This commitment was re-enforced by the adoption by the Heads of PES of an action
plan (also adopted in December 2000) for the fuller integration of EURES into the
PES which focused on four main areas: improving human resources, better job
vacancy exchange, a greater attention to the needs of employers, and evaluating
integration more effectively.

On the human resource side, integrating the "mobility dimension" into all key PES
services requires an internal promotion plan in each PES with appropriate European
mobility directed training programmes, and with special attention paid to the role and
resources of EURES managers and EURES advisers. A more effective European
level brokerage service for job vacancies will be achieved through more PES
vacancies being advertised at European level with more being automatically
transferred, a better job coding system, and the development of a revised and
decentralised job vacancy exchange system, and supporting vacancy exchange in
EURES cross-border partnerships. Employers would be better served by the
publication of a EURES service commitment to employers, improved methods to
help international recruitment, and setting up a EURES labour market information
database. Evaluation will be improved by a revision of PES' own internal evaluation
methods, the Commission's annual report on EURES and its integration, and a joint
Commission/PES analysis of EURES services.

9

It is intended for the implementation of the action plan to be reviewed at the end of
2002. If the announced intentions give rise to effective action, it will mark the clear
commitment of Member States to embrace the integration of EURES services into
the PES mainstream activities, and support European labour mobility as a policy
objective.

3.2.

The Consolidation of Cross-Border EURES

EURES plays a particularly important role in cross-border regions, where it brings
together various organisations such as public employment services, social partners
and local bodies. These form partnerships and can act as a forum for consultation for
the active support of common and open regional labour markets. They supply
information and aim to find solutions to practical problems of mobility. There are
currently 20 such EURES cross-border partnerships and the Commission is
constantly exploring the feasibility of establishing new partnerships with a view to
cover all relevant border regions.

3.2.1. New partnerships and launching of feasibility studies

During the reference period an additional partnership (Tornedalen) was established
in 2000 between Sweden and Finland, bringing the total number of crossborder
partnerships to 20. At the end of 2001 a feasibility study to analyse the possibility of
creating a partnership between the regions of Alentejo, Algarve (PT), Andalucia and
Estremadura (ES) ("Guadiana ") was launched following a request by local partners.
This study should be concluded by June 2002 in order to establish the feasibility of
such a partnership.

With the entry into force of the bilateral agreement on the freedom of movement
between the EU and Switzerland, the latter may also become a member of the
EURES network and could potentially fulfill the conditions required to take part in a
cross-border partnership. This could be an important step for the network, since it is
estimated that almost half of the EU cross-border commuters work in Switzerland.

The possibility of setting up further cross-border partnerships or opening up
participation in existing partnerships along the Swiss/Italian and Swiss/French border
will be considered, for example, by enabling the Swiss regions bordering the
EURES-T Oberrhein/Rhin superior to become full members of this partnership
(currently they participate as observers).

3.2.2.

Synergies with other EU-programmes

Increasing focus has been paid to cooperation between the EURES cross-border
partnerships and the Interreg programme. Given the role of Interreg for the
integration of the labour market and the promotion of social inclusion, specific
provision is made for EURES, since in the areas where there is a EURES cross-
border partnership, particular attention will be paid to the implementation of
operations complementary to or supportive of this partnership which help improve
operation of the cross-border labour market. There is a commitment for these

10

operations to be defined in agreement with the EURES local partners13. A particular
boost to this cooperation was provided through a EURES seminar organised in
Barcelona in September 1999, aimed at strengthening the ties between EURES and
Interreg and to find additional cross-border labour market activities that could be
financed through Interreg.

The actual participation of cross-border partnerships in relevant Interreg projects has
shown to vary widely across the EU; in view of the timing of decisions on respective
programme-planning documents, and the expected decisions of Interreg steering
committees on the various projects, further information on this developing co-
operation can only be provided in the context of future reports.

In several EURES cross-border partnerships as well as in the framework of national
activity plans, EURESadvisers are also collaborating on Leonardo da Vinci projects.
This is mainly for the identification of companies, the selection of the candidates
who could participate as well as their social and professional integration during the
apprenticeships.

3.2.3.

Improvements in the dialogue and co-ordination between social and economic
partners

The role of the EURES cross-border partnerships as a forum for analysis, an
exchange of ideas and joint actions in relation to cross-border labour markets has
also developed during this period.

Some partnerships
like PED (Pôle Européen de Développement), SLLRP
(Saar/Lorraine/Luxembourg/Rheinland-Pfalz) and Pyremed, and in particular the
social partners, have carried out comparative studies of the collective agreements
related to the sectors that are more relevant to the cross-border labour market pool.
These studies give relevant information to workers and companies that intend to
work/ establish themselves on the other side of the border. In other partnerships such
as Interalp and Oresund, studies have looked at the cross-border comparison of
different definitions and profiles of the professions within specific sectors (e.g.
healthcare, construction), including the qualifications and diplomas required.

Studies have continued on trends in the qualifications required at cross-border level
and on commuter flows. The majority of partners have also collected statistics on
cross-border labour markets and disseminated them either on paper or on Internet
sites.

Joint actions on cross-border employment areas have similarly been carried out by
the public employment services, particularly in relation to significant recruitment or
redundancy actions, the setting up of cross-border "job clubs" or the exchange of
good practices between their organisations.

Social partners have been closely involved in the preparation and editing of
documents and brochures on living and working conditions in the cross-border areas,
which are useful for both employers and jobseekers/ commuters.

13 Communication from the Commission of 28.4.2000 laying down guidelines for a Community Initiative
concerning trans-European co-operation intended to encourage harmonious and balanced development
of the European territory - INTERREG III (C(2000) 1101), Annex II, Strand A, part 3

11

A number of cross-border EURES have drawn up inventories of vocational training
opportunities in the cross-border area and provided information on the subject, often
through links from the partnership Internet sites with various other sites in the cross-
border region.

Some cross-border partnerships have also carried out studies on qualification
requirements or on the recognition of qualifications in the regions concerned, and
intend to establish cross-border vocational
training actions (funded by other
programmes such as Interreg), open to residents on both sides of the border and
leading to qualifications recognised by employers on either side of the border.

3.2.4.

Involvement of Employers organisations

Employers are a key EURES target-group, but many are unfamiliar with the services
that EURES can provide to them. Employers organisations are involved in most of
the cross-border partnerships but this involvement should be further increased. They
mainly provide information to employers that wish to recruit commuters, although
some undertake additional activities, such as surveys on the future needs of
workforce, seminars for HR managers, participation in fairs and in other promotion
level, some PES develop promotion activities towards
activities. At national
employers,
including participation in jobs fairs, advertisements in professional
magazines, and visits by EURESadvisers. Some large scale recruitment activities and
other forms of transnational cooperation between PES involve employers very
closely.

Nevertheless, it is clear that it is important for employers' awareness of EURES
activities to be increased and that employers' organisations could benefit from being
more involved in EURES activities. A working group was set up in 2002 in order to
establish how better to adapt EURES services to the needs of employers by
identifying and disseminating good practices in this field, and designing a clear
message to employers about what EURES can offer to them and their organisations.

3.3.

The Network of EURESadvisers

EURESadvisers are the driving force behind the EURES network, since they have a
key role in delivering information, guidance and placement/recruitment assistance
services to both job seekers and employers. In total,
there are more than 600
EURESadvisers in all the EEA countries, including the cross-border regions.

The role of the EURESadvisers has evolved from a "first stop shop" to a "resource
person" who co-ordinates and promotes the EURES services at a local/regional level
and who manages or collaborates in transnational projects.
regard
EURESadvisers continue to perform the traditional information and advice tasks but
also combine them with the new ones in their role of "integrator" of EURES in their
organisations.

In this

Yearly basic training sessions were organised in the EURES network for a total
number of 120 new EURESadvisers in 2000 and 2001. Two annual, transnational,
continuing training programmes were
also undertaken to respond to the
EURESadvisers’ needs (e.g. in terms of living and working conditions in different
countries, social security issues, vacancy handling and large-scale recruitment). Line
managers (i.e. PES managers at local/regional level) were invited to join some

12

sessions, and a new special seminar for line managers was organised in Sweden in
March 2001.

3.4.

Improvements in the quality of the service

EURES quality standards, as agreed by the partners for the handling of vacancies and
job applications, are seen by many of the partners as an integral part of their national
operating procedure and are further reinforced by the national and regional training
of EURESadvisers and other staff. However, some of the partners still are at early
stages of adopting and fully implementing those quality standards. For them to be
fully effective, all organisations need systems to deal with such standards, and to
follow up and evaluate that they are properly respected.

The use of EURES service commitments to job seekers and employers has been
agreed by the partners and many of them promote such commitments on their
national website, in brochures, leaflets and other promotion material.

The updating of quality standards is a continuing process, using feedback from the
users of the service. EURES partners have agreed to the use of customer inquiries
and have been asked to include questions on EURES services in their national
customer surveys in order to obtain feedback to improve services. Many of the
studies and inquiries already carried out by the partners indicate that job seekers and
employers find the EURES information and advice services useful.

4.

SERVICES ON LINE

4.1.

Improvements of the job vacancies database

It has now been operational

The EURES job vacancies database continued to be widened and strengthened
during 2000-2001.
for more than seven years.
Maintenance work on the main user application (serving 567 EURESadvisers) is
continuing. A complete refresh is being planned to bring it up to date with current
technologies. Concerning the EURES profession coding system,
it will now be
enhanced from its current form (ISCO-88) to a more modern form of ISCO (to
include many of the newer professions) during 2002. The internet web-site which the
general public uses to view the EURES jobs continues in the original 2000 form. It
now needs to be brought up to date with modern web site design and the initial steps
in this respect will be taken in 2002. The TESTA II telecommunications network
continues to provide the technical connectivity that
is essential for the smooth
running of EURES.

Progress on the integration of the national systems

As a result of the seven years of operation, ten of the EURES PES partners now
automatically exchange jobs with EURES on a daily basis. These include PES in
France (ANPE), Germany, Belgium, Austria, Ireland, UK, Finland, Norway, the
Netherlands and Italy. During 2002, the partners in IEFP (Portugal) and APEC
(France) will be added. Preparatory work is being undertaken with the Netherlands
(reception of jobs) and Northern Ireland, for further integration. Complete European
integration will depend on the pace at which the remaining partners manage to
achieve automatic job exchange.

13

4.2.

The C/V-Search Database

The Heads of PES decided in 1999 that a CV-database on the Internet should be
established within the EURES framework. A pilot CV-database was launched in
June 2001, initially restricted to four occupational areas (namely Information and
Communication technology, Health care, Hotel and catering and Air travel), the aim
being to explore the market interest in such a service and evaluate the functionalities
and user response. (http://www.eurescv-search.com)

The fundamental principles, functions and user interface of the application have been
tested and the overall impression is that the users appreciate the service and find it
useful and easy to use. In fact, the interest from the users was so substantial, that a
improvements and additions were
number of well-motivated suggestions for
received.

The pilot phase has enabled about 28 688 CVs and around 852 employers to be
registered, which could be considered as lower than initially hoped for due mainly to
two factors:
insufficient promotion activities and the restricted number of
occupations in the database. In addition to this, changes in the labour market
situation in the IT and aviation sectors (two of the four occupational groups featured)
have probably also had a negative effect, especially on the number of employers
looking for qualified labour.

The pilot period was too short to draw any substantive conclusions, but pointed up
the need to put a stronger emphasis on promotion activities and increase the number
of occupations in the CV-database in order to make the service more open and
accessible.

The pilot will therefore be expanded to cover all occupational fields in 2002 – 2003,
and ensure the format is adapted to be compatible with the European CV format
recommended by the Commission14. Promotion activities will be enhanced, the pilot
will be evaluated, and the application will be further developed and linked into the
Jobs database/EDEN Pilot project described below (6.2).

4.3.

The EURES Internet Site

At present the EURES public website offers the following information and services:

–

–

–

–

EURES jobs-search website that allows the search of "European" job-offers,
sorted by regions and profession

EURES CV-search, (see above)

information on the EURES network, including the cross-border partnerships
and the contact details of all the EURESadvisers

gateway to information on jobs and mobility at European level provided by
partners and other organisations.

14 Commission Recommendation on a common European format for curricula vitae, 11 March 2002

14

A total redesign and enhancement of the public site is planned,
incorporating
databases of information on living and working conditions and on regional labour
markets, and enhancing links with relevant initiatives in the field of Mobility of
researchers. This, coupled with a renewed low-cost marketing campaign, is designed
to greatly increase the usage of the site.

The database on regional labour markets will help identify the regions where there is
a skills surplus or shortage in a specific sector of activity. The information collection
process started by the PES at the end of 2000, using a standard model to describe the
situation of their regional and sometimes national
labour markets, and listing
documents, useful addresses and relevant Internet sites.

The database on living and working conditions will provide information on all the 17
countries participating in EURES based on data provided by experts in each country.
Besides basic information, it will also provide details on useful contacts and relevant
Internet sites. Work on the database was re-launched in September 2001 in order to
develop and improve on the existing information provided through the "Dialogue
with citizens" service. The new version should be ready by the end 2002.

for

interest

researchers, such as detailed national

In addition, a Researchers‘ Mobility Web Portal will provide information of
particular
regulations and
procedures, job vacancies and funding opportunities in the research sector. It will
ensure appropriate links with specialised web sites at the national level and with
European sources such as the EURES public web site. The pilot phase of this portal
will be ready by early 2003.

EURES "partners" site

The EURES partners site contains the information needed to manage the EURES
activities, including links to legal documents, proceedings of the different working
the training
groups, directory of the members of the network, details about
programmes, and statistics on EURES activities.

5.

FUNDING

€

€

11,6 million in 2000 and and
€

12,46 million in
The EURES budget amounted to
540 000 respectively was set
2001. In 2000 and 2001, a ceiling of
for expenditure on technical assistance and administration. In addition to these
€
amounts, EURES was allocated a contribution from EFTA (
241 800 in 2001) under the terms of the agreement on the European Economic Area
(participation of Norway and Iceland).

217 200 in 2000 and

405 000 and of

€

€

Most of the budget was used to fund activities by national and cross-border partners
for the development of EURES services, in particular information, promotion and
support activities or computer equipment

Through the EURES budget a number of services of benefit to all partners are
supported, such as basic and continuing training for EURESadvisers and line
managers, and the development, administration and updating of the databases and
Websites on vacancies, CVs, information on living and working conditions, and
information on regional labour markets.

15

The figure below illustrates budget allocation for 2000 and 2001 (average).

5
1%

3
7%

4
8 %

2
36%

E U R E S budge t alloc ation 200 0-20 01

1. EU R ES-T ac tivity p lan

2. Na tional a ctivity plan s

3. T rain ing

4. Co m puter system s

5. Studies/se m inars

6. O th er

1
48%

The increase in the annual budget has allowed the financing of the extension of the
network. In particular it has allowed for the start-up costs of new cross-border
partnerships as well as the development of databases and Internet sites. The map on
next page shows the cross-border partnerships established at the end of the reporting
period.

16

Belgique/België,France,United-Kingdom

2.EuregioScheldemond

Belgique/België,Nederland
3.EUREGIOGronau/ Eschede

Deutschland,Nederland

4.EURESMaasRijn

Belgique/Beglië,Deutschland,Nederland

5.P.E.D.

Belgique/België,France,Luxemburg

6.S.L.L.R.P.-Saar/Lorraine/ Luxembourg/ Rheinland-Pfalz

Deutschland,France,Luxemboug

7.EURAZUR
France,Italia
8.TRANSALP
France,Italia

9.SØNDERJYLLAND/ SCHLESWIG
15

Danemark,Deutschland

20

SVERIGE

SUOMI
FINLAND

NORGE

10.EURALP

Italia,Österreich

IRELAND
EIRE

11.EuregioRijn-Waal/rijn-maas-noord

Deutschland,Nederland

12.INTERALP

Deutschland,Österreich

13.EDREms-Dollart

Deutschland,Nederland

DANMARK

17

9

13

3

DEUTSCHLAND

UNITED
KINGDOM

1

Ё

11

NEDERLAND
2
BELGI
4
BELGIQUE
LUX
6

5

18

PORTUGAL

ESPAÑA

10

FRANCE

19

8

7

12

16

ÖSTERREICH
10

ITALIA

14.PYREMED/ PIRIMED

España,France

15.NorthernIreland/Bordercounties

oftheRep.ofIreland
Ireland,UnitedKingdom

16. TransTirolia

Italia,Österreich

17. ØRESUND

Danmark,Sverige
18. Galicia/RegiãoNorte
España,Portugal

19. Oberrhein

France,Deutschland

20. Tornedalen

Soumi-Finland,Sverige

S -ELLAS

6.

6.1.

Overview of cross-border partnerships established at the end of the reporting period

FORTHCOMING DEVELOPMENTS

Contribution to the implementation of the Commission's Action Plan on Skills
and Mobility

In its Communication on the "New European Labour Markets; open to all with
access for all" of 28/2/200115, the Commission drew attention to the feasibility of
setting up a one-stop European mobility information site, which would include the
setting up of a Europe-wide jobs and learning database (built upon the experience of
existing EURES network), as called for in the conclusions to the Lisbon European
Council of March 2000 and as included in the Employment strategy. It also identified
EURES as one of the means of undertaking a mobility information campaign,
targeted at employers and workers on the key dimensions, opportunities and
possibilities of the European labour market.

Similarly in its December 2001 report, the High Level Task Force on Skills and
Mobility, set up following the Communication of February 2001, called for the
launching of such a one-stop site, and for the modernisation and re-enforcement of
the operation of the EURES system by 2002 and its integration into the national
systems

The culmination of the work during 2001 to open up the European labour markets,
was the Commission's Action Plan on Skills and Mobility adopted on 13 February
200216. Here, EURES was called upon to contribute to the establishment of a One-

15 COM(2001) 116 final
16 COM(2002)72final)

17

E
L
L
A
S
E
L
L
A
S
E
L
L
A
S
E
L
L
A
stop European mobility information site, and it was reconfirmed that EURES would
be modernised, re-enforced and integrated into the Member States' employment
services. The Action Plan was welcomed by the Barcelona European Council in
March 2002.

Other developments related with ICT systems

• A new EURES portal is being developed. It will be database driven and will allow
all the partners to update/upload information on-line such as their adviser details,
living and working conditions, labour market information. It will include many of
the "members site" features which will also be updated.

• The EDEN (Employment Data Exchange Network) pilot project commenced in
late 2001. It is carried out by a consortium of four Public Employment Services. It
will model
the transfer of vacancies and c/vs using the internet and XML
technologies. The vacancies will be stored in a central database and it is planned
that the operational functions will be hosted by the PES themselves.

• At the request of a number of PES partners, the Commission will also pilot the
"webservices" approach to the transfer of vacancy data over the internet using
XML. In this model the vacancies would remain on the individual PES websites
and a central mechanism would facilitate the routing of vacancy requests. This
would require no central database as such. It would leave the control and
management of the system in the hands of the individual PES.

By end 2002 the results of the above initiatives will be evaluated. The objective is
the creation of a multilingual, web-based, European employment platform for
vacancies and CVs, based on a common structure, as the core of the mentioned One-
stop European job mobility information site.

Renewal of the legal base of EURES

The review of the rules governing EURES was announced in the Commission's
Social Policy Agenda17, of 28 June 2000.

In order to take careful account of the views of the key actors on the network in
relation to the renewal process, the Commission organised, on the one hand, a
seminar in May 2001 with all the EURES partners in Malmö and, on the other,
discussions with the Heads of the PES in June and in December 2001 in order to
examine the key orientations which needed to be taken into account
in the
preparation of the EURES review, including:

• To underpin occupational and geographic mobility in line with the European
Employment Strategy and enhance the EURES' services and products by
mainstreaming EURES into PES activities.

• To consolidate and strengthen EURES as a key tool to support the free movement
to monitor

of workers and the integration of the European labour markets,
mobility, and to inform citizens about the relevant EU/EEA legal provisions.

17 Communication from the Commission to the Council, the European Parliament, the Economic and Social

Committee and the Committee of the Regions, COM (2000) 379 final

18

• To refocus the role of the Commission and to strengthen the programming tools
the Commission could concentrate on strategic impulse and overall
so that
coordination, whereas most operational decisions would be taken by the EURES
members and partners.

• To give EURES a more flexible set-up, that can be easily adjusted to new

technological and other relevant developments.

• To introduce better tools for monitoring and evaluation of the activities.

• To provide EURES with a structure that will remain manageable with a larger

number of member countries after EU enlargement.

Further discussions and consultations on these issues were undertaken also with the
Technical and Advisory Committees for the free movement of workers in November
2001 with a view to a revision of the EURES legal base in 2002.

6.2.

Enlargement

The enlargement of the EU is a significant challenge for the network

There will be limitations to the free movement of workers from most new Member
States during the first years after enlargement, under Chapter 2 of the Acquis in the
Accession Agreements concerning the free movement of workers. The necessary
preparation for enlargement will have to take account of
these transitional
arrangements.

Apart from the general rules applicable to the free movement of workers in an
enlarged Union, a number of Member States have concluded bilateral agreements
with candidate countries defining the circumstances under which workers from these
countries may work in the other state. Most of these agreements concern temporary
trainees, seasonal and cross-border workers. Therefore, also during the
staff,
transition period, EURES may already contribute to supporting these types of
mobility of workers from those countries. In addition, some Member States will be
open to the workers from the new Member States during the transition period while
access to others remains more limited.

Provision will be made in the context of the revision of the EURES legal base in
order to guarantee that EURES remains operational whilst taking into account the
logistics of an increase in Member States participating in the network.

The groundwork for the development of EURES services in the new Member States
takes also place through the means of bilateral agreements between Member States
and candidate countries, and through existing PES co-operation projects.

Existing PES Co-operation Projects

The PES already have taken a large number of initiatives together with the candidate
countries to develop co-operation on delivering employment services, on which
EURES will be able to build. In many cases the collaboration has been funded
through bilateral aid funding mechanisms or through PHARE and/or World Bank
funding. An increasing number of projects are based around the idea of twinning an
EU PES with a PES from a candidate country.

19

PES co-operation projects have taken place in Bulgaria, Romania, Hungary, Slovak
Republic, Baltic States-Latvia, Estonia, Lithuania-Croatia, Czech Republic, Slovenia,
Poland, Cyprus and Malta. The methodologies of the co-operation include technical
assistance, consultancy, seminars, strategic studies, study visits and equipment
procurement.

7.

CONCLUSION

The operation of the EURES system during 2000 and 2001 has coincided with a
considerably greater focus at EU level and in the Member States on the contribution
which occupational and geographic mobility should make towards tackling skills
bottlenecks and supporting the European Employment Strategy. The conclusions of
the Spring European Councils in Lisbon and Stockholm (with notable strengthening
at Barcelona in 2003) have consistently emphasised employment mobility as having
a significant role to play in opening up the European labour markets. The objective
of more occupational and geographic mobility is part of the Commission's annual
Employment Guidelines and is also reflected in the respective National Action Plans
in the Member States. The objective is also part of the Commission’s commitment
for the creation of a European Knowledge area and a European Research Area. In
this context, EURES will continue to play a key role as the tool to support the free
movement of workers and further integration of the European labour markets.

This stronger policy focus will be particularly important when planning the next
stage of EURES, in terms of the review of the legal base, the opening up of the
system to more countries in the light of enlargement, and providing easier access for
employers and jobseekers to information on job mobility through a One Stop Job
Mobility Information Website.

20