Opinion of the European Economic and Social Committee on the Proposal for a Council Decision on guidelines for the employment policies of the Member States, in accordance with Article 128 of the EC Treaty (COM(2005) 141 final — 2005/0057 (CNS))
Date: 2005-05-31
Institutions: European Economic and Social Committee
Subjects: EU employment policy, European Employment Strategy, gender equality, knowledge economy

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Opinion of the European Economic and Social Committee on the Proposal for a Council Decision
on guidelines for the employment policies of the Member States, in accordance with Article 128
of the EC Treaty

(COM(2005) 141 final — 2005/0057 (CNS))

(2005/C 286/08)

On 22 April 2005 the Council decided to consult the European Economic and Social Committee, under
Article 128 of the Treaty establishing the European Community, on the abovementioned proposal.

The Section for Employment, Social Affairs and Citizenship, which was responsible for preparing the
Committee's work on the subject, adopted its opinion on 24 May 2005. The rapporteur was Mr Malosse.

The European Economic and Social Committee adopted the following opinion on 31 May 2005 by written
procedure (Rule 58 of the Rules of Procedure) by a majority with one vote against.

1. Introduction

The European Council of 22 and 23 March 2005 stated the
need to relaunch the Lisbon Strategy and to refocus priorities
on to growth and employment.

At the same time, the Committee regrets that the consultation
procedure only allows it to express its view in part on what is
in principle an integrated proposal on growth and employ-
It would have been appropriate for the employment
ment.
guidelines and the broad economic policy guidelines
for
Member States to have been included in a single referral, with a
truly comprehensive policy making possible a more balanced
policy mix between the cyclical and structural aspects.

The Council asked the Commission to incorporate the priority
given to growth and employment into new Broad Economic
Policy Guidelines and new Employment Guidelines.

the Committee believes that

Finally,
the Commission must
draw up a more consistent strategy ensuring support and assis-
tance to employment policy, which will respond better to
public expectations and make it possible actually to achieve the
full employment goals of the Lisbon Strategy.

These two texts have been consolidated into a single document,
which presents the first integrated guidelines for growth and
employment for the period 2005-2008.

2. General comments

This opinion refers to the part entitled Proposal for a Council
Decision on guidelines for the employment policies of the Member
States, in accordance with Article 128 of the EC Treaty.

2.1 Overall consistency

The Committee deeply regrets that the very tight timetable for
adoption of the guidelines does not, on such an important
subject for European citizens, allow for a real debate with civil
society. This runs counter to the principle of participatory
democracy as enshrined in the Constitutional Treaty. The
Committee therefore requests the Council to review this time-
table in the future so that the democratic debate and civil
dialogue can be held in reasonable conditions, both at Euro-
pean and at national level. Only then can all the relevant social
players be fully involved in every phase of the process, as was
so vigorously called for by all sides in the Lisbon mid-term
review with a view to more effective implementation of the
employment strategy.

In order to make the process of refocusing on growth and
employment effective, the European Council has decided to
strengthen the consistency and complementarity of the existing
mechanisms by launching a new cycle of governance.

The EESC welcomes this new approach, provided that it is put
into effect and does not just remain on paper, which unfortu-
nately is still the case. It is also important that consistency
should be reflected in the evaluation.

For reasons of continuity, the Employment Guidelines and the
Broad Economic Policy Guidelines should be fully reviewed
every three years, allowing a real democratic debate.

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Priorities

The priorities set out for the purpose of achieving full employ-
ment, job quality, labour productivity and social cohesion are
as follows:

— Attract and retain more people in employment and moder-

nise social protection systems;

— Improve adaptability of workers and enterprises and the

flexibility of labour markets;

— Increase investment in human capital through better educa-

tion and skills.

2.2
However, the Committee regrets that other avenues are
not sufficiently explored, or that they are simply mentioned
without really being made into priorities.

A policy for better integration of young people into
2.2.1
the labour market, not least to guarantee them a first job with
future prospects. The persistence (in some countries,
the
increase) of youth unemployment, which also affects graduates,
is a key challenge for Europe; a society that offers its young
people no prospects faces a bleak future.

2.2.2 Measures linked with the transition to a knowledge
economy, inter alia to improve job quality and labour produc-
tivity. Indeed, the Committee is convinced that the scale of the
transition to a new economic era (development of services,
changes in industry, etc.) has not been properly understood,
and that the ineffectiveness of some employment policies is
linked to the fact
they take too little account of the
changes that are happening before us. This transition to a
knowledge economy requires more rigorous and focused
commitment to vocational training and lifelong learning, and
sustained adaptation to knowledge of new technologies. In this
context, traditional distinctions between sectors and between
skilled and semi-skilled jobs, which date from the industrial era
and are no longer relevant in a knowledge-based society, need
to be called into question.

that

2.2.3
The Committee regrets that guidelines on innovation
and research concern only the broad economic policy guide-
lines and do not have any implications for employment
whereas the EU, by putting more investment into these sectors,
would help create jobs, especially for young people. This omis-
sion highlights the lack of consistency between the Broad
Economic Policy Guidelines and the Employment Guidelines.

2.2.4
Given that the problem of gender equality with regard
to employment is one of the key issues of the Lisbon strategy
and that the need for further efforts to connect work and
family life still remains, it is surprising not to find a specific
integrated guideline on gender issues. At the same time, the
Committee is astonished that the guidelines do not give more
emphasis to the challenge of the ageing workforce and the
need to do more to combat labour market discrimination based
on age, disability or ethnic origin.

2.2.5
Joint management of immigration policy and the issue
of Europe's declining demography. The European Commission's
communication on the management of migratory flows (1)
highlighted the fact that the Union could lose more than 20
million people from its labour force by 2030 due to the fall in
the birth rate. Although immigration is not in itself a solution
to the demographic situation in the EU Member States, Europe
will need to adopt active policies for admitting economic
migrants (2) so that their arrival helps meet the needs of the
labour market and contributes to the EU's prosperity. The
restrictive and discriminatory policies of some Member States
towards migrant workers have a deterrent effect, which is detri-
mental to the needs of the labour market. Close collaboration
at national and Community level
is vital. The demographic
challenge must, however, prompt a debate at European level on
family and birth policies.

2.2.6
Actions promoting local initiatives and the develop-
ment of all types of businesses. The growth in new businesses
in the European Union is weak (except in some of the new
Member States) and reflects a climate that is not favourable to
initiative. There is also a very high failure rate among small
businesses which do not reach the stage of maturity and devel-
opment. The remedies are well known (removal of administra-
tive barriers to starting up, reforming taxation on succession,
tackling monopolies and distortions in competition, delays in
payment and excessively long payment deadlines, the lack of
European instruments to facilitate the single market approach,
etc.) but are rarely applied. The Committee underlines the
importance of this matter and would wish current EU enter-
prise policy programmes to be made consistent with the guide-
lines for growth and employment.

(1) COM(2005) 123 final.
(2) Quoted from the draft Opinion on the Green Paper on an EU
approach to managing economic migration (SOC/199), which was
discussed by the Section on 24 May.

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2.3 Evaluation of results achieved

2.3.1
The EESC recognises that the new guidelines are based
on a quantitative evaluation of the results achieved to date
under the Lisbon Strategy. These results show a slight improve-
ment (an employment rate that rose from 61,9 % of the popu-
lation in 1999 to 62,9 % in 2003). However,
it must be
remembered that the overall results of employment policies in
the EU, well below the targets set for 2010, are disappointing.
The EESC would therefore have wished for a more detailed
evaluation of the results, taking into account other parameters
(youth employment, female employment rate, older workers)
and also differences in results achieved in different Member
States and even, where applicable,
in different regions and
sectors in the most significant cases. The EESC could in future,
in cooperation with national ESCs and similar institutions,
produce on its own initiative — or be asked to produce — a
comparative evaluation of the results achieved by drawing on
the observations of civil society. This task is firmly in line with
the recommendations of the March 2005 European Council
requesting the EESC, along with national ESCs and similar insti-
tutions, to play a full part in implementing the Lisbon Strategy.

2.4 Methods of implementation

2.4.1
The EESC notes that overall, the integrated guidelines
give the Member States enough flexibility to identify local solu-
tions that best meet their needs for reform. However, beyond
national policies, it is increasingly at regional or local level that
political players, social partners, economic organisations and
other civil society players are faced with the issue of employ-
ment and take practical initiatives. The most recent EU report
on cohesion also highlighted the diversity of local and regional
employment strategies.

The Committee regrets that the new guidelines no
2.4.2
longer
refer explicitly to specific employment and labour
market objectives: they diverge from the previous approach,
which gave all Member States a framework and clear commit-
ments based on pro-active employment policies. These new
guidelines are no longer a pillar to which Member States can
refer. On the other hand, Member States'
employment policy
measures can no longer be measured against concrete, and in many
cases quantified, European targets as they were in the past.

2.4.3
Conversely, the Committee welcomes the fact that the
Commission is proposing that each Member State should set
itself, after consulting the national parliament and the social
partners, its own specific quantitative objectives. The fact is, it
is at national level that the guidelines have to be implemented.

On this subject,
it would be appropriate for these national
objectives to take account of the realistic prospects for progress
in each country in order to strengthen the overall dynamic.
it is desirable that those countries that have already
Thus,
achieved certain Lisbon objectives in terms of employment
rates should continue to make progress.

3. Specific comments

ATTRACT AND RETAIN MORE PEOPLE IN EMPLOYMENT AND
MODERNISE SOCIAL PROTECTION SYSTEMS

3.1
‘Guideline. To implement employment policies aimed at
achieving full employment, improving quality and productivity
at work, and strengthening social and territorial cohesion. Poli-
cies should contribute to achieving an average employment
rate for the European Union (EU) of 70 % overall, of at least
60 % for women and of 50 % for older workers (55 to 64),
and to reduce unemployment and inactivity. Member States
should set national employment rate targets for 2008 and
2010 (Integrated guideline No 16).’

3.1.1
In its opinion on Employment policy: the role of the EESC
following the enlargement of the EU and from the point of view of
the Lisbon Process (3), the EESC recalled that:

It is clear that the employment targets cannot be met unless we
succeed in ushering in a sustainable economic upswing. Appro-
priate framework conditions which are conducive not only to
external demand, but also to internal demand must be estab-
lished,
in order to enhance the potential for growth and to
achieve full employment. On that score, the Committee has, on
a number of occasions recently, pointed out the need for a
‘sound macroeconomic background’ at European level. This
includes, above all, a macropolicy which gives Member States
scope to take cyclical action in economic and finance policy
during times of economic stagnation, and the appropriate
room for manoeuvre during times of economic growth.

3.1.2
The current European employment debate focuses on
the need to increase employment rates. The Lisbon strategic
target is to promote employment as the best way to prevent
poverty and exclusion. This calls for a strategy aimed at
improving job quality, not
simply quantitative measures.
Europe's path to full employment must therefore be tied to
commensurate wages, raising the level of qualification (inter
alia through lifelong learning), social security, and high stan-
dards of labour law. The EESC asks that, with the advent of a
knowledge-based society, more importance be given to job
quality across all sectors.

(3) EESC opinion 135/2005 on Employment policy: the role of the
EESC following the enlargement of the EU and from the point of
view of the Lisbon Process – rapporteur: Mr Greif

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3.1.3
The innovativeness of enterprises of all types is essen-
tial to European economic dynamism. Without new, improved
products and services, without an increase in productivity,
Europe will fall behind economically and in terms of employ-
ment policy. Raising productivity also means a change in the
working world, not always and immediately with positive
effects. It is precisely by raising the quality of all categories of
job that enterprise will be able to develop its innovativeness
and productivity.

3.1.4
In addition, appropriate attention should be paid to
combating discrimination and promoting equal opportunities.
Member States should be strongly encouraged to continue to
pursue anti-discrimination measures under
their National
Action Plans, inter alia wage equality, and measures to signifi-
cantly increase the level of female employment.

3.2
Guideline. Promote a lifecycle approach to work
through: a renewed endeavour to build employment pathways
for young people and reduce youth unemployment; resolute
action to eliminate gender gaps in employment, unemployment
and pay; better
reconciliation of work and private life,
including the provision of accessible and affordable childcare
facilities and care for other dependants; modern pension and
healthcare systems, ensuring their adequacy, financial sustain-
ability and responsiveness to changing needs, so as to support
participation in employment
and longer working lives,
including appropriate incentives to work and discourage early
retirement; support for working conditions conducive to active
ageing (Integrated guideline No 17). See also integrated guide-
line ‘To safeguard economic sustainability’ (No 2).

3.2.1

The EESC supports these proposals.

3.2.2
The Committee expresses its full support for the Euro-
pean Youth Pact, adopted by the European Council of 22 and
23 March 2005, which aims to provide European young
people with a series of policies and measures connected with
the Lisbon goals. In its own-initiative opinion on the White
Paper: Youth Policy (4), the Committee expressed the belief that
‘Member States, with the support of the Community, should make a
quantitative commitment to reducing youth unemployment’.

3.2.2.1
The Committee therefore requests the inclusion of a
specific guideline on youth employment, which could include:
support mechanisms for first-time job seekers, commitments to
first jobs with future prospects, the development of apprentice-
ships, more effective European programmes to promote the
mobility of young workers, the removal of barriers to mobility
(inter alia for apprentices, trainees and first-time jobseekers),

and measures to encourage the creation of new businesses and
activities.

3.2.3
The EESC urges the Member States to continue with
their efforts to make the world of work compatible with family
life. This is a task for society as a whole. In particular, the
provision of child-minding facilities makes it possible to recon-
cile family and occupational obligations and enables women to
continue to work in gainful employment, or to rejoin the
labour market quickly after a break.

The EESC believes that

3.2.4
if active ageing is to be
promoted in reality, there is a need to create general economic and
political conditions providing stronger incentives for longer working
careers, and that it would also be appropriate to encourage
voluntary work.

them to current

3.2.5 With regard to social security systems, the task today
is to balance their modernisation and improvement in order to
adapt
(e.g. demographic
changes), whilst maintaining their social protection function (5).
In this context, ensuring financial viability in the long term
must also take account of the criteria of social fairness, general
accessibility and high quality of the services.

circumstances

3.2.6
The Committee considers the large number of direct
employment-related subsidies to be dangerous, as they distort
competition, give rise to inequalities, and, in the case of subsi-
dies to unskilled jobs, drag down wages and thus job quality. It
therefore recommends active measures that provide an overall
framework by creating the structures that promote social inclu-
sion, the reconciliation of work with family life, and equality of
opportunity. Here, the particular needs of each Member State
should also be taken into consideration, and in particular
regional unemployment problems.

3.3
‘Guideline. Ensure inclusive labour markets for job-
seekers and disadvantaged people through: active and
preventive labour market measures including early identifica-
tion of needs, job search assistance, guidance and training as
part of personalised action plans, provision of social services
necessary to support the labour market inclusion of disadvan-
taged people and contribute to social and territorial cohesion
and to the eradication of poverty; and continuous review of tax
and benefit systems, including the management and condition-
ality of benefits and reduction of high marginal effective tax
rates, with a view to making work pay and to ensuring
adequate levels of social protection (Integrated guideline No
18)’.

(4) EESC Opinion 1418/2000 – White Paper: Youth Policy – Rappor-

teur: Ms Hassett van Turnhout

(5) See note 1.

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3.3.1
However, as already stated in its opinion on Employ-
ment policy guidelines in 2003 (6), the EESC emphasises that
‘…the term 'at a disadvantage' … covers many groups of people
facing various employment situations. A more precise approach is
needed to terms and concepts relating to particular people with special
needs and their employment. Many of these people and possibly some
other categories of people are not even applying for jobs. This of
course must not mean they are excluded from obtaining further educa-
tion or professional experience under the employment action plans.’

As the EESC stressed in previous opinions, there is a
3.3.2
need for incentives for the employment of disabled workers
and the creation of the conditions necessary for familiarising
disabled people with modern technologies. The Committee
emphasises the key role of the social economy and the tertiary
sector, inter alia in integrating disadvantaged people into the
labour market, as the March 2005 European Council pointed
out.

3.3.3
In line with its previous opinions, the EESC empha-
sises the importance of the proposal relating to guidance and
training within personalised action plans.

The EESC also recalls that ‘Access to the labour market
3.3.4
on equal terms is essential for the social integration of immigrants
and refugees, not only to promote economic independence, but also to
improve personal dignity and social participation. The structural and
institutional barriers preventing freedom of access
to the labour
market must be removed’ (7).

parency of employment and training opportunities at national
and European level to facilitate mobility across Europe; better
anticipation of skill needs, labour market shortages and bottle-
necks; appropriate management of economic migration (Inte-
grated guideline No 19).

3.4.1
The EESC underscores, as it has already done on
several occasions, the importance of mobility in employment.
infrastructure and
This mobility means ensuring sufficient
accessibility in the areas served and the areas where people live,
as well as a sufficient level and standard of all public services.
In addition to geographical mobility, upward social mobility
should also be promoted, ensuring that paths between profes-
sions in the same sector are open, including sectors that are
not directly linked to the knowledge economy.

3.4.2
The EESC highlights the role that immigrants can pay
in meeting the needs of the labour market and promoting
growth in the European Union. The Committee emphasises the
need for non-discriminatory policies towards migrant workers
and for measures to welcome and integrate them and their
families.

The Committee also highlights the need to decouple
3.3.5
social assistance, which is a right in itself, from taking a job. In
some countries, many people turn down the opportunity of
work if this would lead to the loss of benefits that make up
most of their income. Those who do take up employment thus
suffer a deterioration in their financial situation (as the reasons
for the benefits being paid remain: family situation, disabilities,
etc). This swells the ranks of the working poor. Along similar
lines,
fighting
poverty must be decoupled from that of employment and be
the subject of more proactive, coordinated policies by the
Member States of the Union in accordance with the spirit of
the Lisbon Strategy.

the Committee emphasises that

the issue of

Guideline:

3.4
labour market
Improve matching of
needs through: the modernisation and strengthening of labour
market institutions, notably employment services; greater trans-

(6) OJ C 208 of 3.9.2003 on the Proposal for a Council Decision on
the Member States

guidelines for the employment policies of
(Rapporteur: Mr Koryfidis)

(7) OJ C 80 of 30.3.2004 on the Communication from the Commis-
the European
sion to the Council,
Economic and Social Committee and the Committee of the Regions
on immigration, integration and employment (rapporteur: Mr Pariza
Castaños)

the European Parliament,

IMPROVE ADAPTABILITY OF WORKERS AND ENTERPRISES AND
THE FLEXIBILITY OF LABOUR MARKETS

flexibility

in occupational

‘Guideline:Promote

the adaptation of employment

3.5
combined with
employment security and reduce labour market segmenta-
tion through:
legislation,
reviewing where necessary the level of flexibility provided by
permanent and non-permanent contracts; better anticipation
and positive management of change,
including economic
restructuring, notably changes linked to trade opening, so as to
minimise their social costs and facilitate adaptation; support for
transitions
self-
employment, business creation and geographic mobility; the
innovative and adaptable
promotion and dissemination of
forms of work organisation, including better health and safety
and diversity of contractual and working time arrangements,
with a view to improving quality and productivity at work;
adaptation to new technologies in the workplace, determined
action to transform undeclared work into regular employment
(Integrated guideline No 20). See also integrated guideline “To
promote greater coherence between macroeconomic and struc-
tural policies” (No 4)’.

including training,

status,

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In the EESC's view,

3.5.1
‘it is important to strike the right
balance between flexibility and security on the labour markets in order
to ensure that, on the one hand, enterprises are able to offer more
employment and that, on the other hand, workers are provided with
the requisite security. The EESC welcomes the balanced approach
adopted by the Taskforce on employment in the chapter of its report
dealing with the promotion of flexibility and security on the labour
market. Although social and structural conditions differ from Member
State to Member State, they do have aspects in common, to which, in
the EESC's view, particular importance should be attached.’

3.5.2.4
Legislation relating to businesses needs to be looked
at in order to reduce red tape, not least regarding the start-up
of new businesses.

3.5.2.5
Undeclared work should not be considered as a
minor offence. The efficacy of sanctions applied needs to be
increased such that undeclared work no longer pays.

3.5.1.1
However, the Committee draws the attention of the
Commission and the Council to the dangers of increasing the
job insecurity of younger and older workers, which would
weaken their position in collective bargaining over their wages,
working conditions,
social protection (particularly pension
rights) and, in so doing, weaken the level of social standards
and the European social model promoted by the European
institutions inter alia in international negotiating and consulting
bodies.

3.5.2.6
In the evaluation that will be made of the transi-
tional measures concerning the free movement or workers —
or rather the lack of such freedom — for citizens of countries
that joined the EU on 1 May 2004, a report should be made of
the difficulties that employers and workers have faced, taking
into account changes in qualifications, demographic changes,
cultural changes, and changes in the need for mobility. It will
be necessary to investigate whether
these measures have
reduced mobility within the European Union and have encour-
aged undeclared work by workers from these countries.

It would be helpful

to try to decouple ‘changes
3.5.1.2
linked to the opening of markets’ from a continuous deteriora-
tion of jobs, wages and living conditions of hundreds of thou-
sands of European workers and citizens. The Committee also
the macro-economic measures required by
emphasises that
in line 20 have a
guideline number 4 and set out in detail
significant human and economic cost, which the Commission
should evaluate more thoroughly in an impact assessment
before these guidelines come into force. As the Committee has
indicated above, it will itself undertake a comparative evalua-
tion of experiences of implementation in each Member State.

The Committee emphasises that

there must be no
3.5.2
confusion between flexibility and undeclared work, although
they are mentioned in the same guideline. Promoting flexibility
of contracts or wages is not the way to get to serious grips
with the problem of undeclared work, which is an issue that
needs to be dealt with separately.

The Committee emphasises the specific goal of
3.5.2.1
In an own-initiative
combating undeclared employment.
opinion (CESE 325/2004),
the Committee highlighted a
number of ideas that would help find the right approach to the
problem:

3.5.2.2
improved.

The incentive to declare employment must be

3.5.2.3 Women and other disadvantaged groups are very
often in the front line when it comes to poorly-paid undeclared
work. It is therefore important that their situation be better
identified so that appropriate measures can be taken.

‘The Committee notes with amazement that the Commission
3.5.3
does not,
in its comments about this guideline, say a single word
about the importance of the involvement of those affected, especially
workers and their representatives, in economic restructuring. This is all
the more astonishing as this was discussed in detail in the recently-
published Commission communication on restructuring and employ-
ment, which the Committee explicitly welcomes and will shortly
discuss in a separate opinion.’

3.6
‘Guideline: Ensure employment-friendly wage and
other labour cost developments by encouraging the right
framework for wage-bargaining systems, while fully respecting
the role of the social partners, to reflect differences in produc-
tivity and labour market trends at sectoral and regional level;
and monitoring and, where appropriate, reviewing the structure
and level of non-wage labour costs and their
impact on
employment, especially for the low-paid and those entering for
the first time the labour market (Integrated guideline No 21).
See also integrated guideline “To ensure that wage develop-
ments contribute to macroeconomic stability and growth” (No
5).’

3.6.1
2003-2005 (8), the EESC explained:

In its opinion on the Broad Economic Policy Guidelines

‘The Committee generally welcomes the call made in the guide-
lines for nominal wage increases to be consistent with productivity
gains and inflation in the medium term. However, if the repeated
call for wage moderation and restraint means that wage increases
should be lower than the growth in productivity, the Committee
cannot give its approval, since as a result the balance between
supply- and demand-side factors would be destroyed.

(8) EESC opinion 1618/2003 – Rapporteur: Mr Delapina

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Seen simply as a supply-side factor, lower wage increases
reduce the relative costs of the factor labour and can there-
fore boost employment. However, this overlooks the fact
that wages are not only a supply-side cost factor but also
have an effect on the demand side as the most important
factor determining domestic demand. Considerable wage
restraint
therefore weakens overall demand and thus
growth and employment.’

3.6.2
of contractual freedom between the two sides of industry.

The Committee reaffirms its support for the principle

3.6.3
The Committee also believes that, beyond the simple
question of wages, we should be concerned with the develop-
ment of household purchasing power, which has tended to
stagnate or even fall over the last
twenty years in some
Member States. The increase in (often local) taxation, rocketing
house prices, and increasing energy prices have cancelled out
increases in wages. This has had an impact on consumption
and therefore on growth. The Committee asks that a debate on
this phenomenon be launched, and would be pleased to take
part in such a debate.

INCREASE INVESTMENT IN HUMAN CAPITAL THROUGH BETTER
EDUCATION AND SKILLS

‘Guideline: Expand and improve investment

3.7
in
human capital through: the establishment of efficient lifelong
learning strategies,
according to European commitments,
including appropriate incentives and cost-sharing mechanisms
for enterprises, public authorities and individuals, in particular
to significantly reduce the number of pupils leaving school
increased access to initial vocational, secondary and
early;

Brussels, 31 May 2005.

higher education, including apprenticeships and entrepreneur-
ship training; and enhanced participation in continuous and
workplace training throughout the life-cycle, especially for the
low-skilled and older workers (Integrated guideline No 22). See
also integrated guideline “To increase and improve investment
in R&D” (No 12).’

3.7.1
The EESC agrees with and supports the Commission's
proposals, which reflect the recommendations it has made in a
number of opinions. However, it would like these recommen-
dations to be backed up by specific quantitative goals. For this
purpose, the Committee highlights the responsibility shared by
all those involved (individuals, public sector organisations and
businesses of all types) to ensure the viability and financing
necessary to these investments in training.

3.8
‘Guideline: Adapt education and training systems in
response to new competence requirements through: better
identification of occupational needs and key competences, and
anticipation of future skill requirements; broadening the supply
of education and training tools; developing frameworks to
support the transparency of qualifications, their effective recog-
nition and the validation of non-formal and informal learning;
ensuring the attractiveness, openness and high quality standards
of education and training systems (Integrated guideline No 23).’

3.8.1
The EESC also agrees with these proposals and recalls
that it has long been calling for efforts to establish a European
Learning Area to be stepped up (9). The EESC again stresses the
need for developing lifelong learning and training and
increasing the role of the social partners and other civil society
organisations in this sphere. The EESC also highlights the
importance of the transparency and harmonisation of qualifica-
tions across Europe and at international level.

The President

of the European Economic and Social Committee

Anne-Marie SIGMUND

(9) See, especially, the EESC opinion on the European Dimension of
and prospects – Rapporteur:

content

Education:
its nature,
Mr Koryfidis - OJ C 139, 11.05.2001)