EURES HISTORY & LEGAL BASE Presentation title

…“We are carrying out a great experiment, the fulfilment of the same recurrent dream that for ten centuries has revisited the peoples of Europe: Creating between them an organization putting an end to war and guaranteeing an eternal peace”… Robert Schuman

“ Make men work together show them that beyond their differences and geographical boundaries there lies a common interest.” Jean Monnet

5 THE TREATY OF ROME, 1957 The Free Movement of Workers

Art. 39: The Free Movement of Workers The right to look for a job in another Member State The right to work in another Member State The right to reside there for that purpose The right to remain there The right to equal treatment in respect of access to employment, working conditions and all other advantages which could help to facilitate the worker's integration in the host Member State The Treaty of Rome

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8 Pre-EURES 1968: Council regulation (ECC) No 1612/68 on the freedom of movement of workers Opens up borders to allow free movement and Defines the need for the exchange of information on Member States’ vacancies and living and working conditions 1968: Working group to explore what actions were required as result of the new legislation 1973: SEDOC, a vacancy clearance system, was launched Didn’t work too well. Not at all, in fact. No recognition of: The needs of mobile clients Needs of employers How PES could contribute positively How mobility could make a contribution to enhancing economic an social stability

Towards a European Employment Service Issues/goals: Make transnational mobility work for PES clients Make the European labour market accessible for PES clients Develop efficient transnational vacancy notification systems Develop PES staff to deliver this service Develop political acceptance for mobility Develop organisational acceptance Involve all key actors – PES, Trade Unions, Employers and the Education Authorities Help commuters in cross border area who already move across

Towards a European Employment Service By 1992 an embryonic system began to emerge, based on the following principles: Involvement of key actors (social partners/ stakeholders) Political acceptance Transnational mobility as a normal PES function Seed funding An effective human resource = a qualified expert network IT based system of vacancy exchange Involvement of Heads of PES

11 Towards a European Employment Service Main features Transnational placement Advice and counselling of mobile jobseekers Transnational recruitment advice and delivery to employers Staffed by trained specialists from PES Involving key staff from Trade Unions, Employers´ organisations and Universities

1. The Birth of EURES, European Parliament voted for an amendment to 612/68, which replaced SEDOC with EURES Actions: Appointment of EURES Managers and training of EURES Advisers began IT system for vacancy exchange Comprehensive living and working conditions information available in all languages Implementation of communications campaign promoting EURES´ identity.

2. The Birth of EURES, EURES launched its full service in Brussels, November 1994 All 12 Member States had trained Euroadvisers EURES Project Managers and Crossborder Coordinators European mobility services were available in all major cities and town over the EU 400 advisers spread over 18 countries and a European database of vacancies and living and working conditions. 2003: The EURES Portal launched 2004: 29 countries on board and over 700 advisers. Today: App. 907 advisers in 32 countries + 19 cross- border partnerships

EURES Legal Base The EC Treaty Article 40 Regulation (EEC) 1612/68, part II Commission decision of 2002 (Lisbon process?) - reforms EURES´ legal base and defines objectives of EURES: –The development of European labour markets open and accessible for all, –Exchange of vacancies and job applications, –Transparency and information exchange on the European labour markets, including living conditions, and acquisition of skills, –The development of methodologies and indicators for this purpose Defines EURES members and partners, tasks of EURESco, EURES High Level Strategy Group, logo, guidelines and includes delegation to issue of a EURES Charter So far, no mentioning of recruitment and placement

The EURES Charter (2003) Defines the obligations of the member states Describes the activities we are obliged to carry out, e.g. –Job matching services –Transnational/cross-border co-operation –Monitoring and assessment –Integration of job vacancy databases –Exchange of information –Personnel (manager, advisers, training) –Guidelines and activity plans –Promotion of EURES

1) Improving access to EURES 2) Ensuring services to employers 3) Providing services to jobseekers, job changers and the unemployed 4) Networking with other stakeholders 5) Functioning of the network 6) Implementing cross-border activities EURES Guidelines

1: Improving access to EURES Key actions: Provide EURES training and awareness sessions for non-EURES staff. Produce and implement a national information campaign to inform the clients (jobseekers, unemployed youth, graduates, employers, employees, etc.) on the opportunities offered by the European labour markets. Include information on EURES in PES mainstream publications. Make EURES and mobility part and parcel of the national strategies by including EURES and mobility in national PES plans. Make jobseekers and employers aware of the opportunities offered by mobility. Development of infrastructures providing services and customer relationship management (i.e. provide EURES advisers with the necessary resources for carrying out their tasks to focus on the clients).

2: Ensuring services to employers Key actions: Develop a strategy to enable all employers, in particular SMEs, to access information about EURES and the possibility of advertising their job vacancies on the EURES Portal. Develop and offer "mobility packages" to employers consisting of information, advice and job matching. Systematically seek feedback from employers to measure the impact of EURES in terms of placement. EURES in the host country should help employers in supporting workplace integration, including through the provision of language courses to workers. Develop and implement quality and fair traineeship allowing employers to give the possibility to young people from abroad to work in their companies. Develop and implement a service level agreement between EURES and employers at the appropriate level, or a customer charter to explain what employers can expect from EURES.

3: Providing services to jobseekers, job changers and the unemployed Key actions (abbreviated!): Provide comprehensive information and advice to jobseekers and mobile workers. This information shall be provided before, during and after the mobility experience. Organise a "mobility package" for jobseekers, job changers, and workers. This should include the provision of EURES services before departure from the home country and after arrival in the destination country. It should also include services for workers willing to return to their home country. Develop a strategy to enable all jobseekers, job changers, and the unemployed, to access information about EURES and the possibility of finding a job on the EURES Portal. Establish bilateral or multilateral recruitment and matching activities. Use multi channelling and self service to deliver basic information advice and job broking services on mobility. Organise European Job Days every year in September/October and/or in April/May. Establish arrangements between sending and receiving EURES partners to support mobile workers before, during and after the move.

4: Networking with other stakeholders Coordinate EURES activities with stakeholders at European, national, regional and local level that are active in promoting mobility. Coordinate the EURES activities with the relevant Ministries, Agencies dealing with unemployment benefits, etc. Establish systematic cooperation mechanisms with EU networks, such as PLOTEUS, EUROPASS, Europe direct, SOLVIT, EURAXESS, ECAS, etc. Establish cooperation mechanisms with organizations active in the provision of information and assistance for the integration of workers and their families.

5: Functioning of the network Key tasks (selected) Provide staff resources to EURES, at central level and throughout the territory National and European trainings Organise at least one national EURES conference Ensure that all EURES activities have qualitative and quantitative objectives, are evaluated and reported Contribute to the regular provision and updating of job vacancies available; cooperate to improve the quality of the information available Ensure collection of data to identify and anticipate surpluses, shortages and bottlenecks on labour markets. Make use of this data in the design of activities

REFORM OF EURES A new challenges Mobility much higher on political agenda Need to ensure EURES funds within the multiannual financial framework , ideally more ressources for EURES More ownership and accountability Better and more results

When and what Regulation(EU) No 492/2011 of the European Parliament and of the Council of 5 April 2011 on the freedom of the movement for the workers within the Union Commission Implementing decision on 26 November 2012 regards the clearance of the vacancies and the applications for the employment and the re-establishment of the Eures Discussion of the proposal for the Regulation of the European Parliament and of the Council on the Eures (the discuss opened on Greek presidency and continues to Italian Presidency)

What new for Eures? 1) Focusing on employment results i.e matching, placement and recruitment 2) Expanding EURES scope to support targeted mobility schemes at EU level 3) Get Public Employment Services (PES) and Private Employment services to systematically cooperate when delivering EURES 4) Finding from ESF 5) Reform starts from 1/1/2015

Where you can find us

Thank You katerina Flaka Head of NCO Eures Greece