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Call for Proposals VP/2013/004

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Call for Proposals VP/2013/004

This call is addressed to the members of the EURES network in accordance with the current EURES Decision (ref. (2003/8/EC) of 23 December 2002, OJ L5, 10.1.2003, p.16.)

EURES (European Employment Services) was launched in 1993 as a network for cooperation between employment services of the Member States, their partners and the Commission to exchange information concerning vacancies and applications for employment, information on the state and trends of the labour market as well as information concerning living and working conditions. Its purpose is to facilitate mobility on the European labour market by providing services for workers and employers as well as for any citizen wishing to take advantage of the right of free movement of workers in the EU.

Eligible EURES priorities

 

The six EURES guidelines adopted by the EURES Coordination office following the opinion of the EURES High Level Strategy Group for the period 2010-2013 as a basis for the identification of eligible activities will continue to be valid for the current call.

These guidelines aim at contributing to the development of European labour markets open and accessible to all, improving the quality and transparency of the trans-national, interregional and cross-border labour market information, and strengthening co-operation on these matters.

Guideline 1 – Improving access to EURES

 

Activities should be targeted towards the public which can be EURES potential clients such as jobseekers, unemployed, youth, graduates, employers, employees, etc.

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).
  • Optional action:
  •  Establish national help desks to give information to clients.

Guideline 2 – Ensuring services to employers

 Employers should be made aware that they have the possibility to recruit staff from all EU Member States as well as from Norway, Iceland, and Liechtenstein and also from Switzerland. Employers should also be informed that EURES can help them to fill their job vacancies in other countries.

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. Ensure that employers experiencing recruitment difficulties receive a consistent service from the EURES members and partners.
  •  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. 

Guideline 3 – Providing services to jobseekers, job changers and the unemployed

 

Jobseekers should be made aware of at least the following benefits. Firstly, the possibility of gaining new skills both professionally and personally. Working in another country strengthens self-confidence and improves the communication skills as a direct result of working in a different cultural environment. Secondly, the possibility of getting new insights and different perspectives. Working abroad gives the possibility of experiencing a new culture, learn or improve a foreign language and become more open to new learning. Thirdly, the possibility of finding temporary or seasonal job. Some sectors, like tourism and agriculture have high seasonal demand and often need to recruit from other countries.

Key actions:

  •  Provide comprehensive information and advice to jobseekers and mobile workers (cross-border workers, seasonal workers, migrant workers2, and posted workers) in order for them to profit from the advantages of mobility and exclude its disadvantages. 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 or to move to another country. This should be organised with other EURES members, the sending country and the host 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. These target groups will receive information, counselling and the possibility of placement.
  •  Establish bilateral or multilateral recruitment and matching activities, promoting and operating targeted geographical and occupational mobility between Member States and regions.
  • 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.
  •  Develop a customer charter to explain what clients can expect from EURES.
  • Optional action:
  •  Encourage the mobility of graduates and young people to SMEs.

Guideline 4 – Networking with other stakeholders

 

The key stakeholders are the social partners. Local and regional authorities, universities, NGOs, private employment services and other stakeholders are an essential presence in the functioning of EURES.

Key actions:

  •  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, in particular vulnerable groups. Host countries should carry out this action.
  •  Optional action:
  •  Make sure that EURES priorities are respected when related activities are done in cooperation with private employment services.

Guideline 5 – Functioning of the network

 Key actions:

  • Provide staff resources to EURES, at central level and throughout the territory.
  •  National and European training: new EURES advisers, advanced training, Ad hoc training, pre-training and other trainings at national level.
  •  Organise at least one national EURES conference involving EURES advisers as well as line managers and stakeholders. This conference should serve to ensure the correct information flow between EURES managers and EURES advisers, involving the line managers.
  • Ensure that all EURES activities have qualitative and quantitative objectives, are evaluated and reported.
  • Evaluate the results of the implementation of the 2013-2014 activity plan and include it in the final report to EURESco. Where appropriate and in agreement  with EURESco, provide also evaluation of the results for the period 2009-2013.
  •  Ensure that the obligation of all EURES members to make job vacancies and applications for employment accessible via the EURES IT platform can be fulfilled at a sufficient level of quality. This includes the setting up and maintenance of the necessary technical infrastructure, and the continuous monitoring and improvement of contents, in particular respect of formats and updating of code tables and mappings.
  •  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.
  • Financial audit.
  •  Participate in meetings, seminars conferences, etc. at EU level. Members holding the EU Presidency to organise working party meetings.

Guideline 6 – Implementing cross-border activities

 The main tasks of a cross-border partnership are:

  • • To offer through the EURES advisers and other staff of the partnerships’ member organisations client services to actual and potential cross-border commuters and their employers by providing and exchanging information and advice on job vacancies and job applications as well as on living and working conditions and other relevant information related to the labour market in the cross-border region, such as social security, taxation and labour law;
  • • To facilitate the job matching process on the cross-border labour market and develop joint placement projects;
  • • To ensure a constant flow and exchange of information by direct and regular contacts between the EURES advisers in the region;

Guideline 7 – Preparing EURES for its reform 

Key actions:

  •  Set up the National Co-ordination office and support the preparation of activities to roll out the reform at national level.
  •  Reform the existing mechanisms of data collection and reporting, develop the programming cycle and introduce the coherent use of the indicators to ensure adequate reporting, in accordance with the future EURES Charter.
  •  Establish a system of accreditation at national level, whereby EURES partners and associated partners can be associated in the delivery of EURES universal and complementary services, in accordance with the future EURES Charter.
  •  Raise awareness on the EURES reform, provide training to members of staff and set up new arrangements to organise the delivery of the EURES universal services, alongside the complementary services in accordance with the service catalogue defined inthe future EURES Charter.
  • Develop targeted mobility schemes and specific co-operation projects within the scope of the EURES reform.
  • Develop specific measures to support placement activities for young people.
  • Set up the required arrangements to participate in the exchange of information on traineeships and apprenticeships in the sense of Regulation (EU) No 492/2011 and, as appropriate, the placement of trainees and apprentices.
  •  Review and upgrade the functioning of Cross Border Partnerships, to reflect the EURES reform and the needs of cross border workers.

Financial information

The budget available for this Call for Proposals is approximately € 14.200.000. The financial contribution granted by the Commission will relate only to those specific activities included in the grant request. The financial contribution from the EU must not exceed 95 % of the total cost of the EURES activities proposed in the budget request. The required co-financing must be a contribution by the beneficiary/beneficiaries to the proposed overall budget. The co-financing must be in a form that can be duly justified for auditing purposes. The co-financing must be specified at the level of the overall budget. The costs budgeted for personnel cannot exceed 50% of the total eligible cost of the grant agreement.

Type of grant agreements

 A proposal can be submitted either by one single applicant (if selected, a monobeneficiary agreement will be signed) or by a consortium of several applicants (if selected, a multi-beneficiary agreement will be signed). In case of proposals submitted by a consortium of applicants, one of them should assume the role of lead-applicant and is called “coordinator”. The other co-applicants in the consortium should provide a “letter of mandate” authorizing the “coordinator” to submit the proposal and, in the case the proposal is selected for funding, to sign the grant agreement with the Commission.

Eligibility criteria

Applicants must be legal persons properly constituted and registered in one of the EU Member States or other EFTA/EEA participating countries; The eligible applicants are the EURES members, social partners, cross-border organisations, as defined by Article 8 of the Commission Decision 2003/8/EC.

Deadline for submitting proposals: 31/05/2013

For more information click here.

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1 Comment

  1. […] Call for Proposals VP/2013/004This call is addressed to the members of the EURES network in accordance with the current EURES Decision (ref. (2003/8/EC) of 23 December 2002, OJ L5, 10.1.2003, p.16….  […]

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