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Royal Decree 751/2014, 5 September, Which Approves The Spanish Strategy Of Activation For The 2014-2016 Employment.

Original Language Title: Real Decreto 751/2014, de 5 de septiembre, por el que se aprueba la Estrategia Española de Activación para el Empleo 2014-2016.

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TEXT

Law 3/2012, of July 6, of urgent measures for the reform of the labor market, has as a strategic objective the construction of a new model of labor relations that will curb the destruction of employment, feel the bases for the creation of stable and quality employment and to promote competitiveness.

The labour market reform also launched a process of transformation of active employment policies to enable the design of more dynamic and efficient active and passive policies that are complementary and coherent with the new framework for employment and recruitment relations, which will enable preventive mechanisms to be strengthened, the employability of workers to be improved, and the transition to employment.

On the other hand, the Organic Law 2/2012, of 27 April, of budgetary stability and financial sustainability, which defines a framework of rigorous control over the budget of all public sector agents, was approved. For the first time since the beginning of the crisis, a real systematic and coordinated effort was made between all public deficit reduction administrations, which since 2009 was at an unsustainable level.

The European Council Recommendation of June 2012 to increase the effectiveness of active labour policies and to strengthen coordination between national and regional Public Employment Services was taken up in the 5th Conference of Autonomous Presidents of 2 October 2012 by the President of the Government and the Presidents of the Autonomous Communities.

In 2012, under the principle of fiscal consolidation, the first annual employment policy plan was approved for 2012, an instrument for coordinating all the active policy measures that have been carried out since the end of 2012. (a) different public services for regional employment and the State Employment Public Service, combining flexibility in implementation with the consistency of a set of common objectives set out as priorities in that Plan.

This annual employment policy plan for 2012 was in line with budgetary stability and was developed in the framework of the Spanish Employment Strategy 2012-2014, which was currently in force approved by Royal Decree 1542/2011 of 31 December 2011. of October. However, the framework of the Strategy has not been in line with the current context or with European demands.

In particular, it should be noted that the 2012-2014 Strategy did not include the assessment as a reinforced aspect of the design, planning, programming, execution and control of the results of the activation policies for the employment.

In this context and within the Sectoral Conference on Employment and Labour Affairs, the Autonomous Communities and the State Employment Public Service, they agreed on a new methodology, new objectives, instruments and indicators to enable the annual employment policy plan for 2013. The key to the change to the new model of active employment policies is to move from a model of funding and articulated management to programmes established centrally to a new framework in line with the competences of the communities. Autonomous policies in active policies, within the framework of the market unit, based on the assessment.

These plans have served as a prelude to the annual employment policy plan for 2014. Furthermore, the National Reform Programme, approved by the Council of Ministers of 30 April 2014, has been aware of the need to consolidate and deepen this momentum through a new multi-annual strategy for activation policies for employment. This Strategy is consistent with the recommendation of the EU Council of 8 July 2013 to Spain to carry out a reform of the active labour market policies aimed at achieving results, strengthening the focus and the efficiency of the guidelines. It recommends strengthening and modernising public employment services in order to ensure individualised assistance to the unemployed according to their profiles and training needs; to strengthen the effectiveness of the recalification programmes for the unemployed. older and low-skilled workers. Finally, it recommends putting the single job portal into operation and speeding up the implementation of public-private partnership in placement services.

The new Spanish activation strategy for 2014-2016 has required legislative changes in Law 56/2003, of 16 December, of Employment, introduced by Royal Decree-Law 8/2014 of 4 July, of approval of the urgent measures for growth, competitiveness and efficiency. This new strategy is based on six axes (guidance, training, employment opportunities, equal opportunities in access to employment, entrepreneurship and improvement of the institutional framework of the National Employment System). agreed between the State Employment Public Service and the Autonomous Communities.

It also has strategic and structural objectives. The strategic objectives will be approved by the government, they are selective and are directed to a specific scope or purpose. The structural objectives are stable, comprehensive and must cover the whole range of active policies.

Both objectives (structural and strategic) are related to each other, so that each community will prioritize those that it sees fit, to achieve the ultimate goal and to be efficient with the spending that they do in politics. active. To this end, each target shall have an indicator which shall be measured at the end of each year if the objectives have been met and which will determine the allocation of the funds for the employment activation policies.

Therefore, this new strategy will allow for transparency and anticipation in the proposal of the programmes by all the autonomous communities, which in a more flexible way will be able to propose the measures they consider more Suitable to meet predetermined objectives and to prioritize according to their importance, and all within the necessary graduality that must prevail between the previous system and the new model.

On the other hand, the new Strategy is very much in the framework of the 2013-2016 Strategy for Entrepreneurship and Young Employment, which includes a broad range of measures (up to 100), including many in the field. action of the National Employment System.

The importance of the adaptation of public employment services in order to comply with the commitment to implement the Youth Guarantee, which will be articulated in Spain through the National Plan of Employment, should also be taken into account. implementation of the youth guarantee.

The approval of the Strategy corresponds to the Government, in the exercise of the competences defined in article 3.1 of Law 56/2003, of 16 December, of Employment, which is carried out by this royal decree, which has been subject to the report of the Sectoral Conference on Employment and Labour Affairs, the General Council of the National Employment System, as well as the most representative employers ' and trade unions, of the Social Economy Promotion Council, and of the most representative organisations of self-employment.

In its virtue, on the proposal of the Minister of Employment and Social Security and after deliberation by the Council of Ministers, at its meeting on 5 September 2014,

DISPONGO:

Single item. Approval of the Spanish activation strategy for employment 2014-2016.

The Spanish activation strategy for 2014-2016 is approved, which is set up as the regulatory framework for the coordination and implementation of active employment policies and employment intermediation in the Status, and whose text is included below.

Single transient arrangement. Implementation of the Spanish Employment Strategy 2012-2014.

The provisions of paragraph 8.1 of the Spanish Employment Strategy 2012-2014, approved by Royal Decree 1542/2011 of 31 October 2011, will apply in the following cases, in respect of the funds allocated in accordance with the provided for in Article 86 of Law 47/2003, of 26 November, General Budget:

(a) The justification in 2015 for co-financing with own funds of each autonomous community of 20 percent of the amounts allocated to finance the modernisation programme for the financial years 2012, 2013 and 2014.

(b) The justification for the payment of the amounts committed in 2012 and 2013 to the beneficiaries or to the suppliers who have executed or carried out the projects under financing by the different communities standalone.

Single repeal provision. Regulatory repeal.

Royal Decree 1542/2011, of 31 October 2011, is hereby repealed, approving the Spanish Employment Strategy 2012-2014.

Final disposition first. Competence title.

This royal decree is issued under the jurisdiction of article 149.1.7. of the Constitution, which attributes exclusive competence to the State in matters of labor law.

Final disposition second. Enabling regulatory development.

The head of the Ministry of Employment and Social Security is authorized to make any provisions necessary for the development of this royal decree.

The head of the Directorate-General of the Public Service of State Employment, in the field of its powers, is also empowered to dictate how many resolutions are necessary for the implementation of this royal decree.

Final disposition third. Entry into force.

This royal decree will enter into force on the day following its publication in the "Official State Gazette".

Given in Madrid, on September 5, 2014.

FELIPE R.

The Minister of Employment and Social Security,

FATIMA BANEZ GARCIA

1. FRAMEWORK OF THE SPANISH EMPLOYMENT ACTIVATION STRATEGY 2014-2016: THE EUROPE 2020 STRATEGY, EMPLOYMENT GUIDELINES AND THE NATIONAL REFORM PROGRAMME

The deepening international economic and financial crisis that began in 2007 has had a direct effect on unemployment levels in all EU-28 countries, and especially in Spain. Thus, while the average unemployment rate in the EU stands at 11% in the third quarter of 2013, in the case of Spain this rate is almost 26%.

In this sense, the virulence with which the economic crisis has affected unemployment in Spain is mainly due to the existence of structural weaknesses in the labour market, which are basically due to excessive rigidity in Spain. the regulation of internal working conditions, segmentation in working conditions between temporary and indefinite workers and a collective bargaining structure that is far from the real needs of companies and workers, such as as follows from the reports and valuations of the Bank of Spain, OECD, European Commission and International Monetary Fund.

Another main reason is the existence of a system of protection for unemployment, which includes both the payment of unemployment benefits and the implementation and implementation of active employment policies, which are also rigid. and dissociated from the real needs of workers, both employed and unemployed.

In addition, the new economic context requires an increase in efficiency in the use of public funds. The response to this need has its immediate reflection in the Organic Law 2/2012 of 27 April, of budgetary stability and financial sustainability, which also affects the development of the activation policies for employment. Experience shows that more funds do not necessarily imply better results. It should be borne in mind that in the period 2006-2011 the funds of the general budget of the State (this is, without taking into account the own resources of the Autonomous Communities) to finance these policies increased by 10% without this increase was reflected in a minoron in the number of unemployed, as in the same period it increased by 118.62%.

In the face of this scenario, the Labor Reform approved by Law 3/2012 of 6 July, of urgent measures for the reform of the labor market, launched a new framework of employment and employment relations on the basis of internal flexibility, aimed at curbing the destruction of jobs in the short term and laying the foundations for a more rapid reversal of the situation in the face of economic recovery.

The reform of the labour market is a reform of a structural nature and as such will only fully deploy its effects in the long term. It is precisely for this reason that it is particularly important to have effective activation policies, capable of strengthening the employability of workers and providing them with tools to cope with the situation in the market. of Spanish work.

Therefore, the Reform also established the beginning of the transformation of activation policies, especially as regards the training of workers and labor intermediation as a step towards a model of flexicurity.

On this basis, different rules have been adopted after different standards have been adopted in order to encourage the activation and insertion of people in unemployment, among which should be highlighted:

-Royal Decree-Law 20/2012 of 13 July 2012 on measures to ensure budgetary stability and the promotion of competitiveness.

-Royal Decree 1529/2012 of 8 November, for which the contract for training and learning is developed and the foundations of dual vocational training are established.

-Royal Decree 189/2013 of 15 March 2013 amending Royal Decree 34/2008 of 18 January, governing the certificates of professionalism and the actual decrees establishing certificates of professionalism dictated in their application.

-Royal Decree-Law 4/2013, of 22 February, of measures to support the entrepreneur and stimulus of growth and job creation, where 15 of the 100 measures contained in the Strategy for Entrepreneurship and Youth Employment adopted by the Government on 22 February 2013, which to some extent was in anticipation of the recommendation of the European Council of 22 April 2013 on the establishment of the Youth Guarantee, which recommends that the EU states ensure that all young people under 25 years of age receive a good job offer, continuing education, training trainee or traineeship within a period of four months after becoming unemployed or completing formal education.

The implementation of this Recommendation is articulated in Spain through the National Plan for the Implementation of the Youth Guarantee, presented in December 2013, with which this Spanish Strategy of Activation is fully consistent. for Employment.

-Royal Decree-Law 16/2013 of 20 December of measures to promote stable recruitment and to improve the employability of workers, where flexibility in the management of working time and contract is enhanced part-time, as an instrument for the insertion and dynamising of the labour market, as is the case in countries in the European environment.

-Royal Decree-Law 3/2014 of 28 February, of urgent measures for the promotion of employment and indefinite recruitment, which regulates a "flat rate" of one hundred euros of social security contributions for common contingencies, for encourage stable recruitment compatible with the maintenance of the social rights of contract workers.

-Royal Decree-Law 8/2014 of 4 July, approving urgent measures for growth, competitiveness and efficiency.

The European Employment Guidelines, based on the objectives of the Europe 2020 strategy for 2010-2014 in the field of employment, include in their guidelines 7, 8 and 10, the goals to be achieved in terms of employment by the various Member countries, including the reduction of structural unemployment, ensuring equal opportunities in access to employment, achieving a qualified working population that meets the needs of the labour market, meeting the needs of the labour market, the objective of achieving more jobs and of higher quality, as well as promoting the participation of The most remote groups in the labour market.

For its part, the European Council recommended Spain in June 2012, and again in July 2013, to face a reform aimed at increasing the effectiveness of active employment policies and to strengthen coordination between the European Union. National and regional Public Employment Services.

The Government of Spain has prepared and approved in the Council of Ministers on 30 April 2014, the Stability Programme 2014-2017 and the National Reform Programme 2014, which have been forwarded to the Council of Ministers of the European Union. European Commission and the European Commission within the obligations of the Member States in the framework of the European Semester. This is the third time in this legislature that the government has developed and presented these two programs, but it is the first one that is being carried out in an economic recovery context.

The Spanish economy has already grown in the last two quarters of 2013 and the data for the first quarter of 2014 confirm the acceleration of growth. In this context, the National Plan of Reforms 2014 is a continuation of the intense reform agenda of the Government, already embodied in the PNR 2012 and 2013, whose degree of compliance has been very high.

But in addition, the 2014 National Reform Plan is part of a somewhat more favorable situation. Therefore, the 2014 PNR becomes an essential instrument of economic policy to enable the change of cycle that seems to be starting to be consolidated and to allow for solid and sustainable growth that will, in a decisive manner, promote the creation of of employment.

the next twelve months, the government's economic agenda has two broad lines of action that reinforce each other: deepening reforms and promoting economic recovery and the creation of employment.

The measures included in the 2014 PNR respond to this approach. The five priority areas identified in the Annual Growth Survey 2014 (AGS) of last November (13.11.2013) are structured around the five priority areas identified: differentiated and favourable fiscal consolidation. growth; restoring normal lending conditions to the economy; promoting growth and current and future competitiveness; combating unemployment and the social consequences of the crisis; and modernising public administration. These measures also lay the foundations for the fulfilment of the objectives of the Europe 2020 strategy.

Among the five priority areas identified, they stand out for their relationship with employment, the third: promoting the present and future growth and competitiveness of the economy, and, in particular, the fourth, combating unemployment and the social consequences of the crisis.

To grow, it is necessary to ensure a competitive and continuous functioning of the Spanish economy. To this end, it is necessary, among other measures, to improve the training of workers. This year, a new training model for employment will be established, based on the principles of transparency and control in the management of public resources, competitive competition and the assessment of the quality of employment. training.

The fourth priority of this Annual Growth Survey 2014 (AGS) is to combat unemployment and the social consequences of the crisis, at a somewhat more favourable economic situation. The moderate economic growth experienced since the end of 2013 has facilitated the start of the Spanish economy in 2014. Success, in terms of a substantial reduction in unemployment, of this new strategy, makes it essential to build on a solid foundation for sustainable economic recovery.

For all this, in the light of the recommendations issued by the European Council, as foreseen in the 2014 National Reform Programme and in a manner consistent with the new regulatory framework, the approval of a new regulatory framework is essential. Spanish Strategy on Activation for Employment.

This strategy is based on six axes (orientation, training, employment opportunities, equal opportunities in access to employment, entrepreneurship and improvement of the institutional framework) previously agreed with the Autonomous Communities. These will make it possible to classify the set of services and programmes to be developed to strengthen the activation and integration of unemployed workers and to enable them to improve their skills and adapt them, in a dynamic way, to the needs of the productive system.

The set of services and programs is oriented towards the achievement of previously established common objectives. These objectives may be of a strategic or structural nature, taking into account the priorities of each moment, while the latter seek to improve the general care provided by the Public Employment Services.

To ensure the effectiveness of the measures and the achievement of the proposed objectives, a system of indicators has been designed to measure the degree of compliance achieved each year in these objectives. This ensures your proper assessment.

It is precisely the basis of the new Strategy to follow up on the measures that are being carried out, the evaluation of results and the decision-making on a grounded basis.

2. ANALYSIS OF THE SITUATION AND TRENDS IN THE LABOUR MARKET

In mid-2014, the economic situation has improved substantially from the previous stage, so that the GDP is scoring increasingly positive rates, to reach in the second quarter the +0.6% in terms quarterly and +1.2% in annual terms.

The forecasts suggest that this trend will continue in the coming quarters and in fact the macroeconomic scenarios outlined in the recent update of the Stability Programme 2014/2017 revise the forecasts upwards, as has been done by the European Commission, the OECD or the IMF with respect to forecasts made in winter.

Economy Ministry

Bank

EU Commission

OECD

IMF

Forecast Panel Funcas

BBVA

(30/04/2014)

(23/07/2014)

(05/05/2014)

(06/05/2014)

(16/07/2014)

(02/07/2014)

(05/08/2014)

GDP (%)

2013

-1.2

-1.2

-1.2

-1.2

-1.2

-1.2

1.3

1.1

1

1.2

1.2

1.3

2015

1.8

2

1.5

1.5

1,6

1.9

2.3

2.3

n.d.

n.d.

n.d.

1.7

n.d.

n.d.

Job (%) (*)

2013

-3.4

-3.4

-3.4

-3.4

-3.4

-3.4

-3.4

2014

0,6

0.4

0,4

0.3

0.2

0.5

0.8

2015

1.2

1.4

1.2

0.8

0.8

1.3

1.7

2016

1.5

n.d.

n.d.

1.2

1.2

n.d.

n.d.

Rate (%)

 

2013

26.1

26.1

26.1

26.1

26,1

26.1

26.1

2014

24,9

25

25

25.5

25.4

24.9

24.9

24.5

2015

23.3

23.8

24

24,4

23.8

23.7

23.1

21.7

n.d.

n.d.

n.d.

n.d.

n.d.

n.d.

of August 6, 2014.

(*) Full time equivalent jobs in National Accounting.

Employment, for its part, has shown signs of strong growth in IIT2014, with quarterly growth of +2.4% (+ 402,400 jobs), so that it achieves positive annual growth (+ 1.1%) after 23 quarters. Consecutive in negative. It is a positive trend beyond the seasonal factors of that quarter (annual growth of +1% seasonally adjusted according to the INE calculation). This improvement translates into a sharp drop in unemployment (-7.0% per year) simultaneously to a certain recovery of the active population in the quarter. The registered unemployment rate falls similarly to around 6% per year.

However, the macroeconomic scenarios already mentioned point out that despite the good prospects, the level of unemployment will still remain at very high levels, even higher than the 20% in the forecast horizon. for a while. In addition, the main international national observers have pointed out the importance of additional measures being taken to promote and facilitate the incorporation of this high number of unemployed into the reactivation of the market job.

Thus, in the most likely scenario of economic reactivation, with job creation and unemployment decline, but at a slow pace in the absence of additional measures the most important challenges for the development activation policies of the Activation Strategy are:

• The high percentage of long-term unemployed. In the second quarter of 2014, 62.1% of the unemployed had an uninterrupted or more unemployed year and almost 42.4% were 2 years old or older. As a result, one of the aspects to be taken into account in the activation policies to be developed by the Public Employment Services and the other actors involved is to improve the integration of the long-term unemployed, since their volume has been In the short term, there is a considerable increase in the economic outlook and the economic outlook does not allow for easy re-entry into the labour market.

• The high percentage of the unemployed with a low level of qualification derived from early school leaving. Thus, in the second quarter of 2014, according to the EPA, 54.9% of the unemployed had not exceeded the first stage of secondary education and 11.7% had no secondary education. These figures are very high even among the unemployed under the age of 30: 52.9% had not passed the first stage of secondary education and 11.7% had no secondary education. The low levels of qualifications are associated with lower employment, unemployment and long-term unemployment and with greater difficulties in reincorporation in the labour market, especially when they require a change in the sector of activity or the labour market. occupation.

• The reduced rate at which entry into employment occurs from unemployment or inactivity. If before the crisis up to 9% of the inactive or unemployed in a quarter were in employment in the following quarter, that percentage had been reduced to 4.8% at the beginning of 2013, although it is true that it has shown some recovery from then and at the beginning of it stood at 5.1%. This lower dynamism has generally affected the unemployed, although in a more pronounced way young people, of whom the flow of inactive and unemployed people of a quarter who were occupied the following quarter has gone from averages of 16% before the crisis to be only slightly above 6%. In any case, if the economic recovery is to be rich in employment and in terms of the high number of unemployed people still present in the labour market, their incorporation into employment is necessary.

• The specific problems of some collectives, as detailed below.

The evolution of data shows the need to continue to provide adequate care, adapted to the characteristics of certain groups such as young people and older workers, on which the Activation can have special effect.

Young

As for the situation of young people in the labour market, it should be noted that on the one hand, the young population is shrinking for demographic reasons. The number of young people under the age of 25 has been reduced more or less steadily in recent years at an annual rate of -2.3%. Thus, in the second quarter of 2014 there are 4,046,100 young people under the age of 25, 271,600 fewer than three years before. This decrease is due both to the smaller size of the cohorts that are incorporated into the active age, and to the decrease of the young foreign population. This decline in the foreign population of less than 25 years has been occurring since 2009 (with a loss of 272,100 young people), and has accelerated from 2012 to reach a rate of -13.2% a year in the second quarter of 2014.

2014TI

16-to 24-year-olds

Rate annual variation

Total

Spanish

Foreign

Total

-

Percentage

Spanish

-

Percentage

Foreign

-

Percentage

2014TII

4.046.1

3.430.1

502.1

-1.9

-0.1

-13.2

4.054.0

3.519.7

534.3

-2.3

-0.6

-12.1

2013TIV

4.075.4

3.527, 5

547.9

-2.4

-0.8

-11.6

2013TIII

4.096.2

3.532.1

564.2

-2.4

-1.5

-7.8

2013TII

4.126.2

3.547, 8

578.4

-2.3

-1.7

-5.8

2013TI

4.150, 0

3.542.3

607.7

-2.3

-2.7

2012TIV

4.175.9

3.556, 0

619.9

-2,3

-2.9

1.6

2012TIII

4.196, 7

3.584.5

612.1

-2.2

-1.9

-4.2

2012TII

4.223.7

3.609.8

613.9

-2.2

-1.8

-4.4

2012TI

4.248, 1

3.641.9

606.2

-2.2

-1.6

-5.8

2011TIV

4.273.6

3.663.6

610.0

-2.2

-1.7

-5.1

2011TIII

4.293.2

3.654.2

-2,3

-2,3

-2.8

2011TII

4.317.7

3.675, 4

642.3

-2.5

-2.1

-4.8

2011TI

4.342.7

3.699.4

643.2

-2.6

-1.8

-6.7

Note: The Spanish population also includes people with dual nationality.

Source: INE, EPA.

According to the last short-term population projections of the INE, presented in November 2013, with current demographic trends, it is expected that the population of young people will decrease significantly in the coming years. which would have a significant effect on the main labour indicators.

The decrease in young population is added to the lower activity rates, which mean that the active population has been reduced even more sharply: -825,100 since the end of 2007 and -344,400 since the beginning of 2011. This additional decrease is mainly related to the permanence in the studies and the decrease in early school dropout.

On the other hand, the situation in the labour market for young people is largely marked by the general situation of the labour market. Despite the high unemployment rates among those under 25 years of age, the ratio of the young unemployment rate (between less than 25 years) compared to that of adults is below the EU average (at the end of 2013) and has The rate of youth unemployment remains at double the rate of general unemployment, as it was before the onset of the crisis, since the onset of the crisis in the 2. This is a situation very similar to that of the EU average and a situation where other countries, such as Italy, have the rate of youth unemployment quadrupling the overall rate of unemployment, but also of the situation in Germany, where the rate of unemployment is high. Youth unemployment is only 50% higher than that of adults.

However, this context does not detract from concerns about the difficulties of access to the labour market for young people:

The employment rate of young people remains at historically low levels. In the fourth quarter of 2013, the employment rate of young people in Spain stands at 18.3%, compared with 41.9% in the fourth quarter of 2007. If then it was slightly above the European average (37.3%) measured in comparable terms, in 2013 the average level in the EU is almost double, 32.3%. In 2013 Spain has been, after Greece and Italy, the country with the lowest employment rate. of all EU countries. However, the most recent data point to the fact that the decline in the employment rate has been slowed from 2013 onwards.

the same time, the rate of young unemployment in Spain has increased in recent years to a maximum of 56.9% in the first quarter of 2013, more than 30 points higher than the average unemployment rate in the European Union. However, since then there has been a glaring improvement. Thus, the number of young people under 25 years of age has fallen to 140,100 people in the second quarter of 2014, 14.3%. At the end of the second quarter of 2014 they actively sought employment and were fully available to work according to the EPA 840,600 young people under the age of 25.

Furthermore, in order to put the unemployment data into an appropriate context, it should be noted that the proportion of the unemployed does not exceed 25% of the total population of the young population and shows a decreasing trend in the last few quarters.

However, a worrying trend throughout the crisis has been the sharp increase in the proportion of young people seeking employment who are long-term unemployed, which is 50.6% for those under 25 years of age (and in the 56.5% for young people aged 25 to 30). In other words, 26.9% of young people under the age of 25 are long-term unemployed. These proportions are not so far removed from the situation for the general population, with a proportion of the longterm unemployed of 60%. Although the most recent data show that the trend of increase in the proportion of long-term unemployed among young people has ceased to grow until it has stabilised over the course of 2013, this situation is worrying because of its contrast with the The impact of long-term unemployment among young people was much lower: only 14.3% of the unemployed under the age of 25 had been in employment for more than a year (2.7% of young people of that age).

In terms of young people who are not busy or pursuing studies (regulated or non-regulated), known in terms of labour statistics such as ninis, Spain has been one of the EU countries in which the proportion of young people has grown. on the total number of young people under 25 years of age, up to a maximum of 18.8% in 2012, measured in comparable terms. However, in contrast to what has happened in other European countries, the rate of young people without occupation and not studying has declined in 2013 to 18.6%, the first decline since the onset of the crisis.

This development undoubtedly contributes to the positive trend towards the sharp reduction in early school leaving that has been taking place in recent years and which has been maintained during 2013 to 23.5%, a historically high level. (in 2007 it stood at 31%), but still well above the European average of 11.9%.

The improvement of the training of young people also contributes to the measures in favour of recruitment with the Training and Learning Contract, which offers a way of insertion into the world of work, while at the same time completing the training of young people. These contracts are experiencing a sharp increase since the labor reform that has allowed to reach and even exceed the levels of new hiring prior to the crisis. New hires with this type of contract have increased by 109.5% in the 24 months to March 2014, a period that allows the effect of the labor reform to be captured, compared to a drop of 45.4% since the beginning of the crisis. Thus, they have already exceeded 2007 levels with 102,741 new hires.

There has also been a strong increase in new contract contracts between the under-30s, although in this case with a more moderate increase (8,550 new hires, +23.6%) in the 12 months to March 2014.

This greater dynamism in the recruitment of young people is also appreciated in their incorporation into the labour market as self-employed workers. The initial ups in the Special Regime of Self-Employed Workers of the under-30s in 2013 rebounded by 35% in annual terms, to 22,370, level close to 2008, in which the crisis was only partially felt. This increase has been greater than the overall increase in new highs (of 20%). This has led to the increase in young people under 30 years of age continuing to increase their share of new highs, to over 60%, which was not achieved. the least since 2005.

With this dynamism in incorporation as self-employed, young people up to 30 years have increased their weight in total RETA members to 9.2% at the end of 2013, compared to 8.8% a year earlier.

Over 55 years old

For the last ten years, the population over 55 years of age has continued to continue to participate in the labour market. From 2007 to 2013, 600,500 assets have been incorporated, of which 73.3% are women.

However, that addition to the activity has not been accompanied by similar growth in employment, which has only increased by 154,300 more. Therefore, there has been a significant increase in unemployment in this age segment: 446,300 more unemployed between 2007 and 2013.

In this way, this age group has an unemployment rate of 19.8% in the first quarter of 2014 (20.3% for men and 19.1% for women). Although it is below the national average of 25.9%, it is almost 14 percentage points higher than in 2007.

The strong incidence of long-term unemployment is worrying for this group. In the first quarter of 2014, 75.4% of the unemployed over 55 years of age had more than one year in search of employment and 58.1% more than 2, with relatively similar levels for men and women.

With data from the records of jobseekers, it can be noted that the most-represented levels of education among contract workers over the age of 45 are the equivalent of compulsory secondary education. (ESO), representing 60.6%, and Vocational Training at 10.3%.

Current labour market trends. Economic activities and occupations with better job prospects

This section has been elaborated from the statistical exploitation of the databases of the National System of Employment, contrasted with qualitative information from the main social actors in the area of employment. The data have been obtained from different sources: trends and recent developments in recruitment and affiliation observed in the various economic activities come from sources in the National Employment System, while the Qualitative data are the result of interviews with provincial experts in the field of employment and training. National macroeconomic experts have also been included in the field, which contribute to framing and concretizing the opinions of provincial experts in the Spanish economic situation.

The current situation of economic activities, as most experts agree, can be categorized into three levels:

a) Activities without good prospects.

b) Activities showing positive indicators.

c) Activities that have weathered the crisis and show good prospects.

a) Activities without good prospects:

Throughout 2013, the negative behavior of most economic activities has been mitigated, and the loss of employment has been moderate.

One of the most battered activities by the crisis has been construction. In this sector the new work is paralyzed, due to the existence of a large "stock" of finished and dead housing in the market. However, even in this sector, there are some possibilities, linked to the rehabilitation and maintenance programmes and the new legal requirements for energy certification. Some large companies, faced with a lack of internal demand, have opted for internationalisation.

Trade is an activity that still continues to concentrate a decline in contracts, although this is lower than in the last few years, which is drawing a change of trend. It is important to take into account, however, a very significant factor in this activity, such as that of self-employment, since in addition to having an important weight in the activity, the evolution of the last year was very positive, with a growth above that which has had the country's total self-employed. The push that e-commerce is having will empower this activity. Opportunities in this sector are associated with increased entrepreneurship and the implementation of solvent franchises. The main challenge facing retail trade in the next few years is a high replacement rate because of the high age of its workers. This challenge is at the same time an opportunity, and it raises the need to meet the qualifications of new workers who will join this sector, providing them with training according to the requirements that have already been identified.

b) Activities showing positive indicators:

In the second group, there are activities that have suffered the crisis, but they are showing symptoms of reversing the trend. The activity of social services, which is very related to health and quality of life, is becoming a field of action for private initiative in the face of the decline of public initiative.

The automotive sector shows clear signs of recovery, and has also had public support plans for vehicle renewal, the development of new models (hybrid, electric, etc.). This sector has seen a marked increase in exports.

You have to take into account, though without expecting to arrive at figures from earlier times, both the footwear industry, and the textile industry, where you are starting to have a positive dynamic with certain perspectives, especially in profiles more qualified.

c) Activities that have weathered the crisis and maintain good prospects:

Finally, there are activities that have been acceptable to the economic situation and have more favourable prospects, having in some cases specified great efforts and significant adaptations.

The agri-food sector has resisted well thanks to changes such as the introduction of new methods, new products, the search for new markets and taking advantage of a new, greener mentality, so it presents a good prospects. It is a sector that has great export weight, despite the little added value of much of the products it markets.

Tourism activity is also coming out with the solvency of the crisis, adapting to the new needs. In the face of falling domestic demand, it is focusing on new products (nature tourism, adventure tourism, congresses, etc.). This positive outlook contributes to the consolidation of external demand and a continuous policy of price depression. The self-employed person has a great deal of weight in this economic activity, which is concrete to the opening of new hospitality businesses.

In relation to trade and exports, there is an activity, logistics, which is gaining prominence and has good prospects for development, especially in terms of its influence on the competitiveness of companies, mainly because of the savings that can be made in the costs of provisioning and distribution.

in spite of the still low weight in the production fabric, advanced services to companies have shown a positive evolution in recent years, both from the point of view of technology, as well as from information technology and financial services.

The chemical and pharmaceutical industry has begun its recovery process, ending the year 2013 with more positive figures in relation to the employment of previous years. Although they have great weight in the productive fabric, they represent a lesser one in employment. However, it highlights the great technological level of the same.

Table 1. Which occupations present better job prospects?

In a manner consistent with the analysis by activities, the detail of the landscape of occupations with good prospects for the future can be offered, which is complementary to the previous one and decisive for guiding the policies of activation.

The occupations with the best job prospects are related to sectors and economic activities that show greater dynamism: tourism, hospitality, leisure and catering. Although they are occupations which have a high seasonality, they belong to certain sectors which are consolidated by the volume of employment and are considered to have still potential for short-term growth, for which they need to be modernised, innovative and professionalize given the growing international competition.

In hospitality, qualified people are needed in the occupations of waiter, cook, head of room, kitchen assistant, catering preparer and cleaning staff, all of them with good command of languages, mainly the English. Due to the boom in sports tourism, monitors for water and rural activities, tourist animators, are required. Tourism activities in rural areas can generate new entrepreneurs. The gastronomic excellence of the different geographical areas facilitates the development of a tourism that requires specializations in cooking, gastronomy and dietetic.

In addition to the tourism sector, the good behavior of the agro-food business is highlighted as a support for economic activity in the rural world and has prospects for growth linked to the increase in exports and the technological innovations. New forms of consumption and new production methods require skilled workers in agriculture (especially in organic farming and advanced farming techniques) in food industry and production innovations. integrated.

The need for occupations is highlighted as agronomist, skilled agricultural worker, wine-making worker, technical in agricultural machinery, plant-health technician, skilled worker of preserved, juices and frozen vegetables. This industry, however seasonal (campaigns) requires unskilled personnel for agricultural campaigns as is the case for the agricultural pawn. In these occupations, skills are not required, but certain attitudes such as ability to learn, involvement in work, flexibility and versatility.

In virtually all economic areas, foreign trade-related occupations have good prospects because of the need for companies to seek international markets to compensate for the still weak. existing national demand at present. In this sense, experts in foreign trade and internationalisation of companies are needed, with the domain of languages, taxation and international law. In general, companies need advice to address internationalisation and to increase sales abroad. In particular, the demand for financial analyst who knows the market outside Spain from a fiscal, legal and economic point of view is on the rise.

The commercial technician is a highly demanded occupation in any activity. Now more than ever, we are looking to offer customers products that have a differential value, for which a thorough knowledge of them is necessary. In this occupation, the capacity for negotiation, closing agreements, collaboration and continuous consultative work on the product, in which languages are required, is very relevant.

Also in a sector without good prospects, such as construction, there are some notable occupations due to the use of new forms, materials and technologies: specialist installers in home automation and energy renewable (energy certification); professionals in the design of sustainable urban architecture and environmental quality management. Companies are detected in which there are difficulties in finding workers trained and adapted to new skills and regulatory changes in occupations related to facilities, repairs and maintenance of homes.

Other activities that are generating employment are those related to new technologies, communication, innovation and the technological development of productive processes. The industrial sector and advanced services to enterprises are based on knowledge. Technical occupations, scientific and intellectual professionals have more opportunities in the job market: advisor and business manager, social media expert, web programmer and graphic designer; creative, designer and consultant marketing; community manager; energy saving manager, waste and environment management; specialist technical and computer programmer (help desk); analyst and financial controller; ink-jet; tech specialist Computerized numerical control; telecommunications engineering technician. They are all qualified and technical profiles related to the engineering and new information and communications technologies that, in addition to maintaining the occupancy rates, present good future expectations as they contribute innovation to the companies. The added value of this type of occupation is not only the employment that is generated by others but also the one that grows on its own.

There are generally good job prospects for vocational training technicians mainly trained in electro-mechanical and similar areas.

This section also includes occupations related to health, improving the quality of life and care for older and dependent persons: assistant to home, assistant to the clinic and geriatrics, physiotherapist, occupational therapist, medical specialists. This is a sector already considered as a field of employment and in which there has been a great professionalization of care (integral care and individualized care) as a consequence of the changes introduced in the system of aid to the (a) the level of employment in the labour market; There will continue to be demand for these occupations as their services target a broad sector of people, and because of the progressive ageing of the population along with the increase in life expectancy. Even in these moments of crisis, the replacement of troops is evident.

Table 2. Formative Needs

From the analysis of occupations with better perspectives, and from the information provided by the experts, training needs have been identified that can be divided into two broad categories: sectorial.

a) Cross-cutting needs:

Within the generic training needs that correspond to occupations of different activities are the most demanded languages traditionally (English, German, French), as well as those related to the economies (Chinese, Russian, Portuguese, Japanese). Training in information technology (Information and communications technologies, the Internet).

There are training needs that relate to general competencies (teamwork, social skills) and with individual and social values (responsibility, seriousness). Other types of generic needs are linked to the retraining of unemployed workers (obtaining the degree in ESO, polyvalence).

Training gaps are detected in the business organization area primarily related to business management, financial analysis, foreign markets, marketing. Within the management of enterprises, the need for training in basic accounting, on tax and tax obligations, the negotiation of loans and other financing systems, possible grants and agencies, has been identified. Competent authorities to be addressed.

Other generic needs are related to the area of entrepreneurship, the activity of "community manager", technological skills and, finally, the need is detected, in the face of the more traditional courses, very specialised microformations.

b) Sectoral needs:

In the agri-food sector, training is proposed in the following specialties: plant protection, organic farming, biotechnology, new farming methods.

In commercial activities, training is required in customer care, sales techniques, commercial management, foreign trade and e-commerce.

In industrial activities, more training is needed related to maintenance, automotive, automotive, welding, plumbing, and chemical treatments.

The energy sector needs training in energy efficiency, biomass, facilities and maintenance. For the construction sector, training in building rehabilitation is requested. Related to the environment, training in the maintenance specialties of waste recycling plants and in water management is requested.

In the tourism and hospitality sector, training is demanded in quality and attention to the public and the training of tourist guides. There has also been a need for both information and training for the creation of small businesses in rural, eco-friendly, micro-enterprises of differentiated craft products, etc., whose promoters need to have the idea of economic, financial, tax management, for start-up and business continuity.

The specialties highlighted in the services to the community are: socio-health care, cultural management and gerontology. In the health sector, the training areas with needs are: laboratory, biotechnology and biomedicine.

Finally, the set of logistics-related activities will require training in commercial logistics, transportation management and storage.

3. PRINCIPLES OF ACTION AND OBJECTIVES OF THE SPANISH EMPLOYMENT ACTIVATION STRATEGY 2014-2016

General framework

The Employment Activation Strategy is set up as the first instrument for the coordination of the National Employment System, as provided for in Law 56/2003 of 16 December of Employment. The Law sets out the Strategy as the multi-annual regulatory framework for the coordination and implementation of activation policies for employment, including active employment policies and labor intermediation policies in the State as a whole. It does so in accordance with Article 149.1.7 of the Spanish Constitution, which establishes the exclusive competence of the State on labour law, without prejudice to its execution by the Autonomous Communities.

It is therefore the framework in which the objectives common to the entire National Employment System have to be determined on the one hand, and on the other the principles which must inform all the actions to be carried out for the compliance with these objectives.

In this way, the Spanish Employment Strategy (Estrategia Española de Activación para el Empleo) plays a leading role in the individual strategies of each of the Public Employment Services, in terms of the intermediation between supply and demand for employment and for the design and management of active policies, understanding these, as the Law indicates, as: " the set of services and programmes of guidance, employment and training aimed at improving the possibilities of access to employment, by self-employed or self-employed, unemployed persons, maintenance of employment and promotion (i) the vocational training of workers and the promotion of entrepreneurship and the social economy. "

Key aspect in this role is its ability to strengthen the effective linkage between active and passive policies, improving the lacy between the two sides of protection against unemployment.

Temporary Frame

The Spanish Employment Strategy 2014-2016 replaces the previous Spanish Employment Strategy 2012-2014. It shall apply during the annuities 2014 to 2016, without prejudice to the revisions and improvements to which it may be submitted.

Take Action Principles

Individual strategies and all the actions of the Public Employment Services in the field of active employment policies and labour intermediation, without prejudice to the competences that correspond to the Communities Autonomous, they shall conform to the ten guiding principles set out below:

1. Coordination, collaboration, transparency, active participation, improvement and modernization of all the members of the National Employment System and its institutional framework.

2. Effectiveness, service to citizenship and guidance to results, especially those relating to effective and sustained insertion, reduction of periods of unemployment, coverage of vacancies, services to businesses and satisfaction of employers and claimants.

3. Programming, detailed monitoring of the management and evaluation of the results of the actions and the achievement of objectives, so that they can identify costs and good practices, correct errors, and in sum, gradually improve the whole system.

4. Guarantee the principle of the unity of access and attention to users, as well as guarantee of care for young people without occupation who do not take part in the terms of the Youth Guarantee, in order to facilitate the mobility of the workers, promote the competitiveness and unity of the Spanish labour market and its integration into the labour market of the European Union.

5. Guarantee effective equality of opportunity and non-discrimination in the labour market, with particular attention to the groups that need it most.

6. Personalised treatment of jobseekers through the early identification and management of their profile, associated with the characteristics that define their employability and, in particular, their competences, both formally and formally accredited the determinable by other means.

7. Protection against unemployment through not only the right to economic benefit, but also the promotion of the activation and reintegration of the claimants, reinforcing the link between active and passive employment policies as aspects complementary to the same policy of protection against unemployment.

8. Adjustment and adequacy of the objectives of the active employment policies to the needs of their recipients and those of the labour market, taking into account the reality of the territory in which they are applied.

9. Open to society, facilitating the participation of other agents and companies, both public and private, including entities such as local corporations, social agents, placement agencies and other collaborating entities.

10. Promoting entrepreneurial culture and entrepreneurship, establishing relationships with business entities that can bring their knowledge and experience, with special attention to advice and guidance.

Objectives of the Strategy: Global objective and specific objectives

The ultimate aim of the Strategy is coordination, to identify and channel in an orderly manner the efforts made by the various actors in the system to improve the effectiveness and efficiency of policies in favour of activation for employment. In short, the Strategy aims to modernise the Public Employment Services and the National Employment System's own institutional framework.

To address this overall objective, the Strategy has specific objectives to be collected in the Annual Employment Policy Plans. These goals, in turn, can be of two types:

a) On the one hand, the strategic or priority objectives, which are those that acquire special relevance at a given moment, and in which attention and effort must be focused over a period of time. These objectives should allow for the concentration of resources in those sectors, groups and areas of interest to which the greatest commitment is to be given for their particular difficulty in accessing the labour market or for presenting greater opportunities, greater feasibility or better prospects for the future. It is up to the Government to decide on an annual basis, through the respective Annual Employment Policy Plans, which are described below.

To provide the necessary stability to drive the process of modernization of the Public Employment Services, the Strategic Objectives in the period 2014-2016 will be oriented on the basis of which they are defined continuation:

• Improve the employability of young people and meet the requirements of the Youth Guarantee.

• Encourage the employability of other groups especially affected by unemployment (long-term unemployed, over 55 years of age and PREPARA beneficiaries).

• Improving the quality of Vocational Training for Employment.

• Reinforcing the linkage of active and passive employment policies.

• Drive entrepreneurship.

b) On the other hand, the structural objectives are those of a stable nature, so they have to be taken care of through activities developed steadily over time. Sometimes they will have more or less relevance and require more or less effort, but few times they can be completely interrupted.

By their very nature, the strategic or priority objectives are selective. They have, however, an open character, which favours that successive Annual Employment Policy Plans should be able to accommodate them. For its part, all the structural objectives must be exhaustive, so that any possible action of active employment policies or of job intermediation will have to be in line with one or more objectives. structural. In this way, a performance that does not conform to any structural objective cannot be considered as an active policy of employment or of labor intermediation.

As a result, both strategic and structural target groups necessarily reinforce each other, as the fulfilment of any strategic or priority objectives will necessarily be based on a more intense development of the structural objectives that affect it.

This fact can be graphically represented by the following schema:

Imagen: img/disp/2014/231/09623_001.png

Through a work carried out jointly during 2013 by representatives of the Public Service of State Employment and the Employment Services of the Autonomous Communities, 29 structural objectives have been identified.

Since the set of possible structural objectives is very broad, for methodological purposes, these are grouped together in the six Ejes of the activation policies for the employment set out in Law 56/2003, of 16 December, Employment, which in this way is the functional structure of the Strategy:

Axis 1. Guidance

Understands the actions of information, career guidance, motivation, advice, diagnosis and determination of the professional profile and competencies, design and management of the individual learning path, job search, job intermediation and, in short, actions to support the insertion of beneficiaries. This axis comprises the following structural objectives:

1.1 Report on the labour market and the measures and services offered by the Public Employment Services: Report on the labour market and existing job vacancies, the active and passive policies of the Public Employment Services, as well as the incentives and means available for support to entrepreneurial initiatives and the improvement of qualification.

1.2 Individualized diagnosis: Make an individualized diagnosis or profile of the job seekers that includes all possible information on the relevant personal characteristics that allows to measure the degree of the employability and classify the claimant according to his/her needs.

1.3 Custom Individual Itinerary Management: Design, perform and track individual and custom employment itineraries that include a referral to action for improvement of the employability (development of personal aspects, active job search, individual training course, entrepreneurship, among others).

1.4 Job Offer Management and Coverage: Reporting and managing appropriate job offers for each user by enhancing the uptake and coverage of offers through a transparent and efficient broker system.

1.5. Relationship with companies and other labour market players: Contact companies to disseminate information on initiatives to facilitate job integration, while carrying out a survey of the needs of businesses and the labour market. marriage between job vacancies and applications, and promote the outcropping of latent offers.

Axis 2. Training

Includes vocational training measures for employment, aimed at learning, training, retraining or retraining and training in alternance with the work activity that will enable the beneficiary to acquire skills or improve their professional experience, to improve their skills and facilitate their job integration. This axis comprises the following structural objectives:

2.1 Increasing the training effort in vocational training for employment: Increasing the coverage rate, the number of hours of training per pupil and facilitating the accessibility of the training of unemployed persons and occupied.

2.2 Promoting a better adjustment of vocational training for employment to the needs of the labour market: Review and adequacy of vocational training for employment by establishing an offer which takes account of the Specific areas of the labour market.

2.3 Promote creditable training: Review and adequacy of vocational training for employment by establishing an offer with special priority to training leading to certificates of professionalism.

2.4 Promote alternance training: Promote alternative training with employment and work experience.

2.5 Advance and consolidate the assessment and recognition of professional skills.

2.6 Promote a training offer aimed especially at the groups with the greatest difficulties of insertion into the labour market.

2.7 Improving the systems for monitoring and evaluating the quality of vocational training for employment.

Axis 3. Job opportunities

Includes actions aimed at encouraging recruitment, job creation or the maintenance of jobs, especially for those collectives who have greater difficulty in accessing or remain in employment, with particular regard to the situation of persons with disabilities, persons in situations of social exclusion, victims of terrorism and women who are victims of gender-based violence. This axis comprises the following structural objectives:

3.1 Encourage and sustain the hiring of groups and sectors with difficulties, to provide work, experience and support economic activity: to encourage the hiring of unemployed people, especially those with greater difficulties of integration into the labour market. To provide job or professional experience to unemployed persons, especially with greater difficulties of insertion into the labour market.

3.2 Encourage the hiring of unemployed people in emerging sectors with job growth prospects.

3.3 To promote employment in the black economy: To foster employment opportunities for people who are in a situation of undeclared employment.

3.4 Promoting the employment of unemployed persons receiving unemployment benefits: Encouraging the activation of benefits for the benefit of benefit recipients to speed up their incorporation into the labour market before the exhaustion of the benefits, thus avoiding the loss of protection of the unemployed person.

Axis 4. Equal opportunities in access to employment

Understands the actions aimed at promoting equality between women and men in access, permanence and promotion in employment, as well as the reconciliation of personal, family and work life. It also includes those aimed at facilitating geographical mobility or promoting recruitment in sectors of activity different from those where it would have been usually worked. This axis comprises the following structural objectives:

4.1 Remove obstacles in access to employment: Establish measures that eliminate or diminish obstacles related to the place of residence, socio-economic situation or certain personal circumstances, especially in those sectors where women are under-represented.

4.2 Promoting functional and sectoral mobility: Promoting functional and sectoral mobility, especially in those sectors or skills with low supply in the current labour market and in the business environment.

4.3 Promote geographical mobility: Promote geographical mobility to take advantage of employment and training opportunities in other parts of the country and/or abroad.

4.4 Promote measures to promote the reconciliation of family and work life and co-responsibility.

Axis 5. Entrepreneurship

Comprises activities aimed at promoting entrepreneurship, self-employment and the social economy, as well as those aimed at generating employment, entrepreneurial activity and dynamisation and boosting development. local economic. This axis comprises the following structural objectives:

5.1 Training and counselling for entrepreneurs: Training and comprehensive counselling for entrepreneurs who provide a better viability of business projects.

5.2 Support for business initiatives: Support for business initiatives, improving the effectiveness and efficiency of the services and aids offered to them.

5.3 Promote Territorial Development: Promote Territorial Development, in particular by supporting the creation of new business initiatives in rural areas.

5.4 Foster entrepreneurial culture.

5.5 Promotion of self-employment: Incorporate the unemployed into self-employment and social economy.

Axis 6. Improvement of the institutional framework of the National Employment System

This Axis has a transversal character, so it affects all the others. It includes actions aimed at improving the management, collaboration, coordination and communication within the National Employment System and the promotion of its modernization. This axis comprises the following structural objectives:

6.1 Improve management, collaboration, coordination and communication in the National Employment System.

6.2 Drive Public-Private Collaboration.

6.3 Improving the quality of services within the framework of the National Employment System.

6.4 Driving evaluation, innovation, modernization and improvement of the National Employment System.

4. INSTRUMENTS: ANNUAL EMPLOYMENT POLICY PLANS, REGULATORY DEVELOPMENTS AND VERTEBRAL ELEMENTS

Annual Employment Policy Plans

According to the Employment Law, the Annual Employment Policy Plans are the annual implementation of the Strategy. They shall be drawn up each year jointly between the State Employment Service and the Autonomous Employment Services, within the Sectoral Conference on Employment and Labour Affairs, and on the basis of the provision of services and programmes of policies for the activation of employment that are proposed to be carried out by the Autonomous Communities and the Public Service of State Employment, each in the exercise of their own competences. Once informed by the General Council of the National Employment System, they are subject to the approval of the Council of Ministers.

In the last quarter of each year, the Sectoral Employment and Labor Affairs Conference will meet the strategic or priority objectives, in addition to the structural ones, to be taken into account for the drafting of the Annual Plan. of Employment Policies of the following year. Next, and during the first quarter of that next year, the evaluation of the previous year's Plan will be carried out and the current year's Plan will be drawn up. Finally, in a new Sectoral Conference, to be held within the first quarter of that year, the objective criteria for the distribution of funds will be approved, in accordance with the provisions of Article 86 of Law 47/2003, of 26 of November, General Budget.

The services and programs included in each Annual Plan may be modified during the life of the same by resolution of the General Directorate of the Public Service of State Employment, at the justified request of the corresponding Autonomous community, when needs of an extraordinary nature make it necessary for the good management and implementation of the Plan.

Services and programs

This Employment Strategy for Employment differentiates conceptually between programs and services, and in turn, between those that are common or of application for the entire State, and those that are typical of each Community Autonomous and the State Employment Public Service.

Services are the actions that need to be performed continuously and sustained over time and will be included in the new Services Regulation, while the programmes are specific actions that reinforce and focus the effort on specific goals over a given period of time.

Service: Coordinated set of activities (which should be specifically identified as such in the catalogue or letter of services of a Public Employment Service referred to in Article 19b of the Employment Law), which are provided on a continuous and sustained basis over time, and which seek to address rights or respond to the needs of unemployed, employed persons and businesses, in order to facilitate employment or to improve the employability of their recipients.

The Public Employment Services Regulation will regulate "common or shared services" by all members of the National Employment System, in addition to the basic aspects of "own services", provided by each of the members of the National Employment System in its own field.

Program: Coordinated set of actions directed to a collective, sector or territorial scope, to be performed during a predetermined period of time, planned and managed through a specific legal or technical instrument (grant of a grant, administrative procurement, contract subscription, direct management, etc.), with an identified or identifiable cost, aimed at achieving pre-established employment objectives.

The Employment and Training Regulations will determine the essential aspects of the "common programs", which may be applied, and in, their case, developed in their non-essential aspects, by all members of the System National Employment. These programmes will be distinguished from the CCAA's own programmes and directed to their field of action.

The Autonomous Communities and the State Employment Public Service, in the field of their competencies, will design and develop the corresponding services and programs of activation policies for employment, as it has the Employment Law.

In this way, the structure in Ejes, together with the funding possibilities established in the respective regulations, make up a flexible framework that allows the Autonomous Communities to adapt the design of their programs and services to your own needs.

Regulatory Developments

three regulations will be developed in compliance with this Strategy, one on services, one on employment and one on vocational training for employment, under the exclusive constitutional competence of the State in question. the matter of labour law, without prejudice to the implementing powers of the Autonomous Communities, established in 149.1.7. of the Spanish Constitution.

They will be based on the principles set out in this Strategy, and will determine the minimum common content or requirements that will apply throughout the State territory for activation policy programs and services. for employment.

The Services Regulation will develop, the common services to be provided by all Public Employment Services, as they are considered fundamental and necessary for adequate, comprehensive and continuous attention to the users and to ensure their access to them on an equal footing. These services must be sufficient to enable the jobseekers to comply with the requirements laid down in their personalised routes of integration, as well as to the requirements of the undertaking. This new regulation will determine the content of each service and set the basis for the procedure for updating them.

The services included in the Common Service Portfolio of the National Employment System will be as follows:

a. Career guidance service: Users will be able to access a service that will provide information about the job market, active employment policies and the offer of the common and complementary services in the portfolio.

Also, they will be able to receive information and advice for the definition of their curriculum and professional profile in terms of skills, techniques for active search for employment, professional alternatives, The European Union has been a member of the European Union, the European Union, the European Union, the European Union, the European Union, the European Union, the European Union and the European Union. The user who requires it will be able to receive an individualized diagnosis, a personalized itinerary for the job and an accompaniment also personalized in the development of the itinerary and the fulfillment of activity. It may also receive the identification of a training itinerary, based on its profile, for the improvement of skills and professional qualifications.

b. Placement and consultancy services to companies: It will bring about the dissemination of job vacancies within the framework of the National Employment System and the Single Employment Portal set out in Article 8.2.b) of Law 56/2003 of 16 December. It will enable users to obtain the dissemination of information on job vacancies and their management by means of an appeal between offers and applications, and advice on recruitment and measures to promote, activate and integrate employment. The service will promote the recruitment of job vacancies and support in the prospecting and identification of the needs of employers, in the processes of repositioning in the supposed legal assumptions, as well as in the management of mobility work.

c. Training and qualification services for employment: With their needs, users will be able to provide advice and offer of creditable and non-formal training and of processes for the recognition of professional skills acquired from The European Commission has been working on this issue, as well as on European instruments to promote mobility in vocational training and qualifications. Training providers shall have a system for the registration and accreditation of vocational training institutions for employment. The quality assurance of the training shall be promoted by conducting advisory, monitoring and evaluation actions.

d. Counselling service for self-employment and entrepreneurship: Users, including beneficiaries of the Youth Guarantee, will be able to access a specialised service to facilitate the implementation of their self-employment activities and The project will receive advice and support in the related processes, based on the realization of an entrepreneurial itinerary that includes all phases of entrepreneurship, in particular to the consolidation phase. They will also be able to receive advice on incentives and means available for the promotion of recruitment. Special attention will be paid to autonomous work, the social economy and collective entrepreneurship.

The Employment Regulation will establish the regulation that will support the various programmes that the Autonomous Communities can implement in the field of employment promotion. In this respect, it will establish, inter alia, the maximum amounts of subsidies to cover wage costs for companies, and will ensure that subsidies cannot be interpreted as State aid. It will also regulate an effective framework for the evaluation, monitoring, control and quality management of these programmes.

In any case, this regulatory development will include a regulatory framework for State Employment Policy programs aimed at integrating the employment of persons with disabilities in an integrated manner. establish the minimum content to be applied in the State as a whole.

Management by competencies

The modernisation of the Public Employment Services should incorporate in a cross-cutting way professional skills as a central element of the services and programmes they develop.

To do this, it will be necessary for professional skills to clearly identify the occupations that require them and the training that enables them to acquire them.

This approach to the actions of the Portfolio of Services based on professional competences implies its consideration in the intermediation, the incorporation in the web portals of the Public Services of Employment, fundamentally in the "Single Employment Portal" and that the search for job opportunities and training opportunities can be carried out by these three criteria: by professional skills, by occupations and by training. This approach is in line with new European instruments such as the ESCO Taxonomy, the new EURES portal and the European Skills Passport among others.

As a key element for implementing a model based on professional skills, you must ensure that you are:

-Respond quickly and appropriately to changes in the production system.

-Be updated.

-Can be recognized by flexible and quality assurance systems.

-Accredited and registered competencies will be collected in the Workers ' Training Account.

The Vocational Training Regulation for Employment will ensure maximum efficiency in the use of resources, the adaptation of training to the training needs and skills of the labour market, and the detailed monitoring of training actions, in particular in line with the Training Account. It shall also establish, among other aspects, standards of quality of training, minimum conditions for alternance training, maximum economic modules, registers and training linked to obtaining certificates of professionalism.

It will be made in the framework of the social dialogue, based on the principles of efficiency, transparency, and open competition to all the providers of training and evaluation agreed at the Social Dialogue Table, with a view to allow citizens to be aware of the destination and use of the funds used.

Vertebrate elements

The Strategy also has vertebrate elements that reinforce the capacity of the agents of the National Employment System to achieve their objectives. These instruments are fully respectful of the competence framework for activation policies for employment and at the same time reflect the possibilities offered by the enhanced collaboration that has been put in place in recent years. years.

Among others it is worth noting:

• The Good Practice Programme inspired by the mutual learning process that exists at European level. The aim of the programme is to learn and improve the Public Employment Services on the basis of the experience found. To this end, it is a question of identifying measures and experiences of the Public Employment Services which have been effective in enabling other agents of the National Employment System to take advantage of this knowledge and apply it in their respective scopes.

• The Framework Agreement with placement agencies for collaboration with Public Employment Services will serve as a common architecture to coordinate public-private collaboration projects in the workplace of all Public Employment Services that have voluntarily adhered to it, as well as the State Employment Public Service, in their respective areas of competence. It is an instrument designed to take advantage of the expertise and experience of these specialised players in the labour market. Its monitoring should be comprehensive during the duration of the Agreement (two years extendable to two years) to make the necessary improvements.

• The Single Employment Portal, as an element of transparency of the National Employment System and with the potential to boost intermediation, as well as the mobility of workers at national and European level. Its implementation will also enable the necessary information systems to be strengthened for the proper monitoring and evaluation of the Strategy as described in

following paragraph.

• Commissioning of the information system necessary for the implementation of the Youth Guarantee. The implementation of the guarantee requires a single information system to guarantee the individual traceability of the applications received and their status, the actions offered and, where appropriate, their results. This system must integrate the information of all the actors involved in the care of the collective of young people without occupation and who are not being trained. This system will be launched in 2014 in accordance with the provisions of the National Plan for the Implementation of the Youth Guarantee.

5. MONITORING AND EVALUATION OF THE STRATEGY

The principles set out in this Strategy attach great importance to the aspects of programming, monitoring and evaluation, as they are the fundamental means of gradually improving the System. Early detection of errors and support for hits are the best tools for feedback and redriving any action, in order to improve its efficiency and efficiency.

The assessment will be based on the principles set out in this Strategy and, in particular, on effectiveness, service to citizenship and achievement of results.

The Strategy establishes two levels of monitoring and evaluation: On the one hand, in the fulfilment of the strategic and structural objectives. And on the other hand, in the detailed monitoring and evaluation of the services and programs that are developed in order to meet these objectives.

Evaluation of goal compliance

Throughout 2013, the State Employment Service and the Autonomous Employment Services actively worked on the development of the first version of a comprehensive system of indicators, which will be used to determine each year the rates of compliance with the structural and strategic objectives set out in the Annual Plans of Employment Policy, by each Autonomous Community. This work has been developed on the basis of the principles of transparency, participation and technical rigour, and for this it has been essential to use a Forum established for this purpose in the intranet of the National Employment System.

The system has been applied for the first time in the evaluation of the Annual Employment Policy Plan for 2013, and the results of this evaluation have been decisive for the distribution during the year 2014 of a block formed by 40% of the funds whose distribution has been agreed upon in the Sectoral Conference. As agreed during the Sectoral Conference of 23 April 2014, the results of the evaluation of the 2014 Plan will be decisive for 60% of the funds.

The Annual Employment Policy Plans of each year will include the indicators and their conceptual definition that will be applied for the assessment of the objectives of each Plan.

This assessment system will be gradually improved and completed during the period of the current Strategy. In particular, they will be incorporated into the efficiency indicators used by the European Union's Heads of Public Employment Services (HPES) network, as well as the specific indicators for monitoring the Youth Guarantee. The outcome of each annual assessment shall be taken into account in the adoption of the criteria for the allocation of funds for each financial year to be approved by the Sectoral Employment and Labour Affairs Conference.

Tracking and evaluating services and programs

The continued monitoring (or "traceability") of the activation policies for employment will be carried out, in any case, at the level of project or operation, understanding as such to any action or activity managed in the framework of a service or programme, and identified for the purpose of monitoring the management, funding and achievement of objectives. It is necessary that the data generated in the management of active employment policies and labour intermediation should be collected in such a way as to allow the participation of beneficiaries in the programmes and the participation of the beneficiaries to be identified in greater detail. services, beyond the simple coding and recording of such activity. This is in full consistency with the requirements for monitoring and evaluation of the European Social Fund, so as to ensure that the expenditure on reimbursement conditions is appropriate in appropriate cases.

Also, the information contained in the System can be used in the implementation of the Youth Guarantee. A follow-up of the personal results of the actions will be carried out in order to measure the degree of employability of the workers and the impact of the activation actions for the employment of which the beneficiary is a beneficiary.

In particular, the Youth Guarantee system will monitor the continuity of training and the integration and maintenance of employment.

This will be used by the Public Employment Services Information System (SISPE), as defined in Article 7 bis.c) of Law 56/2003 of 16 December 2003 on Employment, which will be the technical integrative instrument for the management of the The public services of employment are carried out. During the period of validity of this Strategy the adaptations, extensions, establishment of controls or improvements necessary for this shall be carried out in the said Information System.

Public Employment Services will update the System information in the form and time established in each case, and ensure the reliability of the information they incorporate into the System. Compliance with this objective will be the subject of specific monitoring.

The three new Employment Services, Employment and Vocational Training Regulations will regulate what is necessary for the monitoring and evaluation of the quality, effectiveness, efficiency and impact of the services as a whole. programmes integrated into each of these regulations, as well as individual results.

For each Annual Employment Policy Plan the State Employment Public Service will draw up, together with the Autonomous Public Employment Services, a memory of the programs and services that were included in the corresponding Plan Annual and results obtained.

6. BUDGETARY FRAMEWORK

Financing

The sources of funding for the services and programmes developed by the Public Employment Services in order to meet the objectives of activation policies for employment are as follows:

1. Funds from the General Budget of the State, which shall be entered, in the budgets of the Ministry of Employment and Social Security to which the State Employment Public Service is attached.

In these quantities it is included among others that it comes from the vocational training quota for employment. These quotas may be used to finance the implementation of services and programmes in accordance with the provisions of their regulatory regulations and specifically in accordance with the provisions of the General Budget Law of the State of each financial year.

2. Funds from the own resources of the Autonomous Communities, including in any case those necessary for the financing of staff, current expenditure and investments which were the subject of a transfer when the various The Autonomous Communities assumed the powers of implementation of the labour law, as well as the updates that they would have suffered in application of the regulations that in each moment regulate the system of autonomic financing.

3. Funds from the European Social Fund, which will include, for the duration of this Strategy, the remnants of the 2007-2013 programming period, which can be used up to the end of the Community legislation. year 2015. On the other hand, they will also understand, the amounts of the 2014-2020 programming period to be allocated to the Spanish State for the implementation of activation policies for employment. These funds specifically collect for the 2014-2015 period the allocation for the Youth Employment Initiative, which will be allocated to the effective implementation of the National Youth Guarantee System.

Therefore, the annual allocation for the financing of services and programmes to be included in the Annual Employment Policy Plan for each financial year will be included in both the General Budget of the State and in the Budgets of each Autonomous Community.

Also, all the funds mentioned above include the amounts needed to finance the modernization and improvement of the Public Employment Services, both State and Autonomous, in coherence with the recommendations. of the European Union. In services and programmes aimed at meeting the objectives set out in Axis 6 of the respective Annual Employment Policy Plan, the specific aspects to be taken into account in relation to the aforementioned modernisation and improvement will be determined.

Managing the Funds from the General Budget of the State by the Autonomous Communities

Funds from the General Budget of the State may not be used to finance expenditure which is to be financed from the own resources of the Autonomous Communities.

The allocation of the amounts between the different Autonomous Communities shall be carried out, in general, on the basis of the criteria approved for each financial year, by the Sectoral Conference on Employment and Labour Affairs, Article 86 of Law 47/2003 of 26 November, General Budget. However, in exceptional circumstances, it is possible that the rules governing the service itself or the programme may establish the criterion for the allocation of quantities between the different Autonomous Communities.

In the period of validity of this Strategy (2014-2016) the Sectoral Employment and Labour Affairs Conference will agree on the percentage of funds to be distributed among the Autonomous Communities according to the degree of compliance with the objectives set out in the Annual Employment Policy Plan for each financial year. The measurement of the degree of compliance with these objectives will be carried out on an annual basis, on the basis of the indicators approved in the Annual Employment Policy Plan itself.

As provided for in Article 3.4 (a) of Law 38/2003 of 17 November, General of Grants and Article 86 of the General Budget Law, the amounts allocated to each Autonomous Community have the legal status of grants, and therefore:

1. They shall be used exclusively to finance the services and programmes managed by the Autonomous Communities, which are included in the Annual Employment Policy Plan to be approved for each financial year.

2. It will be ensured that the funds previously released to each Autonomous Community, are paid to the persons or entities that perform the action or collaborate in the delivery of the service, or they carry out the respective program. This obligation shall also apply where the quantities allocated to the respective Autonomous Communities could not have been released for not having justified the amounts paid in the preceding financial year or in respect of the amounts paid in the preceding financial year. These are in any other non-compliance with the economic or budgetary rules.

Therefore, the funds allocated for each financial year must be paid to the persons or entities who carry out the action or assist in the provision of the service, or they carry out the respective programme before 31 March of the second year. year following the year of your assignment. Failure to comply with this requirement will entail the obligation to return the outstanding amount of the payment for the procedure that is regulated, unless it is justified that the payment is not possible within the time limit.

3. They shall be justified by the information required for each financial year in the rules or conventions incorporating the objective distribution criteria and laying down the conditions for granting them.

4. The origin of the state funding will be identified in the contracts and other documentation used in the implementation of the various services and programmes, so that it is known to the workers, employers and citizens in general.

The Autonomous Communities that manage the funds from the General Budget of the State will be responsible for guaranteeing the four aspects mentioned above, without prejudice to the follow-up that the Public Service State Employment can do in this respect.

Determination and impact of liability for breaches of the European Social Fund

The various administrations involved in the management of funds from the European Social Fund should be responsible for the consequences of their actions. Therefore, when the actions or measures are financed by the European Social Fund, the provisions of Royal Decree 515/2013 of 5 July on the criteria and procedures for determining and passing on the responsibilities of European Union law, for the purposes of establishing and quantifying the amount of the financial penalty or correction to which the Ministry of Employment and Social Security, the Public Employment Service, is required to do so; State and Autonomous Communities.

Also, where the failure to comply with the minimum amounts to be justified by each Autonomous Community to the State Employment Public Service or to the Ministry of Employment and Social Security would result in an automatic release of funds to the State. the financial path established for the Pluriregional Operational Programmes shall not be fulfilled, the procedure for determining and the impact of the financial liability incurred, as laid down in the ninth provision of Law 35/2005, of 29 December, of General Budget of the State for the year 2006, declared by the Law of indefinite validity, as well as in the regulations that I developed it.

Finally, when the action of the Autonomous Communities will result in the inability of the Ministry of Employment and Social Security or the Public Service of State Employment to receive amounts from the Social Fund European, it may be possible to limit the payment of amounts in favour of the Autonomous Community which has given rise to this situation, applying in any event the principle of proportionality.