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Royal Decree 1542/2011, Of 31 October, By Which The Spanish Employment Strategy 2012-2014 Approved.

Original Language Title: Real Decreto 1542/2011, de 31 de octubre, por el que se aprueba la Estrategia Española de Empleo 2012-2014.

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TEXT

The Royal Decree-Law 3/2011 of 18 February 2011 of urgent measures for the improvement of employability and the reform of active employment policies and, subsequently, Royal Decree-Law 14/2011 of 16 September, of measures In addition, in the field of employment policies and the regulation of the State Security Corps and the State Security Corps, with the objective of promoting the efficiency of our employment policies in the face of the serious situation of the economy in order to contribute to the improvement of the labour market and to the greater employability of those who

aim of this policy is to create a more effective and more effective way of creating a more effective and more effective system of employment.

The reform is based on the need to achieve a better fit between the regulatory competence of active employment policies, which corresponds to the State, with that of its implementation, which is the responsibility of the Communities. Autonomous, while preserving unity in the care of people in unemployment.

For the achievement of this reform the Spanish Employment Strategy is essential, as Law 56/2003, of 16 December, regulates, in its Article 4a, and which, in its article 7a. (a) establishes as an instrument for the coordination of the National Employment System.

This new instrument is set up as the regulatory framework for the coordination and implementation of active employment policies in the State as a whole, which should help to promote the employment of the working population, to increase the participation of men and women in a sustainable labour market, in which productivity and the quality of employment are improved, and which is based on equal opportunities, social and territorial cohesion. It stands, in short, in a shared frame of reference, from which the Public Employment Services must design and manage their own active employment policies.

Without prejudice to the fact that the regulatory development of this legal reform is addressed through the amendment of Royal Decree 1722/2007 of 21 December 2007, implementing Law 56/2003, of 16 December, of Employment, in In order to adapt its content to the new regulation, the approval of the first Spanish Employment Strategy 2012-2014, which corresponds to the national employment system, is now unpostponed. to the Government, in the exercise of the powers defined in Article 3.1 of that Law 56/2003, of December 16, and which is carried out by this royal decree.

Its elaboration has been carried out in collaboration with the autonomous communities and with the participation of the most representative business and trade union organizations.

According to the above, in this royal decree, the Spanish Employment Strategy 2012-2014 is approved, which has to govern the new strategic approach of employment policies in the Spanish territory during this period, taking into account It sets out the objectives set out in the Europe 2020 strategy.

In short, the Spanish Employment Strategy 2012-2014, which sets out the annex to this royal decree, concerns the set of actions and measures for guidance, employment and training aimed at improving the possibilities of access to employment, (a) for the benefit of persons employed or self-employed persons, for the maintenance of employment and for the professional promotion of persons employed and for the promotion of entrepreneurship and the social economy. It also concerns measures for the strengthening and modernisation of administrative and service instruments for persons and enterprises which allow for the implementation of the policies identified, and for actions to strengthen the coordination of all public and private actors involved in actions aimed at achieving the same objectives. The strategy, therefore, must be a common reference to the employability initiatives of the various actors implementing active employment policy measures, and will contribute to greater cooperation between the different levels of employment. administrative and territorial, including the public-private relationship.

It should also be noted that the Spanish Employment Strategy, of a multi-annual and state-level nature, is the framework for setting the economic and implementing objectives, and the actions and measures of active employment policies which From the National Employment System, they will be proposed and will be implemented annually in the Annual Employment Policy Plan.

This royal decree has been submitted to the report of the Sectoral Conference on Employment and Labor Affairs, the General Council of the National Employment System, as well as the most representative business and trade union organizations, of the Council for the Promotion of the Social Economy and the most representative organisations of self-employed workers.

In its virtue, on the proposal of the Minister of Labour and Immigration and after deliberation of the Council of Ministers at its meeting of 28 October 2011,

DISPONGO:

Single item. Approval of the Spanish Employment Strategy 2012-2014.

The Spanish Employment Strategy 2012-2014 is approved, the text of which is inserted as an annex to this royal decree, which is configured as the normative framework for the coordination and execution of active employment policies in the State set.

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 Labor and Immigration is authorized to dictate how many provisions are 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 October 31, 2011.

JOHN CARLOS R.

The Minister of Labor and Immigration,

VALERIAN GOMEZ SANCHEZ

ANNEX

SPANISH EMPLOYMENT STRATEGY 2012-2014

October 28, 2011

INDEX

1 FRAMEWORK OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

1.1 REGULATORY FRAMEWORK

1.2 FRAMEWORK FOR ACTION OF THE NATIONAL EMPLOYMENT SYSTEM

1.3 TIMEFRAME

1.4 PROCEDURAL FRAMEWORK

2 JOB MARKET TRENDS AND SITUATION ANALYSIS

3 THE SPANISH EMPLOYMENT STRATEGY 2012-2014 AND THE EUROPE 2020 STRATEGY

3.1 CENTRAL OBJECTIVE OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

4 FRAMEWORK FOR ACTION OF PUBLIC EMPLOYMENT SERVICES IN LAW 56/2003, OF 16 DECEMBER, OF USE

4.1 INDIVIDUALIZED SERVICE AND TREATMENT MODEL

4.2 INDIVIDUAL AND PERSONALIZED EMPLOYMENT ITINERARY

4.3 SERVICES TO COMPANY

4.4 TERRITORIAL PERSPECTIVE

4.5 PUBLIC-PRIVATE COLLABORATION

4.6 STRENGTHENING AND MODERNISATION OF PUBLIC EMPLOYMENT SERVICES AND THE USE OF ELECTRONIC ADMINISTRATION

4.7 INTEGRALITY AND COMPATIBILITY OF THE COMMON INFORMATION OF THE NATIONAL EMPLOYMENT SYSTEM

4.8 PRIORITY COLLECTIVES

4.9 QUALITY ASSURANCE IN SERVICES

4.10 MAINSTREAMING IN ACTIVE EMPLOYMENT POLICY MEASURES

4.11 RELATIONSHIP BETWEEN ACTIVE EMPLOYMENT POLICIES AND PROTECTION AGAINST UNEMPLOYMENT

4.12 STRATEGIC PLAN FOR PUBLIC EMPLOYMENT SERVICES

5 AREAS OF ACTIVE EMPLOYMENT POLICIES IN LAW 56/2003, OF 16 DECEMBER, OF USE

5.1 SCOPE OF CAREER GUIDANCE

5.2 TRAINING AND TRAINING

5.3 SCOPE OF EMPLOYMENT OPPORTUNITIES AND PROMOTION OF RECRUITMENT

5.4 SCOPE OF EMPLOYMENT AND TRAINING OPPORTUNITIES

5.5 SCOPE FOR PROMOTING EQUAL OPPORTUNITIES IN EMPLOYMENT

5.6 SCOPE OF OPPORTUNITIES FOR GROUPS WITH SPECIAL DIFFICULTIES

5.7 SCOPE FOR SELF-EMPLOYMENT AND BUSINESS CREATION

5.8 SCOPE FOR DEVELOPMENT PROMOTION AND TERRITORIAL ECONOMIC ACTIVITY

5.9 SCOPE OF MOBILITY PROMOTION

6 OBJECTIVES OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

7 FOLLOW-UP AND EVALUATION OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

8 BUDGET ALLOCATION

8.1 FUNDS TO FINANCE ACTIVE EMPLOYMENT POLICIES

8.2 FINANCIAL RESPONSIBILITY DERIVED FROM MANAGEMENT BY THE AUTONOMOUS COMMUNITIES OF ACTIVE POLICIES AND ACTIONS

8.3 FUNDING SOURCE IDENTIFICATION

8.4 TABLES SUMMARY OF THE INDICATIVE FINANCIAL ENVELOPE FORESEEN FOR THE PERIOD 2012-2014

1. FRAMEWORK OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

1.1 REGULATORY FRAMEWORK

The Royal Decree-Law 3/2011 of 18 February, of urgent measures for the improvement of employability and the reform of active employment policies, introduces changes in the Employment Law through a new planning approach. strategic and objective management of employment policy in Spain, which is directly applicable to the operation of the National Employment System. In addition, the Royal Decree-Law 14/2011 of 16 September introduces new changes to the law to strengthen the guarantee of equal opportunities for persons with disabilities in the access and maintenance of employment and to promote the formulas self-employment, self-employment and social economy.

This new approach is initially set out in a document of bases for the reform of active employment policies and in the Social and Economic Agreement for growth, employment and the guarantee of pensions, which 2 of February 2011, the Government and the Social Partners signed, which addresses, among other measures, such reform of active employment policies, to contribute to the improvement of the labour market and to the greater employability of those who seek their employment.

The lines agreed on this reform, and which are taken into account in the aforementioned Royal Decree-Law 3/2011, have as their main objective to improve the efficiency of our employment policies, an objective that is manifested with greater the need and urgency to achieve this in the current economic and employment situation in view of their impact on the functioning and the situation of the labour market.

Likewise, this Royal Decree-Law is inspired by the lines for the change of production model established in Law 2/2011, of 4 March, of Sustainable Economy and the Organic Law 4/2011, complementary to the Law of Economy Sustainable, modifying the Organic Laws of June 19, of the Qualifications and of the Vocational Training, 2/2006, of May 3, of Education, and 6/1995, of July 1, of the Judiciary.

This new vision of employment policy and the National Employment System:

• responds to the current needs of the job market and aims to contribute to a new stage of job creation in a new economic growth model ;

• proposes to place the active population and the companies, real actors in the labour market, at the centre of the actions of the national employment system as a whole;

• corresponds to the Spanish institutional framework for employment policy, once the process of transferring the management of active employment policies to all Autonomous Communities has been completed. This requires the establishment of common objectives and consistent rules between the legislative level and the level of implementation of the employment policy;

• establishes a new framework for the relationship between the Public Employment Services of the National Employment System (Public Service of State Employment and Public Employment Services of the Autonomous Communities), recognizing, in addition, the territorial differences that characterise the Spanish labour market. This new framework is based on a criterion of co-responsibility between the various Public Employment Services in the achievement of the major objectives of the employment policy of the State and the European Union, and on the guarantee of the the market unit and the rights of access of the public to the services for employability. At the same time, it is based on flexibility as to how to achieve these objectives, in accordance with the characteristics of the labour markets of each Autonomous Community;

• articulates the National Employment System as an integrated system, based on the determination of shared and enforceable common objectives, and on quantitative and qualitative indicators to enable its assessment, according to the Best practices for strategic planning and dynamic public policy assessment. In order to achieve these objectives, the budget of the National Employment System is therefore oriented;

• incorporates into the National Employment System all the means of which its members can have, and applies them to common objectives derived from the same strategy, also linking capabilities budgetary resources, the material and human resources of all public employment services;

• establishes a benchmark to be used by all employment policy actors, whether public or private, by orienting their capabilities towards achieving national employment and service objectives dedicated to employability;

• is with the philosophy of the European strategic framework (European Employment Strategy and, at present, Europe 2020 Strategy and Strategic Employment Guidelines), based on the achievement of objectives of employment shared by all the Member States of the European Union.

In short, as indicated by the Real Decree-Law 3/2011 Motives Exhibition, this new strategic approach of employment policy is needed because " a better between the regulatory competence of active employment policies, which corresponds to the State, with that of its execution, which corresponds to the Autonomous Communities, preserving, at the same time, the unit in the attention of people in the unemployment situation ".

The improvement of the vertebrate and the efficiency of the employment and functioning of the National Employment System requires two concrete instruments foreseen in the new legal framework: a common services and a shared strategy "that will mark the goals to be achieved". Such a strategy is called in the new legislation as the Spanish Employment Strategy (new article Article 4 (a) of Law 56/2003 of 16 December 2003 on employment, as amended as a result of Article 3 of Royal Decree-Law 3/2011 of 18 February 2011.

It should be noted that this new strategic approach to active employment policies is part of the achievement of the following recent agreements and regulatory reforms, which set out the Spanish Employment Strategy and its further development and implementation:

Social and Economic Agreement of 2 February 2011.

Royal Decree-Law 1/2011, of February 11.

Royal Decree-Law 3/2011, of February 18.

Royal Decree-Law 14/2011 of 16 September.

Law 56/2003: Article 4a. Spanish Employment Strategy (multiannual).

Law 56/2003: Article 4b. Annual Employment Policy Plan (annual).

Law 56/2003: Additional Disposition Seventh: Consultation of the Councils of Autonomous Work and for the Promotion of the Social Economy.

On the other hand, the Spanish Employment Strategy 2012-2014 is framed in the following general policies, at Spanish and European level:

Europe 2020 strategy.

National Reform Program.

Specifically, the Europe 2020 Strategy dedicates four of its ten guidelines to employment:

Guideline No 7: Increase the participation of women and men in the labour market, reduce structural unemployment and promote quality employment.

Guideline No 8: Achieving a qualified active population that responds to the needs of the labor market and promotes lifelong learning.

Guideline No 9: Improve the quality and results of education and training systems at all levels and increase participation in higher education or equivalent education.

Guideline No 10: Promote social inclusion and fight poverty.

The National Reform Programme for 2011 contains the commitments made by the State in relation to the Europe 2020 Strategy, agreed in bilateral negotiations with the European Union. In this sense, the objectives contained in the National Reform Programme are also a first-order frame of reference for the Spanish Employment Strategy.

1.2 FRAMEWORK FOR ACTION OF THE NATIONAL EMPLOYMENT SYSTEM

The Spanish Employment Strategy is configured as the normative framework for the coordination and execution of active employment policies in the State as a whole, as provided for in Articles 3.1 and 4a of the Law 56/2003, of 16 December 2003, of Employment, and in accordance with the provisions of Article 149.71st of the Spanish Constitution, which regulates the exclusive competence of the State on Labor Law, without prejudice to its execution by the bodies of the Autonomous Communities.

Conceptually, the Spanish Employment Strategy constitutes the framework for the determination of common objectives and the achievement of a set of means oriented towards the effectiveness and efficiency of policies in favour of of the job.

The Strategy must therefore be coherent enough to ensure the principle of unity in access to and care for users throughout the territory and sufficiently flexible to permit their adapting to the characteristics of the markets of each Autonomous Community, in such a way that, as the explanatory statement of Royal Decree-Law 3/2011 points out, the Spanish Employment Strategy guarantees the " equal access, the social cohesion and the complementarity between market unity and territorial diversity. "

According to this, the Spanish Employment Strategy, in the context of the reform of active employment policies, is set up as the first instrument of coordination of the National Employment System, according to Article 7 bis.a added to Law 56/2003 of 16 December of employment.

The new article 25 of Law 56/2003, of employment establishes ten policy areas, which constitute the functional structure of the Spanish Employment Strategy:

• Professional orientation.

• Training and Requalification.

• Employment opportunities and promotion of recruitment.

• Employment and training opportunities.

• Promoting equal opportunities in employment.

• Opportunities for groups with special difficulties.

• Self-employment and business creation.

• Promotion of development and territorial economic activity.

• Promotion of mobility (geographical and/or sectoral).

• Integrated projects.

The Spanish Employment Strategy thus contains the strategy of the Public Employment Services set to design and manage active employment policies, that is, " the set of actions and measures of guidance, employment and training aimed at improving the opportunities for access to employment, for others or for others, for unemployed persons, for the maintenance of employment and for the professional promotion of persons employed and for the promotion of the spirit of business and the social economy. "

Also contains business-oriented services to improve the qualification of HR, as well as the generation of economic activity and job creation. The improvement and modernization of all administrative and service instruments to individuals and enterprises, should allow the implementation of the above mentioned policies, as well as coordination with all stakeholders. public and private which carry out actions aimed at the same objectives. This follows from the new article 6.1.h) of the Employment Law, which establishes between the purposes of the National Employment System the "strengthening of public services" Employment '. For this reason, it is consistent to consider an axis of instrumental action in the line of modernization of the Public Employment Services, which contributes to the relative improvement of its efficiency and quality (both from the perspective of strengthening of the Public Employment Services as well as the structures and instruments of governance of the National Employment System as a

.

Complementary, paragraph 3 of the new Article 4a of the Employment Law provides for the claim that the Spanish Employment Strategy reflects " in a more comprehensive way all the active employment policies that are developed in the the whole of the State ". However, its impact must not be limited to the organic area of the Public Employment Services (even though these are the main ones responsible for its impetus and implementation), but must also be able to reach the other actors in the active employment policy. employment, public and private, seeking to complement their capacities.

This approach corresponds in a very clear way with the concept of "strategy", and allows to differentiate an "employment strategy" from an "employment plan" or from the Annual Employment Policy Plan itself, foreseen in the new Article 4b of Law 56/2003 of 16 December 2003 on Employment. It also differentiates the new strategy of a mere set of measures or programmes, which is the formula that had been used up to this point to articulate the Spanish employment policy.

A vision of the Spanish Employment Strategy as the maximum reference for the overall active employment policy in Spain in the reference period established is also consistent with the principle of Article 40 of the Spanish Constitution. It states that " the public authorities shall promote the favourable conditions for social and economic progress and for a more equitable distribution of regional income and personal income, in the framework of a policy of economic stability. In particular, they will pursue a policy geared to full employment. " It is worth thinking that all the public authorities, and not just the members of the National Employment System, are committed to adopting a 'full employment policy', which requires a comprehensive approach to which, without a doubt, it will existence of a State strategy.

The Spanish Employment Strategy as a common benchmark for employability initiatives, should contribute to a greater cooperation between different administrative and territorial levels, including the relationship (a) the role of local authorities, in addition to the role of entities of different legal nature with experience in the definition and implementation of training and employment measures and programmes.

From another point of view, some additional questions regarding the scope of the Spanish Employment Strategy can be noted:

• As far as the recipients of active employment policies are concerned, they are aimed primarily at unemployed persons and employed persons (as indicated in Articles 23.1 and 24.1.a of the Employment Law). However, in line with the employment guidelines of the Europe 2020 strategy, action is also needed to "activate" or to enhance efforts to increase the percentage of the working population.

• Similarly, Article 19a provides for the provision of services to enterprises by the Public Employment Services, and identifies them as users of these Services.

• Third, the catalogue of services to citizenship detailed in Article 19b of the new legal body forms part of the active employment policy, formulated in terms of subjective and borrowed law in the form of service to ensure, throughout the State, access to it. The Catalogue also includes a specific section of services to companies.

• Finally, the relationship between the Spanish Employment Strategy, of a multi-annual nature, and the implementation of Annual Plans, and the need for the Strategy to serve as a framework for what is wanted, must be taken into account. (a) to achieve " both at the State level and in each Autonomous Community. In this sense, the new Article 4b of the Employment Law indicates that, on an annual basis, the objectives of the Spanish Employment Strategy will be achieved in the State as a whole and in each of the different Autonomous Communities, with their corresponding indicators. To this end, an Annual Employment Policy Plan should be drawn up, which will also contain the actions and measures of active policies which the National Employment System intends to implement.

1.3 TIMEFRAME

The temporary framework of the Spanish Employment Strategy is multiannual, in accordance with the provisions of Article 4a (4) of the Employment Law. Accordingly, this Strategy is established with a reference time frame for annuities 2012 to 2014, setting up this first Spanish Employment Strategy as a Spanish Employment Strategy 2012-2014.

The same Article 4a, point 4, indicates that, within this multiannual framework, the Spanish Employment Strategy will seek a permanent improvement through its annual review or update.

However, in view of the forecast contained in Article 4a, already mentioned, for the purpose of its permanent improvement and, where appropriate, its review and update, the Strategy will be subject to an annual evaluation. During 2012, particular attention should be paid to indicators that serve as a benchmark for the assessment of the degree of achievement of the objectives.

1.4 PROCEDURAL FRAMEWORK

From a procedural perspective, Law 56/2003, of 16 December, of Employment, determines the elements to be included in the Spanish Employment Strategy (paragraph 2), as well as the procedure for its approval. According to Article 4a added to the Law, the approval of the Strategy corresponds to the Government, on a proposal from the Ministry of Labour and Immigration, which will prepare it in collaboration with the Autonomous Communities and with the participation of the more representative employers ' and trade unions. The methodological procedure followed for the elaboration and approval of the Spanish Employment Strategy has been developed, as a result, in the following phases:

• Development of the Spanish Employment Strategy project by the State Public Employment Service, in collaboration with the Public Employment Services of the Autonomous Communities.

• Participation of more representative business and trade unions.

• Consultation and report by the General Council of the National Employment System.

• Consultation with the Social Economy Development Council, and the most representative organizations of autonomous work.

• Project report by the Sectoral Employment and Labor Affairs Conference.

• Approval by the Council of Ministers.

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

After years of sustained economic growth, the Spanish labour market is facing a serious crisis, with diverse origins and global reach, which has had a strong impact in terms of job destruction and has placed the levels of unemployment recorded in Spain above four million people.

2007 marks a turning point in the trend of economic growth and, in general, positive developments in macroeconomic and labour market measures (see tables below). Thus, we can distinguish a period of growth between the years 2003 and 2007, in which there was an entry of 2,695 thousand troops in the active population. This remarkable incorporation of the labour force was more than absorbed by a very dynamic labour market, as observed in the change in occupation and unemployment: the population employed in this period increased by 3,126 thousand people, and the The volume of unoccupied population decreased by 431,000, in 2007 to 1,760 thousand people.

As of mid-2007, however, the strong impact of the crisis has been reflected in a sharp decline in the occupied population (with a loss of more than two million troops in 4 years) and an equally intense increase. of the unoccupied population (which has grown by more than 3 million troops, as a result of a trend of sustained-albeit mild-growth of the working population).

Spanish job market data 2003-2011
(absolute variations in thousands of people, and relative variations)

2003-2007

2007-2011

var. abs.

var. %

var. abs.

var. %

population

2,695

13.9

1,009

4.6

population

3.126

18.1

-2,064

-10.1

-431

-19.7

3.074

3.074

Term_table_rage"> 174.6

Data referred to the second quarter of each year

Spanish job market data 2004-2007 and 2008-2011
(thousands of people)

2004

2005

2006

2007

2008

2009

2010

2011

population

20,093

20,840

21.530

22.127

22.807

23.082

23.122

23.137

17.866

17.866

18.895

19,693

20.367

20,425

18.945

18.477

18.303

Unoccupied population

2.227

1,945

1.760

2.382

4.138

4.138

Table_table_der" >4,646

4,834

Source: Active Population Survey (INE), data for the second quarter of each year

At the same time, unemployment benefits have experienced strong growth between 2007 and 2011, rising from 1.4 million to 2.8 million in this period in response to the necessary protection for those who They lost their jobs. Performance growth has occurred at all levels (contributory, care and active insertion income), as shown in the following chart.

Imagen: img/disp/2011/279/18146_001.png

Source: Labor Statistics Bulletin (Ministry of Labor and Immigration), data on the last day of the month of July each year.

In Spain, the evolution of these labour market measures has been closely linked to the behaviour of the construction sector, which experienced an extraordinarily intense growth in the previous years. the bursting of the "real estate bubble". Equally important has been the destruction of temporary and low-skilled jobs (a good part of them linked to the construction sector, but not exclusively).

In fact, both activity and occupation data and unemployment are seen as an important training bias: the activity among the population without qualification has been contracted, in a context of the growth of the active population. with medium and high levels of training. In parallel, the fall in unemployment and the growth of unemployment have been more drastic in the segments of the population with less training, despite being extended by all levels of education.

In the framework of this analysis age plays an equally relevant role. It is true that the crisis has led to a widespread fall in the occupation of the population without basic skills, regardless of age.

As a result of all these dynamics, there has been an increase in unemployment over the last 4 years, which has affected the segment of people in a long-term unemployment situation very particularly, as shown in the report. in the table below.

Evolution of long-term and very long-term unemployment (in thousands of people)

People in Unemployment 2 or More Years

2T 2007

2T 2008

2T 2009

2T 2010

People in unemployment between 1 and 2 years

207.2

250.4

663.3

1.2229.6

of total unemployed people

11.77

10.1

16.03

26.47

226.5

251.4

426.4

738.7

of total unemployed

12.87

10.56

10.3

15.90

Source: Active Population Survey (INE)

The dynamics of the economy and the labor market have been affected by the deterioration of the economy and the labor market has had a worsening of the conditions that foster entrepreneurial activity in our country. For reasons of various kinds, the Spanish working population has traditionally shown little propensity for the implementation of business initiatives, compared with other industrialized countries. In the current context of crisis, entrepreneurial people are particularly affected by the difficulties of access to credit. To a large extent this fact explains the decrease in the total entrepreneurial activity of the working age population (GEM Report, Global Entrepreneurship Monitor), which is produced in parallel with a slight increase of the entrepreneurial activity linked to the lack of employment alternatives.

In the face of this scenario, there is no high consensus on the times that the recovery process is going to take. The greatest consensus is on an ambitious and generic goal: the need to reorient the productive system towards greater competitiveness and innovation.

In any case, if the consolidation of a slow recovery scenario of growth rates seems clear. If this trend is confirmed, it will be difficult to rapidly reabsorb unemployment levels, as only a new economic recovery will bring about a new job. The forecasts in this regard point to a first phase of low net job creation and a second phase of higher growth, which will not, however, compensate for the destruction of employment caused by the crisis in the short and medium term.

Macroeconomic Scenario 2011-2014

Paro Rate

2010

2011

2012

2013

2014

GDP Growth

-0.1

1.3

2.3

2.4

2.6

20.1

19,8

18.5

17.3

16.0

Full-time equivalent job change

-2.4

0.2

1.4

1.5

Source: Stability Programme Spain 2011-2014

In this scenario, which is totally plausible, high unemployment levels and low levels of employment, the emphasis remains on the dynamics of the employment flows to make the most of the opportunities of the active population to access recruitment or self-employment.

For the information available, the restrictive macro economic context will coincide with other phenomena and trends, some structural and others caused by the same crisis situation, which will greatly influence the dynamics of the labour market in the coming years. Among these trends, it is important to highlight the following, and already observable, the following:

• A tendency to population ageing that will result in a progressive exit of people from the labour market. This will lead to a replacement demand, even in spite of the delay in the retirement age, only partially compensating for the volume of departures.

• A major sector and occupational change dynamics due to the differential impacts of the crisis on sectors and occupations and their different position in the economic recovery process. This trend will require significant processes of recalification and relocation of the population in the labour market. The direction of these changes will continue to strengthen flows from the construction and industrial sectors to the service sectors, especially those in the market.

• A trend to higher qualification requirements, to cover new job creation and replacement jobs, whether at high levels of qualification or at levels means or lows. This will be due to the incorporation of new technologies and the greater complexity of a more competitive economy.

• Some unequal opportunities in the labour market based on the level of training of the population, with greater opportunities for access and maintenance of employment being found to the extent that they are available higher educational levels.

• The increase in demand for initial vocational training, seen the difficulties of access to the labour market and evidenced the best opportunities for job insertion of graduates in cycles training, among other factors.

• The co-existence of high unemployment rates with a shortage of skilled labour supply in some emerging sectors or occupations, with high levels of innovation, for which the market will not be generated even the necessary professional skills.

• The increase in the volume of people with job insertion difficulties due to their low employability, given the new labour market conditions. This trend is particularly evident in the collective of people in long-term unemployment.

• The persistence of significant internal imbalances in the Spanish labour market in territorial terms, which are compounded by a low propensity for internal labour mobility and segmentation of the labour market, as well as the lack of information on the spatial distribution of employment opportunities. This translates into a differential impact of the crisis and unemployment according to autonomous communities. By way of example, the autonomic employment rates range from 39.42% (the lowest) to 54.42% (the highest), while the unemployment rates range from 11.63% to 29.76%.

• The persistence, likewise, of gender-based imbalances or other personal and/or social circumstances, both in terms of access to the labour market and the maintenance of employment and conditions of employment. performance and career progression of men and women.

In particular, in relation to the differences between men and women, it should be noted that, despite the progress made in the incorporation of women into the labour market, it is still a long way to go. The rate of activity of women is 53%, compared with 67% for men, and the employment rate for women is 41%, compared with 53% in the male collective (which is partly attributable to how maternity is dealt with, and to the unequal distribution of household and care tasks.) Also in this area are significant territorial imbalances, which are reflected in the employment rate and the unemployment rate disaggregated by sex and Autonomous Community. Thus, while the employment rate of men differs between 59% and 48%, that of women is between 49% and 27%. The same applies to the unemployment rate, which is in a range of between 30% and 11% in the case of men, and between 37% and 12% in the case of women.

Active Population Survey data.
First quarter of 2008, 2009, 2010 and 2011

2008-I

2009-I

2010-I

2011-I

Total

22.576,500

23.101,500

23.006.900

23.061,800

Men

12.942,500

13.026,700

12.793,600

12.694,000

Women

9.633.900

10.074,800

10.213,300

10.367,900

rate

Total

59.35

60.15

59.83

59.88

Men

69.32

69.11

67.95

67.43

Women

49.73

51.51

52.05

52.67

20.402,300

19.090.800

Total

18.394,200

18.151,700

Men

11.923.900

10.830.900

10.239.900

10.059,000

Women

8.478,400

8.259.900

8.154,200

8.092,700

Rate

Total

53.63

49.7

47.84

47.1

Men

63.87

57.46

54.39

53.4

Women

42.55

42.55

41.1

41.1

2.174,200

4.010,700

4,612,700

4,910.200

1.018.600

2.195,800

2.553,700

2,635,000

Women

1.155.600

1.814.900

2.059,000

2.275.200

rate

Total

9.63

17.36

20.05

21.29

Men

7.87

16.86

19.96

20.76

Women

11.99

18.01

20.16

21.94

Source: EPA. INE.

Assets: People 16 and older, who are available to work.

Activity Rate Percentage representing the active population for the entire population of 16 years and over.

Busy: People aged 16 and over, who are employed or self-employed.

Employment rate: Percentage of employed persons (16 years of age and older) with respect to the population aged 16 years and above.

Unemployed: People aged 16 and over who are out of work and actively looking for it.

Unemployment rate: Percentage of people who are 16 years of age and older in terms of population.

Women have low activity rates, and they concentrate 76% of part-time contracts. They are also a majority in less-valued and lower-paid jobs and sectors, while at the same time occupying a very limited number of positions of responsibility in companies and organisations. These inequalities impose a heavy burden on the economy and put at risk the objectives of the Europe 2020 strategy of achieving smart, sustainable and inclusive growth.

• A similar persistence of barriers to access and participation in the labour market for groups with special difficulties, among which the situation of persons with disabilities and the persons at risk of social exclusion. In spite of the progress achieved in the regulatory and labour sphere, and the incentives designed to promote the access of these groups to the labour market, and their stability in employment (whether in the protected or ordinary market), they are many still the obstacles to be saved in this regard.

The set of these trends, sets up a decade of strong changes and transformations, which will nevertheless offer ample employment opportunities, especially for those with medium and high levels of training and a proper specialisation of qualifications in line with the evolution of the demand for skills in the production system.

It can be said that there are already trends pointing towards this process of change, especially looking at the emergence of new net job-generating sectors in our economy, which could be the foundation of a change of productive paradigm towards a sustainable economy and a model of "smart growth". Therefore, it will depend on the degree of depth of change and its pace that demands for new professional skills are oriented in one sense or another.

Given this scenario, the best bet is to address the adaptation of existing instruments and, if necessary, generate new intervention instruments to take advantage of opportunities and accelerate the process of recovery.

In a context of unemployment growth and the destruction of the occupation, it may seem adventurous to augur that improvements in the qualification and specialization of people, in accordance with the new demands of competences of the productive fabric, they will contribute to job creation. However, it is necessary to be vigilant and begin to respond to the foreseeable needs of qualification in these emerging economic activities. It is also important to provide for the reclassification of persons employed or unemployed from sectors in crisis, in order to facilitate their adaptation in a context of productive and labour market changes.

In relation to the above, it should be noted that the European average for the qualification of the occupied population is clearly higher than the Spanish average. If the study carried out by the European Commission and CEDEFOP on the forecast of qualification in Europe for 2020 (1) is taken as a reference, and compared to the current situation in Spain, it is clear that the most important deficit is finds at post-compulsory secondary education levels where the distance between the current and the expected situation at European level is more than double.

(1) CEDEFOP. New skills for new jobs.

On the contrary, at the low levels, the Spanish excess is 25 points, highlighting a correct proportion in the desirable higher levels. The European projection of the qualification structure of the occupied population points to a 35% higher qualification, 50% on average and only 15% lower.

This data marks one of the paths to be followed, considering that the Spanish production model must evolve towards a more competitive model. Consolidating this change of direction is facing the challenge of improving the skills of their human resources, in line with the Europe 2020 strategy.

The economic recovery scenario for Spain goes through this change of productive model towards competitiveness, and human resources must play a role as drivers of this change, contributing to its acceleration through the improving your current qualification structure.

3. THE SPANISH EMPLOYMENT STRATEGY 2012-2014 AND THE EUROPE 2020 STRATEGY

Article 4a (2) of the Employment Law sets out the elements to be contained in the Spanish Employment Strategy, including a set of "guidelines and objectives" for the whole of the State and the Communities. Autonomous. At this point, the rule refers to the "employment policy guidelines and objectives" and "objectives of active employment policies", which suggests the existence of two overlapping planning frameworks that must converge in the Strategy.

This does not in any way contradict the notion of the Spanish Employment Strategy as a strategy based on the employability policy. As has been stated, the Spanish Employment Strategy 2012-2014 is part of two broad Spanish and European policies, such as the Europe 2020 Strategy and the National Reform Programme, the scope of which is not limited to policies. (a) employment, but comprises the whole of the employment policy.

From this perspective, the planning of a strategy that sets targets for active policies is not only a mechanism to support and improve the efficiency of these policies and the functioning of the National Employment System. The Spanish Employment Strategy 2012-2014 should also contribute to the achievement of the guidelines and commitments made by Spain in the field of employment policy, aligning itself with the National Reform Programme and the Europe 2020 Strategy.

The Spanish Employment Strategy 2012-2014, therefore, should ultimately be directed towards the achievement of a number of employment policy objectives which relate to the effective improvement of the labour market and the compliance with the European strategic framework for employment, employment, unemployment, employment of certain groups, the overall qualification of the working population and job stability.

The Spanish Employment Strategy 2012-2014 should contribute to achieving the following Employment Policy Goals, linked to both the Europe 2020 Strategy and the National Reform Programme for 2011:

Job Policy Objective 1

The central objective of economic policy is to create jobs. Taking into account the objectives agreed by the European Council in June 2010, Spain sets out

following objectives:

Elevating participation in the labour market and reducing unemployment, with the achievement of a 74% employment rate for the population aged between 20 to 64 years on the horizon 2020, with a sub-objective of employment rate Women for the same age group of 68.5% in 2020.

In this period, not only will the total volume of employment increase, but also the degree of qualification of the workforce, as the new cohorts that will join the labour market will be more qualified than the labour market. who abandon it.

The intermediate target (to 2015) is to reach an employment rate of 66% (in 2010, the employment rate was 62.5%).

Job Policy Objective 2

Currently, a quarter of employment is subject to a regime of unstable contracts, with excessive turnover, which limits the productivity gains of companies. To combat this trend, it is set as objective:

Reduce temporality and segmentation of the job market.

Job Policy Objective 3

The lack of proper application of internal flexibility in companies has resulted in adjustments being concentrated on employment, so a goal must be that of:

Reinforcing part-time work and internal flexibility in businesses.

It is intended that the adjustments in the labour market do not necessarily fall on employment, through the use of other mechanisms such as the reduction of working hours.

Job Policy Objective 4

The lack of adequacy of professional skills to the profiles in demand is one of the main obstacles to the efficient functioning of the labour market. This is why the goal of:

is determined

Improve and match professional skills to market needs.

This objective aims to promote the improvement of education and learning, by adapting it to a changing labour market, ranging from the reduction of school leaving to the increase in the percentage of adult population. receives training for employment.

Job Policy Objective 5

Active employment policies should facilitate access to appropriate work at the earliest possible time, especially in the case of collectives that deserve preferential attention in this Strategy. As a result, the goal is set:

Promote rapid and appropriate reinsertion of people into the job market.

The monitoring of this objective will be carried out by observing mainly the long-term unemployment rates in each of these groups, and assessing the effect that investment in active policies may have on these rates. employment.

Job Policy Objective 6

The difficulties in the access and promotion of women to employment on equal terms are evident in the lower rate of female employment, which is why it is necessary:

Promoting gender equality in the labor market.

This objective is intended to progressively reduce the gaps that currently exist between female and male employment rates (and between average gross hourly wages of men and women).

The monitoring of these six Employment Policy Objectives should be carried out through a set of appropriate indicators. It should be noted that the values of these indicators will reflect the outcome of a much broader set of economic and social policies, designed according to the National Reform Programme.

This set of indicators is presented in the table below, the evolution of which will provide information on the level of achievement of each of the six Employment Policy objectives.

Indicators for monitoring and assessing the degree of compliance with the Employment Policy Objectives

Policy Objectives

Indicators

1. Elevate participation in the job market and reduce unemployment.

Indicator

-Job Rate 20-64

Supplementary Indicators

-Women Employment Rate

people employment

-Employment rate people older than 45

-Employment rate people over 64

-Unemployment rate 16-67

-Unemployment rate young people

-Unskilled people's unemployment

-PLD young

-NEET Young People (young people without jobs and without participating in education or training)

2. Reduce temporality and labor market segmentation.

Indicator

- Temporality

Indicators

-Promotion Contract Nº

-Transforms

-Young People Program Contract

3. Reinforcing part-time work and internal business flexibility

Indicator

- Percentage of part-time

-Nº of workers with workday

-Bias and bias rates reduced day-off by sex and age

-Evolution of mobility rate

. Improve and match professional skills to market needs

Indicators

-Rate of dropping out of school

-Public spending on education (in% GDP)

-Population 30-34 with higher studies

5. Promote a quick and proper reinsertion of people in the job market

Indicators

-Long-duration unemployment

-Investment in Employment

Indicators complementary

-Unemployment rates long duration disaggregated by sex and age

. Promote gender equality in the market work

Indicators

-Difference between average gross hourly wage between men and women

Indicators

-Difference between the employment rates of men and women disaggregated by sex and age

3.1 CENTRAL OBJECTIVE OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

Once the context marked by the Europe 2020 strategy has been presented, the commitments made by Spain in its National Reform Programme, and the Employment Policy Objectives in which these commitments are made, is the moment. to establish the central objective of the Spanish Employment Strategy.

Central objective of the Spanish Employment Strategy 2012-2014:

Promoting the employment of the active population and increasing the participation of men and women in the labour market, improving productivity and quality in employment in a sustainable labour market based on equality of opportunities, social and territorial cohesion.

This general objective responds to the following particularized criteria:

Promoting the employment of the working population

The promotion of employment as a central objective of the Spanish Employment Strategy is consistent with the "right to work" of the entire working population. In addition, it is a shared goal for unemployed people, in terms of their job integration, and for those employed, in terms of maintaining and improving their employment. On the other hand, it makes it possible to integrate all active employment policy and, therefore, all areas of action under the new Article 25 of the Employment Law. It also aligns with the objective of increasing the Spanish employment rate assumed in the framework of the employment objective of the new Employment Strategy 2020.

Increasing the participation of men and women in the labour market

The increase in population activity represents a complementary objective of the increase in the employment rate, which corresponds to the orientation of the employment guidelines 2010-2014 and the 7th of the Guidelines of the Europe 2020 strategy ("to increase the participation of women and men in the labour market"). It is also consistent with the criterion of considering actions for the activation of the population, which will have as a last objective to raise the activity rate and, therefore, the volume of potential occupied.

Improve productivity

The improvement in productivity refers to the sustainability of employment, but also to the establishment of a productive model that supports "smart growth", such as the one that is required in a new generation cycle employment. This formulation of the central objective of the Spanish employment strategy also corresponds to one of the principles of active employment policies, namely the one expressed in Article 24 (1) (c) of Law 56/2003. ("especially in the context of the sustainable economy and new fields of employment").

In this sense, the inclusion of this element in the central objective makes it possible to first, in the field of employment and the development of human capital, the actions directed at the binomial "knowledge and innovation" as well as prioritize emerging economic activities. This is also fully consistent with the conclusions set out in the second chapter of this Strategy.

Improving quality in employment

As for the reference to "quality in employment", this is intended to be consistent with the idea that the objectives of the Spanish Employment Strategy are not just quantitative, in the sense of achieving higher rates. employment, but incorporate other qualitative elements (including stability, reconciliation or generation of opportunities).

Sustainable work market

The concept of a "sustainable" labour market again refers to the evolution of the production model towards formulas that take precedence over the concepts of innovation and knowledge compared to the model based on consumption and exploitation of natural resources, which is therefore consistent with the "sustainable growth" model of the European Guidelines 2020 and the principles of active employment policies, in their new legal formulation provided for in Articles 23 and 24 of the Law The European Commission, in the context of the European Parliament, has been responsible for the work of the Committee on Employment. Chapter 2 of this document.

Equal opportunities and social cohesion

This element refers to the "inclusive growth" model of the 2020 strategy. From the point of view of the implementation of the Spanish Employment Strategy, this expression aims to make the application of specific policies for groups with special difficulties conditional. The reference to cohesion presupposes that the achievement of improvements in the labour market is not possible if structural imbalances affecting certain social groups are not corrected.

Territorial cohesion

As for social cohesion, the express reference to territorial cohesion contributes to the balance in terms of improving the parameters of employment without territorial exclusion. This is consistent with the sustainable and inclusive growth provided for in the Guidelines 2020, and with the notions of guarantee of the market unit and of the rights of access of the citizenry to the services for employability, collected in the reformed Employment Law.

4. FRAMEWORK FOR ACTION BY THE PUBLIC EMPLOYMENT SERVICES IN LAW 56/2003 OF 16 DECEMBER 2003 ON EMPLOYMENT

The principles or guidelines set out in this chapter are part of the core of the Spanish Employment Strategy, as they define the fundamental characteristics of the plans and actions to be taken. must develop all Public Employment Services in the field of active policies.

These principles will guide the strategy of the Public Employment Services to achieve the objectives of the active employment policy established by the Spanish Employment Strategy 2012-2014 (and in an indirect way, employment policy objectives set out in the previous paragraph.

The need to adapt the performance of the Public Employment Services is determined by the new framework established for active employment policies, as these, together with the intermediation between demand and supply of jobs employment, they are their management in accordance with the framework of the competences of the National Employment System.

Therefore, in order to establish the principles of action of the Public Employment Services, it is necessary to bear in mind both the reasons for the reform of the active employment policies and the central aspects of the new model of action that has been incorporated into the Employment Law, by Royal Decree-Law 3/2011, which can be summarized in the following:

• Evolution of the current grant-based management model, which must be redefined as a model of citizenship services.

• Preservation of an effective system of protection against unemployment (including active employment policies and unemployment benefits).

• Preventive approach to unemployment, especially for the long-term.

• Provision of individualized services to the active population, aimed at facilitating their incorporation, permanence and progress in the labor market, as well as companies, to contribute to the improvement of their competitiveness.

• Promoting entrepreneurial culture and entrepreneurship.

• Respect and guarantee of the effective equality of opportunities and non-discrimination in the labour market, prioritizing the attention to the collectives that most need it.

• Updating the framework of existing active employment policy programmes to bring them into line with their target audiences and the different territories in which they apply.

• Opening up public-private partnerships, preserving the centrality of Public Employment Services.

• Strengthening coordination between Autonomous Communities and the General Administration of the State.

• Reducing the weight of business bonuses to hiring in the composition of public expenditure on active employment policies (in line with the recent regulatory amendment in Law 35/2010, 17 of September in the case of bonifiable collectives.)

• Strengthening Public Employment Services, which includes at least reordering current spending items in employment policies and improving their organization and functioning.

• Incorporation of assessment, and consequently, innovation and adoption of corrective measures.

All these elements must be applied to the whole of the National Employment System, so they must be considered as the basis for their action. A number of guiding principles for active employment policies are derived from them, the basic content of which is set out below.

National Employment System Framework for Action

Service Model and Treatment

Individual and Custom Job Itinerary

Services to businesses

Public-private

Strengthening and modernizing Public Employment Services and the use of electronic administration

Priority Collections

Transversality to Active Employment Policy

Greater Relationship between active employment and unemployment protection

Plan Public Employment Services

4.1 INDIVIDUALIZED SERVICE AND TREATMENT MODEL

This concept contains two core ideas: individualized and specialized treatment (personalization criteria) and the application of a service model, articulated through Job Services Catalog. Naturally, this approach should be understood as the one needed to cater for all users of the Public Employment Services: unemployed or employed persons, and businesses.

In practical terms, it assumes that all Public Employment Services should apply a management model that takes into account the characteristics of each recipient and that, depending on the recipient, they provide a service that understands the following items:

• Diagnostics.

• Classification.

• Information and advice, and, where appropriate, offering a wider assistance service.

• Agreement.

• Proposed actions.

• Commitments.

Each Public Employment Service must complete this management model in a specific letter of service, from which it will have to disseminate among the potentially user population.

According to Royal Decree-Law 3/2011, this procedure as a compromise between plaintiff and the Public Employment Service will be applied in three phases:

• 2011: Unprotected unemployed persons, young people with training deficits, over 45 years of long-term unemployment, special attention to women.

• 2012: those considered to be priorities in the field of each Autonomous Community.

• 2013: other unemployment collectives.

These customized service processes will require a homogeneous administrative procedure that allows the traceability of the actions that have been performed with each user (person or company), and the degree of customization in the care provided. In addition, the provision of these personalised services has to comply with other formal requirements laid down in the new legal framework, such as equal opportunities and non-discrimination, and the adequacy of sectoral and (a) the territorial aspects of the various labour

.

Also, Public Employment Services must ensure that these same principles apply not only to the personalized services they perform directly, but also to all the actions of their entities. partners.

4.2 INDIVIDUAL AND PERSONALIZED EMPLOYMENT ITINERARY

The provision of the custom service must be completed by the determination of an Individual and Custom Employment Itinerary, embodied in a Personal Employment Agreement.

According to the new legal framework, the itinerary consists of three core elements, such as:

• Individualized diagnosis of the profile, needs and expectations of the unemployed person through personalized interviews, in order to find a job.

• Information and management of appropriate job vacancies.

• Information and advice on the labour market, measures to promote employment, access and processing of jobs, modalities and rules for recruitment, design of training schemes and support for the training of people workers.

Depending on the needs and expectations of the user, as well as their co-responsibility, which is concretized in the Personal Employment Agreement, an individual itinerary is constructed that involves access to a service charter. extended, made up of the following possible actions:

• Guidance and information services for employment and self-employment, improvement of professional qualifications and employability, as well as contacts with companies, entities and public bodies to facilitate the job insertion.

• Offer of vocational training actions for employment, with the possibility of official accreditation through the Directory of Certificates of Professionalism when linked to the National Catalogue of Qualifications.

• Evaluation and, where appropriate, recognition of the skills acquired by the work experience through the official accreditation of their qualifications.

• Information, advice and tutoring for the creation, management and operation of companies.

• Accompanying entrepreneurs in the start-up of their business initiative.

When the person participating in the itinerary also requests protection against unemployment, the State Employment Public Service will provide the information services, and in their case recognition and payment of the unemployment benefits and benefits to which you are entitled, promoting and developing your management by electronic means.

The practical application of the processes involved implies a basic methodological agreement for the implementation and monitoring of the itineraries, which provides for the contingency of a person starting his/her itinerary in a Community Stand alone and want to continue in another, and ensure traceability of developed actions.

Consequently, the new model of active employment policies implies continuing to make progress in improving the integration of information systems, in order to be able to map out the actions taken by users. in relation to the services received and their suitability for their professional itinerary, and in turn be able to improve the systems of analysis and evaluation of the completed itineraries.

Also, it involves the adoption of a model of orientation for the competencies of the users. Under this model, the diagnosis and classification are linked to the catalogue of professional competencies derived from the National System of Qualifications and its Integrated Modular catalogue.

4.3 SERVICES TO COMPANY

The attention to business must mark a determined line of action by the Public Employment Services, which must also be considered as central users along with workers and workers, for which develop a set of services and initiatives in relation to enterprises, such as:

• Response to business needs in the field of human capital, employment and training, including in particular advice on these matters, and the provision of information on market trends work.

• Treatment of job offers by companies, including their dissemination within the framework of the National Employment System and through job portals, preselection and submission of applications.

• Collaboration with companies in the interviews and/or selective processes of difficult coverage, or in other aspects.

• Telematics communication of employment and high employment, periods of activity and certificates of enterprise through the portal of the National Employment System.

4.4 TERRITORIAL PERSPECTIVE

Active Employment Policies must be adapted to the specific characteristics and needs arising from the different levels of territorial organisation of the State, promoting and promoting development in all territory types in which it is configured.

The local approach is a suitable framework for the detection and exploitation of new, unexploited productive possibilities, which is why it is essential to promote and manage in the course of action that is job creation and business activity.

Over the last few years, the collaboration between the Public Employment Services and the Local Authorities has provided the National Employment System with a wide range of experiences and good practices, which they have put in place. manifest the need to continue and deepen this joint work.

Institutional cooperation between public administrations is an essential element in the implementation of effective measures in the field of employment policies, as is the dynamism of these policies in the the local scope.

This Strategy gives greater flexibility to the collaborative frameworks that can be established between the Public Employment Services and the Local Entities, in order for these collaborations to boost dynamization and co-responsible management of Employment Policies at the local level.

4.5 PUBLIC-PRIVATE COLLABORATION

Public-private partnerships in the field of active employment policies involve the synergies that can be provided by different stakeholders from different perspectives. It also implies that all of them will be in line with each other, and provides an opportunity to strengthen the presence of the Public Employment Services and to expand their capacity for action.

The practical application of this principle of action is related to tasks of institutional consolidation of the National System of Employment, modernization and strengthening of the Public Employment Services in its functions. and, at the same time, the opening of the employment services provided by the National Employment System, for its provision by companies and collaborating entities. Among other issues, the effective implementation of a public-private partnership model in the field of active employment policies has implications in areas such as the incorporation of the collaborating entities into the Information System of the Public Employment Services, the articulation of the Colocation Agencies or the improvement of the joint assessment of the National Employment System.

In the framework of this model, each Public Employment Service will be able to establish collaboration agreements with private entities, in order to derive some of the actions detailed in points 4.2 and 4.3 towards them if it considers it appropriate, or to carry out these actions on their own and with their own means.

4.6 STRENGTHENING AND MODERNISATION OF PUBLIC EMPLOYMENT SERVICES AND THE USE OF ELECTRONIC ADMINISTRATION

The modernization of the Public Employment Services should contribute to improving the efficiency and quality of the administrative and service instruments, in two complementary areas: the strengthening of the services public employment (through the optimization of spaces and equipment, the qualification of persons providing employment services, or the orientation of the service itself to the objectives of active employment policies), and that of the system and governance structure of the National Employment System as a whole.

On the other hand, the extension of the use of electronic administration within the National Employment System involves providing digital accessibility to people and companies who use employment services to enable them to access to both the processing and, even, the provision of services (as an element of equality of opportunity, regardless of the place of residence, as an element of quality of the information relating to the employability of the each person and as a basic element of the custom service).

This requires the provision of a shared web space by all the members of the National Employment System to provide telematic information and professional guidance, information on demand for employment, resources for job search or service and training offer, as well as job vacancies. In this sense, the Public Employment Services have to bet on the development of these services and their universalization.

4.7 INTEGRALITY AND COMPATIBILITY OF THE COMMON INFORMATION OF THE NATIONAL EMPLOYMENT SYSTEM

The Employment Law, in its wording given by art. 4 of Royal Decree-Law 3/2011, designates the Information System of the Public Employment Services as one of the instruments of coordination of the National System of Employment, and refers to it as a system of common information that will integrate the information on labour intermediation, the management of active employment policies and the protection of unemployment.

The configuration of an information system "with an integrated and compatible IT structure" is, in fact, the interface on which much of the elements that make up the new model of action in the field of active policies, on multiple sides.

From the point of view of personalized attention, it is essential to have a common space in which users can find the set of job offers communicated by companies or captured by the Public Employment Services (including those presented in the framework of the various procedures for regulating labour migration flows, and the EURES space), and where they can consult the various training and service offerings, giving rise to to universal information, with due guarantees of integrity, accessibility and equality.

In addition, from the point of view of integrality and traceability of information, but also of the quality of the guidance provided, this space will have to contain data from users, relative to unemployment benefits, educational and academic pathways, participation in active employment policies, social benefits and bonuses obtained for recruitment.

Finally, as an instrument for the coordination of the National Employment System, this tool should also provide statistical information based on common data of the intermediation carried out by the Public Services. Employment, the intermediation carried out by the placement agencies and the statistics of redundancies and their typology. To this end, progress should be made in the implementation of effective coordination mechanisms between the State Employment Public Service and the Public Employment Services of the Autonomous Communities, and in the definition and improvement of the information shared between the National Employment System and other administrations and agencies, in particular with the General Treasury of Social Security.

4.8 PRIORITY COLLECTIVES

The existence of a general service portfolio for the entire user population of the National Employment System must be compatible with the prioritization of the most vulnerable groups and with greater access difficulties. to employment. And this, in a double sense: on the one hand, establishing a precedence in the attention, as it follows from the phases of application of the own portfolio of services, that advances to 2011 the attention to these collectives; from another, establishing measures (i) active employment policy, especially designed for priority groups, in accordance with the new framework for flexibility in the design and implementation of active employment policies.

For the purposes of this Strategy, and in line with Article 19g of the reformed Employment Law, the following priority groups will be understood as the following: " people with special difficulties in integration into the labour market, especially young people, with particular attention to those with a training deficit, women, long-term unemployed, over 45 years of age, persons with disabilities or social exclusion, and immigrants, with respect to the legislation of aliens. "

Attention to young people will have as their priority objectives their qualification and job integration. For people under 20 years of age without academic qualifications, lines of attention will be designed to encourage and facilitate their reintegration into the education system, in order to obtain them. For people aged between 20 and 25 years, this attention will include specific measures of Active Policies focusing on their professional qualifications. In this regard, it should be noted that the Contract for Training and Learning is a way of entering into employment, accompanied by training leading to the acquisition of that professional qualification.

Attention to persons with disabilities will also be included in the provisions of the Spanish Disability Strategy 2012-2020, and will take into account the developments in the situation.

Similarly, in the Global Strategy for the Employment of Older Working Persons, action lines are contained that will have to be taken into account in the design and implementation of measures to address these issues. people.

4.9 QUALITY ASSURANCE IN SERVICES

The establishment of a portfolio of services, as well as the criteria for customization, are not, by themselves, sufficient to ensure quality. For this reason, generally for the whole of the National Employment System, minimum standards of quality must be established for the services provided by the Public Employment Services.

These quality criteria should set the maximum time limits for the provision of each service and the minimum conditions for such service: objective and service offered, result, utility, satisfaction, personalized character and profile of the person performing it.

In addition, this criterion should progressively involve the adoption of a quality model in resources, processes and results, based on an assessment of the National Employment System and the Public Employment Services in terms of to be approved by other public sector organisations for the provision of services.

Developing a continuing framework for the assessment of active employment policies and the National Employment System should help to determine more precisely the objectives and goals to be achieved, and to give the service greater guidance. to the results (and not so much to the processes and activities).

Can also contribute to establishing quality parameters based on best practices, in areas such as the relationship between resources dedicated to active policies and passive policies compared to other countries of the environment; coherence between active employment policies and the macro-economic framework and industrial policies; or coordination between the actors in the employment system, among many others.

4.10 MAINSTREAMING IN ACTIVE EMPLOYMENT POLICY MEASURES

The reform of Law 56/2003, of 16 December, of Employment through Royal Decree-Law 3/2011 of 18 February, incorporates a novel element in the field of design and management of active employment policies, as is the case for the mainstreaming (or flexibility in the management) of active policy measures. The introduction of this principle effectively enables the adaptation of active employment policies to the local characteristics and peculiarities of the labour markets of each Autonomous Community, as provided for in the legislation, in a the framework for the unit of care for users in the territory as a whole.

In this order of considerations, Article 25 of the Law incorporates an explicit reference to "integrated projects" as a specific area of active employment policies. This is a cross-cutting scope by definition, since it is defined as "actions and measures that combine or combine several of the previously defined areas".

The delimitation of a transversal area with its own entity in the new regulatory framework opens the door to coexistence between measures specifically aimed at guidance, training, self-employment, among others, and measures or programmes combining several of the above; but also the possibility of articulating the service letters of public employment services on the basis of eminently transversal actions, thus giving way to programmes and interventions with a more markedly integral character.

4.11 RELATIONSHIP BETWEEN ACTIVE EMPLOYMENT POLICIES AND PROTECTION AGAINST UNEMPLOYMENT

Improving the relationship between active policies and protection against unemployment is one of the aims of the reform of active employment policies. This greater relationship between active policies and passive policies requires an agile and smooth relationship between the Public Employment Services of the Autonomous Communities, and the State Employment Public Service.

Among the objectives that drive the improvement in the relationship of active and passive policies, are ensuring the implementation of active policies and the participation in job offers to the beneficiaries of policies passive, and ensure compliance with the obligations arising from registration as jobseekers. In this regard, pursuant to Article 28 of the Employment Law, the Public Services of the Autonomous Communities and the Public Service of State Employment will agree on the actions to achieve both objectives, and the collaboration mechanisms for joint action on priority care groups. These agreements may result in collaboration agreements establishing the financial effects of the results of this joint action.

As indicated, the improvement in relation between active and passive policies must involve close collaboration between the Public Employment Services. The Public Employment Services Information System will be the preferred instrument of coordination that will facilitate this collaboration.

The Public Employment Services of the Autonomous Communities and the State Employment Public Service will collaborate closely in programs, actions and measures in which the recovery of an economic benefit is subject to the participation of users in actions and measures of Active Policies, and will establish agreements for the communication by each Public Service of Autonomous Employment of the incidents in the fulfilment of the obligations in which they may incur the beneficiaries.

4.12 STRATEGIC PLAN FOR PUBLIC EMPLOYMENT SERVICES

The existence of the Spanish Employment Strategy and the Annual Plans is not only compatible with the development of strategic plans in the various Public Employment Services, but must help to promote its development and its subsequent evaluation, as instruments of improvement, through the observance of best practices.

In this respect, a relationship of strategic coherence and complementarity should be established between the Europe 2020 strategy, the Spanish Employment Strategy and the regional strategy, so as to show the convergence of certain objectives, which is perfectly compatible with the specific nature of the actions according to the circumstances of each territory.

Royal Decree-Law 1/2011 of 11 February, of urgent measures to promote the transition to stable employment and the professional qualification of unemployed persons, provides for the elaboration of the Strategic Plan of the Public Employment Services within the framework of the National Employment System.

In order to increase the quality and effectiveness of the services to the citizenry, to achieve its universalization, and to converge with the countries of our environment in this field, this Strategic Plan will be configured as the document that:

Analyze the needs of each of the Public Employment Services, taking into account the commitments made in the Spanish Employment Strategy and the references of the countries in our environment.

Identify the human, material and technological resources available to them, and indicate the measures to optimize the services and concretize them for a 3-year horizon, pointing out the appropriate contributions of each budget.

Review and propose the necessary measures for the improvement of collaboration procedures within the National Employment System.

5. AREAS OF ACTIVE EMPLOYMENT POLICIES IN LAW 56/2003 OF 16 DECEMBER 2003 ON EMPLOYMENT

Law 56/2003, of 16 December, on Employment, in Article 25, sets out the ten policy areas for Employment Policies, which are developed in this chapter. The whole of the ten areas covers all the actions and measures of Employment Policies which the Autonomous Communities and the State Employment Service will develop in the exercise of their respective competences, assuming full responsibility for their design and management.

The ten policy areas of Employment Policy make up a flexible framework, and enable the design of actions and measures by the Autonomous Communities to be adapted to the needs of each of them.

The scope of this framework, coupled with the flexibility in the implementation of funds set out in Chapter 8 of this Strategy, aims to make it easier for the Autonomous Communities to design policies and measures Active employment and full exercise of their responsibility.

In the exercise of their powers, the Autonomous Communities and the State Employment Public Service shall carry out actions and measures in each and every field of Employment Policy. In some of these areas, measures of a state nature are established which must be implemented throughout the territory of the State. Within each scope, further measures are listed which are set out as references for actions in Active Employment Policies.

The Autonomous Communities will be able to define and establish those actions and measures that they consider most appropriate for the achievement of the objectives of Employment Policies in each of the areas, as well as to provide the adequate attention and service to the citizenry in this field.

On the other hand, the coordination and co-responsibility between the actions of the State and the Autonomous Communities in the development of this Strategy, will allow to optimize efforts and to share good practices, as well as to carry out monitoring of the extent to which the objectives of the Active Employment Policy are set out in it.

The Public Employment Services of the Autonomous Communities and the Public Service of State Employment shall establish the criteria for the coordination of the implementation of actions and measures of Active Policies. The coordination procedure will be detailed in the Annual Employment Policy Programme, and will be supported by the Public Employment Services Information System.

Each of the areas is related to one or more of the Employment Guidelines of the Europe 2020 Strategy, and also to one or more of the Employment Policy Objectives set out in this Strategy.

By way of example, the field of career guidance contributes to the achievement of objectives of guideline 7 "Increase participation in the labour market and reduce structural unemployment", and of the 10 "Promote social inclusion", as well as the employment policy objectives of "raising labour market participation and reducing unemployment", 5 "promoting a rapid and adequate reintegration of people into the labour market", and 6 "promoting gender equality in the labour market", labor market. "

The table on the following page shows the overall relationship between all policy areas, the employment policy objectives, and the Europe 2020 Guidelines.

Next, each scope is dealt with in a specific section that includes a definition, a reference of the reference measures for the National Employment System, and an account of the specific priority groups of the scope.

Relationship between areas of active employment policies, employment policy objectives of the Spanish Employment Strategy and employment guidelines of the Europe 2020 strategy

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5.1 SCOPE OF CAREER GUIDANCE

Definition

Actions and measures of information, support, motivation and advice which, taking into account the personal and professional circumstances of the beneficiary, enable it to determine its capabilities and interests and manage their individual learning path, job search or the implementation of business initiatives such as self-employed, social economy enterprises or other business formulas

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective areas of competence, in accordance with the development of the personalized attention and the implementation of the catalogue of services to the citizenry:

• The Public Employment Services will make an individualized diagnosis of the profile, needs and expectations of unemployed and employed people through personalized interviews, to be able to find or maintain a job or access a new one.

• Information on suitable job vacancies, including those from other European Union countries, as well as information on the labour market, and incentives and means will be provided throughout the State. available for the promotion of recruitment and support for entrepreneurial initiatives, with particular attention to the business formulas of collective self-employment in the Social Economy.

• In general, they will design, develop and carry out Individual and Personalized Employment Routes for unemployed persons, through information and career guidance for employment and self-employment, for the improvement of their professional qualifications and employability.

• The Public Employment Services will contact companies to disseminate information about their initiatives to facilitate job integration, thus carrying out a survey of the needs of companies and the marriage between offers and applications for employment. It will also favour the approach between the needs of companies and potential candidates.

• Information and guidance will be provided on the process of recognition of skills acquired by work experience for unemployed and employed persons through the formal accreditation of their qualifications to through certificates of professionalism.

• The unemployed and employed persons will be informed and advised on the offer of vocational training actions for employment, with official accreditation through the Directory of Certificates of Professionalism when they are linked to the National Qualifications Catalogue. As well as professional qualifications, with special attention to people at risk of job loss.

• Measures and strategies to promote communication and coordination between professionals linked to the vocational guidance belonging to different institutions/levels of intervention will be encouraged to optimize existing resources and interventions.

• The State Employment Public Service will implement a professional information and guidance web platform in collaboration with the Public Employment Services containing related, clear, organised and related information. comprehensive, in which training opportunities, employment opportunities, the process of accreditation of work experience, and information on the labour market by sectors and professional areas, as well as self-use applications, are linked.

Measures that are configured as references for actions in Employment Policies

• The participation in training actions derived from the guiding actions related to the recognition of the experience will be boosted in order to complete the obtaining of the corresponding title or certificate.

• Guidance and information on employment, self-employment and the labour market, incentives and means available for the promotion of recruitment, job retention and support for entrepreneurial initiatives will be provided. as measures for the improvement of their professional qualifications.

• Assessments of the guidance services provided, with the aim of ensuring and improving the quality of the services.

• The training of professionals engaged in guidance services will be encouraged.

Priority collectives

Persons unemployed with priority attention to young people, over 45 years of age in long-term unemployment, people from the construction sector and others affected by the crisis who, within these collectives, have low qualifications.

Persons with priority attention to those who are at risk of losing their job, either by low qualification or by needs for retraining in other professional areas.

5.2 TRAINING AND TRAINING

Definition

Actions and measures of learning, training, retraining or retraining included in the vocational training subsystem for employment which aim to promote and extend between enterprises and workers

European Economic and Economic and Economic and Economic and Economic and Economic and Economic and Economic and Economic and Economic

The training actions of the training subsystem for employment are aimed at the acquisition, improvement and permanent updating of vocational skills and qualifications, promoting learning throughout the whole of the European Union. the life of the working population, and combining the needs of people, businesses, territories and the productive sectors.

The training offer linked to the obtaining of the Certificates of Professional, structured in training modules, facilitates the cumulative partial accreditation for the recognition of professional competences in the framework of the National System of Qualifications and Vocational Training. In addition, it allows for the recognition and capitalization of apprenticeships through the accreditation of professional experience and the vocational training of the educational system, linked to the development of the National System of Qualifications and Training. Professional.

The Public Employment Services will promote the maintenance of a network of collaborating centers, public and private, which together with their centers, will guarantee a permanent offer of training for quality employment. In addition, in collaboration with the education system, they will promote the Network of Integrated Centres and the Network of National Focal Points.

The performance of systematic and periodic evaluation processes should be promoted, in accordance with the criteria approved by the instruments for the participation of the subsystem and with the European guidelines on quality.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

• Review of the vocational training model for employment in line with the new framework for the development of active employment policies and the National System of Qualifications and Vocational Training.

• Actions to increase the volume of companies involved in the training of their employees.

• Boost the formative offer in online, mixed mode (combined with in-person).

• Training for trainers in the field of training for employment.

• Actions linked to the assessment, improvement and recognition of key competences for both employed and unemployed persons.

• Annual system evaluation plan for the implementation of adjustments and improvements.

• Accreditation of skills acquired through work experience or non-formal training pathways.

Measures that are configured as references for actions in Employment Policies

• The impact of collaboration agreements between public employment services and companies and/or business organisations in order to implement business practice plans in companies.

• Training offer linked to processes of accreditation of professional experience through modular offerings.

• Training for entrepreneurs.

• Training and retraining of people employed in sectors with little prospect of economic growth.

• Reinforcing the offer of certifiable training.

• Implementation and offer of the entire Directory of Professional Certificates through the network of accredited centres.

• Actions aimed at increasing the rate of training coverage for unemployed workers.

• Improving the quality of the Network of Vocational Training Institutions and Institutions for employment.

Priority collectives

Persons without professional qualifications.

Persons with special training needs or with difficulties for their insertion or professional qualification.

People in the rural environment.

5.3 SCOPE OF EMPLOYMENT OPPORTUNITIES AND PROMOTION OF RECRUITMENT

Definition

Within this scope, the design and development of actions and measures to encourage recruitment and support for the maintenance of jobs that contribute to reducing unemployment rates, improving the quality of the employment and promoting social cohesion.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

State Employment Public Service exclusive scope:

in addition, it is necessary to ensure that the social security measures are not taken into account in the context of the internal market. The Commission is also concerned with the need to improve the quality of the jobs, especially for older people, workers with contracts suspended by the Employment Regulation Expedients and to encourage the reconciliation of family and work life.

• Promotion, in the framework of the Global Strategy for the Employment of Workers of Older Age 2012-2014, of measures to promote the recruitment and maintenance of the employment of unemployed workers over 55 years, including those who are employed as working and working partners in cooperatives and working societies.

• General assessment of the bonus system for your increased contribution to job creation and maintenance.

Scope of the Autonomous Communities and the State Employment Public Service according to their competencies:

• Promotion of means to encourage recruitment in emerging economic activities and with expectations of job growth, accompanied by information and advice actions on the characteristics of these activities; their professional requirements. This, in particular, in activities such as those related to renewable energy; sustainable tourism; cultural industries; social and health industries, especially activities linked to dependency; new technologies; ecoindustries; and the rehabilitation of buildings.

• Social collaboration initiatives for recipients of benefits and benefits.

• Evaluation of the different actions and measures that will allow the effectiveness of these actions to be analyzed for the purpose of their maintenance, modification or deletion.

Measures that are configured as references for actions in Employment Policies

• Stimulating the indefinite hiring of the groups with the greatest difficulties of job insertion, improving incentive policies and establishing more appropriate requirements with the situation of the labour market

• Promotion of hiring actions as a guarantee of income, which reduce the risks of social exclusion of groups in prolonged unemployment.

• Actions for employment in emerging economic activities and with potential for job creation.

• Actions to support the maintenance of the employment of workers with an indefinite contract, accompanied by measures to improve employability.

• Information and advice for companies to facilitate recruitment.

• Support for recruitment, by public administrations and non-profit institutions, of persons in unemployment, especially in a situation of long-term unemployment.

Priority collectives

Young people.

Long-term unemployed people.

People with disabilities.

People in social exclusion situation.

Victims of gender and domestic violence.

Over 55 years (job retention).

Persons with contract suspended by Employment Regulation Expedients.

Persons reinstated to their job after maternity contract suspensions and other family and work life reconciliation measures (job retention).

5.4 SCOPE OF EMPLOYMENT AND TRAINING OPPORTUNITIES

Definition

Actions and measures that involve the achievement of effective work in a real environment and allow for the acquisition of vocational training or experience aimed at qualification or job integration.

In this field, the design and development of actions that increase the qualification of the unemployed population, adapting it to the needs of the labour market, through the acquisition of professional skills, is pursued. through mixed employment and training processes to make learning compatible with the achievement of effective work.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

• The promotion of training and apprenticeship contracts enabling the recruitment of young people, alternating work and the acquisition of professional qualifications, and promoting their stability in employment, and the implementation of the training associated with such contracts.

• Link of employment and training actions to certificates of professionalism.

Measures that are configured as references for actions in Employment Policies

• Integrated employment and training measures in particular linked to the change in the production model and the requirements of emerging economic activities and/or with potential in the generation of jobs (renewable energies; cultural, social and health industries; dependence; new technologies; or rehabilitation of buildings, among others.

Priority collectives

Persons from crisis sectors and young people in unemployment under 30 years of age who need to acquire or improve their professional skills for their job reintegration.

5.5 SCOPE FOR PROMOTING EQUAL OPPORTUNITIES IN EMPLOYMENT

Definition

Actions and measures that promote equality between women and men in access to employment, stay in employment and professional promotion, as well as the reconciliation of personal, family and work life and the co-responsibility of men and women in the assumption of family responsibilities.

It will also include actions and measures to reduce the unequal distribution of women and men in different sectors of activity and at different levels, increasing the presence of women in the technical sectors, innovative scientists and technology.

The areas of reconciling work and personal life and gender equality will be evaluated for the follow-up of the Europe 2020 strategy guidelines, so as well as constituting a specific area, it is transversal to the rest of the world. of scopes.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

• In the context of the overall assessment of the system of bonuses for their greater contribution to the creation and maintenance of employment, the effects of gender balance in the various sectors will be particularly affected. economic activities.

• Grants in registrations for those studies where differences between the presence of women and men exceed 60%, and an increase in the training of women in skills in Information Technologies and the Communication, paying special attention to rural women.

• Specific programmes for retraining and retraining of women who have left the labour market for long periods of time.

• Actions for the promotion of women's self-employment and women's entrepreneurial activity:

In-person systems and telematic systems for information and advice to women in general and those with special difficulties access to the lines of support and credit promoted by public administrations.

Women's Enterprise Networks.

Creating and strengthening companies promoted by women in technology and emerging sectors.

• Measures to promote reconciliation and co-responsibility:

Services designed to meet the specific needs of people who are going to have access to training measures for employment and self-employment, adapting services to the needs of people (through enlargement) (i) hours in day care, entertainment, schools, day centres or transport services, among other activities).

Information and training systems to raise awareness among companies and public administrations about the benefits of promoting reconciliation and co-responsibility for the whole workforce, and promoting working time systems work requiring fewer hours of presence, both for women and men, supported by the use of communication and information technologies.

Measures that are configured as references for actions in Employment Policies

• Information campaigns and career guidance, working against sexist stereotypes, proposing identification models for both women and men in those areas where they are still poorly represented.

• Specific training in non-sexist employment guidance for people in charge of information, guidance, advice and support for public employment services.

• Calls for accreditation of work experience in those productive sectors where the presence of women is significant.

• Strengthening of employment promotion programmes that promote the adaptation of women to the needs of the labour market, especially those belonging to the most vulnerable groups:

Protocols for collaboration between the Public Employment Services and the Social Services for the establishment of measures to facilitate access to employment and training for the employment of women, especially people with special needs, such as women at risk of exclusion, victims of gender-based violence, women with disabilities, and women at the front of single-parent families.

• In the management of job vacancies, a mandatory referral to companies and employers, whatever their sector of activity, of a balanced number of applicants of both sexes, wherever possible.

• Ensure, whenever possible, a percentage of the minimum presence of underrepresented sex in the training courses for employment.

• Guidelines for action and good practice for the vocational training centres, so that in the information campaigns, recruitment and guidance of students, they have a specific impact on the vocational guidance sexist.

Priority collectives

Young people.

Women with difficulties for their job insertion.

Women in rural areas.

5.6 SCOPE OF OPPORTUNITIES FOR GROUPS WITH SPECIAL DIFFICULTIES

Definition

Actions and measures for the employment of people who, in a structural or cyclical way, have particular difficulties in terms of access and permanence in employment. To this end, the situation of women victims of gender-based violence, victims of domestic violence and persons with disabilities or in situations of social exclusion will be particularly taken into account. In relation to persons with disabilities, their recruitment will be encouraged in both ordinary employment and protected employment through the Special Employment Centres. It will also encourage the recruitment of people in a situation of social exclusion through the insertion companies.

In this area, the design and development of measures that contribute to reducing barriers to entry into the labour market are pursued, bringing their activity, employment and employment rates closer to that of the general population and promoting social cohesion, as well as measures to encourage recruitment and support for the maintenance of jobs.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

• Grants and incentives for recruitment, incorporation of partners in cooperatives and working societies and the maintenance of jobs, as well as measures to improve the performance of the work, for these groups.

• Measures to promote the integration of people into the social exclusion situation in insertion companies.

• Measures to implement specific job insertion plans for women victims of gender-based violence who understand measures such as:

Sociolaboral Insertion Itinerary performed by specialized personnel.

Specific training program to promote sociolaboral insertion.

Incentives to encourage the start of a new self-employed activity.

Incentives for companies to hire women victims of gender-based violence.

Incentives to facilitate the geographic mobility of women.

Incentives to offset salary differences.

Conventions with companies to facilitate the recruitment of women victims of gender-based violence and their geographic mobility.

• In the area of competence of the Public Service of State Employment, incentives in respect of allowances for Social Security contributions for the recruitment, incorporation of partners in cooperatives and working societies and the maintenance in the jobs of these groups.

Measures that are configured as references for actions in Employment Policies

• Plans for the dissemination of the various actions and measures to be established in this field, including the awareness and dissemination of these actions to the actors in the labour market.

• Specific actions for the training of persons with special training needs or who have difficulties in their integration and retraining.

State measures for the insertion of workers with disabilities

The Autonomous Communities and the State Employment Public Service, in their respective fields of competence, shall design and develop the actions and measures set out below, of which their common content, which will apply to the whole of the State. The applicable state funding shall not exceed the amounts established for these measures. The Autonomous Communities may, in the exercise of their powers and in charge of their own funds, supplement these amounts.

For these purposes, they shall have the consideration of persons with disabilities as referred to in the third paragraph of Article 1.2 of Law 51/2003 of 2 December 2003 on equal opportunities, non-discrimination and accessibility. universal of persons with disabilities:

The accreditation of the degree of disability and, where appropriate, of the type of disability, will be carried out in accordance with the provisions of Royal Decree 1414/2006 of 1 December, determining the consideration of the person with disability for the purposes of Law 51/2003, of 2 December.

It will also be considered to be disabled workers with special difficulties for their job insertion, those that are included in any of the following groups:

People with cerebral palsy, people with mental illness or people with intellectual disabilities, with a recognized degree of disability equal to or greater than 33 percent.

Persons with physical or sensory disabilities, with a recognized disability degree equal to or greater than 65 percent.

People with an intellectual capacity who are officially recognised as having this status, even if they do not reach a disability level of 33%, may be subject to measures to support access to employment for people with disabilities. disability in terms that determine the development regulations provided for in the sixth provision of Law 26/2011 of 1 August.

A. Measures to facilitate the employment of persons with disabilities in the ordinary labour market.

• Measures to promote the employment of persons with disabilities in ordinary working enterprises by encouraging their recruitment, in accordance with the provisions of Law 13/1982 of 7 April on the Social Integration of Disabled:

Employers who employ workers and workers with disabilities for an indefinite period of time or transform into indefinite employment promotion contracts concluded with persons with disabilities or contracts Training for workers with disabilities will be able to access support on the basis of degrees of disability.

Quantis

Person with disability in general: 4,000 euros; 4,400 euros if it is women.

Persons with disabilities with special difficulties in access to the labour market: EUR 8,000; EUR 8,400 in the case of women.

If the contract is part-time, the aid will be reduced proportionally according to the agreed working day.

• In the cases referred to in the previous paragraph, companies will also be entitled, for each individual employed person, to the aid for adaptation and reasonable adjustments to the job, to the provision of protection or removal of barriers or obstacles. This aid will also apply to employers who conclude temporary employment promotion contracts for persons with disabilities in accordance with the provisions of the first provision of Law 43/2006 of 29 December 2006. improvement of growth and employment, or as long as its duration is equal to or greater than 12 months, contracts in practice or for the training and learning provided for in Article 11 of the recast of the Law on the Staff Regulations, approved by the Royal Legislative Decree 1/1995 of 24 March, or fixed-term contracts concluded under Article 15 of the recast text. This support shall also apply in the case of a recognised disability which is recognised after recruitment.

Quantis

By adapting the job position and removing barriers: 1,800 per person with contracted disability.

• Employers who contract, indefinitely or temporarily, workers and workers with disabilities shall be entitled to the allowances in the social security contributions provided for in the regulatory regulations of these bonuses. Equally, the conversion of temporary contracts into indefinite contracts will be bonificable.

• Transit measures for working people with disabilities from employment in the Special Centres for Employment, to employment in enterprises in the ordinary labour market through the regulated labour enclaves in the Royal Decree 290/2004 of 20 February, providing for an incentive to hire them indefinitely.

The recruitment of workers from the enclave with disabilities will be indefinite, giving the company a right to participate in the recruitment aid outlined above and to the bonuses that for these assumptions are established in the regulatory regulations of the labor enclaves.

• Measures to promote employment with support, as a measure of promoting the employment of persons with disabilities in the ordinary labour market, aimed at financing labour and social security costs incurred during the period for the development of the employment project with support, resulting from the recruitment of labour preparers by the supporting entities with support.

It is understood by employment with support the set of actions of orientation and individualised accompaniment in the job, provided by specialized job preparers, that aim to facilitate the social adaptation and employment of disabled workers with special difficulties in entering into employment in ordinary labour market firms in similar conditions to other workers who have equivalent posts.

Employment actions with support will be developed in the framework of supported employment projects, where at least the following actions should be envisaged:

• Guidance, counselling and support for the disabled person, drawing up a programme of adaptation to the workplace for each worker.

• Closer and mutual help between the worker receiving the employment program with support, the employer and the staff of the company who share tasks with the disabled worker.

• Support for workers in the development of social and community skills, so that they can relate to the work environment in the best conditions.

• Specific training of the worker with disabilities in the tasks inherent in the job.

• Monitoring the worker and evaluating the process of insertion into the job. These actions will aim to detect the needs and prevent possible threats or risks, both for the worker and for the company that contracts them, which endanger the objective of insertion and permanence in the employment.

• Advice and information to the company on the needs and processes of job adaptation.

Final recipients of employment with support will be disabled workers enrolled in the Public Employment Services as unemployed jobseekers, as well as disability workers hired by employment centers. special employment, with special difficulties for their job insertion.

Quantis:

EUR 6,600 per year for each worker with cerebral palsy, with mental illness or with intellectual disability, with a recognised disability level equal to or greater than 65%.

EUR 4 000 per year for each worker with cerebral palsy, with mental illness or with intellectual disability, with a recognised disability level equal to or greater than 33% and less than 65%.

EUR 2,500 per year for each worker with a physical or sensory disability with a recognised disability level equal to or greater than 65%.

Final recipients of the employment programme will also be considered with support for deaf and hearing-impaired persons, with a recognised disability level equal to or greater than 33%, who will have the same consideration as workers who present the circumstances described in paragraph c above.

B. State measures to facilitate the employment integration of persons with disabilities in the job market protected through the Special Centers for Employment.

• Measures aimed at integrating the employment of persons with disabilities into the Special Employment Centres that would have received their qualification as such in the terms laid down in their regulatory regulations.

• Incentives for the generation of indefinite employment, for each new recruitment with an indefinite nature or for the transformation into indefinite of temporary employment promotion contracts for persons with disabilities or for fixed-term or temporary contracts, including training contracts, signed with working people with disabilities.

Consists of a lump sum, up to the established limit. The amount of the aid shall be based on the type and degree of disability of the working person and the percentage of workers with disabilities in the staff of the Special Employment Centre.

incentives for indefinite job

People with disabilities physical or sensory with a degree equal to or greater than 33% and less than 65%

-if the number of workers with disabilities exceeds 90% of the staff of the Special Centre Employment

12,000

-if the number of workers with disabilities is between 70% and 90% of the Job Special Center template

9,000

Persons with disabilities and with special difficulties in access to the ordinary job

-if the number of workers with disability exceeds 90% of the Job Special Center template

15,000

-if the number of workers with disabilities is between 70% and 90% of the Job Special Center template

12,000

When indefinite hiring is carried out on a part-time basis, the aid will be reduced proportionally to the day. The Autonomous Communities may increase their own budgets from their own budgets in the event that the person contracted is a disabled woman.

• Incentives for the maintenance of the Special Centers for Employment:

1. Incentives for salary costs: consisting of 50 percent of the current Minimum Interprofessional Wage, corresponding to the job occupied by persons with disabilities who perform a working day in time complete, and the equivalent amount when you make a part-time day.

2. Incentives, by job, to finance costs incurred as a result of the adaptation and reasonable adjustments of jobs, the provision of personal protective equipment and the elimination of barriers architectural.

Amount

For the job adaptation and removal barriers: up to 1,800 per person with contracted disability

3. Incentives intended to balance the budget of those special centres of employment which, in accordance with the provisions of Article 43 of Law 13/1982 of 7 April 1982, are not for profit and are declared by the Competent authorities for their qualification and registration, the status of public utility and the ability to provide for the conditions laid down in Article 11 of Royal Decree 2273/1985 of 4 December 1985 on the approval of the Special Employment Centres, as defined in Article 42 of Law 13/1982 of 7 April 1982, Social Integration of the Disabled

Amount

Incentives for budget rebalancing (Special Non-profit Employment Centres, with declared status of public utility and dibility) up to: 1,500 per person with contracted disability

These aids will not be able to cover adverse outcomes arising from poor management in the judgment of the competent authority.

4. º Incentives to the Professional Activity Support Units in Special Employment Centers, aimed at financing labor and social security costs arising from the indefinite hiring of workers the Professional Activity Support Units at the Special Employment Centres.

It is understood by Units of Support to the Professional Activity the multidisciplinary teams framed within the Services of Personal and Social Adjustment of the Special Centers of Employment, that through the development of the (a) the role and tasks envisaged to help overcome the barriers, obstacles or difficulties which the disabled workers of these centres have in the process of incorporation into a job, as well as the permanence and progression in same.

Functions of the Professional Activity Support Units.

Staff integrated in the Professional Activity Support Units will develop the following functions:

a) Detect and determine, upon assessment of the person's capabilities and job analysis, the support needs for the disabled worker to develop their professional activity.

b) Establish precise relationships with the family and social environment of workers with disabilities, so that this is an instrument of support and encouragement to the worker in the incorporation to a job and stability in the same.

c) Develop how many training programs are needed for the adaptation of the worker to the job as well as the new technologies and production processes.

d) Establish individualized supports for each worker in the job.

e) Promoting and enhancing the autonomy and independence of workers with disabilities, mainly in their jobs.

(f) Promote the integration of new workers into the Special Employment Centre by establishing appropriate support for this purpose.

g) Attend the worker of the Special Employment Centre in the process of incorporation into Labour Enkeys, and the ordinary labour market and self-employment.

h) Detect and intervene in the possible processes of evolutionary deterioration of workers with disabilities in order to avoid and mitigate their effects.

Final Recipients

The final recipients of the Support Units will be the disabled workers of the Special Employment Centres with special job insertion difficulties.

In addition, the Professional Activity Support Units may also provide service to workers with disabilities from the Special Employment Center not included in the previous paragraph, provided that they are dedicated to them. Workers do not detract from the attention of those included in the previous paragraph.

Aids

Support to Support Units will be used to finance labour and social security costs arising from the indefinite recruitment of workers from the Professional Activity Support Units in the Centres Special Employment, for the development of their functions.

The amount will be currently provided for in Royal Decree 469/2006 of 21 April.

The amount of such grants is set at EUR 1,200 per year for each worker employed for an indefinite period, or on a temporary contract of a duration equal to or greater than six months, and with the type of disability and degree of the following handicap.

People with cerebral palsy, people with mental illness or people with intellectual disabilities, with a recognized disability level equal to or greater than 33%.

Persons with physical or sensory disabilities with a recognized disability level equal to or greater than 65%.

The grant of EUR 1,200 will be reduced proportionally according to the duration of the contracts, as well as depending on the length of the day on the assumption that the contract is part-time.

C. Special Employment Centres shall be entitled to allowances in the contributions to the Social Security for the recruitment of persons with disabilities provided for in the State rules governing such bonuses.

D. State measures to facilitate the employment integration of persons with disabilities through support for entrepreneurship and self-employment and incorporation as workers or workers ' partners to cooperatives or work societies.

These measures are part of the 7 area of self-employment and business creation.

As a result of the amendment made to Article 25 (1) (f) of Law 56/2003 of 16 December 2003 on Employment, by Royal Decree-Law 14/2011 of 16 December 2003, of supplementary measures in the the active policies of employment and regulation of the activity regime of the State Security Forces and bodies, the provisions contemplated in the Single Repeal Disposition of Royal Decree-Law 3/2011, of 18 February, urgent measures for the improvement of employability and the reform of active employment policies, and which affect persons with disabilities, will remain in force in those Autonomous Communities that do not develop their own actions and programs in this field.

Priority collectives

Women victims of gender violence.

Victims of domestic violence.

People with disabilities.

People in social exclusion situation.

5.7 SCOPE FOR SELF-EMPLOYMENT AND BUSINESS CREATION

Definition

This area includes the implementation of actions and measures aimed at promoting entrepreneurial initiatives through self-employment, or the social economy, or aimed at generating employment, creating and promoting of all kinds of business activity and the dynamization and drive of local economic development.

State measures

Actions and integrated implementation measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence to facilitate the establishment of employed persons as self-employed persons or their incorporation as partners and partners of cooperatives or work societies, and the creation of enterprises, including:

Aid for establishment as a self-employed person or as a partner in cooperatives and working societies, as well as for the creation of companies.

Financial financial assistance on loans.

Aid for investments.

Support technical assistance assistance and management support.

Training Aids for training.

Aid for the study of markets and feasibility analysis.

Measures that are configured as references for actions in Employment Policies

• Entrepreneurship measures linked to emerging economic activities and with the potential to generate jobs, especially those related to renewable energy; sustainable tourism; cultural, social and cultural industries; of health; dependence; new technologies; eco-industries, or the rehabilitation of buildings.

• Promotion, in the areas of encouraging entrepreneurial initiatives by unemployed people, of strategic productive activities, emerging or with job creation potential.

• Other lines of support, for example to generalise aid for direct investment and to include aid for market research and feasibility analysis.

• Strengthening of specific guidance and counselling measures for self-employment and entrepreneurship aimed at persons enrolled in public employment services (and in particular for long-term unemployed persons). duration and persons who require a professional qualification).

• Promoting the entrepreneurial capacity of the active population, especially young people, through training and the social economy.

• Promoting special measures to facilitate the permanence of the self-employed in their businesses, as well as support for small and medium-sized enterprises in difficulty.

• Measures for the formation, dissemination and promotion of self-employment and the creation of enterprises, cooperatives and work societies linked to the promotion of employment.

• Promote the use of electronic processing in the area of business creation.

• Actions to strengthen planning and business management between self-employed workers and in the field of social economy. Incorporation of business social responsibility practices.

• Facilitate the financial viability of entrepreneurship projects (autonomous and social economy) and the implementation of the activity.

• Initiatives to promote entrepreneurship (for example by facilitating facilities and professional support for entrepreneurial initiatives) through self-employment and the social economy.

• Impacting entrepreneurship in emerging economic activities and with the potential to create jobs within the social economy and self-employment.

• Support for business creation through counselling activities for entrepreneurs, actions to facilitate and improve access to finance, and training activities in the field of business creation.

• Development of specific actions to encourage the retraining and reinsertion of self-employed workers who have been recognised as a service provider.

Priority collectives

Young people.

People over 45 years old.

Women.

People with disabilities.

5.8 SCOPE FOR DEVELOPMENT PROMOTION AND TERRITORIAL ECONOMIC ACTIVITY

Definition

This area includes actions and measures aimed at generating employment, creating activity, and boosting local economic development.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective areas of competence in support of the creation and operation of the Local authorities of units specialised in the promotion and implementation of actions aimed at job creation and local development, as well as the promotion and implementation of active employment policies related to the creation of business activity.

Measures that are configured as references for actions in Employment Policies

• Integrated measures to facilitate the creation of enterprises at local level, preferably in emerging economic activities with potential in the generation of jobs:

Aid for the stable hiring of unemployed persons.

Financial financial assistance on loans.

Aid for investments.

Support technical assistance, training and support to management function.

• Promoting entrepreneurship.

• Awareness, guidance, training, advice for the creation of businesses at the local level, as well as actions for training, dissemination, monitoring and promotion of business activity in the process of setting up or consolidation (strengthening of business skills and competences, provision of business services within infrastructure supporting the creation of businesses, networking of entrepreneurial people, among others).

• Information about the different ways of financing for the development of business activity at the local level.

• Study of business opportunities and actions to plan and implement strategies for the creation of employment and activity and the development of resources at local or regional level.

• Measures to coordinate and complement initiatives promoted by local authorities with public employment services.

• Training measures directed at the staff of the agencies to provide support and advice to entrepreneurs in the creation of enterprises.

• Coordination between the Public Employment Services and the agencies responsible for the creation of companies.

Priority collectives

Young people.

People over 45 years old.

Women.

People with disabilities.

5.9 SCOPE OF MOBILITY PROMOTION

Definition

Territorial mobility of a labour character can be defined as the temporary or permanent displacement of the habitual residence for the attainment and performance of a job or job.

State measures

Actions and implementing measures for the State as a whole, by Autonomous Communities and the State Employment Public Service, in their respective fields of competence:

• To develop the National Employment System portal by integrating the information from the job vacancies of the Public Employment Services and the EURES space to promote and facilitate the sectoral and territorial mobility of the Persons seeking employment.

• Improving the effectiveness of the EURES network through the exchange of information on job vacancies and demands on the European labour market.

• Establishment of economic aid to facilitate territorial or sectoral mobility in order to access a job.

• Provision of EURES services structured in "mobility packages", with information and advice prior to departure from the country of origin and after arrival in the country of destination, including services for workers who wish return to their country of origin or leave for another country.

• Facilitating the participation of workers in unemployment in training measures in localities and Autonomous Communities other than their usual residence, where there are opportunities for employment and employment. recolocation.

• Working Group EURES-Information System of the Public Employment Services to define the integration of the job offer and the services offered by the counsellors in the Services Information System Public Employment.

• Performing actions aimed at returning Spanish emigrants from other countries to promote their integration into the labour market and promote self-employment.

• Promoting the mobility of young people unemployed in the European Economic Area by establishing various types of aid for the implementation of professional non-working practices.

Measures that are configured as references for actions in Employment Policies

• Dissemination of support services and reinforcement of mobility in cooperation with social partners, professional bodies, chambers of commerce, universities, or other entities and institutions, and appropriate information to companies, in particular Small and Medium-sized Enterprises and those with difficulties in finding adequate labour in local employment markets.

• Increase of information to make known the living and working conditions of the places susceptible to being receivers of labor, in Spain or other countries of the European Union, as well as of the aids to mobility existing.

• Promoting knowledge of other languages through vocational training actions for employment.

• Strengthening the presence of EURES on social networks.

Priority collectives

Unemployment people with difficulty finding a job at their place of residence or in the environment.

6. OBJECTIVES OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

In Chapter 3, we have seen how the Spanish Employment Strategy sets out a set of employment objectives that are equivalent, in the European Union's own terminology, to the so-called impact indicators ( indicators). These objectives measure consequences that go beyond the strict scope of active employment policies, as has already been explained in previous paragraphs.

This chapter details the active employment policy objectives, in correspondence with the areas of Active Policies developed in Chapter 5. The Strategy is built on two different types of objectives:

• Strategic Objectives, with their respective indicators. They are equivalent, in the Community terminology, to result indicators (result indicators), since they measure the direct effects of the active policies and place the point of arrival to which the implementation of the Strategy should lead Spanish Employment.

Operational and participation objectives by Employment Policy Policy area, with their respective indicators. They are equivalent, in the terminology of the European Union, to performance indicators (output indicators), since they measure the product of the actions derived from the active policies. They allow tracing of the route to the final results (determined in the strategic objectives) and identify those situations that may require corrective measures to prevent deviations.

In the process of defining the indicators, you have ensured that these are:

Suitable. The indicator is directly related to the objective that you intend to measure, providing meaningful information.

Claros, in terms of their definition and understanding. They will have the precise unbundling levels to properly identify the actions, and in any case, this disaggregation will allow for information in terms of gender, age, disability, and nationality.

Medibles. The indicator is feasible (in terms of data collection), it has an acceptable cost (with an appropriate cost-effective ratio), and with computing criteria (with a good definition of how to determine its value).

Fiables. The indicator can be easily checked.

• Once the strategic, operational and participation objectives have been established, and bearing in mind that this Strategy also has an indicative financial envelope, it is necessary to show in a simple and summary manner the forecast of the number of persons to participate in each of the areas of Active Policies and in each Autonomous Community, for the entire duration of the Strategy (2012-2014).

• For this reason, at the end of this chapter a general outline-summary containing that participation forecast is included.

OVERVIEW OF STRATEGIC OBJECTIVES AND INDICATORS

Code

Strategic Objective

Indicator

OE1

Promote the design of individual and customized employment itineraries, tailored to the specific needs of the participants, in order to promote their professional integration, facilitating the incorporation of these routes into any point in the country, promoting active employment search and self-employment promotion measures.

Percentage of people who have developed itineraries, IIPE, in relation to the complainant population jobs

Percentage of participating people that are placed.

the self-employed or number of companies created for the unemployed in relation to previous years, which have followed action on the self-employment

OE2

Promote visits to companies to provide information on Public Employment Services, advise on initiatives promoted by the Public Employment Services and conduct the exploration of the area.

Number of job vacancies, from companies visited, published on the Services website Employment Public.

Number of people companies involved in career guidance activities

OE3

Decrease people's search time for employment unemployed jobseekers, users of the Public Employment Services.

Average unemployment time, of job seekers

OE4

Promote employment actions and training towards emerging economic activities, with job creation potential or linked to the change of productive model of both employed and unemployed persons.

Training coverage rate in emerging economic activities, with job creation potential or linked to changing the production model

OE5

Promote the use of the competency accreditation system by the occupied persons and job seekers.

Number of people who credit professional skills acquired through the path of training for employment

Number of people who credit professional skills acquired through the work experience path

OE6

Increase the labour insertion rates of persons participating in training and employment actions and training.

Number of people participating in trained training actions/number of participants in training actions

OE7

Enhancing core competencies (reader, numeric, foreign language, information and communication technologies) of the active population through training plans specific.

Number of busy and unemployed people who participate in specific training actions

OE8

Stimulating the indefinite hiring of people with difficulties to be used, especially young people with low qualifications and long-term unemployed, and recruitment in emerging and growth-potential economic activities.

Undefined contracts of unemployed young people with low qualifications and long-term unemployed.

Contracts incentivised in emerging and growth-potential economic activities

OE9

Favor the maintenance of workers with indefined contracts, especially older people.

People with indefinite contracts which are being subsidised by incentives for maintenance at the workplace, especially in the case of people over 60 years of age

OE10

Strengthening the system of activity-alternating training employment in the enterprise with the training activity received in the framework of the vocational training system for employment or the education system, as well as employment and training programmes and direct professional experience in enterprises, to increase the labor insertion of the participants.

Rate of use of contracts for training and learning with respect to the set of contracts subscribed by young people

Number of people unemployed people who participate in job and training programs

insertion rate for people participating in the training programs in alternance and professional practice

OE11

Increasing the rate of activity and female employment, favoring the effective presence of women in the technical, scientific and technological sectors, correcting the imbalance of male and female participation in vocational training for employment in these sectors and professional families, and boosting female entrepreneurship.

women employed in technical, technological and scientific sectors/number of persons employed in technical, technological and scientific sectors

Rate of participation of women in professional and technical professional families in the vocational training system for employment

Number of women job seekers oriented and accompanied by the creation of their own company

OE12

Maintain (or increase) rates job integration of people with special difficulties through employment incentives, stable and temporary, enhancing their transition to the ordinary market, especially in the case of persons with disabilities, with formulas such as enclaves employment and employment with support, and fostering entrepreneurship, self-employment and social economy initiatives.

Number of people with special difficulties inserted in the labour market (on the market protected or ordinary) and the number of persons whose contract has received maintenance aid of your job.

Number of people with special difficulties working in the protected market and have gone to work in the ordinary market

Number of people with special difficulties who have received entrepreneurship, self-employment and social economy initiatives

OE13

Supporting entrepreneurship in activities emerging economic or potential for job creation, and promoting the sustainability of self-employment and the social economy through training for the improvement of skills and entrepreneurial skills.

Number of enterprising people accompanied in emerging economic activities or with job creation potential

Number of training actions for improvement of competencies and capabilities in the sphere of self-employment and the social economy performed.

Number of participants in training actions for the improvement of competencies and capabilities in the sphere of self-employment and the social economy

OE14

Support the study, planning, and implementation of employment and activity creation strategies, and resource recovery at the local or local level regional, and develop exchange of experiences of good practices of dynamization of the job market local.

Number of planning and implementation actions for job creation and activity creation strategies, and resource recovery at the local or local level performed

Number of best practices exchange experiences in local job generation across different locales

OE15

Improving the information available to facilitate job mobility persons by integrating the information of the job vacancies of the Public Employment Services and those of the EURES space.

Number of offers on the portal of the National Employment System The Public Services of Employment and the EURES Mirror.

OE16

Promoting a comprehensive approach to actions and temporary hiring measures for the performance of works and services of general interest, linking them to other actions and services of improvement of employability, especially in the case of long-term people, young people and people in a situation of social exclusion.

Persons engaged in actions and measures temporary recruitment for the performance of works and services of general interest involved in other actions to improve employability

Relationship between areas of active employment policies and strategic objectives of the Spanish Employment Strategy

Imagen: img/disp/2011/279/18146_003.png

TABLE OF OPERATIONAL OBJECTIVES, PARTICIPATION AND INDICATORS

Establishing agreements with organizations

Scope

Code

Operational or participation objective

Indicator

Orientation

OO1-1

Increase the Offer of Professional Orientation to reach 100% coverage of people unemployed (Table 1).

Number of people unemployed attended.

OO1-2

Increasing the number of visits to companies to advise on initiatives and to conduct the survey of the area (Table 1).

Number of companies visited

OO1-3

Increase to 5% the beneficiaries of Career guidance aimed at self-employment (Table 1).

Percentage of beneficiaries who have received self-employment promotion actions, on the number of total beneficiaries.

OO1-4

Promoting career development through guidance instruments targeting the population employed, contributing to preventing unemployment.

Percentage of busy people receiving professional guidance on the total occupied persons

OO1-5

Promote the networking of the services of professional guidance in the field of work, promoting synergies between Public Employment Services and collaborating entities.

Regulations for the development of an Integrated Guidance System professional.

Activity Plan.

of execution of activity plans

OO1-6

Develop an Integrated Professional Orientation System.

Number of collaborating entities that work in network with the Public Employment Services

Protocols developed to share information and track performances across of the Public Employment Services Information System, promoting synergies

Protocols developed to share and disseminate information on career guidance actions through social media, promoting synergies

Training and Requalification

OO2-1.1

Increase the rate of people training coverage current unemployed 10% to reach 16%.

Rate of unemployment coverage for people unemployed

OO2-1.2

Get a coverage rate of 40% of companies involved in the training of their workers, especially SMBs.

Rate of training coverage for the total companies, especially SMEs, involved in the training of their working people

OO2-2.1

Ensuring the qualification of unemployed people in skills required by the sectors with the highest growth and demand for employment 15% to 21% of the total unemployed persons trained.

Number of unemployed persons participating in employment training and training activities in emerging economic activities, with job creation potential or linked to productive model change

OO2-2.2

Forming up to 15% of workers engaged in economic activities with few prospects for economic growth and employment in related occupations with greater

of persons employed in sectors with low level of economic growth and demand for employment participating in employment training and training actions in the labour market. skills required by emerging economic activities, with the potential for job creation or linked to the production model change

OO2-3.1

Getting 20% of the formative offer to be performed in the impartition mode on-line.

Percentage of formative actions imparted in online mode.

OO2-3.2

Get 30% of the training in the online impartition mode to be creditable.

Percentage of accreditable formative actions imparted in online mode with respect to the total of online actions performed.

OO2-4.1

Increase the offer of certifiable training, in the field of the training of offer of unemployed, passing from the current 35% to reach 50%. and in the scope of busy offering training to reach 20%.

Percentage of creditable training actions

OO2-4.2

Ensuring that the Network of Centres and Training Institutions for Employment accredited for the delivery of certificates of professionalism have a training offer covering at least 85% of the Directory of Vocational Training Professionalism certificates.

Percentage of certificates professionalism with accredited centers

OO2-5

Strengthening the evaluation indicator system as well as the monitoring and monitoring methodologies control under the Public Employment Services Information System.

Number of projects carried out for purposes in the framework of improvement plans

OO2-6

Reforce participation of the persons unemployed and employed in vocational training actions for employment.

Number of persons employed and unemployed persons receiving the vocational training measures for the employment

OO2-7

Facilitating access to the job training offer for employment through the various Partition modes.

Number of participants as per Partition mode.

Number of formative actions according to impartition mode.

OO2-8

In cooperation, participation and collaboration with the Public Services of Autonomous Employment, carry out an annual monitoring and evaluation of the training and recalification system for the implementation of adjustments and improvements.

Running System Monitoring and Evaluation Plans professional training for employment with their corresponding National Employment System improvement plans

opportunities and promotion of employment hiring

OO3-1

Achieve an increase of 20% of the annual average for long-term unemployed people participating in programs stimulus to procurement in the three-year period 2012-2014.

Percentage of persons long-term unemployed who participate in recruitment stimulus programs for the total number of participants

OO3-2

Logout increase the recruitment of unemployed young people with low qualifications at least 10% on average annually in the three-year period 2012-2014.

Percentage of unemployed young people with low qualifications who participate in recruitment stimulus programs for the total number of participants.

OO3-3

Putting in place actions that combine theoretical/practical training with professional practice in collaboration with companies, organizations trade unions, third sector and local authorities.

Number of actions combining theoretical/practical training with professional practice in collaboration with companies, trade unions, third sector and local administrations put in place

OO3-4

Promote employment promotion actions in emerging economic activities and with growth potential within the procurement stimulus programs increasing by at least 10% over the previous financial year in the period 2012-2014.

People with contracts incentivised in emerging economic activities with potential for growth.

OO3-5

Evaluate the effectiveness of the hiring incentive measures for the purpose of keeping, modifying, or deleting them.

Annual assessment of the effectiveness of the measures incentive to hiring performed

OO3-6

Reducing the weight of business bonuses to hiring in spending composition public Employment Policies.

Cost of business bonuses to hiring at year t/total cost in PAE in year t.

OO3-7

Link procurement programs (a) temporary measures for the implementation of works and services of general interest to actions to improve the qualification and achieve an average annual increase in the period of 10% of participants in these programmes in other services for improvement of the qualification.

People engaged in temporary hiring programs for the realization of works and services of general interest that participate in actions to improve the qualification

for employment and training

OO4-1

Increasing coverage of contracts for training and learning as well as employment programs and training.

Rate of coverage of contracts for the training and learning about the target population segment

Number of unemployed young people participating in the employment and training programmes

OO4-2

Achieving a 14% share of people under 25 in non-work professional training and practice in companies.

Number of persons under 25 years participating in training and practices non-work professionals in companies with respect to total participants

OO4-3

Achieving a people's employment insertion rate

OO4-4

OO4-4

OO4-4

OO4-4

OO4-4

OO4-4

OO4-4

The_table_table_izq"> Promote training systems and professional experience of the unemployed population directly in companies.

Number of unemployed people who participate in training systems and direct professional experience in enterprises

OO5-1.1

Combating Job Market Segregation which It covers women and men in different sectors of work and at different levels of responsibility. In 2014, the percentage of the least-represented sex is increased by 5% in those in those who do not reach the balanced presence. Likewise, it is marked as an objective that in no subgroup in the year 2014 there is a lower presence of 10% of women or men.

Increase of the percentage of the least represented sex by sector jobs and activity levels.

Percentage of women in activity subgroups

OO5-1.2

Promote that in the Public Employment Services a professional and occupational orientation is carried out sexist.

Number of non-sexist professional and occupational orientation actions promoted by Public Employment Services

OO5-1.3

Ensuring non-sexist dissemination and advertising of all job offers.

Number of broadcast and non-sexist advertising actions labor/total job offers.

OO5-2.1

Percentage of men and women in vocational training for employment in professional families scientific, technological and industrial sectors

OO5-2.2

Drive the accreditation of professional skills acquired through work experience with special interest in the children's education and education sectors healthcare partner care for dependents, people over 45 years old.

Percentage of women who have accredited their professional experience.

Convocation accreditation of professional skills acquired through the work experience in The sectors of child education and healthcare partner care for people Dependents.Number of women over 45 years of age with skills that have accredited their professional experience

OO5-2.3

Professionally qualify women who have left the job market for an extended period by participating in professional training actions for employment.

Number of women who have left the labour market for an extended period, qualified by professional training actions for employment

OO5-3.1

Support the establishment by own account and obtain the resources for the financing of the investments necessary for the implementation and maintenance of the activity with the objective that in the year 2014 the percentage of women in the entrepreneurial activity and the Standalone percentage reach 40%.

Number of projects Women-funded entrepreneurs.

Number of support actions for the maintenance of women's entrepreneurial activity.

Number of self-employed women/self-employed.

OO5-3.2

Promoting support and support services for entrepreneurs and entrepreneurs in all project phases, including the first years of life the company.

Users serviced by the services support and support for entrepreneurs and entrepreneurs

OO5-4.1

Promote measures to promote reconciliation and co-responsibility, which will enable the various training programmes and job vacancies to be provided to people with family burdens by achieving the balanced presence of both sexes.

measures to promote reconciliation and co-responsibility for persons with family burdens.

OO5-4.2

Ensuring that measures to reinforce part-time work, do not fall mostly on women with the goal that in 2014 the number of women hired on a part-time basis does not exceed 60% of the total.

Number of women hired on part time/Total number of part-time contracts

Opportunities for collectives with special difficulties

OO6-1

Maintaining during the period 2012-2014 the annual average of beneficiaries of measures to promote indefinite employment in the Ordinary market. According to Table 2.

Number of people with disabilities whose hiring has resulted in incentives

OO6-2

Number of people with disabilities hired in special job centers.

Number of people with disabilities who have received incentives to maintenance of their jobs in special job centers

OO6-3

Achieve in the period 2012-2014 a 5% annual average of insertion into the ordinary labour market of people from special centres.

Number of people coming from special centers inserted into the ordinary job market

OO6-4

Zoom in the population with special difficulties in the labour market through an increase in the performance of professional non-working practices in companies.

Number of people with special difficulties perform professional non-work practices in companies

OO6-5

Include these collectives as preferred in the integrated employment and training actions linked to the change in the production model and the requirements of the emerging economic activities with potential for job creation.

Number of people with special difficulties who have received integrated employment and training actions linked to the changing the production model and the requirements of emerging economic activities and with potential in job generation

OO6-6

Promoting the acquisition of professional competencies from these collectives.

Number of people with special difficulties who have received professional skills acquisition actions

OO6-7

Promote measures of the type of economic incentives, adequacy to the job and In the case of the European Union, the Commission has taken the necessary steps to ensure that the European Union is not in a position to take the necessary steps to ensure that the European Union is not in a position to disability.

Number of insertion companies and special employment centers, which have hired people in social exclusion and with disabilities, who have received economic incentives, adequacy to the job and business advice position

OO6-8

Set reasonable adjustment and adjustment measures for companies to persons with disabilities to support their employment, both in their initial and in the Disability cases over-coming.

Number of companies that have made adaptive measures and reasonable adjustments of companies to people with disabilities

OO6-9

Implement Performances information and advice to companies to facilitate the job integration of these groups.

Number of actions aimed at information companies and advice to companies for facilitate the job insertion of these collectives

-employment and business

OO7-1

Allocate the economic resources to actions to support entrepreneurship productive sectors with the capacity to maintain employment or to generate employment.

Percentage of economic resources allocated to actions to support entrepreneurship in productive sectors

OO7-2

OO7-2

business, self-employed, chambers of commerce, etc. to promote actions of professional support to future entrepreneurs, especially young people, providing the means to perform practices.

Number of agreements with business organizations, self-employed, chambers of commerce, etc. to encourage Professional support actions for future entrepreneurs and the number of unemployed participants

Number of agreements with secondary and higher education institutions established for implementation

OO7-3

Establish a greater linkage of entrepreneurship aids with market studies and feasibility.

Number of new entrepreneurs who have received support among those in market research or feasibility

OO7-4

Evaluate effectiveness of the existing aid framework for the purpose of maintaining, modifying or replacing it by more effective at each territorial scope.

Assessment of the effectiveness of existing aid modalities for entrepreneurship promotion

Promotion of territorial economic activity and

OO8-1

Increase the number of average annual number of local entrepreneurship support actions in the period 2012-2014.

Number of local entrepreneurship support actions in the period 2012-2014

OO8-2

Set Agreements with the agents, institutions or professionals from the local area or other fields to conduct studies on local employment opportunities.

Number of actions developed with other local or other actors areas for conducting studies on local employment opportunities

OO8-3

Promote the creation of specialized local/supralocal units in the promotion and implementation of actions aimed at job creation and activity business.

Number of local/supralocal units specializing in the promotion and implementation of actions aimed at creating jobs and business activity created

Mobility

OO9-1

Increasing the number of unemployed people in professional training actions for employment tailored to their profile to be delivered in Communities Autonomous different from the one that is habitually resident. Current data: 1.25% unemployed persons are trained in Autonomous Communities different from their usual residence, objective to be achieved in 2014: 5%.

Number of persons, employed and unemployed, in Professional training actions for employment tailored to your profile that are delivered in Autonomous Communities other than the one you habitually reside.

OO9-2

Report unemployed people on job opportunities in others Autonomous Communities through web portals.

Number of unemployed people informed about job opportunities in other Autonomous Communities

OO9-3

Generate a space that favors sectoral and geographic mobility in the Job Portal.

Mobility Space generated in the Job Portal

OO9-4

Reinforce language learning in professional training actions for employment in working people, unemployed and busy.

Number of people, busy and unemployed, who participate in vocational training actions for employment that include language learning

OO9-5

Set the Regulatory and budgetary conditions to promote international mobility.

Specific regulatory existence developed.

OO9-6

Establishing economic aids to facilitate geographical or sectoral mobility for insertion in the labour market.

Development of regulations establishing economic measures to facilitate the geographical or sectoral mobility developed and approved.

TABLE 1

Professional Guidance. Objectives 2012-2014

/Autonomous Community

Total

60% sum

of people

unemployed

People

Beneficiaries

unemployed

People

busy

Recipient

Views

Andalusia

1.641,600

1.490.048

151.552

109.080

150.480

136.588

13,892

10.440

116.280

105,545

10.735

7,920

Balearic Islands

184,680

167.630

17.050

2,880

458.280

415,972

42.308

14,760

Cantabria

61.560

55,877

5,683

5,040

Castilla La Stain

307,800

279,384

28,416

23,040

Leon

273,600

248,341

25,259

30,600

Catalonia

998.640

906.446

92.194

39,600

Community Valenciana

841.320

763.650

77,670

17.280

Extremadura

171,000

155.213

15.787

20,520

Galicia

294.120

266.967

27.153

15.840

Madrid

786.600

713.982

72,618

18,600

Murcia

273,600

248,341

25,259

7,200

54,720

49,668

5,052

4.140

Rioja

34,200

31.043

3.157

1,080

Country

171,000

155.213

15.787

9.720

Public Employment

20,520

18.626

720

720

6.840,000

6.208.534

631.466

338.460

(1) The unemployment data are estimated from the Ministry of Finance's forecasts, taking as average 3.800,000, and the totals refer to the full period 2012-2014.

(2) To meet the target of 100% of the unemployed population in 2013, the beneficiaries are taken into account through an extraordinary plan until 2014 and are complemented by increasing the budget of entities Partners

(3) 40% of unemployed persons are long-term unemployed, including in the total count of unemployed persons, and 60% are for new beneficiaries.

TABLE 2

Programs for the employment integration of people with disabilities
Promotion of indefinite employment in the ordinary market

and Leon

30

Autonomous Community

Number

of

beneficiaries

Andalusia

380

180

Asturias

200

Islands

190

Canarias

290

Cantabria

30

La Mancha

130

Catalonia

360

Valencia Community

Extremadura

100

Galicia

290

Madrid

650

Murcia

200

70

La Rioja

190

Basque Country

40

30

30

Total

4,020

TABLE 3

Special Employment Centers. Objectives for the creation and maintenance of jobs (2012-2014)

standalone COMMUNITY

PROJECTS

GENERATORS

EMPLOYMENT

MAINTENANCE

WORK

Num. of

Num. of

843

11.531

Aragon

62

1,672

Asturias

27

1,788

Islands

45

676

Canary

40

1.217

Cantabria

25

1,000

Castilla La

166

1,853

204

3.469

449

10.884

Valencian Community

196

3,847

29

1,312

Galicia

42

1,595

Madrid

226

6.329

Murcia

12

868

(*)

1.234

La Rioja

25

473

Country

166

6.474

Transferred Territory

2,557

56.222

4

70

0

40

Total State Employment Public Service

4

110

Total

2,561

56,332

Source: Data provided by the Autonomous Communities

(*) The Community of Navarre does not receive funds for this Program through the Sectoral Conference, and is financed by its own funds. No data has been provided in job creation.

7. MONITORING AND EVALUATION OF THE SPANISH EMPLOYMENT STRATEGY 2012-2014

The implementation of an evaluation system is intended to provide the Spanish Employment Strategy with an instrument and a set of criteria to assess achievements and progress, and to review its deployment in terms of measurement, learning and improvement.

According to Royal Decree-Law 3/2011, the National Employment System and its members must be responsible for achieving the main objectives of the State and Community employment policy, maintaining a criterion of flexibility in how to achieve these objectives.

In this sense, shared common objectives based on quantitative indicators are set out in the Spanish Employment Strategy (which should be complemented by a qualitative analysis of their achievement in the framework of monitoring and the ex postevaluation).

This assessment framework takes as a reference to the Joint Assesment Framework, a European assessment system for the evaluation and monitoring of the employment guidelines, in the framework of the Europe 2020 strategy, whose The results allow the establishment of priorities for action in the process of the implementation of the Strategy. The Joint Assesment Framework feeds the Employment Performance Monitor, which brings together the main indicators associated with the employment objectives, and complements them by identifying challenges and key aspects in different policy areas. employment and labour market.

In line with this evaluative model, the evaluation system of the Spanish Employment Strategy is mainly based on the establishment of quantitative objectives and indicators (which, as I you have seen in the previous section, are of two types: strategic and operational or participation).

As has already been stated, the indicators have been chosen in such a way that they are adequate, clear, measurable and reliable.

However, a ex post assessment system based exclusively on quantitative indicators does not provide sufficient elements to understand the meaning of a given numerical value or trend. For this reason, the monitoring of the Spanish Employment Strategy on the basis of quantitative indicators will be completed with a qualitative analysis, in line with the Employment Performance Monitor approach. This will help to contextualize the results achieved in the field of action of each Public Employment Service, based not only on its management, but also on the specific characteristics of its reference work market.

This Strategy covers a three-year time frame. It will be fully evaluated for completion, and the results will be presented to the territorial and sectoral participation bodies of the National Employment System.

Without prejudice to this final assessment, a continued monitoring of the degree of achievement of the objectives will be carried out. This monitoring shall be carried out on an annual basis, at least, so that its results can be used to review and amend, where appropriate, the Strategy. The amendments shall take particular account of the size of the effectiveness and efficiency achieved with the actions and measures put in place.

Likewise, these results will be taken into account in the preparation of the Annual Employment Policy Plans, linked to this Strategy.

To facilitate the monitoring, the Public Employment Services of the Autonomous Communities and the Public Service of State Employment, they will make a device for monitoring those objectives that are considered more significant. Updates to this device will be presented periodically at the sessions of the Technical Working Commission of Directors-General of Public Employment Services.

In the Public Employment Services Information System, a space will be created from which to access this monitor. The sources of data used in their preparation and updates shall be taken preferably from among those available in this information system. Also, as far as possible, other data and external sources that are involved in the device will be attempted to be incorporated into the Public Employment Services Information System.

As a consequence of the monitoring and evaluation of the Strategy, studies and research will be proposed within the National Employment System to complete these processes, which will provide useful information for the (a) decisions on employment policy, as well as on the design and management of employment policies.

8. BUDGET ALLOCATION

In the financial field, the Spanish Employment Strategy collects all the sources of funding that will enable the development of the actions and measures needed to achieve the objectives of Employment Policies that this Spanish Employment Strategy sets out in its Chapter 6. However, the quantitative allocation mentioned in this text is indicative, since the amount that will actually finance the active employment policies will be determined annually in the corresponding budget laws of the Member States. different administrations with competence in this field, as well as in the documents established by Community legislation to regulate the management of the Structural Funds.

Equally, the Spanish Employment Strategy provides for the development of active employment policies for multi-annual stability, which enables the Public Employment Services to optimise the development of actions and measures which are are to be carried out, in compliance with the rules laid down in the budgetary rules.

As referred to in Article 4a of Law 56/2003, of 16 December, of Employment, the actions and measures of active employment policies developed by the Public Employment Services will be financed by:

• 1. Funds from the General State Budgets, which will be entered with the required breakdown, in the budgets of the State Employment Public Service, and which include:

• National Employment Funds and funds from the vocational training quota for employment, which will be distributed among the different Autonomous Communities and which will be used to finance, between other, the training and recalification measures regulated in the vocational training subsystem for employment.

• Funds that fund the State Employment Public Service's credit reserve: Article 13 (h) of the Employment Law establishes the actions, measures and programs that the State Employment Public Service can carry out on its own. or in collaboration with other entities in the field of active policies, including initiatives of the vocational training subsystem for employment, part of which will be financed from the vocational training quota for the employment.

• Funds that finance the actions and measures developed by the State Employment Public Service in the territories in which the transfer of the implementing powers of the active policies of the State has not been effective employment.

• Funds which finance the allowances for Social Security contributions, both for the promotion of indefinite employment, and for the implementation of demand training initiatives, including in the vocational training for employment.

• 1% of the income obtained by the contribution of self-employed workers to protect themselves from the cessation of activity, in the terms laid down in Article 14 of Law 32/2010 of 5 August, for which the establishes a specific system of protection for the cessation of activity of self-employed workers, and in the regulations that develop it. This revenue shall be distributed by the State Employment Service to all the Autonomous Communities in accordance with the provisions laid down in the provisions of the Law, and the quantities distributed must be allocated to the carrying out actions and measures of training, vocational guidance and promotion of the entrepreneurial activity of workers who have ceased their activity and receive the corresponding economic benefit.

In any case, the exercise of powers in the field of active policies, either by the General Administration of the State or by the Autonomous Communities, is not linked to the financing of a given expenditure. which shall be established in accordance with the provisions of the Constitution and the respective Statutes of Autonomy.

• 2. Funds from the Budgets of the different Autonomous Communities (both in the case of Autonomous Communities under the general scheme of financing and under the foral regime), which may decide the application of certain amounts of its own revenue to finance actions and implementing measures of its own.

• 3. Funds from the European Social Fund, under the terms laid down in Community legislation.

The implementation of the set of measures set out in this Strategy will be carried out by the amounts per year approved in the respective budgets, taking into account the financial resources available. at each moment, the body responsible for its implementation must give priority to the execution of one another, provided that its implementation is not mandatory, in order to achieve greater efficiency in the use of the available resources. Thus, the new measures included in this Strategy do not require an increase in the contribution of the State's General Budget to its funding.

If there is another source of financing other than the previous ones during the duration of this Spanish Employment Strategy, an estimate of its amount will be provided in the corresponding Annual Policy Plan Employment.

8.1 FUNDS TO FINANCE ACTIVE EMPLOYMENT POLICIES

The employment funds and the vocational training funds for employment at national level, which are not part of the actual cost of transfers to the Autonomous Communities, are included in each financial year in the budget of the State Employment Public Service and are the subject of distribution between the various Autonomous Communities with devolved powers.

The allocation of these funds, except where they are the subject of direct transfer in the General Budget Law of the State in force for each financial year, shall be made by means of rules or conventions in which the funds are incorporated. the objective criteria for distribution set by the Sectoral Employment and Labour Affairs Conference, as well as, where appropriate, the conditions for granting them.

The State Employment Public Service shall manage the actions, measures and programmes financed by the credit reserve established in its expenditure budget, as referred to in Article 13 (h) of Law 56/2003, of 16 December, Employment. The actions that the State Employment Public Service can take from the funds that finance this credit reserve, which will therefore not be distributed among the different Autonomous Communities, are as follows:

• Those affecting a geographical area higher than that of an Autonomous Community where they require the geographical mobility of the participants and require unified coordination.

• Those that are performed in collaboration with the organs of the General Administration of the State or its autonomous agencies.

• Those aimed at the integration of migrant workers in their countries of origin.

• Those that, with exceptional character and duration, affect the entire national territory and are essential for their centralized management to ensure their effectiveness.

In addition, the State Employment Public Service will develop active policy actions and measures in the Autonomous Cities of Ceuta and Melilla.

In this regard, the specific features of the agreements governing the transfer of the implementation of labour law in the field of employment, employment and vocational training for employment will be taken into account in this respect. Autonomous Communities with a foral financing scheme.

In the framework of the Spanish Employment Strategy 2012-2014, the formalisation of the objective criteria for the distribution of funds referred to in Article 86 of Law 47/2003 of 26 November, General Budget will be implemented for each financial year, with the Annual Employment Policy Plan approved by the Council of Ministers.

In this regard, the Sectoral Employment and Labour Affairs Conference shall, at the beginning of each financial year, set the objective criteria for the territorial distribution of employment and training funds. (a) professional employment at national level. Once the financial commitments have been formalised, the State Employment Service will free the Autonomous Communities in the terms laid down in the budgetary rules (and provided that they have fulfilled their obligations under the justification of funds received in the preceding financial year).

The quantities allocated to these funds are a finalist, as they finance a particular activity of the Autonomous Communities, the implementation of actions and measures of active employment policies. For this reason, the Autonomous Communities shall report to the State Employment Service on the degree of compliance with the objectives set out in Chapter 6 of this Strategy. Therefore, the State Employment Public Service will only pay the amounts corresponding to the different Autonomous Communities, when the same ones keep the information regarding the above objectives duly updated.

Likewise, the Autonomous Communities must inform, without prejudice to the provisions of the fifth rule of Article 86.2 of Law 47/2003, of November 26, on the effective use in the execution of actions and measures of active employment policies of the expenditure which would have been committed at the end of an financial year, in such a way that the amount of the expenditure committed must have actually been paid to the beneficiaries or to the suppliers in the financial year following the one in which the funds were distributed, unless the funds were not completed in the same the implementation of the projects or actions to be financed. In the latter case, the actual payment of the transferred funds must be made in the same financial year in which the appropriate justification for the projects referred to is carried out, or in the following case, in the event that the project is carried out in the last quarter of the calendar year.

The justification of the projects and actions financed from the General Budget of the State will be considered appropriate, when this is the case for the Autonomous Community that manages these funds, either by lending their own funds or by compliance with the project carried out or the settlement of the respective file.

The State Employment Public Service will discount the amounts not paid according to the above in the subsequent bookings beginning with the first one to be performed after the situation described.

In this same sense, the State Employment Public Service will be returned to the reintegrals made effective in the treasury of the Autonomous Communities, resulting from the management of funds from the General Budget of the State, unless the commitment of these funds is justified in carrying out active policy actions and measures, in the same financial year or at most in the following year to which the repayment of funds by the beneficiary person was effective or by the supplier.

The State Employment Public Service will discount unused reintegrals according to the above paragraph in subsequent bookings beginning with the first one to be performed later than know the situation described.

The compliance by the Autonomous Communities of the obligations described above shall be specified in the rules or conventions by which funds are distributed to them for each financial year.

The Autonomous Communities with powers assumed in the field of active policies will use the national employment funds to be transferred to them by the State Employment Public Service for the implementation of actions and measures contributing to the achievement of the strategic objectives set out in paragraph 6 of this Strategy (and therefore in relation to the areas set out in Article 25.1 of Law 56/2003).

The set of actions and measures to be financed through the national employment funds will be classified within the Block A " actions and measures to promote employment and vocational training for the employment " which shall include the actions and measures of all the areas referred to in Article 25.1 above. This block will include funds intended to finance actions and measures in the field of training and retraining (vocational training subsystem) which are not financed from the training quota, and may therefore be the subject of reallocation to the other areas according to the needs of the different Autonomous Communities.

The Autonomous Communities will be able to redistribute according to their management needs and according to the specificities of the collectives to attend to the quantities initially allocated within the A block, allowing this form the use of national-level employment funds to finance actions and measures of the vocational training subsystem for employment.

The Autonomous Communities with powers assumed in the field of active policies will implement the actions and measures of training and retraining financed from the share of vocational training for employment. These will be part of the vocational training subsystem for employment, and will include both training initiatives aimed primarily at unemployed workers and the employed, both within the Block B " actions and vocational training measures for employment financed from the vocational training quota ". The Autonomous Communities shall receive from the State Employment Public Service the amounts corresponding to them in accordance with the rules in force.

The Autonomous Communities will be able to redistribute according to their management needs, and according to the specificities of the collectives to attend, the amounts initially allocated within this block. It is not possible to make redistributions or transfers of funds from block B to carry out actions and measures included in block A, to ensure the effective use of the professional training quota for employment.

The possibilities for redistributing or transferring funds initially allocated to finance specific policy areas should take into account both the minimum execution and justification thresholds for the European co-financing through the European Social Fund, such as the achievement of the objectives to be achieved, in accordance with the provisions of Chapter 6 of this document.

The Autonomous Communities will guide the implementation of the various actions and measures of Employment Policies to the achievement of the objectives mentioned in Chapter 6. Failure to comply with the above objectives will in any case entail the need for a report to justify the causes for which this non-compliance has occurred. However, during the financial year 2012, the impact will be established on the funds allocated to each Autonomous Community, the lack of compliance with these Objectives and those that will be established in the corresponding Annual Policy Plan. Employment. The procedure for making the impact effective shall be specified in the rules or conventions through which the distribution of the said funds is made to each Autonomous Community for the financial year 2013.

Also, the possibilities for the redistribution and transfer of funds between the different areas of active employment policies should ensure the implementation of actions and measures in the fields covered by points (a), (b), (c), (d), (e), (f), (g), (h), (i) of Article 25 of Law 56/2003 of 16 December 2003 on Employment.

On the other hand, the fourth additional Disposition of Royal Decree-Law 1/2011, of 11 February, establishes the Government's commitment to the strengthening of the Public Employment Services, by improving its human resources, materials and technology, in order to increase the quality and effectiveness of the services they provide. It is therefore considered necessary to finance the following actions and measures to improve the modernisation of the Public Employment Services of the Autonomous Communities.

• Modification of the network of employment offices, including among others the costs of opening and closing of offices or the works of their preparation, provided that they are employment offices in their offices. services officials attached to the State Employment Public Service. The opening or closing of employment offices without the prior agreement with the State Employment Public Service may not be financed from the modernization funds of the Public Employment Services.

• The acquisition of furniture, files, office equipment or computer equipment and the establishment of security and surveillance equipment, as an improvement in the equipment of the employment offices. This measure includes expenses for the improvement of the employment offices in their entirety, including the furniture, files, equipment or equipment used by the staff who provide their services in the Public Employment Service. State, such as that used by staff who provide their services in the Public Employment Services of the Autonomous Communities.

• Implementation and development of the Public Employment Services Information System, in order to ensure the integrity of the information contained therein.

• The development and maintenance of computer applications, the acquisition and maintenance of computer equipment and the acquisition of products and IT tools of the Public Employment Services of the Communities Autonomous, in so far as applications, equipment or tools are used in the network of employment offices with the presence of personnel assigned to the Public Service of State Employment, and the purpose is to improve the service offered to the citizenship.

• New utilities for service improvement, including among other expenses the establishment of smart waiting systems, telephone information centers, self-information systems, as well as any type of spending aimed at simplifying administrative procedures or increasing the effectiveness and efficiency of existing procedures, exclusively in the field of active employment policies.

• Improvement of existing human resources, by increasing them or by imparting training actions in matters related to the services to be developed.

The actions and measures of modernization of the Public Employment Services of the Autonomous Communities will be included in the block C "modernization" and the funds allocated for the execution of the same will not be able be the subject of redistribution or transfer to finance other types of active policy actions or measures. In addition, these funds may not be increased by amounts allocated to finance actions and measures in the areas referred to in Article 25.1 of Law 56/2003 of 16 December 2003 on Employment.

The appropriate justification for the above-mentioned modernisation funds will imply the need for the Autonomous Communities to co-finance with own funds the implementation of the actions and measures described above. Thus, the Autonomous Communities must justify the use of own funds in an amount equal to 20% of the funds allocated in this block for the entire duration of the strategy in the implementation of the actions and measures described, the amount being decreased. If co-financing is not justified in the percentage referred to above, the amount ultimately justified shall be reduced, in proportion to the percentage of funds co-financed by the Autonomous Community, up to a maximum of 20% of the total funds allocated for this purpose in the period of validity of the Spanish Employment Strategy. The State Employment Public Service will deduct the aforementioned amount of the bookings to be carried out in the financial year 2015 and subsequent, until the debt generated is fully satisfied.

The State Employment Public Service may apply to the Autonomous Communities to use the funds allocated for modernization in the adaptation and acquisition of adequate equipment to improve the network of State offices. The Committee on Employment and Social Affairs, as well as on the development of the Public Employment Services Information System (three first points), provided that immediate improvement needs had been identified in these areas. To this end, the State Employment Public Service will motivate the implementation of the expenditure to the respective Autonomous Community, including an indicative amount of the expenditure, which will never exceed 50% of the funds allocated to modernize the the respective Public Service of Autonomous Employment. The lack of need for improvement may be justified within 15 days of the need for the State Public Employment Service to be known.

When the State Employment Public Service considers the justification by the Autonomous Community to be insufficient to avoid the expense of the requested expenditure, it will discount an amount equal to that of the aforementioned expenditure of the funds allocated to modernise the Autonomous Employment Service in the following exercises to which this situation occurred.

Finally, as mentioned in the introduction, the entry into force of Law 32/201 of 5 August establishing a specific system of protection for the cessation of the activity of self-employed workers includes: within this system of protection the carrying out of training, guidance and promotion of entrepreneurial activity in the case of workers who have ceased their activity and are entitled to receive the economic benefit regulated in the aforementioned protection system.

The performance of such actions or measures of training, orientation or promotion of entrepreneurial activity shall be carried out with the amounts allocated to each Autonomous Community according to the criteria laid down in the This law and its development regulations.

This allocation is additional to that which can be made to any Autonomous Community from the remaining funds from the General Budget of the State mentioned above.

8.2 FINANCIAL RESPONSIBILITY DERIVED FROM MANAGEMENT BY THE AUTONOMOUS COMMUNITIES OF ACTIVE POLICIES AND ACTIONS

The financial corrections carried out by the European Commission on expenditure which has been co-financed and which result in a net loss of resources for the State Employment Public Service may be passed on, in whole or in Part of the Autonomous Communities by means of a minorisation of the full amount of the quarterly booklets of the managed grant appropriations provided for in Article 86.2 of Law 47/2003 of 26 November 2003, General Budget, distributed annually by agreement of the Sectoral Conference on Employment and Labour Affairs. If the amount allocated in an exercise is not sufficient, to pass on the amount of the financial correction to the respective Autonomous Community, the amount allocated in the following financial years shall be discounted.

In any case, the State Employment Public Service before taking the decision to undermine the aforementioned quarterly bookings, will inform the Autonomous Community of the reasons that determine its responsibility, being able to provide the the same information as it deems relevant within one month.

The same procedure described in the preceding paragraphs shall apply in the event that as a result of the non-compliance with the minimum quantities that each Autonomous Community must submit to the State Employment Public Service to refer them to the Administrative Unit of the European Social Fund for the purpose of their certification, either in a particular financial year, or in a cumulative manner in several financial years of the same programming period, automatic release of commitments under Article 93 of Regulation (EC) 1083/2006, assuming the same loss of resources for the State Employment Public Service with the consequent financial injury.

The minimum amounts that each Autonomous Community must submit to the State Employment Public Service for justification before the European Social Fund Administrator Unit shall be established annually in the standard or convention by which the distribution of funds from the general budget of the State to the various Autonomous Communities is instructed, and for their determination the amounts of the financial plan of the State Employment Public Service will be taken into account which is included in the Plurirregional Operational Programme for Adaptability and Employment, as well as the amounts submitted in previous years by each Autonomous Community.

The State Employment Public Service shall not provide funds in favour of the Autonomous Communities corresponding to the areas eligible for co-financing where the activities of the Autonomous Communities in the management of actions and measures co-financed by the European Social Fund involves the suspension of payments by the European Commission in favour of the State Employment Public Service, in accordance with the procedure laid down in Article 92 of Regulation (EC) 1083/2006. The State Employment Public Service shall resume the procedure for the release of funds in favour of the Autonomous Communities concerned as soon as the Commission proceeds to lift the said suspension of payments.

8.3 FUNDING SOURCE IDENTIFICATION

In the contracts and other documentation necessary for the implementation of actions and measures linked to the achievement of the strategic objectives defined in paragraph 5, as well as in the external signage existing in the places where these actions are carried out, and in any event, in the activities of the dissemination of the Autonomous Communities, the source of financing, as mentioned in the first point of this paragraph, which makes it possible to realization. Where the actions or measures are financed by more than one of the above sources, all those sources shall be quoted as enabling them to be carried out.

The identification of the Autonomous Communities ' own funds as a source of financing for an active policy action or measure shall be carried out in accordance with the provisions of the legislation which this administration has dictated in this respect.

The identification of the European Social Fund as a source of financing for an active policy action or measure shall be carried out in accordance with the provisions of Regulation (EC) 1828/2006 and other applicable Community legislation.

The identification of the funds from the General Budget of the State as a source of action or an active policy measure will be made by incorporating the mention of the funding into the documentation, signage and campaigns. of the State Employment Public Service.

If appropriate identification is not included in the actions and measures managed by the Autonomous Communities but financed from the General Budget of the State and the European Social Fund, the Public Service of State Employment shall proceed as provided for in the national or Community legislation which is applicable.

8.4 TABLES SUMMARY OF THE INDICATIVE FINANCIAL ENVELOPE FORESEEN FOR THE PERIOD 2012-2014

In the following tables, the indicative financial envelope for the period 2012-2014 is collected, as well as an estimate of the average annual number of beneficiaries, corresponding to the different areas of Active Employment Policies. The indicative financial allocation sets out the different sources of financing referred to in this paragraph, the administration responsible for its management and the finisher or the latter. In the financial year 2011, the amount included in the budget of the State Employment Public Service to finance active policy programmes amounted to 7,364,904.57 thousand euros.

These amounts are estimates, so that, in order to achieve the objectives of financial sustainability, it will be in the respective budget laws where the effective endowment is included each financial year will finance the actions and measures of active employment policies, including in this Strategy.

This effective allocation will be taken into account in the preparation of the Annual Employment Policy Plan, in which it will be included as an annex.

Amounts in thousands of euros

Scopes

Total

2012

2013

2014

1

Professional Orientation

302.041.79

355.851, 66

349.351.94

2

Training and Requalification

2.680.547.40

2.695.221.51

2.709.069.55

3

Employment opportunities and promotion of hiring

3.691.929, 84

3.431.001.48

3.371.055.69

4

Job Opportunities and Training

575.630.64

593.295.68

569,410.13

5

Fostering equal opportunities in employment

57,248.85

57,047.56

66.468.09

6

Opportunities for groups with special difficulties

415.280.67

417.954, 76

384.484.28

7

Self-employment and business creation

245,610.40

212.381.26

217.168.23

8

Promotion of territorial economic activity and development

207.473, 20

205.635.28

195.690.52

9

Promotion of mobility (geographic and/or sectorial)

43.206, 67

34.766.67

44,766.67

10

Modernization of the Autonomous Employment Utilities

114.866, 84

113.373.68

110.214.35

Total

8.333.836.29

8.116.529.54

8.017.679.44

Notes:

In addition to the above figures, it should be borne in mind that the Royal Decree-Law 10/2011 of 26 August establishes the maintenance of the program for the professional qualification of persons who exhaust their protection by unemployment, which falls within the scope of training and retraining and which is expected to be at a cost of EUR 200,000.00 thousand in 2012.

The estimated amounts, included in the attached table, have taken into account the amounts intended to finance the active employment policy programmes in force in 2011. In this respect, it should be borne in mind that, in the year 2011, there were no specific programmes in the field of promoting equal employment opportunities, and those existing in the field of mobility promotion were very limited. the estimated quantities in both areas are lower than those in the other areas, without prejudice to a different reallocation between areas.

Amounts in thousands of euros

Scopes

Financing affected:

professional training fee, FSE

and 1% quota protection fee protection

Unaffected

2012

2013

2014

2012

2013

2014

1

Professional Orientation

30.761.18

29,637.57

23,500,79

271.280.62

326.214.09

325.851.15

2

Training and Requalification

1.999,618, 84

2.017.214.23

2.067.269.80

680,928.56

678.007, 28

641.799.75

3

Job Opportunities and Promotion Opportunities

337.891.71

287.356, 78

278.315.38

3.354.038.13

3.143.644.70

3.092.740, 31

4

Job Opportunities and Training

200.700,96

208.268.05

194.381.56

374,929.68

385.027.63

375.028.57

5

Promoting equal opportunities in employment

57,248.85

57.047.56

66.468.09

6

Opportunities for collectives with special difficulties

415.280.67

417.954.76

384.484.28

7

Self-employment and business creation

34.248.22

24,686.69

18.199, 16

211.362.19

187.694.57

198.969.07

8

Promotion of development and activity territorial economic

207.473.20

205.635.28

195.690.52

9

Promoting mobility (geographic and/or sectoral)

43.206.67

34.766.67

Modernization of Self-employed Public Services

114.866, 84

113.373.68

110.214.35

Total

2.603.220.90

2.567.163.32

2.581.666, 69

5,730.615.39

5.549.366.22

5.436.012.75

Notes:

In addition to the above figures, it should be borne in mind that the Royal Decree-Law 10/2011 of 26 August establishes the maintenance of the program for the professional qualification of persons who exhaust their protection by unemployment, which falls within the scope of training and retraining and which is expected to be at a cost of EUR 200,000.00 thousand in 2012.

The estimated amounts, included in the attached table, have taken into account the amounts intended to finance the active employment policy programmes in force in 2011. In this respect, it should be borne in mind that, in the year 2011, there were no specific programmes in the field of promoting equal employment opportunities, and those existing in the field of mobility promotion were very limited. the estimated quantities in both areas are lower than those in the other areas, without prejudice to a different reallocation between areas.

Amounts in thousands of euros

8

scopes

Contribution Budgets State Generals

Input Own Budgets

of each CCAA

CCAA Management

Management Management

2014

2012

2013

2014

2012

2013

2014

1

Orientation Professional

246.442.80

301,499.55

301,499.55

570.00

570.00

570.00

24744.26

24.620, 99

24,258.04

2

Training and Requalification

1,414.543.27

1,414.603.19

1,414.667.77

1.044.848.72

1.097.269.01

1.124.700,11

118.176.53

100.758.23

103.188, 38

3

Employment opportunities and promotion of hiring

316.769, 98

316.769.98

316.769.98

2.867.854.99

2.755.258, 11

2.705.258.11

169.413, 16

71,616.61

70,712.22

4

Job Opportunities and Training

327.385.37

327.385.37

327.385.37

27.366.32

27.366.32

27.366.32

20.177.99

30.275.94

20.276.89

5

Promoting equal opportunities in employment

34.666.67

34.666, 67

34.666.67

242.40

242.40

242.40

15.190.25

15.038, 24

20.229.24

6

Opportunities for collectives with special difficulties

325.653.89

325.653, 89

325.653.89

737.00

737.00

737.00

59,389.44

53.376.38

39,471.31

7

Self-employment and business creation

117.547, 68

117.607.60

130.111.91

728.00

728.00

728.00

93.562.95

69,895.33

68.730, 10

Development Promotion and Territorial Economic Activity

146.421.14

146.421.14

146.421, 14

141.00

141.00

141.00

50.180, 92

50.600,15

46.609, 70

9

Promotion of mobility (geographic and/or sectorial)

24.666, 67

24.666.67

24,666.67

5.000.00

10.000.00

20,000.00

100.00

100.00

Modernization of the Autonomous Public Employment Services

93.402.47

93.402.47

93.402.47

 

12.477.88

13.451.19

12.899.86

Total

3.047,499.90

3.102.676.50

3.115.245.40

3.947.488, 43

3.892.311.84

3.879.742, 94

563,413.38

429.733.06

406.475.74

Notes:

In addition to the above figures, it should be borne in mind that the Royal Decree-Law 10/2011 of 26 August establishes the maintenance of the program for the professional qualification of persons who exhaust their protection by unemployment, which falls within the scope of training and retraining and which is expected to be at a cost of EUR 200,000.00 thousand in 2012.

The estimated amounts, included in the attached table, have taken into account the amounts intended to finance the active employment policy programmes in force in 2011. In this respect, it should be borne in mind that, in the year 2011, there were no specific programmes in the field of promoting equal employment opportunities, and those existing in the field of mobility promotion were very limited. the estimated quantities in both areas are lower than those in the other areas, without prejudice to a different reallocation between areas.

In the financial year 2011, the amount included in the State Employment Public Service budget to finance active policy programmes amounted to 7,364,904.57 thousand euros. This figure includes the amounts financed by the European Social Fund through the Plurirregional Operational Programme for Adaptability and Employment.

Amounts in thousands of euros

scopes

Contribution Social Fund European

Regional PO

Plurirregional

2012

2013

2014

2012

2013

2014

1

Guidance Professional

30.284.74

29.161.13

23.024.35

2

Training and Requalification

83.869.12

63.481.32

47.403.53

19.109.76

19.109.76

19.109.76

3

Job Opportunities and Promotion of hiring

73.336.83

22.801.90

13.760.50

264.554, 88

264.554.88

264.554.88

4

Job and Training Opportunities

11.591.20

19.158, 29

5.271.80

189.109.76

189.109.76

189.109,

5

Employment Opportunity Promotion

7.149.53

7.100.26

11.329, 78

6

Opportunities for Groups with Special Difficulties

29,500,35

38.187, 49

18.622.08

7

Self-employment and business creation

33.771.78

24.150.33

17.598.22

8

Promotion of territorial economic activity and development

10.730.14

8.472, 99

2,518,68

Mobility Promotion (geographic and/or sectorial)

13.440.00

 

10

Modernization of the Autonomous Public Employment Services

8.986.49

6.520.02

3,912.02

Total

302.660.18

219.033.73

143.440.96

472.774.40

472.774, 40

472.774.40

Notes:

The amounts of the Regional Operational Programs are estimates of the certifications to be performed by the set of Autonomous Communities during the period of validity of the Strategy.

The amounts of the Multi-Regional Operational Programmes include only the certification estimates for the participation of the State Employment Public Service in the Plurirregional Operational Programme Adaptability and Employment.

Annual Average of Qualifying Persons

Line 1: Orientation

Professional Orientation Scope.

2.280,000

Line 2: Qualification

Training and Recovering Scope.

of Employment and Training Opportunities.

4.501.230

Line 3: Job opportunities and improvement of the job market structure

Scope of Employment Opportunities and Promotion of Hiring.

2.630.192

Equal opportunities in employment

Scope of Opportunities for groups with special difficulties

Scope of mobility promotion (geographic and/or sectoral)

4: Entrepreneurship and local economic development

Scope of Self-Employment and Business Creation.

29.500

Scope of development promotion and territorial economic activity

Total

9.440.922