Mobility: an instrument for more and better jobs: The European Job Mobility Action Plan presentation by Lambert Kleinmann Eurocadres seminar Mobility and career development Brussels, 4 October 2007

JOB MOBILITY Why geographical or job to job Mobility?  Above 4 million jobs are vacant in the EU while the rate of unemployment is at around 7,9 % (17,3 % for the youth).  Mobility is essential for the development of European labour markets - Treaty: freedom of movement of workers - Lisbon agenda: contributes to growth and jobs - Employment guideline #20 “Improve matching of labour market needs through….removing obstacles to mobility for workers across Europe within the framework of the treaties”

Geographical Mobility situation  2% working age citizens in EU-27 live and work in another MS mobile workers in EU-15 in seasonal and cross-border workers Growing intentions for future mobility New trends: younger, higher-skilled, multi mobility practices

JOB MOBILITY Characteristics of movers EU-15 “Mobile“: young (but rising share of mobile above 34), single without kids, highly educated and working in skilled and high-skilled occupations EU-10 “Mobile“: younger than EU-15 mobile, without kids (but more likely to be married), medium education, but many work in low-skill jobs

JOB MOBILITY Impact of intra-EU migration after enlargement Even after enlargement, geographic mobility is a relatively limited phenomenon in Europe Positive effects on the economies of the receiving countries No evidence of significant replacement of national workers (complementarity) and no visible signs of “welfare tourism“ Sending countries: Brain drain a concern for some countries – but how permanent? Let´s not forget: free movement of workers a basic right of European citizens.

JOB MOBILITY Why geographical or job to job Mobility?  Eurobarometer those who move have a better chance to find a job  European Central Bank “…greater mobility increases economic efficiency, helping match job skills with vacancies.”  European Foundation for Living and Working Conditions Report: Mobility in Europe 2006: “Mobility can assist in ensuring that EU citizens ‘work to live’ and improve their quality of life, as well as assist in strengthening social cohesion within Europe and assuring the sustainable development of European society in general”  OECD policy brief 9/2007: ”Greater labour mobility would strengthen the Union. A mobile workforce can act as a safety valve for economies that are out of sync with their neighbours – which is especially important in the euro area – and can make companies more productive and innovative by bringing fresh perspectives and new skills and ideas”.

► Engaging for mobility of workers at trans-national & cross-border levels: National Public Employment Services - as driving forces  Leadership & strategic vision for employment and job mobility  Support to labour standards, workers rights & law enforcement,  Capacity for analysis and measurement,  Effective services Local Public Employment Services Social Partners (trade unions, employers’ organisations, chambers of commerce, …) Regional and local administrations and universities Private Employment Services Important Stakeholders

2006 European Year for Workers Mobility Objectives 1. Awareness raising of the rights of workers, of the existing possibilities for geographic and occupational mobility 2. Exchange of good practice between the stakeholders concerned 3. Better knowledge - deeper study of the scale and nature of geographic and occupational mobility Meetings & events Conferences and Awards “European Job days”: visitors in 250 cities for employers & job seekers, thousands of vacancies filled. Information & promotion

What is EURES?? A network of organisations working in the field of employment - Which support the mobility of workers at transnational & Cross- border levels - In the EEA (+ Switzerland) More than 700 EURES advisers work in cross-border regions On average more than individual contacts with jobseekers, workers and employers per month EURES advisers are trained specialists Information, guidance and placement services Jobseekers and employers

EURES: the Portal On average: > More than 1million job vacancies > CVs > employers > visitors per month > 25 languages >

Remaining obstacles to geographical mobility  Legal and administrative barriers social Security disparities non recognition of skills and qualifications  Practical obstacles housing, language, employment of partner, …  Psychological issues absence of return mechanism non-recognition of mobility experience

A Job Mobility Action Plan for Mobility, an instrument for more and better jobs.  Objectives: 1. To improve existing legislation and administration practices 2. To enhance the policy dimension of mobility 3. To reinforce EURES as the one-stop instrument for workers mobility 4. To foster awareness among wider public  Builds on practical and bottom up approaches. Aims:  To remove remaining fears, barriers and obstacles  To enhance the development of a mobility culture

Job Mobility Action Plan for Improving existing legislation and administrative practices  Examine current regulation on coordination of social security schemes  in view of the changing needs of mobile workers ( shorter periods jobs, multi-mobility, etc)  Strengthen European existing expertise in social security coordination  reinforce analytical capacity of TRESS network experts (Training and Reporting on European Social Security).  Streamline administrations practices and cooperation  electronic consultation and exchange of information  electronic European Health Insurance Card.  Establish minimum standards for the acquisition and preservation of supplementary pensions.

Job Mobility Action plan 2. Enhancing the policy dimension of mobility:  Mainstream job mobility in MS national programmes  As a priority in national employment strategies  As part of lifelong-learning national programmes  Remove obstacles  Cooperation MS, all stakeholders and EC  Improve information to mobile workers of their rights  Develop mobility schemes  Use Structural Funds ►► European Social Funds  Inventory successful schemes & investigate on a European Mobility scheme.

Job Mobility Action plan 3. Reinforcing the service provision of EURES:  Improve transparency of information on respect of labour standards & equal treatment  Expand quality of services  Targeting needs of specific categories of workers (unemployed, youth, seasonal, etc)  Maximising personalisation and support for a full carrier plan  Enhance strategic dimension  Increase data collection from the network for analysis of mobility flows  Reinforce synergies with other networks and actors in the labour market  Establish cross border collaboration and partnerships between Member States  Increase operational coverage  Opening up to non EU/EEA workers First step: information on rules and procedures to enter EU labour markets

Job Mobility Action plan 4. Fostering awareness of the advantage of mobility  European Job days each year  The European Job Mobility Partnership  Annual Call for Proposal in the PROGRESS programme  pilot activities for innovation  exchange of good practices  results dissemination  Studies and surveys on mobility flows and removal of obstacles

European Job Days September 2007 Simultaneous job fairs, open days, workshops, cultural events in over 200 European cities. 29 September 2007 Brussels, Berlaymont –Around 100 organisations : public employment services, social partner organisations, chambers of commerce etc. –EU institutions to take part; Commission programmes EURES, Europe Direct, Euro Info Centres, etc –Around visitors A mobility initiative from EURES to celebrate the EU’s 50th birthday and the year for equal opportunities.

« YOUR FIRST JOB ABROAD » Dates for applications: 24/09/07 > 15/10/07 Country: All EU Member States = Norway,Iceland and Switzerland Organizer: EURES network, the European Commission More Info: European workers to be offered a qualified job abroad The event is open to all workers from the EU, Norway, Iceland and Switzerland at their first work experience abroad. The 50 winners will be assisted in all steps of their experience by the EURES network, and workers will be invited to record their impressions through a blog or an electronic diary. A joint celebration in 2008 to gather together all participants and host organisations to exchange ideas and experiences and draw a first lesson of the initiative.

Thank you