Triennial Plan for Preventing and Reducing Long-Term unemployment

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Edición realizada por el Servicio Público de Empleo Estatal (SEPE)Condesa de Venadito, 9. 28027 - Madrid

NIPO PDF: 858-19-098-9

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Content01. Commitment to long-term unemployed people and other people in

particularly vulnerable employment situations __________________________________ 5

02. Background and current situation ____________________________________________11

2.1. Active employment policies in the European Union aimed at long-term unemployed persons and vulnerable groups _________________________________16

03. Objetives ___________________________________________________________________20

3.1. Quantitative targets _______________________________________________________21

3.2. Some measures aimed at achieving, in quantity, quality and effectiveness, the quantitative targets planned to reduce long-term unemployment ____________22

3.3. Objectives related to the improvement of the employment situation of people in LTU and other vulnerable people _________________________________________23

3.4. Specific objectives related to the quantitative assessment of the elements that boost the performance of the SEPE System _____________________________23

04. Guiding principles ___________________________________________________________25

05. Action priorities _____________________________________________________________27

5.1. Priority 1 Guidance _______________________________________________________27

Objective 1: personalised attention and social and labour market support ______________ 29

Objective 2: relationship with labour market agents __________________________________ 34

5.2. Priority 2 Training _________________________________________________________37

Objective 1: improve the competitiveness of businesses by training the workforce, adapting the skills of workers to the current and future requirements of the labour market 37

Objective 2: improve the employability of workers in order to improve their chances of obtaining quality work and enhance their personal development and professional promotion ______________________________________________________________________ 37

5.3. Axis 3 Employment opportunities ___________________________________________41

Objective 1: public procurement and the responsibility towards more vulnerable sectors _ 41

Objective 2: corporate social responsibility and the added value of generating employment for people with difficulties in accessing the labour market _________________ 43

Objective 3: promotion of hiring in activities of preferential interest and public interest ___ 46

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5.4. Axis 4 Equal opportunities in access to employment _________________________53

5.5. Axis 5 Entrepreneurship ___________________________________________________55

5.6. Axis 6 Improve the institutional framework ___________________________________59

06. Dissemination of Reincorpora-T plan _________________________________________62

07. Budget impact of Reincorpora-T plan _________________________________________63

08. Planning and evaluation _____________________________________________________65

09. Monitoring committee of Reincorpora-T plan __________________________________66

10. Validity of Reincorpora-T plan ________________________________________________68

11. Annexes ____________________________________________________________________69

11.1 1 Data on long-term unemployed jobseekers over 30 years old by gender, age group, age group and gender, educational level and Autonomous of the jobseeker’s registered address _____________________________________________69

11.2 Summary table of Active Employment Policy Programmes for long-term unemployment people in EU countries ______________________________________73

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01Commitment to long-term unemployed people and other people in particularly vulnerable employment situationsSince 2014, we have witnessed a period of growth in the Spanish economy and employment that has brought down the unemployment rate from 23.7% in the fourth quarter of that year to 14.45% in the fourth quarter of 2018 according to the EPA (Labour Force Survey).

The major challenges that our society must face, and in particular the public employment services – SEPE and the PES of the Autonomous Communities – include promoting measures that, on the one hand, slow down and, on the other hand, reduce high unemployment rates with marked territorial, gender and age characteristics, favouring an adjustment of social inequality, which increased significantly during the years of crisis but has not been sufficiently reduced in this period of economic recovery.

Job losses for a wide segment of the population in the worst moments of the financial crisis, the professional profiles of those who lost their jobs, the difficulty and limitations in accessing a new and stable job, transition periods of part-time or temporary employment, among other situations, have resulted in many professionals being unemployed for more than 12 months with significant personal, social and family consequences. In addition, there have been the consequences stemming from the processes of technological change and digitalisation, which require significant retraining in digital skills both for people in LTU and from a preventive dimension.

In this context, current challenges must be guided by criteria that guarantee economic models that reinforce our model of cohesion, social protection and the fight against poverty, in order to achieve sustainable and equitable development.

Consideration must be given to objectives and trends in terms of global economic and population growth and development in order to understand the potential evolution of our labour market and to design active policies that anticipate and address future challenges. The Sustainable Development Goals of the 2030 Agenda of the United Nations, which seek to achieve the eradication of poverty and the promotion of sustainable and equitable development, have provided essential guidelines for the formulation of new active employment policies:

• Objective 1: End poverty.

• Objective 4: Ensure inclusive and equitable quality education and promote lifelong learning opportunities for all.

• Objective 5: Achieve gender equality and empower all women and girls.

• Objective 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.

• Objective 10: Reduce inequality

In the same vein, the International Labour Organisation (ILO), in the reports World Employment and Social Outlook – Trends 2018 and 2019, noted that the world economy is recovering, although global

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unemployment and decent work deficits remain persistently high in many parts of the world, the gender gap remains large with a high rate of labour underutilisation amongst women, and the economy is still not creating enough jobs, with the number of people unemployed projected to reach more than 174 million in the coming years.

In addition, in developing countries, progress towards reducing working poverty is very slow, vulnerable forms of employment continue to rise and the number of workers living in extreme poverty is expected to remain above 114 million – 40% of workers in 2018.

From the point of view of the evolution of employment, this report includes elements that are of the highest priority, such as: the lower participation of women in the labour market, their inferior working conditions, the regional factor as a key to people’s unequal access to employment, the projected growth in jobs in the service sector and an ageing population. This situation obliges States to take measures to stimulate quality employment and productivity in the fastest growing sectors of the economy.

In Spain, these trends are aggravated by long-term unemployment (12 or more months without work), so they must be adopted in such a way that the employment services take into consideration the target group of this Plan – people who have been unemployed for 12 months (360 days) in the last 18 months, which includes a large segment of the labour force that has become particularly vulnerable to unemployment. Priority attention will also be given, in the actions of this Plan, to those people who have been registered in the Public Employment Service as unemployed jobseekers for 180 days in the immediately preceding 9 months, if they are over 45 years old or if they are registered as agricultural workers. It should also be taken into account that the Plan is structured around two dimensions, indicated below, one of which is the promotion of specific actions for the incorporation into the labour market of people in LTU, and the other is prevention of LTU. Therefore, together with those who have been unemployed for 12 months of the last 18, groups to receive priority consideration in this Plan include all those who, due to their employment vulnerability, may foreseeably find themselves in LTU in the future, such as people that have been unemployed for 9 months in the last 18 months and are over 45 years old, and other people that belong to especially vulnerable groups that are considered throughout the Plan.

This factor negatively affects the growth potential of our economy and configures various scenarios of exclusion from the labour market and increases risk of social exclusion, poverty and inequality requiring an increase in resources for basic protection from the social services and other public resources.

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In the framework of a global debate on how to construct a range of actions to tackle unemployment, labour insecurity and poverty, there is an urgent need to propose a Programme that will have an impact on combating long-term unemployment – comprehensively and with greater efficiency in public spending – and that sets in motion specific and coordinated measures to recover the labour and social inclusion potential of certain groups in long-term unemployment and who are especially vulnerable in the labour market.

PLAN REINCORPORA-T (hereinafter, PLAN REINCORPORA-T or PLAN) for people in Long-Term Unemployment (LTU) is structured around two cross-cutting dimensions that seek:

1. The promotion of specific actions to incorporate the long-term unemployed into the job market.

2. The promotion of preventive actions by the Public Employment Services, social partners and other social entities, to identify factors of risk and job vulnerability in unemployed people, such as, for example:

- Situations of job insecurity. Employed people whose jobs does not provide them with a guaranteed income to reach the minimum wage threshold, owing to reduction of salary as a result of a part-time working day or a reduction in the number of days worked per year.

- Potentially vulnerable populations in households with low income and/or low work activity, to reduce the risk of poverty or social exclusion rate (AROPE, EU 2020 strategy). In the section on social integration, the national 2020 goal for Spain is to ensure that 1,400,000 fewer people are at risk of poverty and/or social exclusion.

- People engaged in domestic work.

- Non-professional carers.

- People over 45 who lose their jobs and have been unemployed for 9 months in the last 18 months.

- People with disabilities.

- People who are part of a collective layoff.

- People who are part of vulnerable households.

- People unemployed for 9 months in the last 18 months registered as agricultural workers..

To facilitate the attainment of the objectives indicated in this PLAN, in the actions arising from it, the National Employment System (SNE) will guarantee the fulfilment of the objectives set down in article 7 of the Employment Law, including the strengthening of the Public Employment Services and the promotion of public-private cooperation in labour intermediation and the development of active employment policies.

Active employment policies improve people’s employment opportunities, since there is a link between these policies and the quality of employment, for the improvement of which a regulatory framework for labour relations different from what we have at present is needed. To that end, the First Additional Provision of Royal Decree Law 8/2019, of 8 March, on urgent measures for social protection and the fight against job insecurity in working hours, foresees the creation of a group of experts to propose a new Workers’ Statute, which composition and functions will be determined after consultation with the social partners, which will adapt its content to the challenges of the 21st century.

It should be clarified that, although there are actions in the Plan aimed at groups that go beyond the people who are currently in LTU in the framework of the preventive dimension of the Plan, for statistical purposes the data collected refer exclusively to people in LTU.

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Support mechanisms to combat employment vulnerability

The ILO defines “employment vulnerability” as the risk of long-term unemployment and poverty with a long term job.

The Master Plan for Decent Work 2018-2019-2020 of the Ministry of Labour, Migration and Social Security (MITRAMISS), states that the effects of job vulnerability situations take the form of underemployment, personal uncertainty, poverty and the impossibility of organising more or less stable life projects, which can sometimes lead to health disorders and a higher risk of accidents.

PLAN REINCORPORA-T identifies employment vulnerability as the situation of inactive people who want to work and are available for work (IDTD), unemployed or in insecure employment, belonging to low-income or low work intensity homes that are at risk of remaining without work or in working poverty in the long term (more than 12 months).

The situation described gives rise to a landscape of labour segmentation, identified, in addition to temporary employment, by other factors such as: unwanted or involuntary part-time work, high employee turnover, short-term contracts, subcontracting as a labour practice to lower labour costs and, consequently, the low salaries received by ever larger layers of the population.

PLAN REINCORPORA-T addresses the set of situations that, more generally, may affect long-term unemployed people and other groups considered to require special attention. And all the measures contained therein are reinforced by the increase in the statutory minimum wage (SMI) for 2019, approved by the Government, which will benefit, in particular, the most vulnerable workers.

We estimate that this increase in the SMI will be positive for the creation of jobs and for the achievement of greater productivity and, as a consequence, for more sustainable employment – knowing that employment elasticity with respect to Gross Domestic Product (GDP) will continue to be one of the highest in the European Union (EU) – generating positive impacts on related variables such as consumption or the increase in the gross income of households with lower earnings.

At the same time, the already approved renewal of the subsidy for people over the age of 52, as well as the new formulation of the unemployment assistance protection that is being worked on, will strengthen the social protection mechanisms for people with greater risk of employment vulnerability and the long-term unemployed, thus increasing their chances of entering the labour market by enhancing policies that improve their employability.

Need for improvement of human resources at the public employment services

Also underlined in this PLAN is the firm commitment to improve the human resources at the Public Employment Services, by strengthening the technical staff to provide the Personalised Support service throughout the working life of people, and by introducing innovation in the support processes.

In this regard, one of the most important measures of PLAN REINCORPORA-T is that people in LTU – together with young people – will receive priority attention from the network of Career Guidance Counsellors, which will be strengthened by 3,000 new counsellors, already agreed upon in the framework of the Youth Employment Action Plan. The incorporation of this staff to assist with guidance and job searches was proposed following the recommendations of the Employment Committee of the Employment and Social Affairs Council of the European Union, which calls for an in-depth analysis of the capacity of public employment services to guarantee the ratio of one counsellor for every 100 people in unemployment.

The European Commission in its Country Report 2018: Country Report Spain 2018, including an in-depth review on the prevention and correction of macroeconomic imbalances, states that “lack of resources and weak coordination continue to weigh on Public Employment Services’ (PES) effectiveness”, since, in spite of the fact that in 2017 Spain increased the economic and human resources of regional PES and set up new measures to improve their effectiveness, said report indicates that PES staff numbers are 3% lower than in 2015 while expenditure is 33% lower than in 2012.

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Likewise, the report of the Organisation for Economic Cooperation and Development (OECD), Economic Survey Spain 2018, published in November 2018, pointed out, in the section on regional disparities in the labour market, that the total resources of the PES in Spain are much lower than in other OECD countries, and that the number of jobseekers per PES counsellor/employee is too high. Improving this ratio and the specialisation of counsellors is a necessary measure to increase the effectiveness of active employment policies, along with a more efficient distribution of funds among the Autonomous Communities.

Consequently, strengthening the Public Employment Services with specialists in career guidance and counselling is, on the one hand, a response to the recommendations and suggestions of various international organisations (OECD, European Commission, ILO, etc.) and contributes, on the other hand, towards the attainment of an essential goal for the optimal functioning of the Public Employment Services: personalised attention for jobseekers.

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Some characteristics of the PLAN’s beneficiaries

The accelerating pace of social and technological changes in the labour market is creating difficulties for wide groups of people to consolidate a professional career or to complete the final stages of their working life.

Long-term unemployed people suffer, together with the loss of income, from a deterioration in their professional capacities as well as a higher incidence of health problems and personal and family impoverishment.

Groups that are especially affected by long-term unemployment have been identified as particularly vulnerable. Other identified factors are: gender (being a woman), age (being over 45 years old), education (not having completed vocational training or a university education), sector of activity (from the construction sector), origin (immigrant), and even function (managers and/or former self-employed workers). These factors increase the likelihood of a person swelling the numbers of people in LTU.

It is therefore necessary to establish policies aimed at helping these people to return to the labour market and to improve the system of financial protection against unemployment that guarantees or complements income until they secure a new source of income through an occupation, as an employee or self-employed, that affords them financial independence.

This PLAN is aimed at long-term unemployed people (from 12 to 23 months in unemployment) and very long-term unemployed (24 months and more in unemployment), registered as jobseekers with the public employment offices, and at people who are potentially vulnerable because they have a job that does not guarantee an income that reaches the MIS threshold. As the PLAN advances with the achievement of tangible results, this reality will serve as a stimulus for people in LTU who are discouraged and out of the labour force to register with the public employment offices so that they may receive support and assistance for their active job search.

The PLAN will provide special attention to those groups that, depending on gender, age, location and/or sector of activity, require specific actions due to their greater risk of exclusion or vulnerability.

The Public Employment Services are well aware of the characteristics of people in LTU, so will establish their support priorities based on this knowledge. Jointly within the framework of the National Employment System, an evaluation of the Joint Action Programme to Improve Assistance for the Long-Term Unemployed 2016-2018 is required. This will provide more systematic knowledge of the actions carried out under said programme and of the services that could have been identified as more useful for improving the employability of people in LTU.

A situation diagnosis will therefore be conducted, which will be shared and analysed in depth, quantitatively and qualitatively, for which purpose this PLAN shall include both a study of employment pathways and an analysis of good practices that have been developed by the Public Employment Services.

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02Background and current situationThe National Plan for Decent Work – referring to the analysis of employment trends carried out by the ILO for 2018 – points to a scenario of moderate employment growth, with a risk of an increase in vulnerable employment and a slowdown in the reduction of in-work poverty. In the Spanish context, employment vulnerability is related, among other aspects, to:

• Long-term unemployment and growing job instability for employees.

• Gender factors, owing to continued lower rates of female employment, with lower quality jobs and lower wages.

• Territorial aspects, owing to the differences between Autonomous Communities and the marked inequality between rural and urban areas.

According to the data of the Labour Force Survey, the average yearly number of employed people increased in 2018 by 502,900 people (2.67%) compared to the average of the previous year. Of this variation, 237,200 were women and 265,700 men. Thus, the total number of employed people in 2018 stood at 19,327,700 people.

The average number of unemployed people in 2018 fell by 437,800 people (-11.18%), 206,600 women and 231,200 men, compared to the 2017 average, which was 3,479,100 people.

Table 1. Number of economically active people, employed and unemployed, by gender. In thousands of people. 2018 Average

GenderActive

populationEmployed

peopleUnemployed

peopleLabour

participationUnemployment

rate

Men 12,206.5 10,532.0 1,674.6 64.55% 13.72%

Women 10,600.3 8,795.7 1,804.5 53.06% 17.02%

Total 22,806.8 19,327.7 3,479.1 58.65% 15.25%

The average annual unemployment rate stood at 15.25% in 2018, which means that the unemployment rate fell by almost 2 points compared to the 2017 average, which was 17.22%.

The average number of active people in 2018 increased by 65,100 people (0.29%) compared to the previous year, standing at 22,806,800 people. Labour force participation fell by 18 hundredths and stood at 58.65%.

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Evolution of the economically active population, unemployment and the unemployment rate

Graph 1. Unemployment. Annual average figure.

7,000.00

Both genders

Men

Women

6,000.00

5,000.00

4,000.00

3,000.00

2,000.00

1,000.00

0.00

2018 2017 2016 2015 2014 2013 2012 2011

Graph 2. Unemployment rate. Annual average figure.

30.00%

Both genders

Men

Women

25.00%

20.00%

15.00%

10.00%

5.00%

0.00%

2018 2017 2016 2015 2014 2013 2012 2011

Graph 3. Economically active population. Annual average figure.

25,000.00

Both genders

Men

Women

20,000.00

15,000.00

10,000.00

5,000.00

0.00

2018 2017 2016 2015 2014 2013 2012 2011

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The annual average Long-Term Unemployment Rate for the last five years has been as follows:

Table 2. Average annual long-term unemployment rate

Year LTUEconomically

active populationLTU Rate

2018 1,705,500 22,806,800 7.48%

2017 2,060,000 22,741,700 9.06%

2016 2,566,100 22,822,700 11.24%

2015 3,076,100 22,922,000 13.42%

2014 3,466,000 22,954,600 15.10%

The Long-Term Unemployment Rate (LTUR) fell in the last year – as an annual average – from 9.06% to 7.48%, decreasing by 1.58 percentage points.

Administrative data from the Public Employment Services records.

As of December 2018, 1,299,241 people were registered with the offices of the Public Employment Services as jobseekers in long-term unemployment. 35.81% were men and 64.19% women. 34.5% had been looking for work for between 12 and 23 months and the remaining 65.5% had been looking for work for 24 months or more.

Table 3. Number of people in LTU by age, gender and time registered as a jobseeker

Age/time as jobseeker/gender

Between 12 and 23 months 24 or more months Total LTU

Men Women Total Men Women Total Men Women Total

< 25 years old 9,371 10,806 20,177 5,085 6,576 11,661 14,456 17,382 31,838

Between 25 and 29 years old

9,916 19,162 29,078 8,059 14,511 22,570 17,975 33,673 51,648

Between 30 and 44 years old

44,933 103,065 147,998 48,863 125,607 174,470 93,796 228,672 322,468

> = 45 years old 102,078 148,935 251,013 236,927 405,347 642,274 339,005 554,282 893,287

Total 166,298 281,968 448,266 298,934 552,041 850,975 465,232 834,009 1,299,241

Although this decline in LTUR is positive, a range of extraordinary actions are still required to achieve figures that bring us closer to the European Union average, which in the third quarter of 2018 was a LTUR of 2.8% of the economically active population. This would mean the return of between 450,000 and 500,000 long-term unemployed people to the labour market within three years, reducing the number of unemployed people in this group by 40%; this would give Spain a LTUR of around 4.3% by the end of 2021.

The Spanish labour market has some specific features to which the most vulnerable groups are particularly sensitive. Thus, on the supply side we find professionals in the labour market who are either highly skilled or very low skilled. This skills duality, characteristic of the Spanish educational system, causes severe imbalances in the labour market, since there are technical job offers that cannot be filled due to the lack of specialised professionals, who either do not have the right profile to match the offer or do not have sufficient qualifications. This duality is reinforced by unequal access to information networks and opportunities in the education system that facilitate quality employment.

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For this reason it is particularly important that advances continue to be made in the identification of the technical and cross-cutting skills demanded by the labour market, in order to be able to anticipate them and translate them into training needs and training specialities that cover said skills shortages through the corresponding vocational training for employment initiatives, and to strengthen the links between education and labour administrations, in line with the proposals made in the framework of the General Vocational Training Council and the working groups set up within it.

Furthermore, the current legal framework favours temporary employment. The successive labour reforms have generated various temporary contract options that have made such contracts one of the most used variables for business adjustment. In addition, the lack of adequate regulation has enabled the creation of hidden underemployment (interns or “false self-employed workers”, among others) that hinder the transformation of the productive model and make it difficult to access and remain within the labour market in equal conditions.

After the crisis, the shift to a service economy has accelerated, and a cause for concern is not the growth of the services sector, which is common to many Western economies in the globalised world, but rather the fact that it has focused to a large extent on activities of low added value, accompanied, on too many occasions, by employment relationships that determine the quality of employment.

In our labour market, too often, workers are engaged for low-skilled jobs that are easily replaceable and low-cost, although the tasks are performed, in many cases, by people with higher professional skills who, during the employment relationship, eventually perform more skilled tasks. Moreover, temporary employment and turnover enable companies to adjust cyclically, and have becoming corporate restructuring tools.

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In addition, according to the latest data available from the Time Use Survey (EET), drawn up by the INE (National Statistics Institute), women spend more time on household and family tasks than men. Leave is mainly taken by women, either to care for relatives or for children. This unequal distribution of domestic responsibilities and care and the limitations that it places on women’s career progress is a significant factor that needs to be tackled to help women enter and remain in the labour market. Improvements in working conditions, higher quality jobs, and the elimination of both horizontal and vertical segregation will contribute to reducing the gender pay gap that currently exists. Moreover, this situation may also be corrected by carrying out awareness-raising activities aimed at promoting co-responsibility in the domestic sphere and in family care, and by providing affordable and adequate services for the care of minors and dependants.

As indicated in Chapter 1 of this Plan, it is necessary to prepare a new Workers’ Statute for the 21st Century, capable of providing a policy response by establishing a comprehensive, coherent and balanced regulatory framework to overcome these situations and to address new needs and realities.

In the survey conducted by the Centre for Sociological Research (CIS), Perception of Spain’s biggest problems, over the last 10 years unemployment has stood out by far as the problem occupying first place on the list.

This evidence suggests that, beyond the implementation of economic and fiscal policies that favour sustainable growth and generate quality employment together with active employment policies that improve the employability of working people, and the economic promotion of companies – all of which will have an impact on the reduction of unemployment and of social protection measures for unemployed people – another political dimension is required, one that aims to promote active citizenship, involving people in the identification of problems and the implementation of solutions; that develops local and community actions that guarantee a more inclusive society based on a rights-based approach.

The urgency required by rising unemployment during the last economic recession focused the attention of the Public Employment Services on assistance and mitigation measures, relegating preventive and promotional measures to a second tier. In our current social model, individual attention prevails over other types of group or community actions that encourage more active citizenship, local organisation and self-organisation of the unemployed.

As the Government, we have the obligation to advance towards a more rights-based and efficient management of the relationship between people, companies and employment. We must ensure an effective response to the “employment transitions” of people between various jobs, diverse employment situations and between employment and unemployment. It is about delivering on the statement that “people are the most important thing in and for the labour and productive system”.

But we must ensure that this all happens while guaranteeing the right to a decent and well-paid job, for which it is essential to adapt current tools and available resources to make this constitutional principle a reality.

We want to create the conditions to ensure that people make their employment transitions with guarantees and in the shortest possible time and we are fully aware that, among other measures, lifelong vocational training, with updated retraining and qualification programmes, shall be required.

That people spend long periods of time without a job, putting them on the downward spiral of unemployment, is a social, labour, productive and economic failure. In any case, while pursuing efficiency in the employment transition of people, it is necessary to guarantee sufficient income for those who experience an unwanted delay in their return to the labour market.

The measures adopted by the Government aim to combat job insecurity, unemployment and in-work poverty, a situation that the Government of Spain wants to help reverse with the regulatory changes that are adopted and with this PLAN REINCORPORA-T, which addresses the return to work of long-term unemployed people.

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2.1. Active employment policies in the European Union aimed at long-term unemployed persons and vulnerable groupsIn the European Union (EU) the number of people in LTU has decreased substantially from a maximum of 12.3 million in 2013 to 6.9 million in the third quarter of 2018. In Spain, in the same period, this figure has fallen from 3.0 million to 1.4 million people in LTU; with a Long-Term Unemployment Rate (LTUR) that has gone from 13.0% to 6.1%. Even so, Spain is far behind the average LTUR for the EU: 2.8% in the Third Quarter of 2018.

The fight against long-term unemployment is one of the EU’s biggest employment priorities. The member states are applying Active Employment Policies for both people in LTU and vulnerable groups, who are characterised by similar features. The commitment to finding solutions to a social, economic and labour problem of crucial importance is reflected in the different mentions and recommendations of international organisations about the approaches to taken for people in LTU. These include:

• Country Report Spain 2018 of the European Commission (March 2018)

• Draft Country Report Spain 2019 of the European Commission

• Country Specific Recommendation (CSR) 2018 (June 2018)

• Economic Survey Spain 2018, OECD (November 2018)

• Article IV Consultation and Working Paper on Regional Labour Mobility, IMF (November 2018)

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In Spain, as in other EU countries, the high long-term unemployment rate may be eroding skills and reducing social integration. The long-term unemployed tend to be older, less educated and have less work experience.

Active employment policies adapted to each situation have proven to be the most efficient measure to overcome the barriers that hinder the return to work of long-term unemployed persons. It is necessary to reinforce the activation measures aimed at people in LTU in order to be effective, and this will depend on the public employment services of the Autonomous Communities and their capacity and coordination with employers and social services to provide personalised support for jobseekers. Coordination between social and employment services needs to be improved, as is already being done by some Autonomous Communities.

It is also important to ensure that social and employment services have the capacity to effectively support jobseekers, in particular through better cooperation with employers. There is scope for greater cooperation with companies, increasing the percentage of vacancies that are managed by employment services, improving the profiles of jobseekers and better matching them to the needs of companies, needs that have been identified with their collaboration and the support of employer organisations.

Improved assistance for people in LTU also requires promoting the collaboration of public employment services with employment agencies through programmes specifically aimed at people in LTU and particularly vulnerable groups. It would also be advisable to improve the regional coordination of labour market policies in their social and employment aspects, as well as to promote geographical mobility.

COUNCIL RECOMMENDATION ON THE INTEGRATION OF THE LONG-TERM UNEMPLOYED INTO THE LABOUR MARKET

In February 2016, the Council of the European Union, following the proposal of the European Commission, adopted a recommendation on the integration of people in LTU into the labour market, stating the following specific objectives:

1. Support the registration of and active support of jobseekers and a closer labour-market orientation of integration measures, inter alia, through a closer link with employers.

2. Ensure continuity and coordination between the relevant services for people in LTU.

3. Increase the effectiveness of measures that target people in LTU as well as employers.

In addition, the Recommendation establishes that all jobseekers registered with public employment services who have been unemployed for 12 months or more receive an individual assessment of their needs and prospects before they reach 18 months of unemployment and, based on this assessment, they are offered a job-integration agreement that comprises a concrete and personalised plan for finding work and entering the labour market.

THE BEST PRACTICES FROM ACTIVE EMPLOYMENT POLICIES FOR PEOPLE IN LTU IN THE EUROPEAN UNION

Guidance and support measures for jobseekers

Guidance and support measures in the search for a job are the first step towards finding work for the unemployed. In the case of people in LTU (or other vulnerable groups or groups that have difficulties in entering the labour market) they are especially important, since these are often people who, before being able to take up a job, need support to improve their employability, update their skills and knowledge, improve their methods of searching for jobs and presenting themselves to employers, etc. After employment incentives, these are the most common type of measure.

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The most relevant features are highlighted below by country:

Germany. Hiring of 350 labour market intermediaries and agreement on an individual employment pathway, personalised advice for individual consolidated pathways.

Austria. Personalised benefits for workers who for different reasons (debt, migration, prison, etc.) cannot connect with the labour market.

Training

Training – including vocational training and skills training, on-the-job training, and incentives for employers to fund workers’ training – is a fundamental policy to improve the employability and update the skills of unemployed people, especially the long-term unemployed, who have often seen their professional skills devalued or must adapt to a changing labour market that demands specialisation.

Austria. Aid for training and professional promotion and to finance training costs. This aid stimulates hiring and ensures that jobs are retained and also help meet direct training-related costs (travel, accommodation and meals, etc.).

Portugal. Work placement programme aimed at vocational retraining of the unemployed through practical workplace experience.

Denmark. Programme that combines hiring incentives with the promotion of on-the-job training: subsidies are provided for the temporary hiring of people in LTU to replace low-skilled employees who are participating in ongoing training. The objective is to motivate companies to train low-skilled employees, at the same time that the hired person in LTU acquires experience and contacts in an ordinary job.

Employment incentives

Employment incentives include salary subsidies or reductions in social security contributions, as well as other forms of financial benefits to stimulate employment (aid for travel to work, internships, salary supplements, etc.).

Ireland. Financial incentives (of 7,500 or 10,000 euros in a period of two years) for employers for hiring long-term unemployed people.

Belgium. Employment benefit for a maximum period of 2 years, aimed at long-term jobseekers, reduction of social security contributions. The employer may deduct the benefit from the worker’s monthly net salary.

Sweden. Promotion of the hiring of people in LTU or newly arrived immigrants through a salary allowance. This is a contract with a vocational training component (15% of the time), which takes place in the workplace, assisted by a supervisor.

Denmark. Private or public jobs with salary allowance. The maximum duration of a position with a salary allowance is 6 months in private companies and 4 months in public companies. An unemployed person in a subsidised job cannot replace an employee of the company, since he/she may only perform extraordinary functions.

Employment with support and rehabilitation for people with disabilities

These types of measures include employment incentives for people with disabilities in the private sector, and the creation of jobs in the public sector or in the third sector for people with disabilities. It is not an uncommon measure, and specifically targets one group (people with disabilities), although this group is often affected by high rates of long-term unemployment.

Latvia. Subsidised employment for unemployed people from vulnerable groups with financial support of between 12 and 24 months. The objective is to facilitate the development of long-term sustainable workplaces for unemployed people with low productivity.

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Direct job creation

This type of measure includes the creation of jobs in the public sector, for the benefit of the community or social interest, in order to create occupations for people in LTU or people with job-placement difficulties, and to serve as a bridge for entering the labour market. It is often used to improve the employability of people in LTU and to provide them with skills and experience to later find employment in the private sector.

Germany. Pilot employment project with public subsidies: The objective is to close the gap for people in LTU with the requirements of the regular labour market and thus improve their job opportunities. It is based on a very rigorous selection of participants, focusing on unemployed people with special difficulties in entering the labour market due to having a disability or a very low level of education or being over 50 years of age. The project’s success hinged on the fact that individualised tutoring was provided from the beginning.

Austria. Socio-economic employment projects through institutions of the parallel labour market and companies created by public service institutions where economic and employment policy aspects are combined. These companies offer services or manufacture products that the market demands.

Incentives for self-employment and the creation of companies

These are actions aimed at promoting entrepreneurship amongst unemployed people. They are not very common in programmes targeting people in LTU.

Sweden. Employment and Development Programme that combines different activities, from guidance (job search with a mentor), to training (internships and career training, training oriented to the labour market), to aid for starting their own business. It targets people in LTU, with incentives designed individually with the goal being that the unemployed person receive a job offer or start regular studies as quickly as possible.

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03ObjetivesThe objectives of PLAN REINCORPORA-T, aimed at people in situations of long-term unemployment and at those who are particularly vulnerable, are:

1. Significantly reduce the unemployment rate among the long-term unemployed, with special attention to the most vulnerable groups, in the shortest possible time and with the greatest optimisation of the resources made available to the Plan.

2. Prioritise the principle of “decent work”, establishing a legal framework that contributes to the creation of “decent employment” and that makes the development of a complete “working life” possible, with reduced periods of unemployment and inactivity.

3. Involve people in LTU and those who have special difficulties finding work in the process of entering the labour market and keeping their job.

4. Refresh professional and technological skills for employment.

5. Contribute to the development of a new economic model based on social and environmental sustainability, productivity and added value, which favours economic growth and social cohesion.

6. Promote the continuity of support in the different transitions of vulnerable people as they enter and exit the labour market.

7. Provide adequate and personalised assistance by giving the Public Employment Services the necessary means and resources and encouraging collaboration between job-matching and social service agents.

8. Reduce until eliminate horizontal and vertical segregation and the gender pay gap, for which specific training on equal opportunities between women and men will be required to eliminate gender biases.

9. Provide specialised and personalised assistance to particularly vulnerable groups (migrants, women, people with low skills, people with disabilities, etc.).

10. Combat the disenchantment of people in LTU and inactive people who do not seek employment because they believe they will not find it, to thus interrupt the vicious circles of exclusion, which include the personal conviction of an inability to find work.

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Through this PLAN, the Government wishes to:

• Make a commitment to smart, sustainable and inclusive growth, as called for in the Europe 2020 Strategy, considering and recognising, through active employment policies, the labour potential of the economically active population that has been relegated to situations of long-term unemployment or job insecurity.

• Establish efficient mechanisms for the re-entry into the labour market of people in long-term unemployment who, due to various circumstances, such as corporate restructuring, changes in the labour market or as a consequence of the introduction of new technologies and innovative productive processes, are faced with significant barriers to finding a new job.

• Integrate excluded and especially vulnerable people into the labour market, as part of the fight against social exclusion and the impoverishment of households.

• Improve the diagnosis of employability and the identification and classification of situations of employment vulnerability, in order to offer adequate support in terms of resources and assistance needs to each unemployed person participating in the PLAN, as well as to help, in certain cases, with the personal decision to continue in the labour market or to abandon it for good through retirement.

To this end, and among other measures, work will focus on:

• • The review and improvement of the support system of the Public Employment Services, especially the support strategies and services for unemployed people.

• • The establishment of coordinated action with social services, training providers, agents and social organisations and active participation through the social and labour integration networks that each Autonomous Community has or may create, as well as the Social Inclusion Network (RIS).

• • The improvement of social protection for unemployed people, particularly by renewing the benefit for people over 52 years old, already in force, and the creation of the new unemployment protection support system aimed at unemployed people, currently under study in readiness for its introduction, and the promotion of the employability improvement component of these subsidies that helps beneficiaries enter the labour market.

The measure adopted with the modification of the unemployment benefit for people over 52 years of age has enabled people to remain in the labour market, even though they may now retire through redundancy.

3.1. Quantitative targetsThe quantitative target of PLAN REINCORPORA-T is to reduce the number of people affected by long-term unemployment.

1. Reduce the long-term unemployment rate (LTUR) among the economically active population by 2.5 percentage points (pp), going from 6.8% in the fourth quarter of 2018 to 4.3% in the fourth quarter of 2021.

To achieve this, the global quantitative target is for LTU among people aged 30 or more, which in the fourth quarter of 2018 stood at 1,272,100, to be reduced by 422,100 to 850,000 in the fourth quarter of 2021, at which time the economically active population of Spain is expected to reach 23,500,000 people, growing by 631,200 people from its current value.

To achieve this target, the LTU figure shall have to be reduced by an average of 140,700 people a year, in net terms, for every one of the 3 years of PLAN REINCORPORA-T: 422,100 fewer people in LTU.

This would mean assisting, at least, 600,000 people in LTU during the 3 years of the PLAN, 200,000 per year, and ensuring that they have had at least one job, as an employee or self-employed, during the term of the PLAN.

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2. Reduce by half the current gender gap between men and women in LTU. In Q4 2018, among women 30 years of age or older, women represented 55.8% of LTU and men 44.2%, a difference of 11.6 pp. This difference would change from 11.6 pp to 5.3 pp. This would mean that in Q4 2021 women would represent 52.9% of LTU (449,600, with a reduction of 259,700 LTU) and men 47.1% (400,300, with a reduction of 162,800 LTU).

3. Decrease by 12 pp the current difference between jobseekers in LTU for 24 months and more and jobseekers in LTU between 12 and 23 months. In Q4 2018, people in LTU for 24 months and more represented 66% of all those in LTU and those in LTU between 12 and 23 months represented 34%, a difference of 32 pp. This difference would change from 32 pp to 20 pp. This would mean that in Q4 2021 people in LTU for 24 months and more would represent 60% of all those in LTU (510,000, with a reduction of 361,819) and those in LTU between 12 and 23 months, 40% (340,000, with a reduction of 114,017).

4. Decrease the current difference in LTU between age groups. According to the records of the Public Employment Services of Spain, in December 2018 a total of 1,325,836 people were registered as LTU. Of them, people under the age of 30 accounted for 6% of the total, those between the ages of 30 and 44 years, 25%, and those 45 and older, 69%. The objective is to reduce the difference between the last two groups by 25%, which would mean that, at the end of the PLAN, people in LTU aged between 30 and 44 years old would account for 30% of the total, and people aged 45 or older, 63%, all in a scenario of foreseeable reduction in registered unemployment in a manner consistent with the evolution of unemployment measured by the EPA (Labour Force Survey) in 2019, 2020 and 2021.

3.2. Some measures aimed at achieving, in quantity, quality and effectiveness, the quantitative targets planned to reduce long-term unemployment

1. Propose special actions for groups in LTU that have difficulties entering the labour market.

- People in very long-term unemployment. According to EPA. Subsample Variables, of the average 3,916,900 unemployed people in 2017, 90.2% (3,533,200) had previously worked, and 28.3% (1,001,600) of those had left their job three years ago or more.

- People with disabilities and/or in social exclusion.

- Women victims of gender violence.

2. Long-term unemployed people over 45 years old. Reach agreements with Governments and Public Administrations at all levels, to include social clauses in Public Sector Contracts that guarantee the hiring of between 5% and 10% of long-term unemployed people aged 45 and older in the projects and initiatives that they carry out.

3. Long-term unemployed people and improvement of their employability. Provide the necessary means for at least 10% of people in LTU to improve their employability by improving their digital skills and 15% by improving their basic skills, obtaining, at least, a Level 1 professional certificate.

4. Strengthen economic protection against unemployment for people in LTU. It is very important that people in LTU have economic protection that helps them to tackle their job search for re-entering the labour market in the best conditions. According to SEPE in its Registered Unemployment Statistics, in November 2018 registered unemployment stood at 3,252,867 people of whom 1,844,843 (56.7%) received some type of unemployment benefit, and the contributory benefit was only received by 790,974 people (24.3% of Registered Unemployment). In this regard, the renewal by the Government of the benefit for unemployed people over 52 years of age, which will affect about 115,000 unemployed people, is moving in that direction. In addition, progress will be made towards a new financial unemployment protection support system, to broaden the LTU group under protection, currently under study prior to development. Work will be done so

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that the guaranteed income that the Autonomous Communities can approve are compatible with unemployment benefits so that they may complement the financial unemployment protection support.

5. Prevent people from ending up in LTU. One of the most effective measures to avoid LTU is immediate assistance for people affected by collective dismissals as a result of company restructuring processes. A high percentage of these people – more than 50% – are 45 years of age and older and have ample work and professional experience. All workers dismissed voluntarily or forcibly from their company as a result of a collective layoff should be assisted immediately in the search for a new job through an Outplacement Plan (PREX) carried out by an authorised outplacement firm. The Public Employment Services would monitor and control this measure, which would be linked to the signing of an Activity Commitment by the dismissed worker. A study will be conducted on extending this protection to dismissed workers aged 45 and older, regardless of the size of the company and whether or not their dismissal took place in the framework of a collective layoff.

3.3. Objectives related to the improvement of the employment situation of people in LTU and other vulnerable peopleThe PLAN also includes another type of objective aimed at improving the employment situation of people in LTU and other especially vulnerable people. To obtain:

• Stable quality work for people in long-term unemployment.

• A reduction in the length of time unemployed and inactive for especially vulnerable people.

• Career transitions between one job and another or between unemployment and employment to occur in the first 6 to 12 months of unemployment, especially for those over 45 years old, women and other vulnerable groups.

• Increase the scope of assistance provided by the Public Employment Services to especially vulnerable people.

• Track the entries in the SISPE for previously inactive people and analyse their evolution in the System.

• Monitor the evolution of people formerly in LTU who have ceased to be registered with the System.

• Identify and disseminate as good practices the actions of the Public Employment Services with job placement results for people in LTU.

• Increase the satisfaction of people in LTU with the Public Employment Services.

• Increase the general satisfaction of employers and other collaborating organisations with the Public Employment Services.

3.4. Specific objectives related to the quantitative assessment of the elements that boost the performance of the SEPE SystemSEPE, to guarantee compliance with the defined objectives and goals, must promote measures that:

• Optimise and innovate in the service provision of the Public Employment Services.

• Improve the processes for efficient channelling/creation of jobseeker profiles.

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• Promote personalised use of the active employment policy instruments.

• Improve personalised support processes, promote group processes, sustainable activation and management of career transitions in the labour market.

• Encourage the participation of companies and specialised organisations – collaborators of the Public Employment Services – in the outplacement of these groups.

• Promote early intervention programmes to support the placement of professionals who register as jobseekers with employment offices, and whose characteristics suggest that they could be considered a professional with a greater vulnerability risk who may end up in LTU.

• Encourage collaboration frameworks with social services and with organisations that collaborate with the employment system.

• Facilitate relations with employers and other collaborating agents of the National Employment System through effective job-search instruments.

• Analyse good practices in active employment policies for people in LTU, specific groups and rural areas, through entities and organisations that specialise in providing assistance to these groups.

• Promote a plan to optimise the digitalisation of the data of registered people and the management of job offers.

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04Guiding principlesThe guiding principles of PLAN REINCORPORA-T for people in LTU and vulnerable people are:

1. Foster and update professional, technological and entrepreneurial skills in sectors most in demand by the market as well as in sectors and activities of preferential interest.

2. Combat situations of disenchantment and inactivity caused by long-term unemployment, in collaboration with social services and other collaborating entities.

3. Guarantee real and effective equality of treatment and opportunities between women and men and in any other circumstance of a personal or social nature that hinders entry to the labour market in conditions of equity.

4. Promote actions to achieve a labour market that offers rights, stability and job promotion, that eliminates gender inequalities and contributes to greater regional equity.

5. Improve the provision of support and labour intermediation through the employment services of both the public services and of the agents and collaborating entities.

6. Guarantee personalised attention and support based on the self-determination of each unemployed person, developing and consolidating a network in the Public Employment Services of technical staff tasked with guidance and job searches, linking up tools, programmes and support measures and providing a single point of contact with the different institutions and entities.

7. Specialise and adapt assistance to the different profiles of vulnerable unemployed people, personalising the follow-up, supporting career transitions and attending to considerations of gender, specific groups, and their sectoral and regional activity.

8. Specialise and adapt assistance to processes in rural areas and the development of the social economy.

9. Stimulate and facilitate transitions from unemployment situations to active employment and vice versa. Streamline administrative procedures and reduce waiting times that, in certain situations, discourage jobseekers.

10. Stimulate the procedures of individual and group assistance in collective layoffs through active employment policy instruments, such as the Outplacement Plans, establishing adequate regulation that facilitates their development in terms of prices and benefits, with consequent monitoring and control of their results.

11. Promote legal and physical security in the work environment.

12. Promote self-employment and entrepreneurship as a work alternative, with assistance and support structures from the Public Employment Services.

13. Promote and increase collaboration between social partners, the General State Administration, the Autonomous Communities and collaborating entities, especially in the field of employment and social services.

14. Encourage collaboration between different public bodies that work in the field of employment and national reference centres, vocational training centres and universities, facilitating the processes of professional retraining and the acquisition of professional skills.

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15. Encourage the commitment and participation of companies in PLAN REINCORPORA-T.

16. Strengthen social protection for people in LTU, mainly through the benefit for people over the age of 52 and the new unemployment protection support system, currently under study in preparation for its development.

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05Action prioritiesTo achieve the aforementioned objectives and with this comprehensive and systematic outlook of the measures considered, PLAN REINCORPORA-T is structured in six priorities in line with the provisions of article 10 of Royal Legislative Decree 3/2015, of 23 October, approving the revised text of the Employment Law, which refers to the Spanish Employment Activation Strategy 2017-2020, approved by Royal Decree 1032/2017, of 15 December. These priorities are:

5.1 Priority 1: Guidance.

5.2 Priority 2: Training.

5.3 Priority 3: Employment opportunities.

5.4 Priority 4: Equal opportunities in access to employment.

5.5 Priority 5: Entrepreneurship.

5.6 Priority 6: Improvement of the institutional framework.

5.1. Priority 1 GuidanceIncludes reception and information, careers guidance, motivation, advice, diagnosis and determination of professional and skills profile, the design and management of training itineraries, job search, labour intermediation, support actions for the job placement of beneficiaries and monitoring in the periods of transition from a situation of employment to a situation of unemployment.

To achieve the guidance goal for the long-term unemployed, several measures are included that aim to improve services for support, employability and improving the possibilities of finding work.

In this initial phase of assistance, a prediction of the employment situation in 12 months will be included, as a strategic variable to guide the intensity and type of assistance and services offered to each jobseeker. It will also help to have a diagnosis that is as up-to-date and accurate as possible of the labour market situation and the skills and qualifications that it demands. To this end, the “Report on the National Labour Market. Observatory of Occupations” that is published annually by SEPE, will be open to collaboration with the social partners participating in the General Council of the National Employment System, where the Report will be disseminated as established by Law 30/2015, of 9 September, which regulates the Vocational Training for Employment System.

SEPE will launch a profiling tool, which will be made available to the Guidance Services of the Public Employment Services that wish to use it, to assess the employability of each of the jobseekers, as well as provide a first indication of the types of action that would be most appropriate and effective to achieve earlier entry of the unemployed person into the labour market.

The Public Employment Services, within the theoretical framework of this initiative, will be able to develop the profiling tools that they consider most appropriate for the performance of their tasks.

The general conditions concerning the basic data that these profiling tools shall provide may be studied by the SISPE Coordination and Monitoring Committee.

In all cases the need to tailor the assistance process to each unemployed person, which in addition to providing services will facilitate their personal process (reception, motivation to work, support, empowerment and continuation regardless of career transitions...), will entail improvements and

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innovations in the support services currently provided by the employment services. In order to establish a benchmark for the support and follow-up processes for unemployed people, this evolution in the support services will require a skills-based guidance approach, as well as:

• A rights-based approach, in compliance with the Activity Commitment signed by the unemployed person.

• The right to individual and personalised attention, with personal data protection, that encourages the self-determination of each person to stimulate change processes that are oriented to the labour market.

• The guarantee of continuity in assistance from the relevant professionals.

• Comprehensive and integrated attention, in addition to coordination with other Administrations, entities and professionals, taking the necessary steps to guarantee the continuity and identification of a single point of contact, in charge of providing support to registered people in LTU, through an offer of services that are coordinated with the available social and employment services.

• The need to make evidence-based decisions that arise from the questioning of the importance of the Public Employment Services in the guidance and support of unemployed people to assist them in entering and remaining in the labour market.

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Priority 1 Guidance of PLAN REINCORPORA-T includes the following objectives and measures:

OBJECTIVE 1: PERSONALISED ATTENTION AND SOCIAL AND LABOUR MARKET SUPPORT

For personalised diagnosis and profile creation, a reception system prior to the assignment of a counsellor is proposed for the Public Employment Services. This system would receive the new jobseekers (reception and information phase),1 and would make an initial assessment of the demand (exploration phase), of the individual, social and professional characteristics of the jobseeker, with particular focus on identifying their career goal(s).

The reception system, in the final phase, after the identification of strengths and vulnerabilities, and the opening or updating of the job search, will guide the motivation and support needs in the preparation of their employment itinerary.

In assessing the vulnerability of an unemployed person, information must be provided on the situation of their household related to the income and employment rates of the family unit, and a predictive estimate of the employment situation in 12 months’ time.

The reception system is expected to channel the subsequent actions offered by the National Employment System, both in terms of potentially necessary resources and of the profile of the most appropriate counsellor within the Public Employment Services or the social and labour market resources of other collaborating entities, depending on the characteristics of each unemployed person and their job activation possibilities. The assessment will be logged in the SISPE common service demand, personalised diagnosis and profile creation.

During this preliminary phase, it will also be necessary to consider the support to the user, not only from the career guidance professional from the Public Employment Services, but also the contact and coordination with other professionals of the health and/or social services systems, of the education system (educational centres for adults and other resources of the educational system) that provide support, with all available resources, to cover the basic needs of the beneficiaries of the PLAN, so that they can put the focus of their attention on their training and professional retraining so that they may enter the labour market.

The people targeted by this measure are those affected by special vulnerability factors, as well as all those who are included in the definition of LTU given in this PLAN REINCORPORA-T.

The guidance counsellor is responsible for designing the “individual and personalised employment itinerary”.

The mentoring of the work activation process must be a service offered to all unemployed people for whom employment vulnerability factors are identified, without waiting for the consolidation of long-term unemployment. The employment itineraries must empower each unemployed participant with personalised assistance, follow-up and support in career transitions given by the guidance counsellor.

The expected result is that, for unemployed people who, due to their situation of risk or vulnerability in the labour market, opt for personalised support, find in the assigned guidance counsellor a technical resource

1 According to the development of the activity of the “personalised diagnosis and profile creation” of the Common Services Portfolio of the National Employment System. (Order ESS/381/2018)

MEASURE 2PERSONALISED ASSISTANCE METHODOLOGY. THE GUIDANCE COUNSELLOR

MEASURE 1PERSONALISED ATTENTION METHODOLOGY. RECEPTION SERVICE

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for follow-up and advice in their labour activation process and their transition to the labour market. The personalised support and tailored advice may be maintained at different times of the worker’s career. In this regard, the actions of the guidance professional will facilitate the increasingly common transitions of entries and exits from the labour market.

The assignation of the guidance counsellor must provide a foundation to consolidate and give meaning to the different actions and support offered by the Public Employment System and other collaborating entities. This point of reference must be maintained through the different transitions of working life. The possibility of maintaining the services of an expert when starting a job can provide the Public Employment Services with relevant information on the labour realities of the most vulnerable sectors and on existing job insecurity.

For the selection of the guidance counsellor, within the regional scope of the Employment Office, and once the Professional Guidance Network of the Public Employment Services has been consolidated, the wishes of the unemployed person will be taken into account.

The Public Employment Services, as the competent administrations, may establish collaboration agreements or other cooperation instruments with Local Entities in order to ensure that personalised assistance reaches all people in long-term unemployment, and for preventive purposes, those who are particularly vulnerable and are outside the National Employment System.

For their part, the Ministry of Labour, Migration and Social Security and the Spanish Federation of Municipalities and Provinces will sign a Framework Agreement to disseminate, promote and implement PLAN REINCORPORA-T.

The Individual and Personalised Employment Itinerary (IPE) must be guided by a priority criterion of employment activation and it will require the user and the Public Employment Service to sign a personal employment agreement. This document should contain, inter alia:

• Motivation and mood of the person towards the job search process.

• Professional assessment and identification of work alternatives.

• Training and vocational retraining and professional skill development needs, to determine a training itinerary.

• Identification of the appropriate actions for the job search.

• Support in transitions to the labour market.

• Degree of commitment and effort in the active job-search process.

The expected result is that each unemployed person will understand their best options and commit to the process with a 12-month projection based on a series of actions aimed at facilitating their reintegration into the labour market. Said actions will be considered by the guidance counsellor based on the activation prospects of the unemployed person, taking into account his/her preferences.

Those unemployed people who, for justified reasons, are not able to prepare an individual and personalised employment itinerary will participate in other types of less intensive actions oriented towards the motivation to change.

MEASURE 3THE PERSONALISED EMPLOYMENT ITINERARY

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The incorporation of the guidance counsellor, as a key support element for people in LTU and for the most vulnerable unemployed people, will entail a dynamic process of consultation with this professional, similar to social services or general practice.

The follow-up of each unemployed person will be determined by the goals established in the IPE and other needs that may

arise. The different labour transitions involving both entry and exit from the labour market should be the specific focus of assistance and support by the relevant technical team.

Appointments may be requested by the unemployed person or established by the guidance counsellor and will enable the IPE and activity commitment to be monitored.

To guarantee an adequate follow-up, unless there are personal reasons that justify it, it is recommended that the assistance to the user be more intense at the beginning of the PLAN, for example, once a week in the first 15 days and every two weeks during the two first months of the programme. The priority objective of this assistance, be it face-to-face or through other means, will be to establish how the person is progressing, how they are emotionally, what barriers or difficulties they are encountering in the implementation of the recommended activities, the degree of commitment to activation and what other needs they have to ensure that the service and assistance are having the desired result.

The fragility and temporary nature of the labour market and the cyclical nature of certain productive sectors offer employment opportunities that, without being a solution to the unemployment situation of people in LTU, do provide, because of their temporary or part-time nature, an income, social contribution opportunities and labour reactivation, although this is considered a temporary or transitory situation. It may also be a valuable pathway to stable employment in the medium term.

Taking these employment opportunities may have a negative impact because they entail the cessation of services or benefits or the length of time in unemployment, with a management and bureaucratic burden that discourages the unemployed person from taking advantage of these job opportunities. On other occasions, accepting these jobs leads to a deregulation of labour relations.

A Technical Bureau of the Public Employment Services will be established to review and streamline procedures to provide greater flexibility and agility to administrative procedures that facilitate these transitions to the labour market and that, while they are temporary or part-time, enable people in LTU to go back to work.

Beyond the assumed notion of a period of unemployment of more than a year as long-term unemployment, the conceptualisation of LTU as a factor of vulnerability means that we must not lose sight of the special unemployment situation over longer time periods – 18 to 24 months. In these cases, the existence of a full-time job not exceeding 6 months, or a part-time job not exceeding a quarter of the working day,

MEASURE 5FACILITATION OF CAREER TRANSITIONS

MEASURE 4PRIOR APPOINTMENT WITH THE GUIDANCE COUNSELLOR

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must be assessed by the Technical Bureau to be set up by the Public Employment Services as a positive evolution in the employment itinerary and, therefore, deserving of the various types of support that a person in LTU may receive.

The aim is to develop mechanisms to speed up administrative procedures that encourage activation and do not undermine the possibilities of short or part-time work and income guarantees for people in LTU and groups in situations of financial insecurity or poverty, in addition to guaranteeing the permanence of support that contributes to the development of the personalised employment itinerary.

In order to guarantee the continuity of the follow-up, support and job retention processes for people in LTU or especially vulnerable people, the Public Employment Services are recommended to encourage people to remain in the employment system as jobseekers in a situation of “employment improvement”, not only for labour intermediation purposes, but also for their possible participation in active employment policies that improve their skills.

Aiming for the ratio of 1 guidance counsellor to every 100 unemployed people, the Government has strengthened the Network of Guidance Counsellors by hiring 3,000 professionals through the Public Employment Services, as a result of the agreement reached in the Youth Employment Action Plan.

The Public Employment Services must have sufficient means and resources to provide adequate personalised assistance to people in LTU, with the capacity for early intervention and with sufficient time given to providing assistance; we will therefore continue working on the consolidation of the Network of Guidance Counsellors.

Career guidance, as a step prior to employment, should entail personalised assistance based on the needs detected for each applicant with a profile of vulnerability and related to other active employment policies, especially those that focus on professional activation.

To this end, the network of 3,000 guidance counsellors, created within the framework of the Public Employment Services – which also includes job search and job location tasks as a result of the Youth Employment Action Plan – will also attend to people in LTU as a priority group.

These counsellors, trained in career guidance and job search tasks, will receive specific training focused on providing assistance to vulnerable people in the labour market.

There is a strategic need for specialisation of the career guidance teams, with the aim of addressing differential features of the target groups of the PLAN (sectoral criteria, rural/urban areas, specialisation in entrepreneurship, in the social economy, the digital economy, etc.).

The specialisation of guidance counsellors is an element that may facilitate group intervention strategies and generate self-help dynamics, cooperation and exchange in groups of unemployed people for whom common characteristics and situations converge in their employment itineraries.

The proposal is therefore to explore group possibilities that, as well as optimising resources, can be motivating, energising and empowering opportunities for the unemployed people, especially taking into account that these group processes are in themselves motivating and break down the barriers of social isolation that lead to long-term unemployment.

MEASURE 7GROUP RECEIVING PRIORITY ASSISTANCE, TOGETHER WITH YOUNG PEOPLE, FROM THE NETWORK OF 3,000 GUIDANCE COUNSELLORS

MEASURE 6THE “EMPLOYMENT IMPROVEMENT” SITUATION

MEASURE 8GUIDANCE STRATEGIES BASED ON GROUP INTERVENTIONS

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A part of long-term unemployed people – approximately one fifth, according to data from the European Union (EU) – are demoralised and join the inactive labour force as a result of their unsuccessful efforts in the search for employment. Moreover, people in LTU have a lower participation in actions linked to active employment policies.

The frustrated expectations of entering the labour market for those in situations in which long-term unemployment is prolonged – more than 24 months of inactivity – leads to a greater abandonment of jobseeker status and loss of contact

with the Public Employment Services. This situation is accentuated when the unemployed person stops receiving unemployment benefits, subsidies or another type of income that entails an activity commitment.

To avoid this disconnection with the Public Employment Services, they will promote continued registration or permanence in the personalised employment itinerary of people who exhaust the benefit or the subsidy, offering specific measures to the person to try to guarantee that permanence.

Also for this reason, specific actions will be developed in collaboration with the social services to incorporate those inactive people who wish to work and who are not registered with the Public Employment Services into the system. The actions must hinge on the offer of personalised guidance services by a counsellor.

The greatest difficulties lie in how to access this group of people. In this regard, collaboration frameworks with social services and other social entities that collaborate with the employment system will be stepped up, to work with groups in situations of vulnerability and at risk of social exclusion.

In accordance with the recommendations of the European Public Employment Services, the Technical Bureau will study, and agree on, where appropriate, flexibility in the renewal of the job application of 28 days for long-term unemployed people; the Technical Bureau shall examine it and establish due precautions to avoid confusion arising over the term of renewal of the application for all jobseekers. This measure aims to reduce the number of people demotivated by prolonged unemployment leaving the employment system.

Another measure to be studied and agreed upon by the Technical Bureau is that registration with the employment system of any personalised action by the guidance counsellor with a person in LTU may entail automatic renewal of their job application for a period of 3 months.

MEASURE 10RENEWAL OF JOB APPLICATIONS FOR PEOPLE IN LTU

MEASURE 9INTEGRATION OF INACTIVE WORKERS INTO THE EMPLOYMENT SYSTEM

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The unemployment benefits acceptance period indicates the number of days between the date of application and the decision date. In December 2018, the average acceptance period for benefit applications at the national level was 1.0 days, lower than the same month of the previous year by 15.6%. The idea is to extend this reduction of the waiting period to all Public Employment Services in order to provided earlier personalised attention to the users of said services.

OBJECTIVE 2: RELATIONSHIP WITH LABOUR MARKET AGENTS

The Public Employment Services will establish the appropriate procedures and channels to participate with the social services of each Autonomous Community in order to facilitate access to these spaces of personalised attention to all people in LTU, especially those who have special difficulties in finding work.

To this end, the single points of contact between the Public Employment Services and social services will be determined, guaranteeing the traceability of the information and the technical content of the guidance to be provided, as established between the two services.

The Public Employment Services will establish the cooperation models most appropriate to each reality, sometimes through common physical spaces, sometimes shared applications, and sometimes personal cooperation between the technical staff of the two institutions or other alternatives that are deemed most suitable.

The action and the methodology in the guidance to be provided by the Public Employment Services will be coordinated within the framework of and with reference to the technical protocol guide in the Common Services Portfolio of the National Employment System, respecting at all times the specificities of the organisation of each Autonomous Community.

These Guidance and Personalised Assistance Programmes should be developed and extended at the local level. To this end, the Public Employment Services will promote meetings and communications through good practice actions linked to the development of those programmes that are successful in some Autonomous Communities.

Local Entities can become leading collaborating agents of the Public Employment Services in the matter of career guidance, through the different mechanisms and programmes established, individually or jointly, in the Common Services Portfolio.

In order to implement the local employment dimension as set forth in article 4 of the revised text of the Employment Law, approved by Royal Legislative Decree 3/2015, of 23 October, collaboration agreements with Local Entities will be developed by public employment services in order to promote actions in matters of career guidance and information with people in LTU residing in those municipalities where this collaboration is established. These agreements may be made within the framework of the agreements concluded with the Spanish Federation of Municipalities and Provinces and in the corresponding collaboration agreements that could be established for this purpose between the authorities charged with the management of active employment policies and federations of local entities of regional scope.

MEASURE 12PARTICIPATION AND COLLABORATION WITH THE SOCIAL SERVICES OF EACH AUTONOMOUS COMMUNITY.

MEASURE 11REDUCTION OF WAITING PERIOD FOR THE APPOINTMENT TO PROCESS UNEMPLOYMENT BENEFITS AND SUBSIDIES AND OTHER EMPLOYMENT SERVICES

MEASURE 13PARTICIPATION OF LOCAL ENTITIES IN GUIDANCE AND PERSONALISED ASSISTANCE PROGRAMMES

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The existence of Third Sector networks that are highly specialised in support for people with specific difficulties in finding work allows for the establishment of collaboration frameworks between said networks and the regional and local public employment services. Therefore, coordination between the Public Employment Services and Third Sector organisations will be promoted.

Coordinated action with these specialised networks is strategically important for the most vulnerable groups to enter and remain in the labour market.

Social and Solidarity Economy Networks, which have grown considerably during the last decade in various regions, operate, among other lines of action, in supporting and promoting sectors of the population that are most vulnerable and at risk of social exclusion. The PES will collaborate with these networks to help the recipients of this PLAN to re-enter the labour market.

Significant collaboration and innovation frameworks will be offered in public policies to meet the needs of people in LTU, based on the principles of the social economy – with a focus on economic activity that takes into account people, the environment and sustainable development as a priority over other interests, and a strong bond with local, sustainable and community-based development.

The importance of the leadership of the Government of Spain, through SEPE and the National Employment System-SNE (which has the participation of the most representative business and trade union organisations), in employment policies and its necessary and decisive role in the implementation of PLAN REINCORPORA-T, is undeniable.

The financial investment and the resources set aside for the promotion and application of this PLAN must contribute to the achievement of the stated objectives.

As the PLAN is an extraordinary action financed with public money, it will be possible to secure the participation of the

MEASURE 15PARTICIPATION OF SOCIAL AND SOLIDARITY ECONOMY NETWORKS

MEASURE 14THIRD SECTOR NETWORKS SPECIALISED IN PROVIDING COMPREHENSIVE SERVICES TO SPECIFIC GROUPS

MEASURE 16PARTICIPATION OF ENTITIES AND SPECIALISED ORGANISATIONS AUTHORISED BY THE PUBLIC EMPLOYMENT SERVICES IN THE PLACEMENT OF WORKERS

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collaborating entities of the Public Employment Services, in the terms and in the activities established for public-private partnerships in the Employment Law.

Some of these entities cover a large part or the whole of Spain and operate in several areas of specialisation in addition to having extensive experience in the field of job placement and working with all types of groups.

The regional perspective is desirable for the participation of these entities in the field of active employment policies in each Autonomous Community, so as to avoid duplication and failures in coordination, respecting the reach of the powers of each of the Public Administrations.

Some of these organisations provide complementary resources to those found in the Public Employment Services and in local entities, such as, inter alia, comprehensive technological tools (available to all users) that can accelerate the job search process and interact in a simple way with other unemployed people, or platforms for making professionals who participate in activities of the PLAN more visible to potential employers; this makes labour intermediation and the matching of employment supply and demand easier and more agile.

OBJECTIVE 3: GOVERNANCE OF GUIDANCE MEASURES

The functioning of the Public Employment Services, with their regional configuration, in the development of active employment policies must be understood within a new relational framework between Public Administrations, social partners and various types of private entity: companies, third sector, etc.

The structural and galvanising role of PLAN REINCORPORA-T in its Career Guidance priority will require consolidating the 3,000 guidance professionals, and once consolidated, the figure of the guidance counsellor assigned to every unemployed person will have to be established, guaranteeing the possibility of individual follow-up, and of referencing and strengthening the different actions and endowing them with the highest technical and human quality.

The guidance counsellors will coordinate the actions with other professionals from different employment services, including the public employment services of Local Entities, training or social resources, to make the IPE more coherent.

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5.2. Priority 2 TrainingPriority 2 Training of PLAN REINCORPORA-T includes the following objectives and measures:

For people in LTU or especially vulnerable people, the different training for employment actions aimed at learning, training and vocational retraining will be developed in consensus with the guidance counsellor. The purpose would be to develop a lifelong training system throughout their working life that enables them to tackle the continuous process of change and transformation, providing a guarantee to both workers and enterprises.

The Public Employment Services will facilitate access to training for employment actions and analyse with the participant their relevance in the process of re-entering the labour market

OBJECTIVE 1: IMPROVE THE COMPETITIVENESS OF BUSINESSES BY TRAINING THE WORKFORCE, ADAPTING THE SKILLS OF WORKERS TO THE CURRENT AND FUTURE REQUIREMENTS OF THE LABOUR MARKET

This measure aims to promote the employment and hiring of long-term unemployed people, through agreements signed by the Public Employment Services with enterprises or entities to train unemployed people for subsequent hiring. The training programmes may be aimed at obtaining professional certificates or may be other training courses not associated with the National Catalogue of Professional Qualifications and will be theoretical and practical and preferably delivered in face-to-face format.

As for the career guidance teams and with the collaboration, among others, of business associations and other development entities at the local level, actions will be taken to identify potential employers who need to fill jobs and require specific training for the workers to be recruited.

In these cases, and based on the provisions of article 28 of Royal Decree 694/2017, of 3 July, which implements Law 30/2015, of 9 September, which regulates the Vocational Training for Employment System, training actions aimed at unemployed workers that include hiring commitments may receive funding under the Royal Decree.

For these situations, the Public Employment Services must be swift and efficient enough to be able to promote this support and to not lose hiring opportunities for these vulnerable groups.

OBJECTIVE 2: IMPROVE THE EMPLOYABILITY OF WORKERS IN ORDER TO IMPROVE THEIR CHANCES OF OBTAINING QUALITY WORK AND ENHANCE THEIR PERSONAL DEVELOPMENT AND PROFESSIONAL PROMOTION

The Public Employment Services will enhance and reinforce the information and guidance service of the Professional Certificate System, in order to foster greater knowledge of the Professional Certificate System, the accreditation procedure itself and the advantages of this System for workers and for enterprises.

The Professional Certificates are a good tool to facilitate the vocational retraining of people in LTU, to improve their

MEASURE 19INFORMATION ON PROFESSIONAL CERTIFICATES

MEASURE 18TRAINING WITH HIRING COMMITMENT

MEASURE 17DESIGN OF THE TRAINING OBJECTIVES IN THE IPE

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employability and reduce time in unemployment by reintegrating them into the labour market.

The diversity of professional categories offers a wide range of possibilities for people in LTU to opt for quality training with recognition of official qualifications accrediting the corresponding professional skills, through the Professional Certificates, regulated in their general aspects by Royal Decree 34/2008, of 18 January.

The Professional Certificates must be the basic instrument for the accreditation of professional skills and to facilitate learning and vocational retraining for especially vulnerable unemployed people and for those who do not have a positive 12-month employment outlook, without prejudice to the possibility of taking other courses such as vocational training offered by the education system.

The guidance counsellor will have to assess, considering the resources available locally and the skills and needs of the unemployed person, whether the Professional Certificates are the most suitable and viable option to cover the training needs of the person in LTU, facilitating all the information necessary to be able to accredit their skills through the recognition of their professional experience.

Each local Public Employment Service must prioritise and generate options to accredit the professional skills acquired through the work experience of people in LTU and promote the obtaining of Professional Certificates linked to the professional categories that are most in demand. To this end, an offer in vocational training open throughout the year will be developed to obtain Professional Certificates, with annual or multi-year programmes according to the duration of the specialty, and which must be available in all major cities. Work will be done so that there is sufficient offer to enable access to accreditation at all levels of the training specialty, focusing on the jobs most in demand in the previous 2 years (at least 40% of the employment contracts in the corresponding location).

Training specialties linked to jobs that will be needed by companies in the corresponding location in the next 3 years will also be considered, as an anticipation measure to avoid leaving new offers that arise in the area unfilled.

The guidance counsellors must identify in the IPE if the unemployed person should or should not acquire key competences (Spanish language – and other official languages in the Autonomous Communities – foreign languages, mathematics, etc.).

The State Public Employment Service (SEPE) has established key competences in the European framework of the Recommendation on key competences for lifelong learning (2006). For these key competences, SEPE has established

training programmes based on learning outcomes, which are included in the Catalogue of Training Specialties used by all Public Employment Services to establish their training offers that are financed with public funds.

These offers include training in key competences through training actions that can be done in face-to-face mode and through e-learning.

Said competences will be certified by the relevant labour authority as established in Order ESS/1897/2013, of 10 October, implementing Royal Decree 34/2008, of 18 January, regulating the professional certificates, and by the Royal Decrees that established, developed and implemented the professional certificates.

In addition, Royal Decree 694/2017, of 3 July, implementing Law 30/2015, of 9 September, regulating the Vocational Training for Employment System, and to facilitate access to training in key competences, introduced the possibility that said training could also be performed through private initiative not financed with public funds.

Moreover, the Public Employment Services publish calls to assess key competences that people have acquired through other channels, so that, once they have passed the corresponding tests, the relevant

MEASURE 20TRAINING IN KEY COMPETENCES

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labour authority issues said certificate of key competence, as established in the aforementioned Order ESS/1897/2013, of 10 October.

The key competences that can be acquired are:

• Communication in Spanish Language (level 2 and level 3).

• Mathematical competence (level 2 and level 3).

• Communication in foreign languages (level 2 and level 3).

• Communication in the official languages of the Autonomous Community. (level 2 and level 3).

The development of training programmes in key competences will be promoted, aimed at people in LTU and other groups with greater difficulties in accessing training, to ensure that all unemployed people acquire basic skills in Spanish – and other official languages of the Autonomous Communities – communication in a foreign language and mathematical competence; these will facilitate their entry into the labour market, improve their present and future employment prospects and stimulate learning throughout their working life.

Cooperation between the Public Employment Services and the education authority will be established to implement programmes for people in LTU to acquire key competences.

All this is in addition to the necessary review of the methodological approach of the key competences, and the individual assessment that, as has already been indicated, is conducted taking into account the conciliation between the acquisition of the key competences and the employment needs of the group.

These programmes are designed to respond to new needs arising from the process of technological, digital and productive change. These programmes must consider, in particular, the needs of the group of workers over 45 years of age and those with lower digital skills. In particular, women in LTU.

The creation of jobs linked to the emergence of new technologies and the increasing automation of the economy is gaining strength. A change that is transforming our way of life and the way in which we relate with others, but that also influences the productive processes, the way we consume

and, therefore, the very dynamics of the labour market. Artificial intelligence, robotics, virtual reality, the management and storage of data beyond physical spaces, mobile applications, social networks or online commerce are now part of our present reality and their influence is likely to grow in the future. This transformation will enable the appearance of activities and professions that do not exist today and, as a result, the creation of new jobs in the medium and long term.

In the case of Spain, the the Internet Analysis and Economic Development Observatory (ADEI) estimates that 3.2 million jobs linked to the digital transformation will be created by 2030, and another 600,000 with a high human component that have little likelihood of being replaced by machines. History shows that technological advances generate a very beneficial impact both in the economy, in general, and in the labour market, in particular.

According to several studies, at present, this change has already resulted in the appearance of new jobs over the last five years: from digital marketing specialist and social network administrator, to big data analyst or designer and mobile applications developer, among other professions linked to the virtual world. The internet of things, 3D printing, biotechnology and nanotechnology, autonomous cars, drones, home automation, urban agriculture, digital education, artificial organs and the extension and implementation of new online services, among others, are areas of foreseeable job creation.

The Public Employment Services develop actions and lines of work, in the central axis of training , to prepare for these changes, and focus many of their actions on the promotion of new training specialties linked

MEASURE 21TRAINING IN DIGITAL SKILLS

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to new technologies. Through PLAN REINCORPORA-T different professional training for employment initiatives will be strengthened and priority access to them will be guaranteed to LTU people

Within the European Framework of key competences for lifelong learning, common standardised content will be promoted in training programmes, so that, during the three years of the PLAN, people in LTU will be able to acquire the necessary digital skills and improve their professional qualifications. Along these lines, we will take a twin-track approach to people in LTU:

• Acquisition of basic and sufficient knowledge for the use of technology as a work tool, essential for accessing the vast majority of jobs, promoting basic and intermediate level training courses in Microsoft solutions (Excel, Word, PowerPoint, Outlook and Internet in general).

• Acquisition of specific knowledge linked to a technological specialty (programming languages, development of applications, robotics, etc.). In this case, specific and specialised training actions will be promoted.

In order to reduce the gender gap in the technology sector and favour the acquisition of digital skills by women, the professionals who assist LTU people will advise women in particular so as to encourage them to participate in these training specialties, giving priority to their requests.

New social needs linked to climate change and the ecological transition, the demographic challenge of rural depopulation and an ageing population, and the need for locally available services and health service provision as a result of current organisational changes and models of life, are creating sectors and activities of preferential interest in which significant sources of employment will be generated.

This measure proposes to develop and prioritise qualifications for LTU people in sectors of preferential interest, related to, inter alia:

• Environmental sustainability and energy transition linked to measures to combat climate change, agricultural qualifications, forestry and rural employment.

• The field of care, personal assistance and community and dependence services.

• All those resulting from the processes of digital transformation and technological change.

• And all those that are identified in the Annual Report on Detection of Training Needsof the Observatory of Occupations.

All these training actions should consider the gender perspective and include specific equality actions, so as not to further widen gender gaps by reproducing the situation indicated in the previous sections.

LTU people, in addition to the deterioration of their professional skills, suffer from a greater lack of motivation and insecurity in the face of a possible return to work, added to a loss of self-esteem that makes them more vulnerable in their return to work.

The Public Employment Services will design actions and services for the processes of preparation and motivation for a return to the labour market, especially for unemployed people who have been unemployed for 24 months and more. To organise these actions, they may be guided by group, local and/or sectoral strategies, with the possibility of incorporating dynamics of mutual support, and with the gender perspective always considered.

MEASURE 22TRAINING PROGRAMMES AIMED AT QUALIFICATIONS IN SECTORS OF PREFERENTIAL INTEREST AND PUBLIC INTEREST

MEASURE 23PROGRAMME FOR THE EMPLOYMENT OF PEOPLE WHO HAVE BEEN UNEMPLOYED FOR 24 MONTHS AND MORE

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The aim is to facilitate processes aimed at maintaining an adequate level of motivation and self-assessment in the event of a possible return to the labour market, especially for LTU people with a long period of inactivity, with specific actions of educational support and psychological reinforcement, for which we will have the collaboration of the appropriate social and health services, whose intervention will be requested or facilitated by the counsellor monitoring the career path of the LTU person.

5.3. Axis 3 Employment opportunitiesThis priority includes actions that aim to encourage hiring, job creation or the retention of quality jobs for LTU people and especially vulnerable people in order to move towards a more inclusive and sustainable labour market.

The measures to encourage hiring include subsidies for job creation. Currently there are a wide range of subsidies and benefits, a fact that, in addition to limiting the potential of their use, dilutes their effectiveness. The proposal is to rationalise the subsidies system, after a prior evaluation of their efficiency, limiting them to those that facilitate access to the labour market to the most vulnerable groups.

The Master Plan for Decent Work includes a wide range of operational and organisational measures to combat job insecurity, measures that are aimed at reversing the most serious problems in our labour market and that, more significantly, affect the most vulnerable groups.

Axis 3 Employment Opportunities of REINCORPORA-T includes the following objectives and measures:

OBJECTIVE 1: PUBLIC PROCUREMENT AND THE RESPONSIBILITY TOWARDS MORE VULNERABLE SECTORS

Public policies in the area of government procurement are a key instrument for the promotion and improvement of employment access and retention practices for LTU people and other vulnerable groups, as well as for gender mainstreaming.

The expenditure of the various Public Administrations on procurement accounts for approximately 18.5 percent of GDP. This considerable sum has a significant influence on our labour market.

In this regard, the 2030 Agenda for Sustainable Developmentindicates the need for Responsible Public Procurement, incorporating social, environmental and fair-trade considerations in government

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procurement, with the aim of transforming our model of production and consumption towards more equitable and sustainable forms of development. Furthermore, Public Procurement Law 9/2017, of 8 November, which transposes into Spanish law the Directives of the European Parliament and Council 2014/23/EU and 2014/24/, of 26 February 2014, establishes the possibility of including this type of social consideration in public procurement. Considerations that may be included in all phases of procurement, when designing award criteria, qualitative criteria to assess the best value for money, or special conditions for implementation. In particular, in the case of special implementation conditions, the Law imposes an obligation on the contracting authority to establish in the bidding documents at least one of the special environmental, social or employment-related special implementation conditions, as listed in article 202 of the Law, provided that these criteria are related to the purpose of the contract to be performed.

The incorporation of social clauses that generate an inclusive labour market poses a challenge for public-sector entities, for suppliers and for bidding entities. And it represents a good opportunity to use them in line with employment policy objectives.

The Public Employment Services will promote training actions, information campaigns and good practices aimed at public agents responsible for procurement, to promote the incorporation of social considerations that favour an inclusive and sustainable labour market. To this end, considerations that contribute to combating long-term unemployment, especially in the most vulnerable sectors, and including a gender perspective, will be encouraged.

This consideration may be that for public tenders that require the successful bidder to hire at least 10 new workers, the hiring

ofLTU people will be assessed in the award criteria, provided that this can be linked to the purpose of the contract in the terms provided in article 145 of Law 9/2017, of 8 November, on Public Procurement (LCSP). The assessment of this criterion will depend on the number of LTU people that are hired in relation to the maximum possible number of employees.

Public Administrations and other public contracting entities are recommended to exercise the utmost rigour in the requirement for and compliance with social considerations, which they must also extend to subcontracting companies, in the terms set forth in the LCSP.

This measure as a whole will be discussed and agreed upon in the Interministerial Commission for the incorporation of social criteria in public procurement, set up by Royal Decree 94/2018, of 2 March.

The Public Employment Services, in response to regional and sectoral priorities and to the most vulnerable sectors, will design follow-up actions and promote good practices in public procurement.

The Public Employment Services, with the collaboration of other specialised entities, will provide bidding companies with candidates to fill the jobs that comply with the social clauses required in public procurement processes.

MEASURE 24 AWARENESS-RAISING PROGRAMME ON THE INCLUSION OF SOCIAL CLAUSES IN PROCUREMENT PROCESSES

MEASURE 25PROGRAMME TO MONITOR THE INCORPORATION OF SOCIAL CLAUSES IN PROCUREMENT PROCESSES

MEASURE 26PROVISION OF WORKERS FOR COMPLIANCE WITH SOCIAL CLAUSES

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Public Procurement Law 9/2017, of 8 November, , in its Fourth Additional Provision, states that by means of an Agreement of the Council of Ministers or of the competent body in the area of Autonomous Regions and Local Entities, minimum percentages will be set for reserving the right to participate in the award procedures of certain contracts or of certain lots thereof to Special Employment Centres and to regulated recruitment agencies – provided that the percentage of workers with disabilities or in situations of social exclusion of the Special Employment Centres, of the recruitment agencies or of the programmes is as established in the relevant regulations that set the minimum conditions to guarantee compliance therewith.

Upon implementation of this measure by the Council of Ministers, The Spanish Public Employment Service (SEPE) will promote compliance by State Public Sector bodies of the minimum employment quota indicated in the aforementioned Law, while encouraging the corresponding Public Employment Services to follow up on this type of contract, promoting good hiring practices in the special employment centres and in regulated recruitment agencies.

OBJECTIVE 2: CORPORATE SOCIAL RESPONSIBILITY AND THE ADDED VALUE OF GENERATING EMPLOYMENT FOR PEOPLE WITH DIFFICULTIES IN ACCESSING THE LABOUR MARKET

In addition to the inclusion of assessment criteria for enterprises and other private entities in public procurement processes, actions for the recognition of Corporate Social Responsibility are proposed so that, within their active and voluntary contribution to social, economic and environmental improvement, they include specific and measurable actions to introduce good practices in hiring workers, ensuring that a part of the hired workers are from groups of LTU people and vulnerable groups, always taking into account the gender perspective, so as to help create an inclusive and sustainable labour market.

A system is proposed that will generate added value by increasing the training credit for companies that hire and maintain stable hiring rates of workers from LTU.

Those companies that in the creation of net employment hire and maintain stable hiring rates of workers from LTU higher than 10% will be given an extension of their training credit of 5% for the year following the year in which said condition is fulfilled. Job stability, for the calculation thereof, means more than one continuous year of work.

The development of this new system shall be promoted through the measures set forth in the regulatory reform of Law 30/2015, of 9 September, regulating the Vocational Training for Employment System, by its implementing Royal Decree 694/2017, of 3 July, and of Order TAS/2307/2007, of 27 July, implementing the former Royal Decree that implemented the Law regulating the vocational training for employment subsystem. This regulatory modification will serve to include Corporate Social Responsibility as a new criterion in quantification of the training credit, understood as a commitment to reduce long-term unemployment through the permanent and stable hiring of LTU people and other vulnerable groups. Moreover, in order to favour the use of training credits by SMEs, studies will be conducted on making them more flexible and the implementation of specific treatment through their sectoral joint structures, which at the same time as facilitating access for these enterprises to training credits will help to distribute them as widely as possible.

In addition, appropriate tax incentives, such as deductions for the creation of stable employment for the long-term unemployed, will be studied together with the Ministry of Finance and the Ministry of Economy

MEASURE 27PROMOTION OF EMPLOYMENT QUOTAS FOR SPECIAL EMPLOYMENT CENTRES AND FOR REGULATED RECRUITMENT AGENCIES

MEASURE 28COMPANIES WITH A SOCIAL COMMITMENT TO EMPLOYING LTU PEOPLE

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and Enterprise. The deductions will be greater when the employer has hired one or more professionals considered to be less employable (according to criteria above).

In this regard, the Public Employment Services will determine, according to their particular circumstances, the factors and criteria that define LTU people in their territory and will determine their priorities. The factors that may be considered include:

• If they belong to an under-represented gender in the occupation in question.

• If they lack income and are over 61 years old.

• If they have spent most of their professional life in an occupation that is now defunct in the area in which they reside.

• If they are close to the age at which they have the right to a contributory pension from Social Security and there is a risk that they have not paid in the required amount.

• If they have suffered a serious illness that has left them in a situation of temporary disability for periods exceeding 18 months and has caused them to lose their job.

• If they have dependent children who are minors.

• If they have reached a certain age without obtaining any qualifications.

• If they have been interned in penal institutions or rehabilitation centres.

• Other factors

The Public Employment Services of each Autonomous , once these criteria have been defined, will establish a register of LTU people that meet these characteristics, which will be made available to the career guidance professionals, on the one hand, and potential employers, on the other, so that they may give them priority in the employment opportunities that arise.

In addition, the Public Employment Services will maintain a special register of job-offering companies for jobs that, due to their special characteristics (temporary work, low-skilled, agricultural harvest campaigns, etc.), may be offered preferentially to LTU people.

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All the companies that, through one channel or another, hire workers under the terms referred to in the second paragraph of this measure will be entitled to the training and tax benefits to be determined.

The measures established below are in favour of people with disabilities and women victims of gender violence, two groups for whom the situation worsens when compounded by LTU.

A system is proposed that will generate added value by increasing the training credit for companies and other private entities that maintain stable hiring rates of workers with disabilities that exceed legal requirements.

Microenterprises (1 to 9 workers) and Small Enterprises (from 10 to 49 workers) that, without being obliged to meet the 2% employment quota for having fewer than 50 workers, maintain the rate of workers with disabilities above 5% of staff numbers, will be given an extension of their training credit of 10% for the year following the year in which the condition is fulfilled.

Enterprises that, being obliged to meet the 2% employment quota for having 50 workers or more, maintain the rate of workers with disabilities above 10% of staff numbers, will be given an extension of their training credit of 5% for the year following the year in which the condition is fulfilled.

The development of this new system shall be promoted through the measures set forth in the regulatory reform of Law 30/2015, of 9 September, regulating the Vocational Training for Employment System, by its implementing Royal Decree 694/2017, of 3 July, and of Order TAS/2307/2007, of 27 July, implementing the former Royal Decree that implemented the Law regulating the vocational training for employment subsystem. This regulatory modification will serve to include Corporate Social Responsibility in relation to the hiring of people with disabilities as a new criterion in the quantification of the training credit. For this group and in relation to SMEs, the measures of flexibility and specific treatment will be taken into account for the access of these enterprises to the training credit indicated in Measure 28.

MEASURE 29COMPANIES WITH A SOCIAL COMMITMENT TO EMPLOYING PEOPLE WITH DISABILITIES

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Guaranteeing the confidentiality of the data of the beneficiaries, and in collaboration with the Spanish Institute for Women and Equal Opportunities (IWEO), a network of companies that facilitate the hiring of unemployed women victims of violence of genre will be created. In order to be included in this network, companies must have appropriate measures related to flexible working hours and place of work, and their progress in terms of their Gender Equality Plans will also be taken into account, and a priority labour intermediation pathway between job supply and demand in these companies will be fostered.

Several studies have revealed the existence of discriminatory biases – in many cases unconscious – in recruitment processes. When this occurs, women or people whose names sound foreign or whose age is considered unfit for whatever reason are ruled out more frequently. This discriminatory situation occurs to a greater extent when they are in LTU.

SEPE, to avoid possible discriminatory biases, in collaboration with the Spanish Institute for Women and Equal Opportunities, will promote the implementation of blind hiringusing “anonymous or blind” CVs, to make companies aware of the existence of these sometimes unconscious biases and of how

to detect and combat them. The anonymous recruitingfocuses exclusively on the ability of the candidate to do the job and removes irrelevant personal references, such as: name, gender, age, photograph or other personal circumstances.

Companies that receive grants and/or subsidies from public administrations amounting to 150,000 euros or more per year for the provision of any type of work or service and that have 10 or more workers will take into account, when it becomes necessary to hire more staff, candidates in LTU so as to hire at least one worker from this group. These companies will enjoy the benefits in terms of professional training and possible tax incentives that are included in Measure 28.

When the beneficiaries are small enterprises or microenterprises, the impact of applying this measure will be assessed.

OBJECTIVE 3: PROMOTION OF HIRING IN ACTIVITIES OF PREFERENTIAL INTEREST AND PUBLIC INTEREST

Hiring will be promoted in sectors of preferential and public interest that help the most vulnerable people to obtain a decent job, in sectors and activities of high economic and social content, such as:

• Environmental sustainability and energy transition linked to measures to combat climate change, agricultural qualifications, forestry and rural employment.

• The field of care, personal assistance and community and dependence services.

All actions that are carried out in the implementation of the corresponding policies to achieve the above objectives will be carried out from a perspective of inclusion, gender and equality.

MEASURE 32COMPANIES THAT RECEIVE GRANTS AND SUBSIDIES FROM PUBLIC ADMINISTRATIONS, AND THEIR CONTRIBUTION TO HIRING LTU PEOPLE

MEASURE 31COMPANIES WITH A SOCIAL COMMITMENT AND THE BLIND CURRICULUM VITAE IN THE RECRUITMENT PROCESS

MEASURE 30COMPANIES WITH A SOCIAL COMMITMENT TO EMPLOYING WOMEN VICTIMS OF GENDER VIOLENCE

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Actions for development and employment in rural areas

To give effect to the measures for the development of rural areas, the collaboration of organisations related to agricultural activity that have a local presence (organisations of farmers and breeders, cooperatives, etc.) will be sought, because they are the ones that can make sure that initiatives in this field reach the final recipients.

Community services and support are of extraordinary importance in rural areas. This sector is very important in activating employment in this field, since it would mean transforming the problem of ageing that affects rural populations into an employment opportunity, providing services to residents in this environment. To this end:

• The measure will aim to solve the problems that limit access to training with professional certificates.

• Entrepreneurship will be strengthened at the local level for the provision of these services (promoting worker cooperatives). To this end, it will be advisable to review the formula chosen for the public procurement of these services, so that local entrepreneurship is on an equal footing and the resources invested benefit the community as far as possible and thus contribute to stimulating the local economy.

The demographic challenge of widespread rural depopulation throughout Spain has led to a progressive abandonment of rural activity and of the conservation of its natural heritage. Biodiversity conservation projects, forest maintenance, reforestation and fire prevention, the control of invasive species, energy transition projects, agricultural transition to organic and sustainable models or similar, may contribute to the establishment of populations and the generation of employment in the rural environment.

For these purposes, for example, projects of general interest related to the environment and against climate change will be encouraged to stimulate rural areas and help their conservation by improving the lives of their inhabitants.

MEASURE 34PROMOTION OF PARTNERSHIPS FOR ACTIONS OF ENVIRONMENTAL INTEREST AND AGAINST CLIMATE CHANGE IN THE RURAL ENVIRONMENT PROMOTED BY LOCAL ENTITIES, ENTERPRISES AND SOCIAL ECONOMY ENTITIES.

MEASURE 33RECRUITMENT PROGRAMMES FOR ACTIVITIES OF PREFERENTIAL INTEREST AND PUBLIC UTILITY FOR THE REACTIVATION OF LONG-TERM UNEMPLOYED PERSONS REQUIRING SPECIAL ATTENTION IN RURAL AREAS

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In order to support the maintenance and the arrival of populations in rural areas, incentive measures to employ young workers in the agricultural sector will be studied. This measures may be oriented, in particular, towards replacing retired workers with young workers, avoiding measures that may generate incentives for early retirement.

To address declining activity in municipalities of up to 5,000 inhabitants, especially agricultural activity, traditional crafts and handicrafts, programmes that help women and long-term unemployed people to revive business activity will be encouraged and supported.

For these purposes, it is essential to establish mechanisms that facilitate access to funding, since this is the most limiting factor when it comes to entrepreneurship.

Small farmers and artisans have difficulties accessing ordinary markets, which affects the viability and sustainability of their economic activities.

Regulatory frameworks and other practical aspects will be used to promote the regulation and promotion of local commerce and consumption networks that generate greater economic returns and the possibilities of sustainability for primary producers in rural areas.

The field of care, personal assistance and local services

LCare work, related to cleaning and feeding needs or caring for dependents, are often thankless, invisible and in many cases unpaid tasks. And the immense majority of these tasks are performed by women.

Current lifestyles create significant and varied demand to cover these jobs: to help families take care of their elders, to take care of the children or to carry out domestic tasks. Meeting these needs is essential for the proper functioning and organisation of social life and, in many cases, helps with the work-life balance.

They are labour-intensive activities and, potentially, one of the most notable sectors of economic activity and job creation in the Services Sector. As indicated by the XVIII Opinion of the Spanish Dependency Care Observatory of March 2018, “this is a sector that is generating a total of 36 direct, stable and non-outsourceable jobs for every million euros of public expenditure”, that is generating significant returns and “a rate of return on public spending in 2017 of around 0.397”, which means “a return of around 40 euros for every 100 euros of public spending on Dependency”.

The people who work in the domestic environment , in their immense majority women, many of whom are immigrants, are a group that suffers from particular situations of lack of protection and abuse at work. This area of work is an environment in which

LTU people can also find employment opportunities, although it is necessary to promote the improvement of working conditions. Convention No. 189 of the International Labour Organisation (ILO) and Recommendation No. 201 on Decent Work for Domestic Workers laid the regulatory foundations for

MEASURE 35MEASURES IN RURAL AREAS

MEASURE 36THE RECOVERY OF ECONOMIC ACTIVITIES IN RURAL AREAS

MEASURE 37DEVELOPMENT OF LOCAL BUSINESS AND CONSUMER NETWORKS

MEASURE 38PROMOTION OF DECENT WORK IN THE FIELD OF DOMESTIC WORK

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improving the working and living conditions of people employed in a job that has always been undervalued. It is a Convention that, although not yet ratified by Spain, serves as a reference for establishing the road map for making headway in improving the working conditions of this group.

In our tertiary economy, its scope covers a wide range of care services and a large and growing category of workers who are usually migrants or members of disadvantaged groups. Their work is often poorly recognised, and their labour and social vulnerability is among the highest in the labour market.

In particular, the advancement of the right to freedom of association for domestic workers will be promoted. At the same time steps will be taken through a technical bureau so that they may enjoy more equitable conditions of employment and more decent working conditions.

Among the measures to improve the situation of LTU people and those in situations of vulnerability, great importance is attached to renewed financing by the General State Administration of the contributions of the Special Agreement for non-professional caregivers of people in situations of dependency. This measure will affect around 180,000 people, of whom 90% are women.

In this regard, the Government has approved Royal Decree-Law 6/2019, of 1 March, on urgent measures to guarantee equal treatment and opportunities between women and men in employment and occupation, which modifies the Revised

Text of the General Law on Social Security, approved by Royal Legislative Decree 8/2015, of 30 October, affecting the validity of Special Agreements on the Social Security System for non-professional carers of people in situation of dependency and the legal arrangements for said Agreements. This decision brings back a measure implemented in 2007 and repealed by Decree in 2012.

As of 1 April 2019 the special agreements that are signed under Royal Decree 615/2007, of 11 May, which regulates the Social Security of caregivers of people in situations of dependency, will be governed entirely by the provisions of said Royal Decree. The Social Security and Vocational Training contributions established each year according to the provisions of article 4 of the aforementioned Royal Decree will be

MEASURE 39QUALIFICATION AND ACCREDITATION OF COMPETENCES OF NON-PROFESSIONAL CAREGIVERS OF PEOPLE IN SITUATIONS OF DEPENDENCY

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paid jointly and directly by the Institute for Elderly and Social Services (IMSERSO) to the General Social Security Treasury

In this way, recognition is given to the figure of the non-professional carer of people in a situation of dependency, who in many cases is forced to leave his/her job, and therefore to interrupt his/her Social Security contributions, to take care of the dependent person, becoming LTU person without recognition of a task that is, in fact, a real occupation. This measure does justice to this group, which is formed in its vast majority by women, since traditionally they are the ones who take care of dependent people.

The National Employment System will specify, within the Annual Employment Policy Plans, a Programme of active employment policies for the organisation of a specific campaign to disseminate this measure and the adoption of the necessary measures to promote vocational training for this group of non-professional caregivers within the framework of the National Catalogue of Professional Qualifications and the corresponding Modular Catalogue of Vocational Education and Training prepared by the National Institute of Qualifications (INCUAL). This will improve the provision of care and services in the present and facilitate professional continuity for this group in the care sector in the future.

According to ILO Convention No. 189, pending ratification by Spain, the term domestic work means work performed in or for a household or households, and the term domestic worker means any person, female or male, engaged in domestic work within an employment relationship.

It also establishes that every domestic worker has the right to a safe and healthy working environment.

The National Institute of Occupational Safety and Health (INSST) shall develop a Practical Guide to identifying, preventing, and evaluating occupational risks in the household.

OBJECTIVE 4: OTHER MEASURES TO PROMOTE EMPLOYMENT

In 2018, there were 21.5 million new hires. Of these, 93.3% (20million) were temporary contracts, 34.8% (7.5 million) were part-time contracts, and 39.8% (8.5 million) were for up to 30 days. The contract most used, for 1 out of 3 new recruits, was the temporary part-time contract. Of the part-time contracts, 59.5% (4.4 million) – 3 out of 5 contracts – were signed by women: 58.3% of the Temporary contracts for Production Needs, 55.9% of the Work or Service contracts, 82.5% of the Temporary contracts and 62% of the Permanent contracts. It is clear that the seeds of the pay gap between men and women have been sown by part-time employment contracts, unwanted by the great majority of those who endure them, which affect 60% of women.

Therefore, this measure will promote an adjustment of the use of temporary contracts to the principle of causation, to avoid it being used abusively, and, in collaboration with the Labour and Social Security Inspectorate (ITSS), to introduce more effective controls, promoting limits on the duration of temporary contracts for the same worker with the same employer; encouraging full-time hiring and avoiding the huge differences (60%-40%) between women and men in this type of contract; and committing to and promoting permanent hiring.

The role played by temporary employment agencies in the management of temporary employment, as authorised professional managers that contribute to the improvement of the employability of the groups hired by them, will be consolidated and promoted, providing adequate training and prevention guarantees for all workers.

MEASURE 40PREPARATION OF A PRACTICAL GUIDE TO IDENTIFYING, PREVENTING, AND EVALUATING OCCUPATIONAL RISKS IN THE FAMILY HOUSEHOLD

MEASURE 41REINFORCE THE CAUSALITY OF TEMPORARY HIRING AND PART-TIME CONTRACTS

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Although the level of long-term unemployment, as with general unemployment, has fallen in recent years, maintaining this positive trend continues to be a challenge. Much unemployment is long-term (in the third quarter of 2018, the unemployment rate of this group in Spain was 6.1%, while in the EU-28 it was 2.8%), which is why attention to long-term unemployed people is crucial to improve the employment levels of this group, especially for vulnerable people, since the prolongation of unemployment causes the possibilities of re-entering the labour market to be gradually lost, which is a significant threat to social cohesion.

In this regard, the Government has approved Royal Decree-Law 8/2019, of 8 March, on urgent social protection measures and the fight against job insecurity in the workplace, which forms part of the measures adopted with the objective of combating job insecurity, unemployment and in-work poverty, acting on the group of people in situations of long-term unemployment.

For these purposes, article 8 of the aforementioned Royal Decree-Law introduces an incentive for employers who give permanent contracts to unemployed people registered with the employment office for at least 12 months in the 18 months prior to hiring. This incentive to hire people in LTU will be a deduction from the employer’s Social Security contribution per worker recruited of 108.33 euros/month (1,300 euros/year) over a period of 3 years. When these contracts are concluded with women, the deductions will be 125 euros/month (1,500 euros/year) during the same period of time. And if the contract is part-time, the deductions will be applied in proportion to the working hours agreed upon in the contract.

For this incentive to apply, the company must keep the hired worker in employment at least 3 years from the date of commencement of the employment relationship and maintain the level of employment in the company as per contract for at least 2 years from entering into the contract.

The Public Employment Services, in their task of labour intermediation, will promote this type of contract addressed to LTU people.

MEASURE 42ENCOURAGE THE PERMANENT AND STABLE RECRUITMENT OF LONG-TERM UNEMPLOYED PEOPLE

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These programmes may be developed in both urban and rural areas and have produced good results to date in medium-sized cities.

For all programmes of recruitment for activities of preferential interest and public utility, whether in rural or urban areas, in small municipalities, medium-sized cities or large city districts, a framework of legal certainty will be consolidated for participating municipalities and public entities, developing a model contract, the use of which is reserved for public institutions and entities that hire people in long-term unemployment, who have been referred to these programmes

by the Public Employment Services. This contract will ensure that part of the day is dedicated to training, support or guidance for employment.

Said contracts would not count when calculating staff numbers in the entities and the recruitment of workers would not be governed by the principle of merit, but by necessity or referral from social services and employment services. The aim is to regulate an employment relationship the sole objective of which will be to encourage LTU people to resume contact with the working world so as to increase their employability and favour their finding further work.

As this deals with labour recruitment, it will be carried out within the framework of the new Workers’ Statute, to be studied by the Committee of Experts for agreement by the Social Dialogue Bureau.

Promotion of the hiring of people with disabilities

People with disabilities bear a much higher risk of poverty and/or exclusion than those who do not have disabilities. Among the factors that influence this greater risk of poverty and/or exclusion are difficulty in accessing the labour market and the economic burden of disability for families. 17.1% of employed people with disabilities are poor. Although the employment of people with disabilities is sheltered, work does not save them from poverty.

With the measures contained in this PLAN, we shall endeavour to find solutions for long-term unemployed persons with disabilities, as this condition substantially increases their degree of vulnerability.

All these measures will be agreed with the Ministerial Department responsible for public service.

The Public Procurement Law significantly reinforces the social and inclusive dimension of public procurement.

The new Public Procurement Law has transposed various European Directives into the Spanish legal system and has enabled various demands of the Spanish Committee of Representatives of People with Disabilities (CERMI) and of the Third Sector Platform (PTS) to be included.

Although the request to prohibit recruitment contracts with companies that do not comply with the minimum employment quota of 2% of jobs for people with disabilities has been accepted, the exclusion from access to subsidies for companies that do not comply with that requirement has not been accepted.

Express mention is made of the social and labour integration of people with disabilities and the new legal text contains

sufficient provisions that require that in the bidding conditions and in the procurement phases the universal accessibility requirements are met.

MEASURE 43PROGRAMMES OF RECRUITMENT FOR ACTIVITIES OF PREFERENTIAL INTEREST AND PUBLIC UTILITY

MEASURE 44MONITORING AND EVALUATION OF COMPLIANCE WITH THE PUBLIC PROCUREMENT LAW, IN TERMS OF HIRING AND EMPLOYMENT CONDITIONS FOR PEOPLE WITH DISABILITIES, IN ALL PUBLIC ADMINISTRATIONS

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In addition, a minimum employment quota with the Special Employment Centres is set by the General State Administration (AGE), and at the regional and local levels it is these administrations that establish the minimum threshold.

The regional and local public employment services will monitor this type of employment contract, promoting good practices in hiring both in the Special Employment Centres with social initiative and in regulated recruitment firms, as set out in Measure 27 of this PLAN.

Specific calls for public employment for people with intellectual disabilities will be encouraged, guaranteeing effective coverage of a minimum of 2% of the employment quota for people with intellectual disabilities.

The visibility of public offers issued by both Public Administrations and entities of the Institutional Public Sector will be improved.

An increase in the employment quota for people with disabilities will be proposed in all public employment offers.

An increase in the maximum cumulative limit of the employment quota shall be proposed (currently the limit is 10%, as established in article 3.2 of Royal Decree 2271/2004 which regulates access to public employment and the provision of jobs for people with disabilities).

Compliance with the current regulations on employment quotas for people with disabilities in the different Public Administrations and other public bodies shall be evaluated annually, in accordance with the current procedure.

5.4. Axis 4 Equal opportunities in access to employmentThis Priority axis of PLAN REINCORPORA-T PLAN includes the following measures:

In total there are 5 million women in rural areas. Therefore, it is an important and essential group from all points of view – employment, decent working conditions, maintaining and establishing populations in rural areas – that affect thousands of Spanish municipalities.

In this context, actions will be developed by the Public Employment Services and Local Authorities in favour of women in rural environments, such as training activities, especially in ICTs and future industries, harnessing the possibilities of new

technologies using monitors and tutors with the possibilities of e-learning. However, e-learning should be one more option and not the only one because the rural environment today has very poor or non-existent connectivity in large areas of the country, which must be corrected to ensure equal access to new technologies. In this line of action, a specific programme will be promoted to help women in rural areas to acquire digital skills.

Current regulations will be modified to facilitate, inter alia, training with professional certificate. At present, requirements for the accreditation of classrooms are not met by most of the spaces where courses can

MEASURE 45PROMOTION AND VISIBILITY OF PUBLIC EMPLOYMENT OFFERS FOR PEOPLE WITH DISABILITIES

MEASURE 46EXTENSION OF THE EMPLOYMENT QUOTA FOR PEOPLE WITH DISABILITIES IN PUBLIC ADMINISTRATIONS AND THE INSTITUTIONAL PUBLIC SECTOR

MEASURE 47SUPPORT FOR WOMEN IN RURAL AREAS

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be taught, so they urgently need to be relaxed, which is why Order TMS/369/2019 of 28 March, regulating the State Register of Training Entities of the Vocational Training for Employment System, has recently been approved. Plans have also been made in the medium term to continue with the review of the rules that may be preventing better use of the centres of the corresponding Public Administrations to provide vocational training for employment.

The aim is to make vocational training locally available and that is incompatible with demanding that the requirements for an urban training centre be met in rural areas, which is difficult or impossible to guarantee in much of rural Spain: universal accessibility, toilets separated by gender, classrooms with sufficient floor area. This hinders the accreditation of the classrooms, despite the fact that committed students and teachers do exist, and prevents courses from being imparted. It would be logical to relax the criteria related to the level of comfort (not the quality of teaching), because it is not possible to cover the entire rural area with mobile classrooms, especially in municipalities with up to 5,000 inhabitants, which are the vast majority in Spain.

To facilitate training activities, in addition to making logistics requirements more flexible, cooperation will be established between the Public Employment Services, the Autonomous Regions and the Local Authorities or Provincial Councils, in coordination with the programmes promoted by the Government Commissioner tasked with tackling demographic challenge, providing instruments to Local Entities so that they may accredit of their own public spaces as training entities through the relevant administration. This could be the case of municipal facilities and also of the schools or institutes in the area.

Access to aid for finding work in agricultural activities will be facilitated. In this regard, consideration will be given to the fact that, to correct current inefficiencies, the aid provided through the Common Agricultural Policy (CAP) is limited to young people (up to 40 years old) and is managed by the Autonomous Regions.

Finally, with the aim of facilitating self-employment for women, a commitment is made to establish mechanisms that provide access to financing, which is the most limiting factor when it comes to entrepreneurship.

There is a strong negative gender impact on the field of caregivers, demonstrated by two facts:

• Many women become carers through economic and social circumstances, not by free choice.

• There is no equitable distribution of care work between men and women, generating obvious situations of inequality.

The Public Employment Services will promote specific actions, in collaboration with the ITSS, to monitor domestic work, to help ensure decent work and the protection of unemployed people who take up these occupations.

MEASURE 48PROGRAMME TO MONITOR PEOPLE WORKING IN THE FIELD OF DOMESTIC CARE

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Actions are proposed to guarantee job quality and retention in the ordinary labour market for women affected by recognised social vulnerability factors and with difficulties finding work.

A set of guidance and personalised support actions will be established, in which the greatest possible coordination between the counsellor and social service staff will be sought as a guarantee of the success of said actions.

The corresponding collaboration with the ITSS will be established within the framework of the Master Plan for Decent Work to guarantee good outcomes from the different equal opportunity actions directed at socially vulnerable women.

5.5. Axis 5 EntrepreneurshipSelf-employment, both individual (as a freelancer) and collective (in the different legal arrangements of the social economy), has in recent years become a crucial factor in the development of stable employment. Today more than 18% of the employed population carry out their activity through these structures.

According to Social Security data, the average age of workers that enter into these arrangements is around 40 years. The increase in entrepreneurship in people over 45 years of age, or in the case of women, is related to their displacement in the labour market. This entrepreneurship “out of necessity”, after previous periods of being in the employ of others or after a prolonged situation of unemployment, requires institutional and social support to increase their viability.

MEASURE 49PROGRAMME TO MONITOR THE HIRING, IN THE ORDINARY MARKET, OF WOMEN IN A “SITUATION OF SOCIAL EXCLUSION”

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The causes of the entrepreneurial activity must be considered in order to be able to provide the various support actions. According to the Balanced Scorecard GEM2 España 2017-2018, 68.5% of the undertakings take advantage of a detected business opportunity, 28.3% are undertakings created owing to the lack of employment alternatives (in 2009 people who became self-employed out of necessity barely represented 15%) and 3.2% are undertakings created for other reasons. According to generation of employment, 59.2% are undertakings without employees, 34.6% have between 1 and 5 employees, 3.5% have between 6 and 19 employees and only 2.7% of the undertakings have 20 or more employees. According to sector of activity, 52.2% of the undertakings are geared towards the consumer sector, 27% to the business services sector, 17.3% to the processing sector, and 3.5% to the extractive or primary sector.

As for female entrepreneurship, according to the GEM 2018/19 Global Report, Total early-stage Entrepreneurial Activity3 among women in Spain has increased again (from 5.6% to 6%) and the gap between men and women in entrepreneurial activity has decreased for the sixth consecutive year. At present, 9 women start a business for every 10 men, a figure that exceeds the European average, where there are only 6 female to every 10 male entrepreneurs.

Despite the objective difficulties, this employment model is quite stable, with an average of more than five years in work and strong resilience demonstrated in the cooperatives and labour companies that stayed in work during the crisis: 20% more than the rest of the ordinary companies.

The Social Economy Intergroup of the European Parliament, in the policy paper on “The future of EU policies for Social Economy”, called for a European Union that is determined to promote economic and social progress for its peoples, and recognised the key role of the social economy as a global leader in:

• A diverse economy at the service of people. A democratic, sustainable and inclusive economy strongly committed to society.

• A more favourable ecosystem for the development of the European Social Economy, that will keep offering innovative solutions in response to societal demands.

• The social economy’s active participation in the development and implementation of the main socio-economic policies of the European Union.

Axis 5 Entrepreneurship of REINCORPORA-T PLAN includes the following measures:

Both in urban and rural areas, self-employment must cease to be overlooked by the Employment Guidance Services.

The Public Employment Services will promote good practices in self-employment and entrepreneurship services with counsellors and specialised teams and within the framework of collaboration with the bodies from the social economy, self-employment and Local Authorities. Collaboration formulas will be sought between the Public Employment Services and the Entrepreneur Service Points (PAE), so that LTU people will have the opportunity to set up a business under the guidance of the PAE.

The Individual and Personalised Employment Itinerary (IPE) of each unemployed person should include a section on motivation and opportunities for self-employment undertakings, with the services and actions that are deemed relevant.

Among other actions, technical assistance will provide specific and long-term support for aspects of each entrepreneurship undertaking, related to economic viability and sustainability, financial dimensions and management models.

² GEM: Global Entrepreneurship Monitor, an international monitor that analyses entrepreneurship around the world every year3 Total early-stage Entrepreneurial Activity (TEA) measures the setting up of a business less than 3.5 years old amongst people aged 18 to 64.

MEASURE 50PROMOTION OF SELF-EMPLOYMENT AND COLLECTIVE ENTREPRENEURSHIP

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Self-employment undertakings and social economy undertakings, in general, are born locally and have strong local roots and are mostly activities focused on the service sector. Many of their activities are linked to local experiences, to the needs of people and communities. It makes sense to support self-employment and social economy undertakings, fostering security and certainty amongst cooperative members and user enterprises.

The development of the social economy at the local level provides essential benefits, such as:

a) Generational replacement in traditional businesses.

b) Provision of services in areas at risk of depopulation.

c) Population retention factor in rural areas.

d) Generation of new business activity among women, particularly in rural areas.

e) Sustainability and support for the environment.

f) Transfer of technologies to rural areas.

g) Resistance to relocation.

All these benefits are promoted in particular by employment for the older population, who are more connected to their territory, and allow for innovation in the business activity model.

MEASURE 51LOCAL DEVELOPMENT AND SOCIAL ECONOMY

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Municipalities and Local Development Programmes have become the core elements in the promotion and monitoring of new undertakings linked to the local fabric.

Private initiatives, already in operation, that bring businesses and services into contact through launching pads for new jobs must be strengthened, as should technical, financial and technological assistance services, online marketing models, collective supply centres, etc.

In this framework, public-private partnerships are essential, since it is the entities that specialise in the social economy and self-employment that can offer their know-how in this area and contribute their knowledge, both to the Public Employment Services and to the placement agencies, in the job placement programmes or in the recruitment of new talent for self-employed and entrepreneurial activity.

It is typical for unemployed people over forty-five years of age to return to their places of origin, where they consider that they will find greater social and family support. Therefore, these programmes must be directed in particular to maintaining this population with new employment and self-employment.

In addition, these programmes must attract new initiatives, especially among the immigrant population that already suffers from this effect of long-term unemployment and may be more prepared to take on the jobs offered by the rural world.

Aid that promotes self-employment and the social economy will be greater when the activities are implemented in towns with a population of less than 5,000 inhabitants, as a means to make entrepreneurial activity more attractive in areas with less economic dynamism and, in addition, to bring about a better balance between rural and urban employment.

The growth of social and solidarity economy networks in recent years has created a range of tools to support, disseminate and strengthen their initiatives.

The competent administrations will be able to promote the reorientation, where appropriate, of the objectives of the Public Guarantee and Re-Guarantee Agencies, to take into account the special conditions of self-employment initiatives and become truly effective instruments for the financing of the new venture, always in cooperation with the Spanish Reinsurance Company (CERSA), under the General Directorate of Industry and SMEs of the Ministry of Industry, Trade and Tourism.

Local Authorities will promote Social Markets as an instrument for the exchange of goods and services of the social and solidarity economy, for the dissemination of their initiatives, the consolidation of spaces for cooperation and the optimisation of value creation flows towards local economic circuits.

Likewise, support is proposed for the new financial instruments of the social and solidarity economy that have shown great effectiveness in creating employment, achieving other complementary effects of a social (strengthening of cooperation, creation of networks...), cultural and psychosocial nature (increased self-confidence, greater cohesion and support among partners, promotion of women’s participation...), and environmental sustainability.

These financial instruments, such as “ethical banks” or “credit networks” are aimed at small and very

MEASURE 54SUPPORT FOR THE SOCIAL AND SOLIDARITY ECONOMY

MEASURE 53RURAL DEVELOPMENT AND ENTREPRENEURSHIP

MEASURE 52THE LOCAL FRAMEWORK FOR COLLABORATIVE GUIDANCE AND PERSONALISED ASSISTANCE INITIATIVES: LAUNCHING PADS FOR EMPLOYMENT ,ADVISORY SERVICES AND MENTORING FOR ENTREPRENEURSHIP INITIATIVES

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small entrepreneurs, with a high potential for generating employment and usually in innovative sectors (social, environmental and local).

These are hybrid economic and social instruments, which at the same time tend to offer services that go beyond financial intervention, an aspect that clearly differentiates them from traditional banks. These services, on legal advice and management, business plan preparation, market analysis and strategic advice, explain the low rate of failure and payment default.

For a better implementation of the PLAN, collaboration agreements will be promoted between the Public Employment Services and the Directorate General of Self-Employment, the Social Economy and Corporate Social Responsibility, fostering an entrepreneurial culture through assistance, information and advice services, promoting measures of institutional support and carrying out different guidance actions for employment and self-employment.

All the measures contemplated in this axis 5 Entrepreneurship will be complemented with the Programmes and actions in the field of the promotion of entrepreneurial initiative, set in motion by the Directorate General of Industry and SMEs of the Ministry of Industry, Trade and Tourism, related to the Strategic

Framework of SMEs, the Business Creation Programme, the Support Plan for the transfer of companies and the SME platform, as well as the Ministry of Economy and Business through the Secretariat of State for Digital Advancement, in relation to the measures designed within the Spanish Entrepreneurial Nation Strategy for the promotion of technological entrepreneurship, the promotion and attraction of entrepreneurial talent in technology – particularly among women – and training and skills in STEM subjects.

5.6. Axis 6 Improve the institutional frameworkThis axis includes the actions aimed at improving management, collaboration, coordination and communication within the National Employment System and the impetus for its modernisation. By its very nature, the objectives of this axis are instrumental, insofar as their achievement will result in the greater effectiveness of the Public Employment Services in the purpose-driven objectives of activation and employment.

This axis includes the following measures:

The implementation of the measures of this PLAN, especially those linked to axis 1 Guidance, must be designed with a view to improving the human resources of the public employment system in such a way that it enables a reorganisation of the services with the aim of strengthening the assistance given to the unemployed, the specialisation of staff, the incorporation of new methodologies to accompany processes and the expansion of service provision. Also the reinforcement of actions aimed at attracting and managing job offers from companies, fostering closer consideration of their needs and seeking their commitment, especially in the hiring of long-term unemployed people, mainly those over 50 years old, and women, as an active contribution to their Corporate Social Responsibility initiatives.

The various improvements made to the Employment System related to electronic registration, the updating and management of registry data, use of mobile applications and other actions that enhance

MEASURE 56MODERNISATION AND INNOVATION OF THE ORGANISATIONAL STRUCTURES AND MODES OF ASSISTANCE AND PROVISION OF EMPLOYMENT SERVICES

MEASURE 55EDUCATION AND AWARENESS FOR THE PROMOTION OF A CULTURE OF ENTREPRENEURSHIP AND THE SOCIAL ECONOMY

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the use of social networks, should take into account the digital divide and other existing electronic access difficulties for groups, such as people over the age of 45, or owing to technological reasons, such as the lack of coverage in certain rural areas. The Public Employment Services shall adapt their communication channels to improve access to information for all users.

The Public Employment Services shall carry out the corresponding actions to increase the participation of social partners and to improve collaboration with agents working in the field of employment, all in the terms set out in the Employment Law.

The institutional cooperation of Public Administrations of the General State Administration (AGE) and the Autonomous Communities with social services will be strengthened to guarantee specific and more adequate assistance for groups that are more socially vulnerable.

Collaboration systems will be established with the rural world, favouring the participation of less populated towns in the development of actions to improve employability and foster employment, and thus contribute to prevent the depopulation of towns by giving the population reason to remain within the territory.

Collaboration agreements between the Public Employment Services at all levels and the Labour and Social Security Inspectorate (ITSS) will be encouraged to ensure the correct application of the measures contained in this Programme and in the Master Plan for Decent Work.

Likewise, the ITSS will be requested, within its Integrated Programme of Objectives, and in the Annual Plan of Objectives that is developed in agreement with the Spanish Public Employment Service (SEPE), to establish a planned action to

avoid the irregular use of part-time contracts with the most vulnerable workers and, especially, with people in situations of long-term unemployment.

Strengthening the collaboration framework with the ITSS will facilitate its action in any situation known to the Public Employment Services and that may imply a violation of the fundamental rights of the most vulnerable workers and job insecurity.

In line with the Government’s objective of promoting the effective equality of women and men and equal treatment and opportunities regardless of their personal and/or social circumstance, the necessary measures will be promoted to make this equality effective, generating employment opportunities for long-term unemployed people and for the most vulnerable.

MEASURE 58STRENGTHEN INSTITUTIONAL COOPERATION, ESPECIALLY WITH SOCIAL SERVICES AND THE RURAL SECTOR

MEASURE 59COLLABORATION AGREEMENTS WITH THE LABOUR AND SOCIAL SECURITY INSPECTORATE

MEASURE 57PARTICIPATION OF SOCIAL PARTNERS AND COLLABORATION WITH AGENTS WORKING IN THE FIELD OF EMPLOYMENT

MEASURE 60PROMOTE EFFECTIVE EQUALITY BETWEEN WOMEN AND MEN AND EQUAL TREATMENT IN ANY PERSONAL OR SOCIAL CIRCUMSTANCE

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SEPE must direct and be the guarantor of the development and fulfilment of REINCORPORA-T PLAN. To this end, it will establish the corresponding follow-up and control measures for PLAN activities, as well as their evaluation and results.

In this framework, the activity of the public and private entities that manage the actions of the PLAN must be followed. It is necessary to know who does it, what is done and how it is done, both when the tasks are performed directly by the Public Employment Services themselves

(SEPE and PES of the Autonomous Communities) including the High Inspectorate on the competences transferred to the PES of the Autonomous , their use and results – and when they are carried out by the collaborating entities of the Public Employment Services – placement agencies, outplacement firms, and temporary employment agencies – in the execution and development of the set of actions specific to Labour Intermediation and Active Employment Policies, as set down in the Employment Law.

The Public Employment Services have always held a lot of information that should be used to evaluate the results of the Programmes and the Active Employment Policies, which will aid in their consequent improvement.

In addition, statistics on employment management and outcomes should be prepared through the Public Employment Services Information System. Where the identity of the public and private entities that participate in employment management, and their pathways and outcomes are collected. All this statistical information will be public knowledge and will be incorporated into the SEPE´s Annual Report (and the corresponding Reports of the PES of the Autonomous ), and the statistical series of the Ministry responsible for Employment Policies.

Within the framework of the National Employment System, a study of the pathways of LTU people will be launched to help in the quantitative and qualitative development of a more detailed diagnosis of their situation. This study of professional pathways, of successful training for the purposes of employability, of job searches and the study of skills with better future prospects, will feed into the lines of reinforcement of the different programmes and services, which will serve as a basis for theREINCORPORA-T PLAN Monitoring Committee to make improvement proposals.

Two Good Practice Workshops will be held on successful experiences in the return to work of people that came from a situation of long-term unemployment.

The first of these will take place internally among the Public Employment Services to discuss and share these Good Practices and help promote them within the National Employment System, and to also discuss and agree upon the Action Programme of the Technical Bureau, set down in this PLAN, to promote the improvement of procedures and remove all those obstacles that might be hindering full employment activation for LTU people.

MEASURE 61STRENGTHEN MONITORING, CONTROL AND EVALUATION ACTIONS

MEASURE 62STUDY OF PATHWAYS OF LTU PEOPLE

MEASURE 63GOOD PRACTICE WORKSHOPS

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06Dissemination of Reincorpora-T planWith the aim and the need to reach the largest possible number of Long-Term Unemployed people, a Communication Plan will be developed and launched to disseminate REINCORPORA-T PLAN (through social networks, mediators, etc.) with the collaboration of different public entities and institutions, the most representative trade union and business organisations (CCOO, UGT, CEOE, CEPYME), the National Employment System (public employment services of the state and of the autonomous ). Active participation in the different activities and programmes that are promoted will be encouraged, boosting investment in resources and the budget that the Ministry will provide for the PLAN and informing of the main objectives to be achieved.

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07Budget impact of Reincorpora-T planAll the Programmes and Measures included in PLAN will be reflected in the budget, which has to be negotiated with the social partners – trade unions and employers – and the Autonomous Regions responsible for their execution.

This PLAN will be financed through various budget allocations included in the statements of expenditures of various Ministries, Agencies and Entities.

In total it is estimated that REINCORPORA-T PLAN will be endowed with 4 billion euros, of which 781.2 million will correspond to the 2019 Budgets and will therefore be included in the provisions foreseen therein. In the 2020 and 2021 budgets, the amount required to reach the total amount indicated above will be allocated.

Of the 4 billion euros mentioned above, a total of 1.309 billion euros correspond to measures included in the field of employment policies, while the remaining 2.691 billion euros correspond to measures that are considered to favour an improvement in the employability conditions of the people included in the scope of this PLAN, and are not strictly considered employment policies.

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The following table shows the cost estimate broken down by axes and measures:

Amounts in millions of euros

Axis MeasureAmount

2019 estimate

Amount 2020

estimate

Amount 2021

estimate

TOTAL AMOUNT

2019 BUDGET

BODY

Career Guidancel

Reinforcement of personalised attention with own means and with specialised entities of the third sector

52 52 52 156241-A.454.70; 241-A.454.00

SEPELaunching Pads 8 8 8 24

241-A.454.00 y 241-A.485.00

Participation of Local Entities in Guidance and Personalised Attention Programmes

5 5 5 15241-A.454.00; 241-A.485.00

Job placement with placement agencies and other specialised entitie

32 32 32 96241-A.454.00 y

241-A.482.28

SUBTOTAL 97 97 97 291

Vocational Training

Basic Skills 100 105 110 315241-B.452.40; 241-B.452.80; 241-B.454.09;

241-B.457; 241-B.482.20;

241-B.483.00 y 000X.409.02

SEPE

Digital Skills 44 46 48 138

Sectors of preferential interest and public interest

70 70 70 210

Hiring commitment 8 8 8 24

Training in rural areas 15 15 15 45

SUBTOTAL 237 244 251 732

Employment opportunities

Subsidy for the hiring of long-term unemployed people

26 100 151 277 241-A.487.03 SEPE

SUBTOTAL 26 100 151 277

EntrepreneurshipSupport and promotion of self-employment, social economy and entrepreneurship

3 3 3 9

19.101.241-A.454.06 y

19.101.241-A.472.01

SUBTOTAL 3 3 3 9

SUBTOTAL EMPLOYMENT POLICIES 363 444 502 1.309

Other measures

Renewal of the subsidy for people over 52 years old

388 993 1.196 2.577251-M.480.01 y

251-M.487.01SEPE

Renewal of contributions of family carers

30 40 40 110 231-D.487 *IMSERSO

Evaluation, monitoring and advertising of the programme

0,2 3 0,8 4 Cap. II SEPE

SUBTOTAL OTHER MEASURES 418,2 1.036 1.236,8 2.691

TOTAL GENERAL 781,2 1.480 1.738,8 4.000

* It has been estimated that 10% of the total group will be LTU people. In 2019, the measure will be valid for 9 months and in 2020 and 2021, 12 months.

In any case, the commitments arising from the application of this PLAN are subject to budget availability in 2019, 2020 and 2021, in accordance with the fiscal consolidation path set by the Government.

Furthermore, in the case of actions for which the Autonomous Communities Regions are competent, the content of this PLAN shall not be mandatory.

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08Planning and evaluationThe social partners will participate in the planning and evaluation actions of REINCORPORA-T PLAN. An annual action plan will be drawn up, linked to the Annual Employment Policy Plan (PAPE), for actions of the Autonomous Communities, which will be monitored quarterly.

The professionals responsible for the career guidance tasks in the process of supporting beneficiaries in the different programmes and measures of this PLAN will be tasked with taking the necessary actions that are established for the continuous monitoring and evaluation of the PLAN, regardless of whether the LTU people receive the action directly through a public employment service, or through any of the entities or institutions that participate in the different programmes and measures contemplated in this PLAN.

REINCORPORA-T PLAN will be monitored bimonthly and will undergo a first global evaluation after 12 months of operation. To determine the progress and evolution of the results of the PLAN, the statistics from the Spanish Labour Force Survey (EPA) for the fourth quarter of 2018 on Long Term Unemployment will be used. Before its conclusion, two other global evaluations will be carried out with reference to the EPA of the fourth quarter of 2020 and the EPA of the fourth quarter of 2021, which will serve as a reference to establish the results of the PLAN. Other data of interest will also be taken into account, such as the statistics on Registration of Workers with the Social Security System and Contract Statistics, inter alia, which will provide more certainty to the real results (no influence of the economic cycle) obtained in the PLAN.

The annual and final evaluations will contain, at least, relevant information on the results of the PLAN for each of the measures contained therein. They will also provide information on the effectiveness of the PLAN, its efficiency, relevance, coverage and user satisfaction (workers and employers).

An evaluation model will be designed to transfer these criteria to the different measures. This model will include indicators both of the number of participants in the different measures and of the results of the various formulas for joining the labour force: employed and self-employed; type of contract and type of working day; and duration of contract in the new job.

The results of this evaluation will be incorporated into the communication strategy designed to disseminate REINCORPORA-T PLAN, the Reports of the Public Employment Services – of the state and the autonomous communities – and the statistical bases – the Principal Series – of the Ministry responsible for employment policies.

The monitoring and control of the actions contemplated in the Measures of REINCORPORA-T PLAN and the evaluation of the results will be managed through the Public Employment Services Information System (SISPE), making the modifications and improvements required to carry out these tasks.

It should be recalled that the Employment Law in article 12 states that the SISPE will guarantee that labour intermediation functions are carried out in an adequate manner, without territorial barriers; the registration of persons seeking employment, and the traceability of the actions taken by them in their relationship with the Public Employment Services; the common statistics; communication of the content of the contracts; knowledge of the resulting information and the monitoring, among other areas, of the management of vocational training for employment, career guidance, employment initiatives and bonuses for hiring, and the actions of placement agencies. In addition, the system will enable the evaluation, monitoring and control of the use of funds from the General Budgets of the State or the European Union for their justification.

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09Monitoring committee of Reincorpora-T planTo verify the level of execution and compliance with the objectives and the measures set out in the PLAN, a REINCORPORA-T PLAN Monitoring Committee will be created, which will have the necessary means and instruments to determine the progress and impact of the different measures of the PLAN on the group of long-term unemployed people. The meetings will be held quarterly. The Committee may make decisions in relation to the need to correct the development of the PLAN in compliance with the established objectives.

This Committee will comprise representatives of:

• Ministry of Labour, Migration and Social Security.

• Spanish Public Employment Service (SEPE).

• Public Employment Services of the Autonomous

• Most representative Trade Unions and Employers’ Associations, with institutional representation.

• Spanish Federation of Municipalities and Provinces (FEMP).

• Ministry of Health, Consumer Affairs and Social Welfare.

• Institute of Women and for Equal Opportunities (IMIO)

• Spanish Youth Council (CJE)

The functions of the REINCORPORA-T PLAN Monitoring Committee will be as follows:

• Act as a coordinating body in the development, monitoring and determination of the elements to be considered in the evaluation of the PLAN.

• Meet quarterly to analyse the evolution of the PLAN.

• Ensure compliance with the actions set down in the PLAN.

• Approve the monitoring and evaluation reports of the PLAN.

• Transfer relevant information about the PLAN to other units or organisations that request it.

• Analyse the results as they are produced and propose, where appropriate, the readjustment or modification of the actions to be carried out.

• Any other function that is necessary to guarantee the adequate development of the PLAN and the fulfilment of the established objectives.

In addition, the SEPE Executive Committee will perform the functions of Permanent Monitoring Committee, for which purpose, in meetings held in the last month of each calendar quarter, a specific item will be added to the agenda to address issues affecting the PLAN. In any case, the Executive Committee will deal specifically with matters of the agenda of the PLAN Monitoring Committee immediately prior to meetings of the latter body.

At the June 2019 meeting of the SEPE Executive Committee, the first in which it will perform the functions of Permanent Committee, the REINCORPORA-T PLAN Monitoring Protocol will be established, including

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verification of compliance with the monitoring of PAPE indicators linked to the PLAN, and it shall propose measures to improve the fulfilment of objectives to the relevant Autonomous .

In order to guarantee adequate monitoring, SEPE will require the Public Employment Services of the Autonomous Communities to report on the priorities and criteria for action that, based on their territorial reality, they consider to be better suited to the development of the PLAN. These reports will be provided by SEPE to the first meeting of the REINCORPORA-T PLAN Permanent Committee.

In addition, one of the first tasks of the Monitoring Committee will be to establish the indicators and objectives of all the measures included in the PLAN that are framed within the Annual Employment Policy Plan (PAPE).

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10Validity of Reincorpora-T planREINCORPORA-T PLAN will remain in force for a period of three years: 2019, 2020 and 2021. All the Measures included in the PLAN will be developed during its period of validity, except those that may remain applicable due to their structural nature or because their development over time exceeds the period of the PLAN.

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11Annexes

11.1 1 Data on long-term unemployed jobseekers over 30 years old by gender, age group, age group and gender, educational level and Autonomous of the jobseeker’s registered addressTable 1. Long-Term Unemployed Jobseekers over 30 years old.

Uninterrupted Period as Jobseeker Average Unemployed Jobseekers

More than 1 year and less than or equal to 2 years 412,680 32.15%

> 2 years and less than or equal to 3 years 217,601 16.95%

More than 3 years 653,419 50.90%

Total 1,283,700 100.00%

Table 2. Long-Term Unemployed Jobseekers over 30 years old, disaggregated by gender.

Uninterrupted Period

as Jobseeker

> 1 YEAR AND <= 2 YEARS

> 2 YEARS AND <= 3 YEARS

> 3 YEARS Total

GenderAverage Unemployed

JobseekersAverage Unemployed

JobseekersAverage Unemployed

JobseekersAverage Unemployed

Jobseekers

MEN 154,186 37.36% 77,027 35.40% 233,741 35.77% 464,954 36.22%

WOMEN 258,493 62.64% 140,573 64.60% 419,678 64.23% 818,744 63.78%

Total 412,679 217,600 653,419 1,283,698 100.00%

Table 3. Long-Term Unemployed Jobseekers over 30 years old, disaggregated by age group.

Uninterrupted Period

as Jobseeker

> 1 YEAR AND <= 2 YEARS

> 2 YEARS AND <= 3 YEARS

> 3 YEARS Total

Age GroupAverage Unemployed

JobseekersAverage Unemployed

JobseekersAverage Unemployed

JobseekersAverage Unemployed

Jobseekers

30-44 156,598 12.20% 68,548 5.34% 123,183 9.60% 348,329 27.13%

45-54 134,430 10.47% 75,313 5.87% 218,852 17.05% 428,595 33.39%

>=55 121,650 9.48% 73,739 5.74% 311,383 24.26% 506,772 39.48%

412,678 32.15% 217,600 16.95% 653,418 50.90% 1,283,696 100.00%

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Table 4. Long-Term Unemployed Jobseekers over 30 years old, (disaggregated by age group and gender).

Uninterrupted Period

as Jobseeker

> 1 YEAR AND <= 2 YEARS

> 2 YEARS ANd <= 3 YEARS

> 3 YEARS Total

Gender Men Women Total Men Women Total Men Women Total

Age Group DESC

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

30-44 48,406 108,192 156,598 19,338 49,210 68,548 35,674 87,508 123,182 348,328 27.13%

45-54 51,369 83,061 134,430 27,043 48,270 75,313 76,194 142,658 218,852 428,595 33.39%

>=55 54,410 67,240 121,650 30,646 43,093 73,739 121,872 189,510 311,382 506,771 39.48%

Total 154,185 258,493 412,678 77,027 140,573 217,600 233,740 419,676 653,416 1,283,694 100.00%

Table 5. Long-Term Unemployed Jobseekers over 30 years old, disaggregated by level of education.

Uninterrupted Period as Jobseeker

Demand Section

> 1 YEAR AND <= 2 YEARS

> 2 YEARS AND <= 3 YEARS

> 3 YEARS Total

Group Education Level (OBS)

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

% of total % grouped

Without education 39,257 20,390 59,867 119,514 9.31%

70.86%

Primary studies 22,681 12,116 38,176 72,973 5.68%

ESO (secondary school) without qualifications

102,205 55,909 186,118 344,232 26.82%

ESO (secondary school) with qualifications

115,665 63,148 194,120 372,933 29.05%

Baccalaureate and equivalent 37,392 19,095 55,746 112,233 8.74%

29.14%

Intermediate vocational training

27,847 14,497 42,240 84,584 6.59%

Advanced-level vocational training

26,573 13,199 33,746 73,518 5.73%

University first cycle 15,005 7,399 17,860 40,264 3.14%

University second cycle 21,086 9,865 22,664 53,615 4.18%

University EHEA (Bologna) 4,033 1,596 2,108 7,737 0.60%

Other qualifications 916 369 746 2,031 0.16%

Unknown 11 7 19 37 0.00%

Total 412,671 217,590 653,410 1,283,671

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Table 6. Long-Term Unemployed Jobseekers over 30 years old, disaggregated by Autonomous Community Region of the applicant’s address.

Aut. Addres ID

Uninterrupted Periodas Jobseeker

> 1 YEAR AND <= 2 YEARS

> 2 YEARS AND <= 3 YEARS

> 3 YEARS Total

Autonomous Community Domicile

DESC

Average Unemployed Jobseekers

Average Unemployed Jobseekers

Average Unemployed Jobseekers

Average Unemployed Jobseekers

1 ANDALUSIA 97,391 23.60% 53,449 24.56% 151,824 23.24% 302,664 23.58%

2 ARAGON 7,120 1.73% 3,577 1.64% 12,295 1.88% 22,992 1.79%

3 ASTURIAS 9,112 2.21% 5,086 2.34% 17,605 2.69% 31,803 2.48%

4 BALEARIC ISLANDS 4,503 1.09% 2,088 0.96% 5,944 0.91% 12,535 0.98%

5 CANARIAS 27,337 6.62% 14,692 6.75% 45,919 7.03% 87,948 6.85%

6 CANTABRIA 4,400 1.07% 2,195 1.01% 6,939 1.06% 13,534 1.05%

7CASTILLA-LA MANCHA

25,364 6.15% 12,838 5.90% 30,316 4.64% 68,518 5.34%

8 CASTILLA Y LEON 18,080 4.38% 9,519 4.37% 31,000 4.74% 58,599 4.56%

9 CATALUÑA 50,428 12.22% 24,221 11.13% 74,898 11.46% 149,547 11.65%

10VALENCIAN COMMUNITY

46,677 11.31% 25,802 11.86% 82,464 12.62% 154,943 12.07%

11 EXTREMADURA 13.184 3.19% 6,673 3.07% 16,602 2.54% 36,459 2.84%

12 GALICIA 23,526 5.70% 13,304 6.11% 41,252 6,31% 78,082 6.08%

13 MADRID REGION 47,736 11.57% 23,639 10.86% 67,135 10.27% 138,510 10.79%

14 MURCIA REGION 12,327 2.99% 6,632 3.05% 21,492 3.29% 40.451 3.15%

15 NAVARRE 3,964 0.96% 1,873 0.86% 5,759 0.88% 11,596 0.90%

16 BASQUE COUNTRY 16,511 4.00% 9,295 4.27% 34,169 5.23% 59,975 4.67%

17 LA RIOJA 1,927 0.47% 984 0.45% 3,049 0.47% 5,960 0.46%

18 CEUTA 1,705 0.41% 937 0.43% 2,783 0.43% 5,425 0.42%

19 MELILLA 1,377 0.33% 789 0.36% 1,966 0.30% 4,132 0.32%

Total 412,669 32.15% 217,593 16.95% 653,411 50.90% 1,283,673 100.00%

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Table 7. Long-Term Unemployed Jobseekers over 30 years old, disaggregated by level of education and gender.

Gender

Uninterrupted Period as Jobseeker

Demand Section

> 1 YEAR AND <= 2 YEARS

> 2 YEARS AND <= 3 YEARS

> 3 AÑOS Total

Group Education Level (OBS)

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

Average UnemployedJobseekers

% of total % grouped

MEN

Without education 15,643 7,808 23,731 47,182 3.68%

74.99%

Primary studies 8,938 4,491 13,707 27,136 2.11%ESO (secondary school) without qualifications

45,003 23,622 77,157 145,782 11.36%

ESO (secondary school) with qualifications

42,572 21,377 64,619 128,568 10.02%

Baccalaureate and equivalent

14,075 6,849 20,480 41,404 3.23%

25.01%

Intermediate vocational training

7,691 3,696 10,905 22,292 1.74%

Advanced-level vocational training

7,755 3,643 10,172 21,570 1.68%

University first cycle 3,958 1,849 4,621 10,428 0.81%

University second cycle 6,881 3,052 7,302 17,235 1.34%University EHEA (Bologna)

1,321 501 716 2,538 0.20%

Other qualifications 334 130 320 784 0.06%

Unknown 5 1 2 8 0.00%

TOTAL 154,176 77,019 233,732 464,927

WOMEN

Without education 23,612 12,580 36,136 72,328 5.63%

68.52%

Primary studies 13,742 7,624 24,467 45,833 3.57%ESO (secondary school) without qualifications

57,202 32,287 108,961 198,450 15.46%

ESO (secondary school) with qualifications

73,092 41,770 129,500 244,362 19.04%

Baccalaureate and equivalent

23,314 12,246 35,264 70,824 5.52%

31.48%

Intermediate vocational training

20,156 10,800 31,335 62,291 4.85%

Advanced-level vocational training

18,817 9,556 23,573 51,946 4.05%

University first cycle 11,046 5,550 13,238 29,834 2.32%

University second cycle 14,204 6,813 15,362 36,379 2.83%University EHEA (Bologna)

2,711 1,093 1,392 5,196 0.40%

Other qualifications 581 238 425 1,244 0,10%

Unknown 6 5 16 27 0.00%

TOTAL 258,483 140,562 419,669 818,714

TOTAL 412,659 217,581 653,401 1,283,641

1 Source: Information Analysis System of the Public Employment Service Data WH: Project Demand. Retrieval date 18/02/2019.Time of uninterrupted registration as unemployed over 1 yearAverage unemployed jobseekers 2018

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11.2 Summary table of Active Employment Policy Programmes for long-term unemployment people in EU countriesThe tables shown below correspond to the policies and associated measures that different countries in our surroundings have promoted or are promoting to serve the long-term unemployed and that have been considered when preparing this document on REINCORPORA-T PLAN.

1.- Germany

Table 8. Policies and measures associated with LTU in Germany

Name Type of measureDirected at

LTU Directed at

othersIn force

Law for opportunities for participation

4 Employment incentives Yes No Yes

Active employment policies

1 Guidance

No Yes Yes

2 Training

4 Employment incentives

5Employment with support for people with disabilities

6Creation of direct

employment

7Promotion of

self-employment

Federal Employment Opportunities Programme

6Creation of

direct employmentYes No Yes

Regional project - employment pilot with public subsidies - North Rhine-Westphalia

6Creation of

direct employmentYes No Yes

Federal programme form integrating long-term unemployed

1 Guidance

Yes No Yes

4 Employment incentives

Social participation in the labour market

1 GuidanceYes No No

4 Employment incentives

Citizen work1 Guidance

Yes No No4 Employment incentives

Berlin offensive for employment

1 Guidance Yes No No

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2.- Latvia

Table 9. Policies and measures associated with LTU in Latvia

Name Type of measureDirected at

LTU Directed at

othersIn force

Subsidised employment for unemployed people from vulnerable groups

5Employment with support for people with disabilities

Yes Yes Yes6

Creation of direct employment

Youth Guarantee2 Training

No Yes No6

Creation of direct employment

Support for the training of unemployed people

2 Training No No Yes

Activation measures for long-term unemployed

2 Training Yes No Yes

3.- France

Table 10. Policies and measures associated with LTU in France

Name Type of measureDirected at

LTU Directed at

othersIn force

Job placement by economic activity

1 Guidance

Yes Yes Yes4 Employment incentives

5Employment with support for people with disabilities

6Creation of direct

employment

Territory with zero long-term unemployed

4 Employment incentives Yes No Yes

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4.- Switzerland

Table 11. Policies and measures associated with LTU in Switzerland

Name Type of measureDirected at

LTU Directed at

othersIn force

Help to start an employment relationship

4 Employment incentives No Yes Yes

Courses 2 Training No No Yes

In-company training 2 Training No No Yes

Support for training 2 Training No Yes Yes

Temporary employment programmes

6Creation of direct

employmentNo No Yes

Stage to gain professional experience

4 Employment incentivesNo Yes Yes

6Creation of direct

employment

Support for travel 4 Employment incentives No Yes Yes

5.- Austria

Table 12. Policies and measures associated with LTU in Austria

Name Type of measureDirected at

LTU Directed at

othersIn force

Support for starting work 4 Employment incentives Sí Sí Sí

Aid to subsidese salary 4 Employment incentives No Sí Sí

Socio-economic employment projects

6Creation of direct

employmentSí Sí Sí

Public utilityemployment projects

4 Employment incentivesSí Sí Sí

6Creation of direct

employment

Aid for training and professional promotion and to finance training costs

1 GuidanceSí Sí Sí

2 Training

Help to cover living costs1 Guidance

Sí Sí Sí2 Training

Advisory and support institutions

1 Guidance Sí Sí Sí

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6.- Romania

Table 13. Policies and measures associated with LTU in Romania

Name Type of measureDirected at

LTU Directed at

othersIn force

Integrated package of measures for the reintegration of long-term unemployed workersinto the labour market

1 Guidance

Yes No No

2 Training

Subsidy for employers who hire people in search of employment belonging to fragile groups, with more difficult accessto the labour market

4 Employment incentives Yes Yes Yes

Employment mediationactions

1 Guidance Yes Yes Yes

Promotion of geographical mobility at work

4 Employment incentives Yes Yes Yes

7.- Italy

Table 14. Policies and measures associated with LTU in Italy

Name Type of measureDirected at

LTU Directed at

othersIn force

Job placement cheque 1 Guidance No Yes Yes

I train and I workin Publia

1 GuidanceYes Yes Yes

2 Training

Good Services in Piedmont

1 Guidance Yes Yes Yes

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8.- Greece

Table 15. Policies and measures associated with LTU in Greece

Name Type of measureDirected at

LTU Directed at

othersIn force

Special employment programme for graduates of higher education and technology

6Creation of direct

employmentNo Yes Yes

Business scholarship programme for employment

4 Employment incentives No Yes Yes

Work in the public sector/socially useful work programmes

6Creation of direct

employmentYes ? ?

Strengthening entrepreneurship

7Promotion

of self-employmentNo Yes ?

Training programmes 2 Training ? ? ?

9.- Portugal

Table 16. Policies and measures associated with LTU in Portugal

Name Type of measureDirected at

LTU Directed at

othersIn force

Contrato-Emprego Programme

2 TrainingYes Yes Yes

4 Employment incentives

Estagios professionais programme

2 TrainingYes Yes Yes

4 Employment incentives

Incentives for the hiring of LTU and very long-term unemployed

4 Employment incentives Yes Yes Yes

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10.- The Netherlands

Table 17. Policies and measures associated with LTU in The Netherlands

Name Type of measureDirected at

LTU Directed at

othersIn force

Policy to reintegrate the unemployed into the labour market

1 GuidanceYes Yes Yes

6Creation of direct

employment

Incentives for employers 4 Employment incentives Yes Yes Yes

Improvement of the employability of workers with disabilities

4 Employment incentives No Yes Yes

5Employment with support for people with disabilities

Individual training accounts 2 Training Yes Yes Yes

Experimental pilot programmesfor maintenance and/or reintegration in the market

1 Guidance No Yes Yes

VIA Programme (low-skilled migrants)

2 Training No Yes Yes

Prospects for people over 50 years old

1 Guidance No Yes No

11.- Belgium

Table 18. Policies and measures associated with LTU in Belgium

Name Type of measureDirected at

LTU Directed at

othersIn force

Activa Brussels 4 Employment incentives Yes Yes Yes

2020 Training plan 2 Training Yes Yes Yes

Employment stimulus 4 Employment incentives Yes No No

Stimulus 12 months + 4 Employment incentives Yes No Yes

Flemish policy for recipient groups

4 Employment incentives Yes Yes Yes

Temporary professional experience system

2 TrainingYes No Yes

6Creation of direct

employment

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12.- Ireland

Table 19. Policies and measures associated with LTU in Ireland

Name Type of measureDirected at

LTU Directed at

othersIn force

Jobs Plus 4 Employment incentives Yes Yes Yes

Community Employment Programme

2 Training

Yes No Yes4 Employment incentives

6Creation of direct

employment

Tús 6Creation of direct

employmentYes No Yes

Gateway 6Creation of direct

employmentYes No Yes

13.- United Kingdom

Table 20. Policies and measures associated with LTU in The United Kingdom

Name Type of measureDirected at

LTU Directed at

othersIn force

Work Programme 1 Guidance No No No

Help to work1 Guidance

Yes No No6

Creation of direct employment

Work and Health Programme

1 Guidance Yes Yes Yes

Intensive Personalised Employment Support Programme

1 Guidance Yes Yes Yes

14.- Estonia

Table 21. Policies and measures associated with LTU in Estonia

Name Type of measureDirected at

LTU Directed at

othersIn force

My first job2 Training

No Yes Yes4 Employment incentives

<index>

80

15.- Luxembourg

Table 22. Policies and measures associated with LTU in Luxembourg

Name Type of measureDirected at

LTU Directed at

othersIn force

Create a job for the integration of long-term unemployed

6Creation of direct

employmentYes No Yes

Aid for hiring of older unemployed people (reimbursement of social contributions)

4 Employment incentives No Yes Yes

Vocational training (SP)2 Training

No Yes Yes4 Employment incentives

Compensated temporary occupation (OTI)

4 Employment incentives No Yes Yes

16.- Sweden

Table 23. Policies and measures associated with LTU in Sweden

Name Type of measureDirected at

LTU Directed at

othersIn force

Employment and Development Programme (JOB)

1 Guidance

Yes Yes Yes2 Training

7Promotion

of self-employment

Youth Job Programme (UGA)

1 Guidance

No Yes Yes2 Training

7Promotion

of self-employment

Establishment Programme

1 GuidanceNo Yes Yes

2 Training

Job for vocational introduction

2 TrainingYes Yes Yes

4 Employment incentives

<index>

81

17.- Denmark

Table 24. Policies and measures associated with LTU in Denmark

Name Type of measureDirected at

LTU Directed at

othersIn force

Study grant 2 Training No Yes Yes

Useful jobs 6Creation of direct

employmentNo Yes Yes

Bridge itineraries1 Guidance

No Yes Yes2 Training

Mentoring 1 Guidance No Yes Yes

Internships in companies 2 Training No Yes Yes

Jobs with wage subsidy 4 Employment incentives Yes Yes Yes

Job rotation2 Training

Yes Yes Yes4 Employment incentives

Jobs for apprentices with degrees

6Creation of direct

employmentNo Yes Yes

Vocational training for adults over 25 years old

2 Training No No Yes

Interviews focused on job search

1 Guidance No No Yes

Vocational training (AMU) 2 Training No No Yes

Subsidy for retraining2 Training

No No Yes4 Employment incentives

Lifelong learning (FMU) 2 Training No No Yes

Wage subsidy for hiring 4 Employment incentives No No Yes

Measures to promote the employment of disabled people

1 Guidance

No Yes Yes4 Employment incentives

5 Employment with support for people with disabilities

<index>

82

18.- Poland

Table 25. Policies and measures associated with LTU in Poland

Name Type of measureDirected at

LTU Directed at

othersIn force

Individual and group guidance, motivation and therapy workshops

1 Guidance No No No

Intervention work 4 Employment incentives Yes Yes Yes

Training courses 2 Training No No Yes

Work in social cooperatives

4 Employment incentivesYes Yes Yes

6 Creation of direct employment

<index>