ministry of labour and social policy - EURES Polska

Annual activity report on the EURES network in Poland 1 April 2006 – 31 March 2007 (Part Two)

Ministry of Labour and Social Policy Labour Market Department

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Enclosure 1.2.

MINISTRY OF LABOUR AND SOCIAL POLICY

LABOUR MARKET DEPARTMENT

ANNUAL ACTIVITY REPORT

ON THE EURES NETWORK

IN POLAND

1 April 2006 – 31 March 2007

Part Two

Warsaw, June 2007



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EURES guidelines 2004-2007 priority N°:

N° 3: Improve substantially the provision of information on all aspects of labour market mobility, including on the rights related to free movement of workers, and ensure the monitoring of obstacles to mobility with a view to their removal

Name and N° of the activity: N° 1: The provision of information on living and working conditions in Poland

Implementing body: Ministry of Labour and Social Policy

Partners: None

Date/Dates: 1st quarter 2007

Short description of the planned activity including the objectives (as per grant agreement):

As part of efforts to support mobility in the European labour market, plans were put in place to make substantive corrections to as well as publish and distribute a three-language brochure on living and working conditions in Poland.

The brochure was intended for distribution among the EURES staff of Voivodeship Labour Offices (VLOs) and all EURES Managers in the EEA countries.

It was further intended that the brochure would be published on the national EURES website www.eures.praca.gov.pl in Polish and in three foreign language versions.

The activity was aimed at disseminating information on living and working conditions in Poland among the EURES staff in other countries as well as among users of the national EURES website with a view to increasing interest in Poland as a potential target country for migration.

Description of the implementation of the activity, in particular if changes in the original project design have occurred during the implementation phase and explain possible financial implications:

Substantive corrections to Living and Working Conditions in Poland, a brochure providing the most important information for foreigners interested in working and living in Poland, were prepared by the middle of February 2007.

By the end of March 2007, the brochure was translated into three languages: English, German and French.

The original plan was to publish the brochure in 6,000 copies but this figure had to be reduced to account for the fact that translation costs were higher than estimated.

Due to a lower print run, the brochure was available for distribution only among the EURES staff of VLOs. Distribution among EURES Managers in the EEA countries has been postponed until the 2nd quarter 2007.

The online version of the brochure in English, German and French is available from the national EURES website.

Beneficiaries of the activity:

EEA citizens interested in living and working in Poland

Name the quantitative and qualitative results or products, describe if and how objectives and expected outputs have been reached, or explain why they have not been reached:

The compilation and systematization of reliable information on living and working conditions in Poland, including information helpful for foreigners interested in taking up residence or finding employment in Poland, such as conditions of residence, employment, taxation, running a business, social security, unemployment and health care.

The preparation and typesetting of an over 40 page Living and Working Conditions in Poland brochure in English, German and French language versions as well as its publication on www.eures.praca.gov.pl.

The distribution of 750 copies of the brochure in three language versions (125 in German, 125 in French and 500 in English) among 16 VLOs.



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Describe how the activity has been evaluated:

It follows from interviews with selected Polish EURES advisors that the brochure was positively assessed.

Lessons learned from this activity/further follow-up necessary. Any adjustment of 3-years activity plan needed

In the future, it would be advisable to disseminate materials not only in print but also on CDs. This solution is both cheaper and easier to use.



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N° 5: Approach employers actively and provide them with support for transnational recruitment

Name and N° of the activity: N° 2: The promotion of EURES services among Polish employers

Implementing body: VLO

Partners: Poviat Labour Offices (PLOs), employers’ organisations and associations, Chambers of Commerce, Regional Development Agencies, local press

Date/Dates: April 2006 – March 2007


The effective operation of the EURES network in Poland is to large extent dependent on successful cooperation with employers. This cooperation requires an active approach towards employers with a view to providing them with information on opportunities offered by EURES and with support for recruitment of EEA workers.

The measures planned as part of the activity were to initiate cooperation with employers’ organisations and individual employers mainly through the establishment of individual contacts, the arrangement of meetings and the distribution of EURES promotional materials. The plans also included the development of a voivodeship-specific database with information on Polish employers interested in employing EEA citizens and the participation in events organised by employers. Cooperation with the local press was intended to be an important element of the activity.

The activity was aimed at promoting EURES services among employers and their organisations through the involvement of all VLOs and PLOs. The development of effective communication channels and the establishment of permanent contacts between the EURES staff and employers were intended to facilitate the recruitment of workers with desired qualifications by Polish employers and lead to an increase in transnational recruitment.

Another objective was to build the image of EURES as an institution dedicated to promoting mobility.

Description of the implementation of the activity, in particular if changes in the original project design have occurred during the implementation phase and explain possible financial implications: Activities undertaken during the year with a view to promoting and increasing the knowledge of EURES among Polish employers took mostly the form of:

– Meetings – seminars;

– Consultation meetings;

– Workshops and presentations;

– Conferences;

– Visits to employers to disseminate information materials on the EURES network;

– Production and mailing of promotional materials;

– Publication of EURES-related articles and advertisements in the local press;

– Participation in events organised by employers. Furthermore, the Małopolskie Voivodeship’s EURES advisors went on a visit to the Netherlands to provide three employers from the Małopolskie Voivodeship (Shell, Capgemini and IBM) with assistance in the recruitment of foreign workers. The companies in question, which are providers of outsourcing services in the financial and accounting sector, approached the EURES staff with request to advertise their job vacancies among EU/EEA job seekers. Consequently, three members of Małopolska’s EURES staff participated in the Mobility Fair in Utrecht in the Netherlands, during which job openings with Capgemini, Shell and IBM were advertised and interviews were conducted. Furthermore, the two-day event provided an opportunity for information on living and working conditions in Poland generally and in the Małopolska Voivodeship specifically to be disseminated to approx. 200 visitors via the leased line and through materials mailed by the Kraków EURES.



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Employers and their organisations.

Name the quantitative and qualitative results or products, describe if and how objectives and expected outputs have been reached, or explain why they have not been reached: The following outputs are estimated to have been produced as part of the activity (approximate figures):

- 21 ball pens displaying the EURES logo;

- 310 conference folders;

- 200 notebooks,

- 5,700 copies of the leaflet for employers;

- 400 copies of the brochure Labour market situation in the Warmińsko-Mazurskie Voivodeship in 2006;

- 300 copies of the brochure Provision of services in the EU/EEA countries with information on how to start a business and post workers in the EEA territory;

- 1,000 copies of the EURES information brochure for employers;

- 70 anti-stress balls;

- 75 visiting card holders;

- 55 wall calendars;

- 450 ball pens.

The above items as well as promotional and information materials received from the MLSP were mailed to approx. 1,600 employers. 65 information dossiers on the EURES services available for employers were supplied to EURES assistants of PLOs for further distribution to Polish employers.

The activity further included organising approx. 9 meetings/seminars for over 100 employers and 1 meeting for 28 job agents. Other outputs included: 10 consultative meetings with employers, 1 conference on EURES for 19 employers, 5 direct visits to employers’ organisations (during which information materials on the EURES network were disseminated) and 1 presentation on EURES services for employers. EURES advisors attended 15 job fairs with the participation of employers.

The above-mentioned meetings, conferences, seminars and job fairs provided an opportunity to provide information about EURES services and distribute information and promotional materials. A total of over 100 Polish employers participated in these events.

Furthermore, 3 articles and 15 advertisements related to EURES were published in the local press, contributing to the dissemination of information about EURES among Polish employers.


The activities performed were assessed as conducive to building proper relationships with employers. However, if measured by an increase in the posting of job vacancies on the EURES website, their effectiveness was not consistently high. This is due to the fact that the demand for recruitment of EU/EEA workers is low. For pay-related reasons, employers are usually more interested in recruiting workers from Ukraine or Belarus.

This is also the reason why it is difficult to procure the participation of employers in seminars and meetings dedicated to the presentation of EURES services. Nevertheless, it follows from interviews with participating employers that they were satisfied with the information gained through participation in these events. For many of them it was the first time they had ever heard of EURES. Memos and roll calls are available as evidence of the meetings held.

Outputs such as increased contacts, invitations to various seminars and conferences and proposals to jointly organise labour market conferences or transnational recruitment projects are indicative of a positive response to efforts of the EURES staff to foster cooperation with employers.

Cooperation with the local media was positively assessed as it contributed to increasing the number of individual contacts and phone calls from employers interested in EURES services.



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The distribution of promotional gadgets among employers was the activity that received relatively the lowest assessment, reflecting the fact that it did not result in any visible increase of interest in EURES services.

Despite the currently low interest in EURES on the part of employers, the activity should be positively assessed for its contribution to disseminating and consolidating the knowledge of EURES among employers. New opportunities for recruiting workers from the EU/EEA countries were demonstrated to employers through the promotion of EURES services.

Lessons learned from this activity/further follow-up necessary. Any adjustment of 3-years activity plan needed The following lessons were learned from the implementation of this activity.

The knowledge of EURES continues to be low among employers and this is the factor that underlies their reluctant approach to cooperation. Therefore, the image of EURES ought to be improved among employers by taking the following steps:

- The number and variety of materials intended for employers should be increased as this is the main source of information about EURES. At the same time, it is not advisable to produce large quantities of promotional gadgets. Promotional materials should primarily provide accurate and reliable information about the EURES website and online tools available for employers as well as explain in a clear and transparent way procedures related to the posting and flow of job vacancies. Another good idea would be to expand the scope of materials to include information about the best practices applied by foreign employers (assistance with moving to and settling into a new workplace, loans for the first month of employment).

- As many employers lack time to participate in meetings and seminars, mail delivery of materials remains the most important tool for communication with employers. Care must therefore be taken to ensure a professional standard of information materials as these are often the main determinants of whether or not cooperation will be established.

EURES assistants of PLOs should play a bigger role in establishing and maintaining contacts with Polish employers. To this end, they must be properly trained and supplied with sufficient quantities of information materials about EURES. Furthermore, rules should be laid down to govern relationships among EURES assistants, job agents and local employers within the framework of PLOs.

Face-to-face meetings are a much more effective way to communicate with employers than the mailing of information materials and, as such, should be intensified.

As the demand for EU/EEA workers currently comes mostly from operators providing outsourcing services to foreign businesses, efforts should be made to reach these employers through events such as job fairs and exchanges.

It would be advisable to consider purchasing an address database of all Polish enterprises as means to facilitate access to employers with potentially the highest level of interest in EURES services.

The EURES advisors involved in the cooperation with employers are also pointing to the lack of relevant know-how and the need to learn from the experience of foreign EURES advisors with a successful track record in cooperating with employers.

More funds should be allocated in the future for press advertisements in view of their high effectiveness.

In summary, while there is a need to continue the activity in question, it would be advisable to modify the way it is implemented to comply with the comments set forth above.



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Name and N° of the activity: N° 4: Regional transnational recruitment projects for EEA employers


Partners: EURES advisors of EEA PES, EURES assistants of PLOs



A variety of recruitment projects were planned to be conducted by VLOs in collaboration with the following countries: Germany, the Czech Republic, the United Kingdom, Cyprus, Sweden, Ireland, Island, Finland and Norway. Recruitment activities were to include the holding of organisational meetings with foreign EURES staff and employers, the procurement of job vacancies from employers or EURES advisors from the above-named countries, the dissemination of job vacancies within particular voivodeships and the selection of job candidates.

The activity had the following objectives:

- Effectively implement transnational recruitment activities benefiting foreign employers and job candidates from Poland;

- Procure foreign job vacancies and, thereby, new employment opportunities for Polish job seekers as well as assist foreign employers in personnel sourcing;

- Obtain information on living and working conditions and labour shortages and surpluses in the above-named countries;

- Promote geographical and occupational mobility.

The activity was also to include the preparation of information materials on recruitment projects and events such as job exchanges as well as the production of promotional gadgets.


VOIVODESHIP PROJECTS

Dolnośląskie Voivodeship

- 2 country-level recruitment projects were conducted for a Spanish employer (Fiesta Hotel Group).

- A meeting was held of partners involved in the process of forming a EURES-T partnership.

- Information and Recruitment Days were held in Zgorzelec and Kłodzko with the participation of Czech and German employers and institutions.

To respond to a very high demand on the part of Czech employers, the activity had to be modified during the budget year by organising one large-scale recruitment event instead of several smaller ones.

Kujawsko-Pomorskie Voivodeship

Recruitment for the job of care assistant for elderly and disabled people was organised for the UK company Prime Life. Premises were rented and catering was provided for the duration of job interviews (2 days).

EURES advisors from Toruń went on a visit to Cyprus (16–20 January 2007), during which they established cooperation with representatives of Louis Group Hotels. They also met with the Cypriot PES staff to discuss details of the recruitment project planned for the hotel and catering industry.

The leaflet Living and Working in Cyprus was prepared and submitted for print publication.

A recruitment event was organised on 28 February 2007 in Toruń for the following jobs advertised by the Cypriot employer: lifeguard, gardener, kitchen assistant, cook, waiter, bartender, doorkeeper, and entertainer.

Lubelskie Voivodeship



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As part of the activity, meetings took place between the EURES staff and employers from Sweden and the UK. Meetings were made possible through cooperation with EURES advisors from Sweden (Rob Floris) and the UK (Paula Parker).

The EURES assistant from Lublin visited the UK on 28–31 January 2007. During the visit he met with representatives of Sable Care and Select Service Partner to discuss cooperation in recruiting care assistants for elderly people and customer service assistants at UK airports.

A EURES advisor visited Sweden on 4–8 March 2007. During the visit he met with a Swedish employer looking for seasonal farm workers and with a representative of Efekt Personnel, a company looking for construction workers. Furthermore, the EURES advisor gave three presentations on the situation of the Polish labour market to Swedish construction workers’ trade unions and the Swedish PES staff in Kalmar and Karlskrona.

Lubuskie Voivodeship

None

Łódzkie Voivodeship

Project 1

An International Job Exchange was held on 6 March 2007 with the participation of 5 EURES advisors and 3 employers from Austria, Denmark and Slovenia.

Vacancies procured through the International Job Exchange:

- Austria: packer, CNC operator (20-30 packer vacancies, 10 CNC operator vacancies);

- Denmark: seasonal work – strawberry and peas picking (50-100 vacancies);

- Slovenia: general construction worker, construction worker helper, painter, construction painter, plumber, stove-fitter, metal bender, carpenter, carpenter/roofer, electrician (a total of 10 vacancies).

The above-mentioned vacancies were advertised on the Łódź VLO’s website and in the local press.

The interviews which took place during the fair were conducted by EURES advisors and employers from the participating countries.

Project 2

Due to the fact that Irish and UK employers did not express interest in participating in recruitment projects and in coming to Łódź for interviews, a Danish employer was approached and recruitment was conducted to find candidates for jobs in Denmark. Recruitment was for the position of qualified engine fitter with Steal Company.

The Danish company was looking for 30 qualified engine fitters. Approx. 112 CVs were received, of which 92 were forwarded to the Danish EURES advisor. The employer selected 40 candidates for interviews, which were held at the Łódź VLO. 12 of the interviewed candidates were offered a job.

Małopolskie Voivodeship

The following steps were taken as part of the activity:

- Recruitment days were held on 13–14 December 2006 which included interviews with candidates for the job of data inputter with the Irish company Pacificare International Ltd. and practical tests to check candidates’ skills. During the event information was also provided on living and working conditions in Ireland and a presentation was given on Pacificare International Ltd. The recruitment days were held with the participation of the Irish employer’s representatives and the Irish EURES advisor.

- Recruitment of Polish workers was organised for a Danish employer from the machine industry in cooperation with the Danish EURES advisor. 28 candidates applied for the job, of whom 9 were selected and their CVs sent to the employer. It was agreed with the EURES advisor that interviews would be held in Kraków with the participation of the employer and, at the same time, a Danish Day would be organised with the participation of the EURES advisor for students and other persons interested in working and studying in Denmark. While the recruitment process was in progress, the Danish employer changed his



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mind and decided not to come to Kraków. Eventually, the selection and interview process took place in Łódź. 6 candidates were invited for interviews with the employer, of whom 4 were offered a job.

- English materials were translated into Polish. The materials were related to recruitment projects in progress and planned and included information on, among other things, living and working conditions as well as the legalisation of employment in the EU/EEA countries.

- The following EURES promotional materials were produced: 12-CD holders, conference bags, USB pen drives, business card holders, document holders, ball pens and pencils.

Mazowieckie Voivodeship

Recruitment for jobs in the Finnish metal sector (qualified MIG, MAG and TIG welder and CNC operator) was held at the Warsaw VLO in support of the project Przyszłość w metalu (The Future in Metal) financed by the European Social Fund.

As part of the project, selected Polish workers were offered assistance in finding an apartment, bringing a family to Finland and learning Finnish. Following an interview, each invited candidate had an opportunity to learn about living and working conditions in Finland as well as the conditions offered by the employer.

There was a change of the target sector of recruitment while the project was in progress. The change was due to the withdrawal of Finnish employers from the agricultural sector.

On 5–9 August 2006, the Warsaw VLO EURES advisor visited Finland on invitation from the Finnish employment service. The visit was organised as part of the project to recruit Polish workers in metal and agricultural sectors. The EURES advisor participated in agricultural job fairs and established contact with Finnish employers. Furthermore, the EURES advisor visited the Farming and Forestry School and a pig farm. He also met with the Finnish employers who had employed six welders and a CNC operator in June 2006. The employers said they were satisfied with Polish workers and offered to employ further specialists.

Opolskie Voivodeship

None

Podkarpackie Voivodeship

A visit to the UK took place in January 2007. The initially agreed programme of the visit was modified to account for changes in the rules of cooperation and organisation of recruitment projects by UK EURES advisors (priority to the use of the local unemployed, limited support for employers wishing to recruit foreign workers). The Polish EURES advisor gained an insight into the functioning of UK job centres and in particular the work of UK EURES advisors. Direct meetings were also organised with the following employers: Kelburn Holdings, Quay Personnel, Doosan Babcock, and Simclar.

Podlaskie Voivodeship

The following events took place as part of the activity:

Visit to Ireland (Dublin) – 3-6 December 2006

• Talks with employers from the financial and accounting company BISYS about future employment projects.

• Meeting in the Falite Ireland Training Centre.

• Meeting with employers from the security services industry (Group4Securicor).

• Meeting with employers from the construction industry to discuss future employment projects.

• Meeting with representatives of the employer from the insurance sector (CIGNA). Following the talks, recruitment was conducted for the job of claim adjudicator.

• Meeting with the employer from the retail sport industry (Elverys Sports) to agree conditions of the future recruitment project.

Visit to Scotland (Edinburgh) – 13 –16 March 2007

• Meeting with the Human Resources Manager with the food producer Kettle.



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• Meeting with representatives of a local Business Club – The Campbell Group, Clacmannanshire Business, Culture and Community Services.

• Meeting with the Employers’ Association and Fife Enterprise’s partner organisations interested in employing Polish workers.

• Meeting with the Manager of POL-UK to gain insight into the operation of the company.

• Visit to the Edinburgh City Jobcentre.

• Details were agreed upon concerning the British Day, an event due to take place in Białystok in the third quarter of 2007.

The Białystok VLO’s EURES line manager and EURES advisor participated in the above-listed visits and meetings.

The recruitment project planned in the dentistry sector had to be abandoned due to the withdrawal of the UK EURES advisor.

Marketing materials (notebooks and notebook holders) were designed, produced and distributed.

Pomorskie Voivodeship

Project 1— On 27 February – 1 March 2007, representatives of the Gdańsk VLO’s EURES staff visited Bergen in Norway to meet with the NAV representatives.

The aim of the visit was to procure job vacancies for Polish citizens through the EURES system. Topics discussed included the employment of Polish workers and the obstacles they face in looking for employment. Information was also obtained on the legalization of employment in Norway as well as addresses of institutions providing assistance to Polish workers.

Project 2

a) On 19–22 February 2007, representatives of the Gdańsk VLO’s EURES staff visited Ireland to meet with the FAS representatives and Irish employers.

The main purpose of the visit to Ireland was to establish cooperation with prospective employers with a view to procuring job vacancies for job seekers from the Pomorskie Voivodeship. There was a change in the country of visit (Ireland instead of the UK) due to the fact that representatives of the British PES could not participate in the International Job Exchange in Gdańsk following the reduction in assistance provided by JobcentrePlus to UK employers in recruiting foreign workers.

b) On 23 March 2007, an International Job Exchange was held in Gdańsk with the participation of employers from Ireland, Malta, Spain and Sweden.

Employers had their own information stands and conducted interviews with previously invited candidates. The aim of the initiative was to support job mobility in the Pomorskie Voivodeship and develop a common communication platform for job seekers and foreign employers. During the event, foreign employers were able to conduct interviews with previously invited candidates as well as had an opportunity to get into contact with all persons interested in finding employment in their respective countries. Entry to the exchange was free for visitors.

Śląskie Voivodeship

A EURES leaflet with information on the voivodeship’s labour market, shortage and surplus jobs, opportunities for finding workers within the voivodeship and EURES assistance in organising recruitments and interviews was prepared in English language and published in 5,000 copies. The leaflets were distributed among European EURES advisors along with the invitation to cooperate in the recruitment process.

Świętokrzyskie Voivodeship

TRINITY Project

A visit to Cork in Ireland took place on 28 February – 4 March 2007.

The main goal of the activity was to promote the Polish EURES network as a credible partner and to establish cooperation with a view to sharing information on labour markets and available job vacancies.



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The visit organised as part of the activity was a study visit, i.e. the Polish EURES advisor participated in meetings with Irish employers and EURES staff to determine opportunities for recruiting workers from the Świętokrzyskie Voivodeship. To identify potential areas of cooperation, the Polish EURES advisor presented the labour market situation in the Świętokrzyskie Voivodeship with a particular focus on surplus occupations.

Another important goal of the visit was to develop effective tools for improving the quality of services provided to occupationally mobile unemployed persons and job seekers, including:

• counselling methodology;

• transfer of local labour market data.

The visit went as planned.

KEY Project

The project was planned for implementation in cooperation with the UK EURES. The project was not implemented due to restrictions introduced by Jobcentre Plus on assistance for British employers in recruiting foreign workers.

Warmińsko-Mazurskie Voivodeship

The Polish EURES staff visited Sweden on 22–27 January 2007. During the visit, the Olsztyn VLO’s representatives, accompanied by two Swedish EURES advisors, met with two employers who had employed workers from the Warmia and Mazury region for strawberry and vegetable picking in 2006. The EURES representatives also had a meeting with four employers who were planning to employ workers for strawberry and vegetable picking and forestry jobs in the period from April to August 2007. The meeting provided an opportunity to gather opinions of employers on Polish workers, specify recruitment criteria and gain detailed knowledge of living conditions provided to workers. A total of 75 job vacancies were procured as a result of direct contacts with employers. Swedish employers were provided with EURES marketing materials produced by the Olsztyn VLO, i.e. conference folders and ball pens. The Olsztyn VLO’s representatives also had a meeting with the staff of the Labour Office in Göteborg, during which they presented information on living and working conditions in Poland generally and in the Warmia and Mazury region specifically.

Wielkopolskie Voivodeship

Meetings with EEA employers on 29 September 2006

Interviews were held on 29 September 2006 at the premises of the Poznań International Fair with candidates for jobs with the following companies: Flow Tech and Omega Serwis from the Czech Republic, Pi-Rauma Oy, Technik and Posek from Finland, First Group and Just Connect from the UK and Blustone Resorce Management from Ireland. Contact with these employers was established in July–September 2006. Phone and email arrangements were made with EURES advisors and employers from the above mentioned countries to advertise job vacancies, prepare the recruitment process and inform candidates of the time and venue of interviews. 270 candidates were invited for interviews with employers and 130 successfully completed the recruitment process, but it is understood from information obtained from employers that only 10 of the successful applicants have been offered a job to this date.

Meetings with Danish employers on 12–16 November 2006 On 12–16 November 2006, the Poznań VLO’s EURES advisor went to Denmark to meet with Danish employers interested in employing Polish workers and to visit companies currently employing Poles.

Meetings with Danish employers on 22–23 February 2007

The recruitment of candidates for seasonal jobs in Denmark took place on 22 February 2007 at the Hutnik Club in Konin. Three Danish employers, a EURES advisor from Slagelse, two officers of the Job Placement Department and four translators participated in the event. Over 200 candidates participated in the interviews. On 23 February 2007, a meeting took place at the Voivodeship Labour Office in Poznań between Danish employers and candidates for seasonal jobs. 36 persons reported for interviews.

Upon completion of interviews, a total of 69 of candidates were offered a job.

Meetings with Dutch employers on 10–13 March 2007

On 10–13 March 2007, the EURES advisor and the Job Agent from the Poznań VLO visited the Netherlands to meet with Dutch employers interested in employing workers from Poland.



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Meetings with Spanish employers on 25–28 March 2007

On 25–28 March 2007 in Valencia and Alicante in Spain, the EURES advisor met with Spanish employers interested in recruiting workers from Poland. A meeting took place on 26 March 2007 in Castelon (near Valencia) with the staff of Rekord Rent a Car, a company looking for panel beaters, mechanics and sprayers to fill vacancies in its branches around Spain. The company offers competitive pay, assistance with finding accommodation and a Spanish language course for selected candidates. As a result of the talks, the company decided to come to Poznań in the second half of May 2007 to conduct job interviews.

Recruitment for Danish Crown on 20 March 2007

The recruitment of candidates for meat processing jobs with Danish Crown took place on 30 March 2007 in the Congress Centre – Hotel IOR in Poznań. 40 candidates were invited for interviews, of which 20 were offered a job. As this was not the first contact with Danish Crown (two other recruitment projects had been organised in the past) arrangements concerning the recruitment process were made by phone as well as during a meeting at the company's head office in Ringsted in Denmark on 22 February 2007.

Zachodniopomorskie Voivodeship

The following was implemented as part of the activity:

1. Within the framework of permanent cooperation between the Swedish region of Scania and the Szczecin VLO, two of the Szczecin VLO’s EURES advisors participated in the European Job Fair Malmo 2006, an event organised on 29 September 2006 by the Swedish PES (AMV) and EURES. During the fair the Polish EURES advisors ran an information stand where visitors were able to obtain materials on living and working conditions in Poland generally and in the Zachodniopomorskie Voivodeship specifically.

2. In cooperation with the Irish PES (FAS) and the Irish tourism organisation (Falite Ireland), the Szczecin VLO conducted two recruitments of candidates for a 13-week free training course in Ireland for the following jobs: cook, waiter, maid and bartender. Those who successfully completed the course were to be awarded an international certificate (FETAC Certification). Participants were also offered an opportunity to take up employment in Ireland. A total of 170 persons participated in two rounds of interviews in Szczecin: on 25 September 2006 and on 30 November – 1 December 2006. A total of 85 persons were selected for participation in the course.

3. Cooperation was established and developed with the EURES and PES staff in Germany.

A. On 6 November 2006, a Polish–German agreement was signed between Agentur für Arbeit Neubrandenburg and the Szczecin VLO with the aim of removing obstacles to job mobility in the cross-border region (Zachodniopomorskie Voivodeship, Mecklenburg-Western Pomerania). The agreement has established permanent cooperation in promoting job mobility within the existing legal framework on the free movement of workers as well as in fostering dialogue and understanding among economic and social partners.

A working EURES meeting was held on 4 and 5 December 2006 in the German city of Pasewalk to agree directions and details of transregional cooperation.

B. As part of the cooperation, the Szczecin VLO organised an information meeting on 5 March 2007 for EURES and PES staff from Germany. The meeting was attended by German representatives of EURES and EURES-T, the Head of the Labour Office in Pasewalk and the Szczecin VLO’s EURES and PES staff. A total of 7 persons participated in the meeting. The participants preliminary discussed and agreed rules governing their cooperation, information sharing and organisation of joint projects in the future. The German party was provided with information on changes in the competence of the VLO in the area of labour migration. It was agreed that meetings with employers on both sides of the border had to be organised at least twice a year in order to prepare recruitment projects.

C. Within the framework of continuing cooperation, a working meeting was organised on 27 March 2007 at the Szczecin VLO with the participation of representatives of the German PES (Head of the Labour Office in Pasewalk), the Polish PES (Head of the Świnoujście PLO), the education sector (Head of the School of Construction Crafts in Szczecin) and the VLO’s EURES management and staff. A total of 9 persons participated in the meeting. Topics discussed included the rules of cooperation between job agents and the unemployed and job seekers within the framework of PLOs, the functioning of German labour offices, expectations of the German labour market and training standards in construction industry occupations in Poland. The meeting was intended to provide an opportunity to learn about the functioning of PES and



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vocational education systems in both countries with a view to preparing ground for the implementation of future recruitment projects.

4. On 6–9 February 2007, two of the Szczecin VLO’s advisors went on a working visit to Galway and Dublin in Ireland.

The visit was directly linked to:

1) The Irish Racehorse Industry Recruitment Project organised within the EURES framework in cooperation with the Irish Raider Training Association, the Irish Thoroughbred Breeders Association and the Irish embassy in Poland. In view of the involvement of the Zachodniopomorskie Voivodeship’s EURES staff in the project, a meeting was organised with persons involved in the project on the part of Ireland, in which two Irish EURES advisors participated. The aim of the meeting was to agree details of the organisation of recruitment days planned to take place in Warsaw in February 2007. The description of the recruitment and information days organised in Warsaw as part of this project can be found in “Additional projects” under Activity No. 4.

2) Retronix/Intel Project

The Retronix/Intel Project was initiated in January 2005. As part of the project, a total of 164 persons were selected for work at an Intel factory by the end of 2006. However, the cooperation was disrupted as a result of personnel changes in Retronix which took place towards the end of 2006. A meeting had to be arranged with the company's representatives to clarify the situation of 52 persons who had successfully completed interviews in January and May 2006 and were now expecting to go to Ireland. During the meeting, which was held on 8 February 2007 at Retronix's head office near Dublin with the participation of two representatives of the employer, two Szczecin VLO’s EURES advisors and an Irish EURES advisor, the cooperation to date was summarised and directions for the future were agreed. Furthermore, the employer promised to get in touch with the selected candidates within a maximum of two weeks to clarify their situation and possibly agree the start date of their employment.

5. A voivodeship database of job seekers looking for employment abroad was designed by specialists from the Szczecin VLO but, due to technical reasons, was not made operable by the end of March 2007. The idea to use printed forms for database registration was abandoned as it was decided that online registration would be more effective.

ADDITIONAL PROJECTS


1. On 14–15 November 2006 at Holiday Inn in Warsaw, interviews were conducted with candidates for jobs with the Irish financial and accounting company BISYS. Each participant was provided with information on living and working conditions in Ireland and on BISYS.

2. A job fair for the construction industry was organised by the FAS and the Irish EURES at Sheraton Hotel in Warsaw in 17–18 August 2006. The event provided an opportunity for Irish employers to hold interviews with candidates for the following jobs in construction and electronic industries: engineer, foreman, bricklayer, welder, plumber, electrician, carpenter, stonemason, construction worker, manager, building surveyor, etc. Participants were provided with information on living and working conditions in Ireland and on options available for joining Irish trade unions. The following parties were involved in the organisation of the event: Polish EURES advisors from 8 VLOs, 4 Irish EURES advisors and the FAS staff.

Łódzkie Voivodeship

On 9 October 2006, the Łódź VLO’s EURES advisor participated in a EURES workshop in Colchester on invitation from the EURES line manager for East of England. One of the goals of the workshop was to present the situation of the Polish labour market and the living and working conditions in Poland, provide the personnel of job centres in East of England with information on current EURES operations and discuss options for cooperation, mainly in the area of recruitment. The Polish EURES advisor discussed surplus occupations in Poland generally and in the Łódzkie Voivodeship specifically. The British EURES advisors and job centre personnel proposed joint recruitment projects for local employers (e.g. airport, hotel, catering and warehousing jobs). However, due to the lack of interest on the part of employers, these projects never went into operation.

The Łódź VLO’s EURES advisor also established contact with the international recruitment head at the National Health Service. This led to the commencement of recruitment of Polish candidates for the job of



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nursing home assistant with the British company Castlebeck. Information on vacancies was received by the Polish EURES advisor in February 2007, whereupon it was translated and distributed among EURES advisors in VLOs and PLOs. 11 persons applied for the job. Interviews were planned to take place in March but, for reasons due to the English employer, were postponed and are now rescheduled for May 2007.


Racehorse Industry Recruitment Project – Information and recruitment days on racehorse jobs in Ireland

The project was aimed at recruiting Polish workers for the following jobs in Ireland: horse rider, stableperson and racehorse groomer. The following steps were taken as part of the activity:

a. Visit to Ireland – see description in Zachodniopomorskie Voivodeship, item 4;

b. An organisational meeting in Warsaw on 10–11 January 2007. The meeting was attended by EURES representatives from the following organisations: FAS (EURES Manager, EURES advisor, and FAS representative), MLSP (EURES Manager, EURES specialist), Irish Embassy in Poland and VLOs in Lublin, Warsaw and Szczecin (a total of 3 EURES advisors). Meeting participants made arrangements on the promotional campaign preceding the launch of the recruitment project, the venue of interviews and the conditions to be offered to candidates for the job of rider (200 vacancies), stableperson (100 vacancies) and horse groomer (150 vacancies).

c. Organisation of “Irish Race Horse Industry Information and Recruitment Days” on 22–23 February 2007 at the Horse Breeding Department of the Warsaw University in Warsaw. The event comprised of interviews with job candidates as well as of presentations on the race horse industry and living and working conditions in Ireland. The employers who had come to Poland to interview job candidates were invited to visit the SłuŜewiec racetrack in Warsaw.


1. On 5 July 2006, a recruitment was conducted to fill the position of digger operator and loader/bulldozer operator with the Irish company Farrell Brothers Hire Plant Ltd. A total of 6 vacancies were available. Interviews were conducted by the owner of Farrell Brothers Hire Plant Ltd. and an Irish EURES advisor. Interviews were preceded by two presentations: on living and working conditions in Ireland (by the EURES advisor) and on the conditions of employment (by the employer).

2. On 6 June 2006, a recruitment was conducted to fill the position of production manager with the British company Assembly and Packaging Services Ltd. A total of 20 vacancies were available. Interviews were conducted by a representative of Assembly and Packaging Services Ltd. Interviews were preceded by two presentations: on living and working conditions in the UK (by the EURES advisor) and on the conditions of employment (by the employer).


EEA employers, Polish job seekers and unemployed


The objectives of the activity were achieved as intended. Wide-spread cooperation was established with foreign employers leading to a large number of recruitment projects and foreign employment opportunities for Polish citizens both now and in the future.

VOIVODESHIP PROJECTS

As part of the activity, about 38 recruitment projects were conducted, including for seasonal jobs, in cooperation with the EURES staff and employers from other countries. Cooperation was mostly conducted with the following countries: Ireland, the UK, Spain, Cyprus, Germany, Sweden, Finland and Denmark.

In total, foreign employers offered about 2,400 vacancies for Polish workers in response to which approx. 2,200 CVs were received. Following selection, nearly 300 CVs were forwarded to the employers. Approx. 500 persons participated in interviews. Of all candidates, nearly 600 persons were offered a job.

The following industries were the most popular: catering, hotel, metal processing, care for elderly people, farming.



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Another event organised as part of the activity was the International Job Exchange in Gdańsk, which attracted approx. 1,500 visitors, of whom 677 applied for jobs advertised during the exchange. Following the verification by the EURES staff, over 400 applicants were invited for interviews with employers. Employers recruited an additional of approx. 200 persons from among visitors to the exhibition part of the International Job Exchange. These were the persons who, although they had not submitted any application, were found to possess the qualifications required by the employer. The Gdańsk VLO has not yet received feedback from foreign employers on the ultimate number of persons employed.

2 EURES advisors participated in the European Job Fair – Malmo 2006 in Sweden. The advisors ran an information stand which was visited by approx. 50 persons.

Polish EURES advisors participated in dozen or so working meetings with EURES advisors from other countries and in two study visits.

A 13-week free training course was organised in cooperation with the Irish PES (FAS) for persons interested in working in Ireland in the following occupations: cook, waiter, maid, and bartender. Approx. 170 persons participated in interviews in Szczecin, of whom 85 were selected for participation in the course.

The following marketing materials were also produced as part of the activity:

- Leaflet “Living and working conditions in Cyprus” – 2,000 copies;

- EURES leaflet in English for foreign employers – 5,000 copies;

- 12-CD holder – 80 items;

- Conference bag – 20 items;

- USB pen drive – 40 items;

- Business card holder – 50 items;

- Document holder – 40 items;

- Ball pen + pencil set – 50 items;

- Notebook holder – 200 items;

- Notebooks – 200 items.

Furthermore, materials on living and working conditions in the EU/EEA countries, including social security in Sweden and registration forms for persons interested in taking up employment in the UK, were translated from English into Polish.

ADDITIONAL PROJECTS


1. Employers offered 10 vacancies. 22 of the CVs received complied with the employers’ requirements. 10 candidates were invited to the meeting, of whom 9 were interviewed by employers. 5 candidates were offered a job.

2. Over 3,000 persons participated in the job fair. Irish employers advertised 406 vacancies. 626 CVs were received from persons interested in taking up employment abroad. Irish employers were represented by 11 companies from construction and electronic industries (a total of 23 representatives). It must be stressed that some of the Irish employers reneged on their commitments by failing to offer jobs to Polish candidates.

Łódzkie Voivodeship 11 candidates responded to the job advertisement by submitting their CVs, which were forwarded to the employer.


In response to the job advertisement, 258 CVs were received from persons interested in taking up employment in Ireland. All CVs were forwarded to the Irish EURES advisors and employers. 121 candidates from all over Poland came to Warsaw for interviews. As of 31 March 2007, the known number of Polish candidates employed by Irish employers was 30.



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1. 40 CVs were received, of which 33 were forwarded to the employer. 21 persons participated in the interviews. 4 persons were selected and offered a job.

2. 90 CVs were received, of which 72 were forwarded to the employer. 72 persons participated in the interviews. The employer selected 21 persons + 7 substitutes. 21 persons were offered a job.


The EURES network proved itself to be an effective tool for international recruitment, benefiting both employers and persons looking for employment abroad. Workers found satisfying employment while employers were happy with the quality of candidates and the fact that they were able to fill vacancies with people with desired qualifications. Foreign employers spoke favourably of EURES services, which gives hope that such projects will be continued in the future. The recruitment projects that were accompanied by presentations on business activity and living and working conditions in the EU/EEA countries created a value added by providing participants with the necessary knowledge and as such were highly appreciated.

The International Job Exchange organised by the Gdańsk VLO provided evidence that such project have the capacity to tangibly benefit the region’s inhabitants. The event attracted many job seekers and was assessed by employers to be one of the best job exchanges in terms of both content and organisation.

The construction industry job fair organised by the Białystok VLO in Warsaw was very popular among the unemployed and job seekers. There was a visible increase in the number of phone calls and emails before and after the job fair. The event was widely commented in the Polish media as evidenced by the number of press articles (dailies Gazeta Wyborcza and Rzeczpospolita) and coverage in other media (radio and television).

The information stand run by EURES advisors during the European Job Fair – Malmo 2006 was highly popular and the information presented there was assessed by visitors as useful and interesting.

Working visits, which were accompanied by meetings with foreign employers, were also assessed as highly effective. Meetings with employers are helpful in identifying their needs, agreeing the conditions of recruitment and ensuring that prospective employees are provided with maximum information on the job offered. Visits led to the establishment or strengthening of cooperation, the benefits of which can be expected to extend well into the future.

Marketing materials were highly assessed by job seekers and foreign employers in terms of both content and design.

Lessons learned from this activity/further follow-up necessary? Any adjustment of 3-years activity plan needed:

Events such as recruitment projects, job exchanges and information and recruitment days will be continued in a similar form in the future.

It seems advisable to put more emphasis on an effective promotion of job vacancies to increase the number of people interested in the recruitment process and thereby the chances of finding eligible candidates. This is particularly important in view of the current developments on the Polish labour market, i.e. decreasing unemployment and, consequently, reduced interest in seeking employment abroad.

It follows from observations that recruitments are the most effective when an employer is directly involved by participating in interviews and meetings with candidates. The time and financial cost of coming to Poland to meet with job candidates makes the employer more credible in the eyes of prospective employees, which in turn has an impact of the reliability and assessment of EURES services.

In the future, it would be advisable to put in place arrangements that would prevent a situation where job seekers withdraw their candidacy at the advanced stage of the recruitment process. This problem needs to be addressed as it causes discontent among employers and may discourage them from participating in further recruitment projects.

It is important that job offers from abroad are verified by EURES advisors to prevent the employment of Polish workers by employers who, in one way or another, evade labour laws in force in the EEA country concerned.

It would also be advisable to develop a more flexible system of responding to developments in the labour market situation and changing needs of foreign employers, e.g. by setting up a database of persons looking for



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employment abroad and analysing registers of the unemployed using a criterion such as the knowledge of foreign languages.

Working visits will also be continued as they offer an opportunity to establish direct cooperation with foreign employers, which translates into an increased number of vacancies offered to Polish job seekers and unemployed. The knowledge gained during the visits on foreign labour markets and the functioning of the EURES network translates into a better quality and reliability of information provided to persons interested in taking up employment abroad. Foreign trips are an excellent opportunity to share experiences with other EURES staff and obtain information on living and working conditions in a particular country, assistance available for Polish workers suffering abuse by foreign employers, employment legalization procedures, etc.

In summary, it must be stated that cooperation with employers from different countries is not an easy task as there is a variety of factors that have a significant impact on the recruitment process. For example, what is culturally acceptable in one country can be illegal in another. Therefore, it is very important to find a common ground for cooperation with all the interested parties while exercising prudence and flexibility in arranging details of the recruitment process. Another important challenge is to negotiate the best possible conditions for job seekers so that they can be sure that their decision to relocate to another country is based on reliable information about living and working conditions in the country concerned.

The activity should be continued in the future. It is advisable to put in place explicit rules of conduct (code of conduct, service level agreement) to ensure that each party has a clear idea of their rights and obligations.



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Name and N° of the activity: N° 5

1. Third International Job Fair – with the UK as a guest of honour

2. Second International Job Fair – Recruitment Day

Implementing body: 1. Warsaw VLO, Labour Office for the Capital City of Warsaw

2. Lublin VLO

Partners: National and foreign PES, International Lublin Fair – MTL S.A., Fuga Mundi Foundation, Polish-British Chamber of Commerce

Date/Dates: 1. 18 October 2006

2. 28 November 2006


Plans were in place to organise the Third International Job Fair – Warsaw 2006 (Warsaw VLO) and the Second International Job Fair – Recruitment Day (Lublin VLO).

The events were to be attended by employers and representatives of PES and other labour market institutions and organisations from the UK, Ireland, Sweden and other countries that would open their labour markets to Polish citizens. The events were intended to serve two functions: recruitment and dissemination of information. The recruitment part was to comprise the presentation of foreign job offers, the participation of foreign employers interested in employing Polish workers and the conduct of interviews with prospective candidates. Furthermore, it was planned that the EURES staff from Poland and abroad would participate in the fairs to provide information – via individual counselling, workshops and presentations – on living and working conditions and employment opportunities in other countries as well as the conditions of access to EU markets. The Polish EURES staff was to prepare and conduct recruitment for foreign employers.

The aim of the activity was to provide the unemployed and job seekers with opportunities to find employment on the European labour market by procuring job offers from abroad and facilitating access to practical information, e.g. on how to effectively search for employment abroad, what are the conditions of access to EU labour markets, how to prepare required documents and how to handle an interview. Another goal was the promotion of EURES. It was estimated that each event would attract approx. 5,000–6,000 visitors. A dozen or so employers from the EU countries were planned to participate in both events.


Third International Job Fair – with the UK as a guest of honour

The Third International Job Fair – Warsaw 2006 took place in Warsaw on 18 October 2006 with the participation of the EURES staff of the Warsaw VLO. It must be emphasised that the event was not organised by EURES. The EURES staff of the Warsaw VLO provided visitors with information on EURES. The EURES advisors who attended the fair came mostly from the UK but also from Finland, Slovenia, Island and Denmark. They all gave presentations on living and working conditions in their countries.

The event was co-organised by the Labour Office for the Capital City of Warsaw, the Warsaw VLO, the Warsaw University Career Office, the Military Outplacement Centre, the Welfare Centre of the Ursus District of Warsaw, the EKON Association of Disabled for the Environment, Włochy and Ursus Districts of Warsaw, the Warsaw Centre for Vocational Development, the Foundation for Dedicated Transport Services for the Disabled.

98 Polish and 33 foreign exhibitors participated in the fair. Polish employers offered jobs in the following industries: administration, construction, commerce, security services, catering.

Second International Job Fair – Recruitment Day



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The job fair took place on 28 November 2006 in Lublin. The event provided job seekers with an excellent opportunity to establish direct contact with Polish and foreign employers, EURES advisors, labour offices, job agencies, academic career offices and other labour market institutions.

It was the first time that the following uniformed services sent their representatives to participate in job fairs organised by the Lublin VLO: the Municipal Guards in Lublin, the Voivodeship Police Headquarters in Lublin and the Voivodeship Fire Service Headquarters in Lublin.

Employers from Denmark, Estonia, Finland, France, Ireland, Norway and the UK were invited to the fair. The participating employers, who came from different industries, offered a wide variety of vacancies ranging from production workers, construction workers, security guards and drivers to specialist professionals (engineers, physicians, managers, IT specialists). To meet the demands of the contemporary labour market, a number of accompanying events were organised. Job seekers had an opportunity to gain information on living and working conditions and health care in the EU countries as well as to learn how to prepare application documents and apply recruitment techniques. In addition to presenting job offers, foreign employers conducted interviews with selected candidates.


Job seekers, unemployed and other persons interested in taking up employment abroad, foreign employers


Third International Job Fair – with the UK as a guest of honour

EURES advisors gave 5 presentations on living and working conditions, which were attended by a total of approx. 500 persons. As many as 12,000 persons are estimated to have visited the fair.

Second International Job Fair – Recruitment Day

73 Polish and foreign employers participated in the fair. Over 45 offers for approx. 200 jobs were procured. Foreign employers and EURES advisors received 320 VCs prior to the fair. 8,000 persons visited the fair.


The activity contributed to increasing interest in EURES services. The job fair attracted much attention on the part of job seekers, employers and the media. This was manifested by, among others, an increase in phone inquiries about similar information and recruitment projects. It was further noticed that, compared with previous years, there had been an increase in visitors who were seeking employment abroad.

Visitors to the Second International Job Fair in Lublin were requested to fill out a questionnaire asking their opinion on the organisation of the event. It followed from the questionnaires returned that a majority of participants were young, aged between 18 and 35. While they were mostly graduates of tertiary education, vocational secondary education graduates were also strongly represented. Over 90% of visitors were residents of the Lubelskie Voivodeship. As expected, the unemployed were the largest group that visited the fair, although there was also a considerable number of students. In a majority of cases, visitors learned about the fair from the Lublin VLO and the Internet. The promotional campaign achieved an 80% positive assessment rate. Topics of presentations were assessed as sufficient. None of the visitors experienced any difficulties in accessing employers' offers and presentations. The fair was assessed as a very useful and well organised event.


As suggested by foreign employers and EURES advisors, it would be preferable to organise mini job fairs during which each employer would have at his disposal a separate stand and room for interviews. Employers believe that a large-scale event such as a job fair does not provide suitable conditions for conducting job interviews. Furthermore, due to the size of the recruitment process, Polish EURES advisors find it more difficult to communicate with employers, particularly when it comes to obtaining information on the number of persons employed.

Some of the guests invited to the Second International Job Fair in Lublin could not participate due to unfavourable weather conditions that prevented their timely arrival to Poland.



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Name and N° of the activity: N° 6: The promotion of EURES services among Polish employers in connection with the European Year of Workers’ Mobility (EYWM)


Partners: Employers’ organisation, Social Dialogue Commissions, Chambers of Commerce, Employment Councils, Information and Career Planning Centres (ICPC), Academic Career Offices (ACO), Gmina Information Centres (GIC).



o Organising seminars and meetings for employers on the topic of EURES and the EYWM;

o Participation of the EURES staff in various events organised by employers, e.g. job fairs, meetings of Chambers of Industry and Commerce; propagation of the EYWM;

o Implementing an information campaign targeted at employers; Producing and distributing advertising materials on EURES and the EYWM;

o Preparing and publishing a brochure for businesses interested in providing services in the EEA countries, particularly Germany;

o Publication of articles in the press, participation in radio and television programmes;

o Organisation of conferences for business support entities, including social and business partners, with a view to promoting EURES services and presenting case studies on successful employee mobility projects in the EEA countries;

o Providing employers with information on the labour market situation in the EEA countries, including surplus and shortage occupations;

o Cooperation with enterprise development institutions.

Objective:

Launched by the European Commission, the European Year of Workers’ Mobility provided an opportunity to expand operations of the European Employment Services in promoting occupational and geographic mobility. Increase in workers’ mobility can only be achieved if the idea of mobility is understood and fully accepted by employers. The project was intended to contribute to increasing the interest of businesses in employing EEA workers through the dissemination of knowledge about positive aspects of employing workers with international employment experience.


1. Organisation of, or participation in, seminars and meetings for employers, employers’ organisations, job seekers and social partners that were designed to promote EURES services within the EYWM context, including in particular:

o Seminars/meetings for employers;

o A meeting of the Podlaskie Voivodeship’s Social Dialogue Committee (a presentation on the EYWM was given to business support organisations and the advantages of mobility were demonstrated);

o Presentations on the activities of EURES for members of the Podlaskie Voivodeship’s Employment Council;

o Invitation of employers’ representatives to a seminar on living and working conditions in Ireland;

o Meetings organised by the Wielkopolska Chamber of Industry and Commerce and the Wielkopolska Association of Private Employers (the Wielkopolska Voivodeship’s EURES advisor gave a



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multimedia presentation on the idea behind the EYWM, initiatives launched or to be launched in Poland and in Europe and how employers could benefit from the EYWM);

o The Polish-German seminar in Pasewalk organised in cooperation with German PES and EURES and the Chamber of Industry and Commerce in Neubrandenburg (the Zachodniopomorskie Voivodeship’s EURES advisor gave a presentation to Polish and German entrepreneurs on the topic of “Interpretation and application of rules governing the free movement of workers and services and the posting of workers”);

o The Polish-German economic forum BUSINESS PUNKT 2007 in Koszalin (the Zachodniopomorskie Voivodeship’s EURES advisor gave a presentation to Polish and German entrepreneurs on the topic of “Employing and posting workers in contacts between Poland and Germany. Formal and legal aspects”).

Furthermore:

o Active promotion of the EYWM during meetings with Public Employment Services staff and their clients and via website presentation;

o Participation in a number of meetings with job seekers at GICs and students at ACOs.

2. The following information materials were prepared and published:

o Brochure for Polish businesses interested in providing cross-border services and for individuals interested in starting a business abroad;

o Marketing materials displaying the EURES logo (distributed among beneficiaries): ball pens, advertising bags, leaflets.

3. Production and publication/broadcasting of the following press articles/radio programmes concerned with EURES:

o An article in the national magazine Personel i Zarządzanie;

o An advertisement in the form of a poster with the slogan: EURES – TWÓJ PARTNER NA EUROPEJSKIM RYNKU PRACY. Europejska platforma współpracy dla pracowników i pracodawców. (EURES – Your Partner on the European Job Market. A European cooperation platform for employees and employers). The advertisement was published in the daily Gazeta Krakowska in colour and in a format ensuring proper visibility;

o An article on the EURES network, services available for Małopolska’s employers and what to keep in mind when employing workers from abroad. The article was published in the regional daily Gazeta Krakowska;

o The article “Być mobilnym pracodawcą” (Being a mobile employer) published in the local press of the Świętokrzyskie Voivodeship;

o An article published in the daily Gazeta Olsztyńska concerning occupational and territorial mobility, advantages for job seekers and employers, the role of EURES services in propagating the idea of workers’ mobility in the context of the EYWM;

o A radio interview with the EURES Line Manager of the Olsztyn VLO discussing the EYWM and two years of operation of the EURES network (the topic proved so interesting that articles/interviews on the EYWM and EURES were subsequently published at no charge by the dailies Gazeta Wyborcza and Gazeta Współczesna and Radio RMF FM).

4. Information and promotional materials on topics such as EURES services available for employers, opportunities for finding qualified personnel via the EURES website and rules on the employment of EEA citizens in Poland were distributed among addressees of the information campaign, i.e. employers.


Polish entrepreneurs and individuals interested in starting a business in the EEA countries or providing cross-border services, employers’ organisations, employers, job seekers.




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Quantitative results:

1. Participation in events such as meetings, seminars, job fairs:

o 9 seminars (meetings) for employers, including 5 presentations given to employers during meetings of voivodeship-level Social Dialogue Commissions and Employment Councils as well as Chambers of Commerce and Industry, employers’ organisations, etc.;

o 2 meetings with job seekers at GICs;

o 4 meetings with students at ACOs and with students’ associations;

o Approx. 10 meetings with PLO and ICPC clients;

o 2 meetings with employers (international economic fora).

2. The following marketing materials displaying the logo of EURES were designed and commissioned for execution: 200 copies of an information brochure for businesses wishing to provide services in EEA countries, in particular Germany;

o 100 ball pens;

o 50 advertising bags;

o 10,944 copies of regional leaflets on mobility.

3. The following press articles and radio programmes were prepared and published/broadcast:

o An article intended to provide employers with information about EURES and the EYWM (the monthly Personel i Zarządzanie published by INDOR, December 2006);

o 3 advertisements in the regional press (dailies Gazeta Wyborcza and Gazeta Krakowska);

o An article intended for Małopolska’s employers on the editorial page of the daily Gazeta Krakowska;

o The advertisement/article on EURES under the title “Być mobilnym pracodawcą” (Being a mobile employer) published in the local press of the Świętokrzyskie Voivodeship;

o An article on the EYWM (dailies Gazeta Olsztyńska, and Dziennik Elbląski, the Nasza Praca supplement);

o An interview with the EURES Line Manager of the Olsztyn VLO (Radio Olsztyn). The interview was broadcast in four parts over four consecutive days. Radio Olsztyn has a daily listener ship of approx. 140,000.

4. 210 parcels containing materials on EURES and the EYWM were mailed to selected employers and partners.

Qualitative results:

The dissemination of information on the EYWM among employers resulted in an increased interest in the initiative and in services available through the EURES network. The activity made employers aware that they were among the intended beneficiaries of the EURES network, which was designed to support them through measures such as counselling and transnational recruitment.

By developing the awareness of the current situation of European labour markets and workers’ mobility, the chance is increased of more effective cooperation in the area of recruitment and procurement of specific labour market information. Effective dissemination of information on the EYWM and EURES had a positive impact on the image of the VLO and hence that of the unit dedicated to EURES.

However, the Łódź VLO pointed out that the expected results were not delivered due to the fact that the article they prepared was published in a magazine with a national – i.e. too broad – reach (Personel i Zarządzanie), the target group was inaccurately selected and the campaign had a one-off character.


The VLO believes that the general goal of promoting the idea of mobility among job seekers and employers was achieved.



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The dissemination of information on the EYWM contributed to increasing the awareness of persons seeking employment abroad and of employers who had previously demonstrated a rather passive attitude to the idea of procuring personnel from markets other than local ones.

As a result, there has been a visible increase of interest, particularly among job seekers, in completing the EUROPASS documents and in obtaining information on living and working conditions in the EEA countries, recognition of qualifications and safe participation in European labour markets.

The promotional campaign was also positively assessed by VLOs. The promotional materials distributed and the information shared at meetings contributed to increasing the awareness of labour migration trends and opportunities among partners and beneficiaries (“The brochure has been so popular that we have run out of stock and are now left only with photocopies”).

It was, however, stressed that despite the dispatch of invitations, attendance was sometimes low at meetings and employers did not demonstrate interest in EURES services, the fact that must be considered a shortcoming of the activity.

Furthermore, it is observed that, in view of shortages in certain industries, employers are interested in transnational recruitment targeted mostly at job candidates from Bulgaria and Romania.

Lessons learned from this activity/further follow-up necessary. Any adjustment of 3-years activity plan needed?

Employer-targeted information on the EURES network should continue to be disseminated, particularly in view of the increasing problems faced by employers in sourcing personnel from the domestic market due to the migration of Polish workers. This situation contributes to the development of a negative attitude to migration among Polish enterprises, particularly small and medium ones. Enterprises are not interested in hiring employees from abroad (and if they express interest, they typically look for non-EEA workers, particularly those from countries east of the Polish border). The conditions of work and pay offered by Polish employers are the main reason why employers are reluctant to look for and recruit workers from the EEA countries and why the EEA workers themselves are not interested in finding employment in Poland.

It was emphasised that meetings with employers were an effective platform for communication and experience exchange by providing an opportunity to meet face-to-face with employers and share information on labour market trends and opportunities for cooperation in sourcing qualified personnel. These activities ought to be continued regardless of the end of the EYWM.

It would be advisable to cooperate with PLOs in conducting information activities targeted at domestic employers in order to capitalize on the key role played by the EURES staff of PLOs in handling the flow of vacancies. It appears advisable to develop information templates (presentations, information materials) for use by Polish EURES staff.

In the future, it would be advisable to make Polish employers aware of good practices applied by foreign employers in relation to Polish workers (e.g. assistance with moving to and settling into a new workplace, loans for the first month of employment) so as to provide them with a chance to increase the attractiveness of their offer.

A regional labour market survey would be useful in determining specific employment and training needs of employers. Such a survey would provide an opportunity to determine the target group of activities. The criterion such as the industry worst affected by labour shortages could additionally be used in selecting the target group.

When planning similar activities in the future, more emphasis should be placed on marketing and advertising as well as more promotional materials should be produced.

It was also pointed out that the cost of the sponsored article was too high in relation to benefits, which were very unimpressive. In the future, more attention should be paid to small and medium enterprises. To this end, the following must be prepared:

- Articles in the local press or in supplements dedicated to job vacancies, e.g. cyclic articles providing a step-by-step instruction on EURES services available for employers;

- Press advertisements designed to reach the largest possible number of targets.



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Name and N° of the activity: N° 7

1. Irish Day

2. Two-day British Days

3. One-day British Day

Implementing body: 1. Szczecin VLO

2. Lublin VLO

3. Warsaw VLO, Labour Office for the Capital City of Warsaw

Partners: Irish and UK PES, the Revenue Commissioners, the Health Services Executive, the UK Embassy in Poland, the MLSP

Date/Dates: 1. 19–20 October 2006

2. 31 May–1 June 2006

3. 19 October 2006


The activity comprised plans to organise the following recruitment and information events: one Irish Day and two British Days. The events were to be attended by employers, EURES advisors and representatives of various authorities and institutions from the UK and Ireland. Plans were in place to conduct recruitments and interviews with job candidates, give presentations on living and working conditions in the UK and Ireland, and provide information on EURES services and on how to complete job applications and how to prepare for an interview. In preparation of the above-mentioned events, meetings were to take place among the EURES staff from Poland, the UK and Ireland.

The activity was aimed at obtaining 80 job offers from approx. 19 UK and Irish employers. Another goal was to increase the knowledge of living and working conditions in the UK and Ireland among the Polish unemployed and job seekers while providing them with an opportunity to meet face-to-face with foreign employers and representatives of labour market institutions and organisations in Poland and abroad. This was intended to result in better preparation of job candidates and other persons interested in taking up employment in the UK and Ireland. A total of approx. 11,000 people were expected to visit the Irish Day and the British Days.


Irish Day

The Irish Day was organised by the Szczecin VLO on 19–20 October 2006 in Szczecin. The MLSP and the Marshal of the Zachodniopomorskie Voivodeship took the patronage of the event.

The Irish Day was attended by Irish organisations and institutions which provided advice and guidance to individuals at information stands. These included: the Irish National Training and Employment Authority (FAS), the Revenue Commissioners, the Department of Social and Family Affairs (WELFARE), the National Qualifications Authority of Ireland (NQAI), the Department of Enterprise, Trade and Employment (Work Permit Section), the Department of Enterprise Trade and Employment (Workers Rights Section), the SIPTU Trade Union.

Over the course of two days, the Irish invitees gave presentations on a variety of aspects of life and work in Ireland. All the interested had an opportunity to attend presentations on workers’ rights, social security, welfare services and personal taxation in Ireland. Furthermore, the Irish EURES advisors gave presentations on living and working conditions in Ireland and provided advice to individual participants.



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During the two-day fair, Irish employers conducted interviews with job candidates and gave presentations on their companies at exhibition stands. The employers were looking to fill the following vacancies: Bellurgan Precision Engineering – CNC operator; CPL Managed Services – validation engineer; Crystal Air Ltd. – refrigeration and air conditioning fitter; Michael Madden & Sons Ltd. – carpenter, tile fitter, roof fitter, plasterer, bricklayer, painter, construction worker, digger operator; Breen International Logistics Ltd. – C+E driver; Anglo Irish Beef Processors (AIBP) – meat cutter, packer; Abbott Vascular – production technician, process production technician, production operator, quality assurance inspector, production engineer, production manager; Engineering Support & Services Ltd. – equipment maintenance technician, IT system manager, process engineer; Suir Engineering – electronics engineer, electronics graduates.

Even those visitors to the Irish Day who had not made an appointment for an interview had an opportunity to meet individually with employers and undergo interviews. Many such persons left their CVs with employers.

EURES assistants of the Zachodniopomorskie Voivodeship’s PLOs actively helped in organising and running the event by, among other things, providing translation support and manning information stands.

Two-day British Days

The event was preceded by a preparatory meeting in Lublin on 28 April 2006. The meeting was attended by representatives of the British Polish Chamber of Commerce, the UK EURES, Międzynarodowe Targi Lubelskie (International Lublin Fair), the Lublin VLO and the MLSP. The topics discussed concerned all aspects of the organisation of the event.

The British Days took place on 31 May – 1 June 2006 in Lublin. This was an information and recruitment event. A number of UK institutions and authorities were invited to attend the event, including the UK Embassy, the Inland Revenue Centre, the British Council, and the Home Office. The invitees were asked to prepare and present information on the institutions they were representing that was relevant to Polish citizens migrating to the UK. Two representatives of the MLSP also participated in the British Days.

During the event, UK employers interested in employing Polish workers had an opportunity to interview the candidates selected by the Lublin VLO to fill the vacancies they had previously submitted. Further, all interested persons had an opportunity to attend special presentations by career advisors of the Information and Career Planning Centres (ICPC), which were designed to provide advice on how to complete application documents (including the EUROPASS CV) and how to prepare for a job interview. The UK EURES advisors gave presentations on living and working conditions in the UK, while the Polish advisors educated the participants on the idea and operation of the EURES network.

One-day British Day

An organisational meeting to prepare for the British Day in Warsaw was held on 20 July 2006 at the Jobcentre Plus office in Hemel Hempstead in the UK. The meeting was concerned with matters such as the allocation of responsibilities between Polish and British organisers, the discussion of proposals and lessons learned from a similar project organised by the Lublin VLO in June 2006, the analysis of how to execute job offers and handle the flow of job applications and the preparation of useful information for British guests concerning the venue of the event. Other topics discussed included the logistics of providing accommodation and transport for the British guests. The meeting was attended by the EURES advisor and the EURES assistant of, respectively, the Warsaw VLO and the Labour Office of the Capital City of Warsaw as well as five EURES advisors of Jobcentre Plus.

The British Day took place in Warsaw on 19 October 2006. During the event, British employers conducted recruitment to fill the following vacancies: bus driver, data entry operator, production operative (TV factory), construction worker, bricklayer, care assistant for elderly people, MIG and TIG welder, electrician, civil engineer (fuel industry), project engineer (fuel industry), contract engineer, heavy vehicle mechanic, pipeline designer – CAD operator, technician mechanic, shuttering carpenter, furniture polisher, printing press operative, printing warehouse operative, network operations analyst, call centre analyst, galvanizer, milling machine operator, CNC operator, qualified butcher, data analyst, offset printer, cook, legal division secretary, production technician, surveyor, product development technician, taxi driver, planner, bakery operative.

Furthermore, representatives of British job agencies, Polish émigré organisations (the Polish Street, the Federation of Poles in Great Britain) and trade unions (TUC) provided information on topics related to taking up employment in the UK as well as on social and economic aspects of the life of Polish immigrants. A representative of Izba Skarbowa (Treasury Office) in Warsaw explained the rules of taxation applicable to



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Poles returning from work in the UK. Presentations were also given by the UK EURES advisors on living and working conditions in the UK.

It must be noted that the success of the event, which was favourably commented on by both Polish and British media, resulted in the decision of the UK PES management to adopt a policy, continuing to this day, of limiting the recruitment support provided by EURES advisors of Jobcentre Plus to British employers. It is the opinion of the Polish party that such practices violate the right of free movement of workers in the EU.


Job seekers, unemployed and other persons interested in taking up employment in the UK and Ireland, foreign employers


Irish Day

A total of 9 Irish employers participated in the Irish Day. 236 job candidates were interviewed. The event attracted approx. 1,500 visitors.

Two-day British Days

The event was attended by 10 UK employers invited by the UK EURES and a dozen or so employers invited by the British Polish Chamber of Commerce. Approx. 16 offers for a total of 470 vacancies were obtained. The Lublin VLO received 730 CVs, of which 320 were forwarded to employers. The British Days attracted a total of approx. 5,000 visitors.

One-day British Day

21 UK employers participated in the British Day. A total of 760 vacancies were offered during the event. Recruitment was conducted to fill the vacancies listed above. In response to job advertisements, 260 CVs were received, 238 of which were forwarded to employers. A total of 220 persons participated in job interviews. 10 presentations were given on living and working conditions in the UK, which were attended by a total of 1,000 persons. A total of 3,000 persons visited the British Day.


The Irish Day and the British Days proved very popular as evidenced by high attendance. A large number of visits received by EURES advisors after these events was a measurable result of the activity. Furthermore, it contributed to increasing interest in EURES services. This was manifested by, among others, an increase in phone inquiries about similar projects. It was further noticed that, compared with previous years, there had been a significant increase in visitors who were seeking employment abroad.

Irish employers thanked the organisers for the opportunities provided to them by the Irish Day, the conditions offered and the quality of job candidates.


As regards the Irish Day, the industry mix of participating employers reflected the seasonal nature of recruitment needs in certain industries. In the future, it would be advisable to consider holding such events at dates that would be more favourable from the point of view of recruitment requirements of certain industries.

The British Days in Lublin were organised jointly with the British Polish Chamber of Commerce. As a result, some employers participated in the event under the organisational and financial responsibility of EURES while others under the conditions determined by the British Polish Chamber of Commerce. The differences concerned mainly organisational arrangements such as transport from hotel to fair venue, meals, banquet participation, etc. These led to some misunderstandings which could not be effectively handled while the event was in progress due to the lack of funds. This, to some extent, negatively impacted the assessment of the event by foreign guests.

It must be emphasised that the British participants invited by the British Polish Chamber of Commerce were (with a single exception) not employers but private recruitment agencies. This led to some misunderstandings arising from the fact that the Polish EURES as a rule does not enter into partnerships with private recruiters (other than temporary employment agencies).



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N° 6: Contribute to identifying labour shortages and bottlenecks which can be attenuated by transnational labour mobility, develop and co-ordinate corrective action

Name and N° of the activity: N° 8:

1. The seminar “Preparation and guidance prior to moving to Ireland”

2. An in-depth study of the scale and nature of geographic and occupational mobility of Małopolska’s inhabitants

Implementing body: 1. MLSP

2. Kraków VLO

Partners: None

Date/Dates: None


1. The plans included participation in the seminar “Preparation and guidance prior to moving to Ireland” due to be organised by the Irish EURES. 6 representatives of the Polish EURES were to attend the event (VLO EURES Manager and Line Manager).

The aim of the seminar was to develop information materials for Polish citizens with advice and guidance on problems typically encountered by migrant workers. The materials were then to be distributed among Voivodeship and Poviat Labour Offices.

2. The Kraków VLO planned to conduct a study on occupational mobility of Małopolska’s inhabitants.

The aim of the study was to look into the scale and nature of mobility with a view to improving the future targeting of EURES activities.


1. The activity was not implemented due to the fact that the seminar had not been organised by the Irish EURES.

2. The activity was not implemented due to the fact that the European Commission (EURESco) reduced the study budget under the EURES 2006/2007 grant agreement to a level that made it impossible to proceed with the study.


None


None


None


It would be advisable that the EURESco carefully analysed the part “Potential threats to the implementation of the activity” when evaluating national applications for EURES grants. The application submitted by Poland with the European Commission for the 2006/2007 EURES grant contained the following statement in the “Potential threats to the implementation of the activity” part of the description of activity N° 8: “Non-allocation of sufficient funds to finance the study is the biggest potential threat. Partial implementation of the study (e.g. only the qualitative part) or the use of a smaller sample will result in a significantly reduced quality. This may contribute to a lower usefulness of results”.



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The study could not be conducted due to the reduction in funding allocated by the EURESco.



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N° 8: Support strongly the development of cross-border labour markets

Name and N° of the activity: N° 9: EURES cross-border activities of Poland, Germany, the Czech Republic and Slovakia

Implementing body: VLOs in Wałbrzych, Zielona Góra, Katowice, Opole, Rzeszów

Partners: PES, social partners, labour market institutions and organisations in the cross-border regions of Poland, Germany, the Czech Republic and Slovakia



The activity was intended to comprise a number of cross-border activities targeted at supporting mobility and building EURES-T partnerships in the cross-border regions of Poland, Germany and the Czech Republic (EURES-T Sil-Bo-Sax), Poland, the Czech Republic and Slovakia (EURES-T Beskidy) and Poland and Germany (EURES-T Oder-Odra).

It was planned that the activity would include the publication of approx. 7,000 copies of multi-language materials for the unemployed, job seekers, employers and labour market institutions and organisations with information on living and working conditions in the above-mentioned cross-border regions. The EURES staff was to attend approx. 20 seminars, conferences, job fairs and meetings of cross-border working groups (CBWG) and cross-border preparatory committees (CBPC) of the EURES-T partnerships planned (EURES-T Sil-Bo-Sax and EURES-T Beskidy). The topics for discussion were to include:

- Sharing up-to-date information on labour markets and developing cooperation among public employment services, including the EURES staff, social partners and other labour market institutions and organisations in cross-border regions;

- Summarising and assessing cross-border activities to date, designing and implementing cross-border labour market projects and identifying the needs of EURES-T partners.

Objective: Presenting and promoting the EURES network and services; promoting and stimulating the knowledge of mobility among inhabitants of cross-border regions; sharing of information and experiences among the EURES staff in cross-border regions; disseminating information on living and working conditions, procedural requirements and occupational training opportunities in cross-border regions; planning joint cross-border activities; developing sustainable partnership between PES and labour market institutions in cross-border regions.



1. An 8-page A5 brochure on living and working conditions in Poland was prepared, translated into Czech and German and distributed during the Information and Recruitment Days organised by the EURES staff in Kłodzko and Zgorzelec as well as during organisational meetings of the temporary CBPC for the planned partnership EURES-T Sil-Bo-Sax.

2. The EURES staff of the Wałbrzych VLO participated in the conference “Cross-border labour market – problems of the European integration”, which took place on 6 May 2006 in Görlitz. The responsibilities of the EURES staff included running an information stand on EURES services in Poland and the situation of the Polish labour market. Organised by German Trade Unions, the conference was attended by representatives of employers’ organisations, trade unions and labour administration in the cross-border region between Poland and Germany. The topics discussed during the conference included minimum pay, the right of free settlement of workers and the EU directive on the freedom to provide services.

3. The EURES staff participated in a working meeting of cross-border labour offices, which took place on 10–11 July 2006 in Bautzen in Germany. The meeting was organised by Saxony’s labour administration and attended by representatives of cross-border labour offices: the Wałbrzych VLO, 7 PLOs from the Dolny Śląsk region, labour offices from Northern Czech Republic and labour offices from Eastern



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Saxony. The aim of the meeting was to discuss labour markets in the border triangle of Poland, the Czech Republic and Germany and present cross-border labour market projects undertaken by the Saxonian labour offices in Pirna, Bautzen and Dresden. The cross-border projects were presented by a representative of the Saxony Division of the Institute for Employment Research (IAB). The EURES Line Manager of the Wałbrzych VLO gave a presentation on cross-border projects implemented in the Dolny Śląsk region.

4. The EURES staff participated in a meeting of EURES-T’s Polish and German partners, which took place on 4–5 December 2006 in Pasewalk. The meeting was organised by Pasewalk's labour administration and attended by labour administration representatives from the cross-border region between Poland and Germany. Poland was represented by EURES advisors and EURES line managers from Lubuskie, Zachodniopomorskie and Dolnośląskie Voivodeships. On the part of Germany, the meeting was attended by labour administration representatives and EURES advisors from Mecklenburg-Western Pomerania and Brandenburg. The aim of the meeting was to present EURES activities of the Labour Office in Neubrandenburg, the progress in the establishment of EURES-T Oder-Odra (presentation by the Labour Office in Pasewalk) and the progress in the establishment of the Sil-Bo-Sax partnership (presentation by the EURES staff of the Wałbrzych VLO).

5. The EURES staff of the Wałbrzych VLO participated in the workshop “Development of the Euroregional area of economy and labour in the border regions of Poland, Germany and the Czech Republic” which took place in Karpacz on 19 February 2007. The workshop was organised by the Solidarity Trade Union Regional Board in Jelenia Góra. The EURES advisor of the Wałbrzych VLO gave a presentation on the possibilities of utilising project effects in the implementation of the EURES-T Sil-Bo-Sax project.

6. The EURES staff participated in a meeting with Czech EURES advisors in the Czech town of Ústí nad Labem to discuss activities planned within the EURES framework in the following budget year. The meeting took place on 30 October 2006 in Ústí nad Labem with a view to planning future joint cross-border EURES activities to be included in the Polish and Czech application for EURES 2007/2008 grant. The meeting was attended by the EURES staff of the Dolnośląskie VLO and the EURES staff of the Czech cross-border districts of Ústí nad Labem and Liberec.

7. A working meeting took place on 6 November 2006 in the German town of Pirna between the EURES advisors of the Wałbrzych VLO and the EURES advisors of the German cross-border districts of Pirna and Bautzen with a view to discussing EURES cross-border activities planned for the 2007/2008 budget year.

8. The EURES advisor of the Wałbrzych VLO participated in the International Job Fair in Bautzen (Germany) on 3 February 2007. The Fair was organised by the Labour Office in Bautzen. During the event, the EURES advisor of the Wałbrzych VLO provided German job seekers with information on living and working conditions in Poland.

9. The EURES staff of the Wałbrzych VLO participated in a meeting of the EURES-T Sil-Bo-Sax CBPC in Dresden on 28 June 2006. The meeting was attended by project partners from Poland, Germany and the Czech Republic. The aim of the meeting was to present data for the feasibility study, summarise the most important steps in applying for the establishment of the planned EURES-T partnership, appoint the Working and Coordinating Group, adopt general assumptions for a three-year work plan and analyse demand for EURES-T services in the cross-border region.

10. Participation in the CBWG meeting in Szczawno Zdrój on 25 July 2006 with a view to developing a three-year work plan. The meeting was attended by representatives of the CBWG appointed during the CBPC meeting in Dresden.

11. The Polish partners of EURES-T held a meeting in Jelenia Góra on 27 July 2006 to formulate conclusions from the CBWG meeting in Szczawno Zdrój. The conclusions were formulated and the minutes together with the work plan were drawn up for consultation with Czech and German partners.

12. The Coordinating Group established as part of the Temporary Steering Committee held a meeting in Dresden on 30 August 2006. The aim of the meeting was to select a EURES member (or a country) who would submit the application for establishment of the partnership, discuss activities proposed by the Working Group, discuss a framework agreement, report on progress with the feasibility study and examine issues related to the financing of the partnership and the flow of partnership funds.



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13. The EURES staff of the Wałbrzych VLO participated in a meeting of the Working and Coordinating Group in Ústí nad Labem on 22–23 February 2007. The meeting was organised by the Labour Office in Ústí nad Labem. It was attended by representatives of the three countries participating in the establishment of the partnership. The aim of the meeting was to gain an insight into the operation of EURES-T BoBa (Bohemia Bavaria) and share information on the activities applied for by the three partners for the years 2007–2008.

14. An International EURES-T Conference was held in Wrocław on 20 March 2007. The topic of the conference was ‘Supporting cross-border partnership development in the Polish, Czech and German border area by identifying financial flows within a formal cross-border partnership.’ The conference was attended by EURES-T partners from Poland, Germany and the Czech Republic as well as representatives of the German National Labour Administration and the Polish MLSP.

15. The EURES staff of the Wałbrzych VLO participated in a meeting of the Coordinating Group and the Working Group on 26 March 2007 in Dresden. The meeting was attended by the partners of the partnership being established and was devoted to discussing the outcomes of the Wrocław conference, drafting a work plan, analysing the draft Framework Agreement and preparing a work schedule.


1. A seminar on “Cooperation of Polish and German Employment Services – Cross-Border Activities” was held on 26 March 2007 on the premises of the Zielona Góra VLO. The meeting was devoted to a discussion about the local labour market characteristics and the information provided by the Polish Social Security Institution (ZUS) concerning the social security of EEA workers, an analysis of legal frameworks for, and national practices related to, EURES financial flows, sharing information on the activities of the Solidarity Trade Union, matters related to the taxation of natural persons in connection with their employment in the EU and sharing ongoing information about the EURES activities of the Zielona Góra VLO. The meeting was followed by a discussion on the above-mentioned topics and ongoing matters related to the establishment of the EURES-T partnership. The meeting was attended by representatives of the German Labour Offices in Eberswalde, Berlin-Brandenburg, Frankfurt (Oder) and Cottbus, representatives of the KOWA, the Heads of the Poviat Labour Offices in Gorzów Wielkopolski and Zielona Góra, the staff of the Poviat Labour Offices in Słubice and Krosno Odrzańskie, a representative of the Social Security Institution in Zielona Góra, the Deputy Chairwoman of the Solidarity Trade Union in Zielona Góra and a representative of the Tax Office in Zielona Góra.

2. The representatives of the Zielona Góra VLO as well as the EURES staff of the Zielona Góra VLO participated in the following meetings organised by the German partner:

- An organisational meeting was held in Pasewalk on 4 December 2006 to provide an opportunity to get to know the EURES staff from German cross-border regions with a view to establishing closer cooperation in the future. The EURES projects currently underway were presented and the characteristics of cross-border labour markets were discussed during the meeting. The meeting was attended by the staff of German Labour Offices and the EURES staff of the VLOs in Szczecin, Wałbrzych and Zielona Góra.

- A meeting was held in Berlin on 20 February 2007 concerning the establishment of a new EURES-T partnership. The topics discussed included up-to-date information on joint cross-border initiatives undertaken by the partners involved in the establishment of a cross-border EURES partnership as well as application procedures for the establishment of a EURES-T partnership. Information was also shared on the current labour market situation and the demand for qualified workers in the areas concerned by the EURES-T Odra-Oder partnership.

- Another meeting of the EURES-T Steering Committee was held in Berlin on 20 March 2007. The topics of the meeting included the determination of steps conducive to signing an official EURES-T framework agreement, the discussion of the legal framework governing the financial support for EURES-T in the years 2007–2008 and the presentation of an outline of vocational training systems in Poland and in Germany. The discussion was conducted and experiences were shared on the above-mentioned topics. The advantages of, as well as the financial and legal obstacles to signing a EURES-T framework agreement were discussed.


The following 3 activities were implemented:



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1. An information brochure was published for persons looking for employment in the cross-border region, entrepreneurs and persons intending to start a business. As this activity was implemented in the second half of March this year, the publishing cost of the information brochure was not included in grant expenditures.

2. A meeting of the EURES-T Beskidy Cross-Border Working Group took place on 31 January 2007 on the premises of the Branch of the Voivodeship Labour Office in Bielsko-Biała. The meeting was attended by Polish (the EURES staff of the Katowice VLO, the Cieszyn PLO and the Opole VLO), Slovak (the Namestovo Labour Office) and Czech partners (the Vsetin Labour Office). The agenda of the meeting included discussing the plans of the Slovak partner to organise a seminar on EURES-T Beskidy and selecting prospective participants from each country. The Czech partner shared the results of the feasibility study and presented the position of the heads of Czech labour offices concerning the future cooperation within the EURES-T framework. The Polish partner shared information on the activities planned as part of the 2007/2008 grant to support cross-border mobility. The final action of the meeting was to update and correct the information brochure on living and working conditions in the cross-border region of Poland, the Czech Republic and Slovakia. As the issues related to the partnership building were discussed at the conference in Brezovica (Slovakia, 7–8 March 2007), the Czech and Slovak partners did not express interest in participating in a CBPC meeting. The Czech and Slovak partners did not organise any CBPC or CBWG meetings.

3. A conference on the establishment of EURES-T Beskidy took place on 7–8 March 2007 in Brezovica (Slovakia) with the participation of Poland, the Czech Republic and Slovakia. Poland was represented by the EURES staff of the VLOs in Katowice and Opole and the PLOs in Bielsko-Biała, Cieszyn, Nysa and Prudnik. The conference was aimed at discussing the following topics:

- The purpose, organisation and tasks of the planned partnership (EURES-T Beskidy) in accordance with the European Commission’s guidelines;

- Activities implemented as part of national EURES grants with a view to promoting the cross-border labour market and building the EURES-T Beskidy partnership;

- A strategy for continued development of cooperation among Poland, the Czech Republic and Slovakia in the Beskidy region as well as both existing and planned cross-border partnerships in which the Czech Republic and Slovakia are involved.


The following activities were implemented:

1. The EURES staff of the Opole VLO participated in a Polish-Czech-Slovak conference on the establishment of EURES-T Beskidy which took place on 7–8 March 2007 in Brezovica (Slovakia). The aim and subject of the conference are discussed in item 3 of the description of the Śląskie Voivodeship’s activities.

2. On 22 March 2007, a representative of the EURES staff of the Opole VLO participated in the International Job Fair in Žilina (Slovakia) with the purpose of establishing cooperation and sharing experiences with the Slovak EURES staff. During the event, the Opole VLO’s representative provided Slovak citizens interested in taking up employment in Poland with information on living and working conditions in the Polish cross-border region.

3. The leaflet ‘Information for Czech employers interested in employing workers from Poland’ was prepared, translated into Czech and published. Copies of the leaflet will be used for distribution among Czech employers during meetings and job fairs.

4. Furthermore, the EURES staff of the Opole VLO participated in a meeting of the EURES-T Beskidy CBWG in Bielsko-Biała on 31 January 2007 and in a conference on support for building the EURES-T partnership in Wrocław on 20 March 2007 (participation costs were covered by the budget of the Opole VLO).


1. The information meeting “Opportunities for developing the cross-border mobility of the unemployed in Poland and Slovakia” was organised in Sanok on 2 March 2007. The meeting was attended by



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representatives of the Slovak labour offices in Humenné, Bardejov, Prešov and Stropkov as well as representatives of the following Polish institutions: the Poviat Starosty in Sanok, the Sanok Regional Chamber of Commerce, the Ministry of Labour and Social Policy, the Rzeszów VLO, the Sanok PLO, the Lesko PLO, the Brzozów PLO and the Krosno PLO. The topics discussed included the opportunities for cooperation in developing cross-border mobility and the factors impacting the mobility of workers in the cross-border regions of Poland and Slovakia. A representative of the MLSP gave a speech on ‘EURES-T as a tool for supporting cross-border cooperation in the area of labour market.’

2. An information brochure for persons looking for employment in the cross-border regions of Poland and Slovakia was prepared and printed in Polish. The brochure was then translated into Slovak and distributed to the EURES staff of Slovakia’s cross-border regions.


Job seekers, unemployed, employers, labour market institutions and organisations in the cross-border regions of Poland and neighbouring countries.



The publication of the brochure on living and working conditions in Poland (3,000 copies) and its translation into Czech and German.

The EURES staff of the Wałbrzych VLO attended 10 working meetings as well as CBWG and CBPC meetings on the cross-border cooperation within the EURES framework and the building of EURES-T Sil-Bo-Sax with the participation of representatives of PES and social partners from Poland, the Czech Republic and Germany. As a result of the meetings, the following tasks were undertaken with a view to establishing the EURES-T Sil-Bo-Sax partnership:

- Progress in the establishment of the EURES-T partnership was examined;

- Joint initiatives were planned as part of applications for EURES 2007/2008 grant;

- A draft framework agreement was prepared;

- The Coordinating and Working Group was established with the task of preparing source documents for the future EURES-T partnership;

- A three-year work plan for the EURES-T partnership was prepared;

- The Work Plan was adopted at a meeting of the Coordinating Group.

The EURES staff of the Wałbrzych VLO participated in 1 job fair in Germany, during which the EURES advisor presented information on living and working conditions in Poland and provided advice for 50 German job seekers.

The EURES staff of the Wałbrzych VLO participated in 1 workshop in Poland and in 1 conference in Germany on cross-border labour markets with the participation of PES and social partners.

A conference on the identification of financial flows for the partnership being established was organised in Wrocław with 50 participants. The conference reached the conclusion that, due to the specificity of the Polish legal framework, EURES could not play a leading role in managing the budget of the future EURES-T Sil-Bo-Sax partnership in Poland.


1. 24 persons participated in the meeting. The meeting provided an opportunity to increase the knowledge of EURES-T services and operations as well as share up-to-date information on developments in Polish and German cross-border labour markets and on matters such as employment opportunities, workers’ rights and obligations, tax systems and social security arrangements.

2. A total of approx. 10 members of the EURES staff participated in 3 meetings organised by the German partner. The meetings provided an opportunity to share experiences and agree rules of closer cooperation



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between Polish and German labour market institutions.


1. A brochure on living and working conditions in the cross-border region of Poland, the Czech Republic and Slovakia was published in 3,000 copies.

2. The CBWG meeting was attended by 7 persons, including 3 EURES advisors and 1 EURES assistant from Poland, 1 EURES advisor from the Czech Republic and 1 EURES advisor from Slovakia. The results of the feasibility study were presented by the Czech partner. A preliminary schedule was drawn up of activities in the period from 1 April 2007 to 31 March 2008 and the information brochure was updated and corrected.

3. The EURES staff of the Katowice VLO had 2 representatives at the conference. The participants expressed an opinion that the establishment of a formal EURES-T Beskidy partnership would have a significant impact on the region’s development, thereby benefiting both workers and employers. Following discussions, the Labour Office in the Slovak town of Čadca agreed to accept the role of leader and take on the responsibility for coordinating and financing the future EURES-T Beskidy partnership.


1. The conference was attended by 2 representatives of the EURES staff of the Opole VLO: 1 advisor and 1 line manager.

2. The job fair was attended by 1 representative of the EURES staff of the Opole VLO (EURES line manager).

3. The leaflet was published in the Czech language (2,000 copies).

4. The EURES staff of the Opole VLO had 2 representatives at the CBWG meeting: 1 advisor and 1 line manager.


The meeting was attended by 17 representatives of Slovak and Polish labour market institutions (including 1 representative of the MLSP), labour market partners and the local and regional media. A record of the meeting was prepared and distributed to all participants. Factors favourable and unfavourable to cross-border migration were identified. The following factors were considered favourable to mobility: new investments in Slovakia which were driving demand for workers in different fields and with different qualifications (as well as creating an opportunity for unqualified workers to gain qualifications); simple employment procedures; higher pay for specialists in different fields; no language barrier (the knowledge of foreign languages is a requirement which often prevents workers from taking up employment in EU markets); the existing arrangements governing the flow of information on job vacancies. The following factors were considered obstacles to cross-border mobility: lower pay offered in Slovakia to workers in occupations in high demand on the labour market (production workers) compared with other EU countries; the reluctance of some persons to take up employment in another country due to the need to change residence or commute to work; the mismatch between expectations and the reality of job offers available in cross-border regions; the shortage of properly qualified workers; the lack of assistance by employers in providing accommodation; cases of recruitments organised by job agencies in recent years where the conditions of work and pay differed from those advertised.

The information brochure was published in 2,000 copies, 600 of which were handed over to the Czech partner.


The objectives and intended results were achieved in a majority of cases. CBPC and CBWG meetings resulted in the development of a strategy of how to approach the building of EURES-T partnerships in the border regions of Poland, Germany, the Czech Republic and Slovakia. The meetings provided an opportunity for partners to get to know each other better, thereby facilitating communication and ensuring more effective implementation of the planned activities. Furthermore, they have led to the development of closer partnership with cross-border labour market institutions and organisations, which in turn will translate into joint projects and initiatives.

The Podkarpackie Voivodeship, which is not involved in the building of formal EURES-T structures, benefits from meetings in that they contribute to planning and undertaking joint labour market initiatives in the cross-border region between Poland and Slovakia. A meeting in Sanok is one such example. A record of the meeting was prepared (with translation into Slovak) and distributed among all participants. On 16 March 2007, a



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regional television station broadcast a programme on cross-border cooperation between Poland and Slovakia, in which featured the projects agreed during the information meeting.


The VLOs believe that it would be advisable to combine CBWG and CBPC meetings into one and provide a longer notice of meeting dates. The development of cross-border cooperation will furthermore result in the systematic sharing of information such as results of studies and analyses of labour market developments in cross-border regions (including, in particular, information on employers' needs and shortage and surplus occupations) among cross-border labour offices.

In the Podkarpacie Voivodeship, a sub-site will be added to the Rzeszów VLO’s website to ensure that information on cross-border cooperation is properly shared and updated. The aim of the sub-site will be to promote the knowledge of cross-border mobility among inhabitants of cross-border regions and disseminate information on living and working conditions as well as procedures for taking up employment in Poland and Slovakia. The need has also been identified for meetings of representatives of labour offices in the cross-border regions of Poland and Slovakia. These would be in particular the meetings of EURES advisors and EURES assistants in cross-border labour offices, the aim of which, in addition to experience sharing, would be to establish detail procedures governing the exchange of job vacancies and the organisation of recruitment events for employers.



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N° 9: Ensure the evaluation of the results achieved by EURES and the regular monitoring of EURES operations

Name and N° of the activity: N° 10: Independent external evaluation of EURES operations in Poland

Implementing body: MLSP

Partners: -

Date/Dates: 1st quarter 2007


In accordance with the EURES Guidelines for 2004–2007, an independent external evaluation was planned to be undertaken to assess the results achieved by EURES in Poland in the period from May 2004 to December 2006.

In both qualitative and quantitative terms, the evaluation was to be conducted in accordance with the guidelines issued by the EURES Coordination Office (EURESco).

Objective: Evaluate the implementation and effectiveness of EURES activities and identify areas for improvement.


A contract was signed with a third-party consulting firm. The aim of the contract was to survey and evaluate EURES activities in Poland in the period from May 2004 to December 2006. The survey was conducted in accordance with the European Commission’s guidelines. Guidelines on a common (minimal) set of questions for an independent external country-level evaluation of EURES fell into the following four areas:

- Implementation of the National EURES Activity Plan in 2004–2007;

- The quality of services for clients;

- The evaluation of the functioning of the EURES network;

- The impact of EURES.

In view of the size of the report, the MLSP requested the consulting firm to prepare an abstract in English, which is enclosed to this document. The full report, in the Polish language version, is available to EURESco on demand as required by the provisions of the EURES 2006/2007 grant agreement.


MLSP, VLO


The evaluating firm submitted the evaluation report on 27 March 2006.


The report was accepted by the MLSP.


None

Appendices:

N° 1: Abstract of the report “Evaluation of the results achieved by EURES in 2004–2007”.



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N° 10: Provide appropriate information and communication about EURES to the public, to the social partners and other relevant actors

Name and N° of the activity: N° 11: Promoting EURES services among job seekers and other interested persons through the delivery of presentations and the participation in job fairs and exchanges


Partners: PLOs and VLOs, Voluntary Labour Corps (VLC), higher education establishments, Academic Career Offices (ACO), trade unions, unemployed associations, Information and Career Planning Centres (ICPC), Euro Info Centres, European Social Fund Regional Training Centres, Mobile Information Centres, Youth Career Centres, students’ unions, non-governmental organisations (foundations, associations), local media and publishing houses



There was a need for a large-scale information campaign to educate the Polish public about EURES and the opportunities offered by European labour markets. A variety of channels were intended to be used to communicate with the unemployed and job seekers about EURES, including individual meetings, workshops, group meetings, EURES information stands at job fairs and exchanges and open days to advertise the opportunities offered by European labour markets. Plans were also in place to develop cooperation with the social partners with a view to educating them on EURES through the organisation of meetings and the mailing of marketing materials.

Other activities planned included the establishment of cooperation with the local media to publish articles in the local press and broadcast programmes in regional radio and television stations.

Regional information materials and materials designed to promote EURES were planned to be produced, such as leaflets, brochures, posters, guides and gadgets.

The objective of the activity was to create the image of EURES as an effective tool for supporting transnational mobility in the EEA countries and to encourage job seekers to take advantage of EURES services.


The activity was implemented as follows:

- Information and advertising materials were distributed to the relevant institutions and organisations as well as to individuals interested in EURES services;

- Meetings were held with a variety of institutions, including labour market actors, to educate them about EURES and establish or strengthen cooperation (ACOs, Euro Info Centres, non-governmental organisations);

- Persons interested in EURES services were provided with information on an individual basis;

- Information meetings-cum-workshops were organised with the participation of prospective client groups (the unemployed, job seekers, students, persons interested in taking up employment in the EEA countries);

- Collaboration was established with the media, as a result of which articles were published in the local press and programmes were broadcast in local radio and television stations;

- EURES information stands were operated at job fairs and exchanges;

- Participation in workshops for the unemployed organised by poviat labour offices;

- Track was kept of EURES-related information published on the internet and in the press;

- Information about EURES was published and updated on the VLO websites;



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- Current information technologies were promoted and clients were provided with instruction on the use of modern information media (internet, job and CV search engines, e-recruitment, etc.);

- Seminars (conferences) were organised for wide audiences.


Job seekers, the unemployed, graduates, students, social partners and other labour market actors


The activities resulted in the development of a communication strategy directed both at the main target clients of EURES and at the main labour market actors (institutions) and the local media. This led to the strengthening of cooperation with existing partners and the establishment of contacts with a variety of new institutions and associations.

The unemployed and job seekers were provided with reliable and exhaustive information about EURES.

The following regional promotional and information materials were produced and distributed to a variety of institutions and organisations as well as to individual clients of EURES:

- 60 posters;

- 45,000 leaflets;

- 260 copies of the information leaflets for job seekers “Finding a job in an enlarged Europe”;

- 2,200 information brochures;

- 1,800 calendars;

- 100 paper blocks;

- 2,500 business cards;

- 50 visiting card holders;

- 150 leashes;

- 150 trolley tokens;

- 3 shirts;

- 20 mouse pads;

- 900 ball pens;

- 50 umbrellas;

- 1 banner;

- 100 paper bags;

- 100 T-shirts;

- 4 leaflet stands.

8 meetings were held with a variety of institutions, including labour market actors, to educate them about EURES and establish or strengthen cooperation (ACOs, Euro Info Centres, social partners). They were attended by over 100 participants. Furthermore, 4 meetings were held with PLOs and attended by 56 participants.

Information meetings-cum-workshops were organised for the unemployed, job seekers, students and persons interested in taking up employment in the EEA countries, such as:

- 19 workshops attended by over 200 participants;

- 24 meetings with tertiary and secondary students, with the attendance of over 240 participants;

- 22 meetings with the unemployed, with the attendance of 530 participants.



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The meetings were concerned with topics such as how to write a European CV, how to start a business, recognition of academic credentials, EU programmes intended for young people, social security arrangements, opportunities for continuing education in another country, living and working conditions in the selected EEA countries and other issues related to occupational mobility in Europe.

Methods were also developed for use by EURES advisors and assistants in establishing and maintaining cooperation with the media. This cooperation resulted in the publication of 8 articles and 23 advertisements in the local press and the broadcasting of 4 radio programmes/interviews. In one instance, an expert was invited to answer listeners’ questions about EURES during a call-in radio programme.

The Toruń VLO modified a CV database on its website, thereby facilitating access for job candidates interested in taking up employment abroad.

These activities resulted in increasing the awareness of the opportunities offered by European labour markets and in changing the attitude to issues related to workers’ mobility in Europe.


The dissemination of information and the reaching of the widest possible audience are the means of promoting EURES services and increasing the public awareness of the opportunities for taking up employment throughout Europe. Various aspects of the activity were positively rated.

The campaign launched in the media to educate about and promote EURES was considered useful and interesting by persons who where thereby provided with an opportunity to learn about the existence of EURES in Poland. These persons subsequently participated in job fairs, information meetings and EURES workshops. It can be concluded from conversations held with participants of these events that there is a need to continue publishing articles and disseminating information on current EURES events in press and on radio. Numerous phone calls, emails and visits that were received from job seekers following the advertisement of EURES in the media provide further evidence that this is an effective channel for educating the public about EURES services.

The results of the activities were highly rated by members of partner institutions participating in the organisation of joint workshops or information meetings. These positive opinions were shared during conversations with partners. Signals such as the expression of intention by partners to continue cooperation and the regularity of contacts with certain partners provide evidence of the positive evaluation of joint initiatives. The future objective of joint activities will be to mutually promote EURES and provide information on recruitment projects.

Representatives of labour market institutions and other relevant actors assessed the EURES information materials they had received as well-prepared in terms of content and useful for persons interested in taking up employment abroad. The materials were also positively evaluated by EURES clients, i.e. the unemployed, job seekers and graduates. An increase in phone calls and emails was observed following the distribution to clients of leaflets with addresses and basic information on EURES services. Registers were set up to keep track of distributed promotional materials.

Meetings held by the EURES staff with young people, students and job seekers were highly appreciated by beneficiaries as evidenced by opinions expressed in follow-up conversations. Records were kept of attendance at the meetings.

Participants of job fairs and exchanges positively evaluated the delivery and quality of presentations on EURES. This is evidenced by the high number of persons visiting EURES information stands during job fairs and exchanges (some of whom had an opportunity to participate in job interviews after sending their CVs). Following the job fairs, an increase was observed in the interest of clients (particularly students and graduates) in opportunities for taking up employment abroad and in the EURES network. Reports were produced concerning the participation of VLOs in job fairs and exchanges.

In summary, it must be concluded that EURES is becoming increasingly recognisable among job seekers and the unemployed. Moreover, a growing number of people are educated about EURES and have clearly defined expectations of what the network can offer. The knowledge of EURES is also spreading through positive examples of other people – friends and acquaintances – who have personally benefited from EURES services.



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It follows from the experience gained in carrying out the activity that the media play a crucial role in educating about and promoting EURES services. More emphasis should, therefore, be placed on the use of this communication channel as it provides an opportunity to reach wider audiences, including persons not registered with PLOs, with the offer of the EURES network.

It is advisable to continue organising information meetings and workshops on EURES for persons interested in taking up employment in the EU/EEA countries. Meetings with smaller audiences would be recommended with a view to enabling better identification of the needs and challenges faced by clients and thereby better tailoring of the information offer to their needs. It would further be advisable to reach young job seekers living in villages and small towns with information about EURES by organising meetings at locations within poviats. Meetings and workshops at field locations, which would be organised in collaboration with EURES assistants of PLOs, would have an added benefit of strengthening the cohesion of the EURES network, thereby contributing to its increased effectiveness.

It is advisable to continue the promotion of the EURES portal, the Polish EURES website and regional EURES websites, with a particular emphasis on the facilities available online such as job and CV databases.

There is a high demand for EURES marketing and promotional materials such as, in particular, leaflets with concise information on how to look for a job in Europe and how to use online facilities available on the EURES portal. Care must, however, be taken in the future to distribute such materials to PLOs.

Cooperation needs to be continued with labour market organisations and associations with a view to expanding the range of users of EURES services. Particular emphasis needs to be placed on the cooperation with universities and Academic Career Offices in view of the high interest in EURES services among students.



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Name and N° of the activity: N° 12: Developing and purchasing EURES promotional materials targeted at job seekers and the unemployed


Partners: None



The planned activity comprised of developing the design and content of promotional materials targeted at job seekers and the unemployed interested in taking up employment abroad. Plans were in place to produce a variety of promotional materials, including mainly:

- 17 information banners;

- 350,000 copies of two types of leaflets for job seekers;

- 35,000 ball pens;

- 25,000 cardboard folders;

- 6,000 note pads.

The purchase of EURES roll-ups was also planned to ensure proper promotion of EURES services during workshops, meetings, job fairs and exchanges.

Promotional materials and banners were intended to be distributed to all VLOs and PLOs as well as to the MLSP.

The objective of the activity was to provide information on and promote EURES services among job seekers and the unemployed.


A questionnaire survey was conducted among EURES advisors to determine the type and quantity of information and promotional materials to be produced for job seekers and the unemployed. Based on the questionnaire findings, the following materials were designed:

- EURES CD cover;

- MS Power Point presentation on EURES;

- A4 document on EURES;

- EURES cardboard folder;

- EURES 2007 folding calendar;

- A4 EURES notebook;

- A5 EURES notebook;

- EURES brochure;

- EURES roll-up;

- EURES leaflet;

- EURES business card;

- EURES post-it notes.

Using the above-mentioned graphic designs as well as lessons learned from previous years, the following marketing materials were produced:



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- Ball pens with the EURES logo;

- Shoulder bags with the EURES logo;

- Business card holders with the EURES logo;

- Pen drives with the EURES logo;

- EURES badges;

- EURES leaflets in three language versions: English, German and French;

- EURES roll-ups;

- EURES information leaflets.

The above-listed materials were distributed to VLOs and PLOs and some items were retained by the MLSP.


Job seekers and the unemployed, EURES line managers, EURES advisors, EURES assistants of VLOs and PLOs


The activity had the following deliverables:

- 18,500 ball pens with the EURES logo;

- 100 shoulder bags with the EURES logo;

- 100 business card holders with the EURES logo;

- 100 pen drives with the EURES logo;

- 330 EURES badges;

- 34,000 EURES leaflets in three language versions: English, German and French;

- 34 EURES roll-ups;

- 357,000 EURES information leaflets.

Furthermore, some of the graphic designs created as part of the activity were used for the production of EURES promotional materials funded by the MLSP and VLOs from their own budgets and not from the EURES grant.

The objective of the activity was achieved.


The activity can be highly rated for the professional and aesthetic design of promotional materials for job seekers and the unemployed. Comments in emails from EURES advisors provide further evidence of the positive evaluation of the materials produced as part of the activity.


The production of promotional materials targeted at job seekers is a necessary element of the EURES marketing strategy. Taking into account the size of Poland’s population and the number of prospective EURES clients, it is necessary to ensure that such materials are produced in sufficient quantities for use by all labour offices in Poland. In the future, it would be advisable to increase the quantity of marketing materials distributed to PLOs.

It is a very good idea to hold prior consultations with EURES advisors about the type and quantity of promotional materials to be produced. Such consultations have an added advantage of providing an opportunity to develop an information and promotion strategy on EURES that will be uniform throughout the country.



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Name and N° of the activity: N° 13: The EYWM – an offer for job seekers, the unemployed and labour market actors


Partners: • PLOs, Information and Career Planning Centres (ICPC), Academic Career Offices (ACO), academic centres, Europass centres, Gmina Information Centres (GIC), Voluntary Labour Corps (VLC)



The European Commission designated the year 2006 as European Year of Workers' Mobility. The initiative was intended to promote the idea of mobility and provide access to more information on the European labour market.

The following activities were planned:

- Organising 5 seminars and conferences,

- Disseminating information on the EYWM during 42 meetings and workshops;

- Producing 10 press articles;

- Preparing advertising materials (producing 3 sets of binders, 1,000 leaflets and 5,000 information brochures; writing a guide on living and working conditions in the Małopolska Voivodeship; distributing citylight posters; producing a television feature on the recruitment of workers in the Małopolska Voivodeship; developing VLOs’ websites; producing 200 information brochures, 200 ball pens and 100 paper blocks; distributing 20 information packages on the EYWM to EURES partners);

- Participation of a EURES advisor in the European Day in France;

- Conducting a mobility survey;

- Presenting and promoting the EURES network via the local media.

Objective:

The objective of the projects listed above was to promote geographical and occupational mobility.


I. A number of seminars, conferences and meetings were organised to promote the idea of the EYWM in practice, including:

1. The Wrocław VLO organised “Workers’ Mobility Day” (in collaboration with the National Europass Centre);

2. The Toruń VLO organised a seminar under the title “Mobility without borders”, which took place in the Lecture Hall of the Mikołaj Kopernik University in Toruń on 13 March 2007.

The following topics were discussed: “How to find a job in the EU through the EURES network”, “Life and work in Northern Ireland”, “EUROPASS documents”. The meeting was attended by the UK EURES advisor, Ms. Gail Irvine, who gave a lecture on “Life and work in Northern Ireland”. Furthermore, the UK EURES advisor familiarised herself with the system of work in the Toruń VLO and gave a presentation for EURES assistants of poviat labour offices on “The work of a EURES advisor in Northern Ireland”.

3. The Zielona Góra VLO organised a conference under the title “Economic Migration in the European Year of Workers’ Mobility – Mobility Without Borders”, which took place at the University of Zielona Góra on 11 December 2006.

During the conference, lectures were given and discussions were conducted on the opportunities for and



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advantages of economic migration.

4. The Opole VLO organised an Open EYWM Day on 6 October 2006 (in collaboration with the Nysa PLO).

The event comprised:

- A lecture by Professor Robert Rauziński on “Occupational mobility of the inhabitants of the Opolskie Voivodeship”;

- A workshop on opportunities for obtaining unemployment benefits upon return to Poland from work abroad;

- Individual advice by representatives of the invited institutions, including the Social Security Institution (ZUS), the Tax Administration, the State Labour Inspection, the National Health Fund, the Euro Info Centre, the VLC, the School of Management and Administration in Opole, training firms (Inter Wiedza and Consorcio Nuovo), the Nysa PLO (job placement, the Eurodesk network), the Opole VLO (preparation of the information stand: Job shop – national job placement, EURES, ESF, ICPC). Ms. Petra Tuhackova, a representative of the Czech public employment services and the EURES advisor in Vsetin, was a special guest at the European Mobility Day.

5. Białystok VLO:

- Organised a conference on workers' mobility during which information was shared on the coordination of social security systems as well as on living and working conditions in Ireland ("Irish Day");

- Co-organised an open day on mobility under the title “Be the architect of your career. Find your place in the job market”. During the event, information was provided on the opportunities for taking up employment abroad, living and working conditions in particular countries and different aspects of mobility.

6. The Gdańsk VLO organised an international conference on “Workers’ mobility in the European labour market”. The event was held at the Main City Hall in Gdańsk on 22 March 2007.

The conference was divided into two thematic sections: national and international. The international section was concerned with the current labour market situation and personnel needs in Norway, Romania and Ireland. The national section was concerned with Poland’s personnel resources and the occupational mobility of Polish citizens.

During the conference, papers were presented by labour market experts, including Ms. Line Eldring of the Fafo Institute in Norway (“The Norwegian labour market versus economic migration”), Mr Daniel Kozak of the International Organization for Migration in Romania (“The current situation of the Romanian labour market in the context of migration – directions, causes”), Mr Brian McCormick of the FAS in Ireland (“The current situation and perspectives of the Irish labour market in the context of the economic migration of Polish citizens”), Ms. Magdalena Sweklej of the MLSP Migration Department (“Reasons for migration within the European labour market – the participation of Polish citizens”), Mr Jan Szomburg Jr. of the Gdańsk Institute for Market Economics (“Should Poland open its doors to highly qualified immigrants from the East?”) and Mr Maciej Duszczyk of the Social Policy Institute of the Warsaw University (“Social and economic aspects of European migration”).

7. The Katowice VLO organised:

- A seminar on “Life and work in the United Kingdom” on 13 December 2006.

The event was facilitated by Joe Bennett, the UK EURES advisor from Newcastle. Two meetings were organised for persons interested in taking up employment in the United Kingdom and for EURES assistants of poviat labour offices, during which the participants had an opportunity to learn about the basic labour laws, registration procedures, workers’ rights, methods of looking for employment and costs of living in the UK. They were furthermore provided with materials useful in searching for a job.

- The “Czech Day” on 15 December 2006.

Meetings were held at the VLO premises with job seekers and EURES assistants of PLOs. They were facilitated by Mr Libor Šimanek, the EURES advisor of the Labour, Welfare and Family Office in České Budějovice. The participants had an opportunity to learn about the basic labour laws, how and where to look for a job and the costs of living in the Czech Republic. They were also provided with materials useful in searching for a job.



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8. The Kielce VLO organised a “European Day of Workers’ Mobility” on 20 December 2006.

The main goal of the event was to promote the EURES network within the voivodeship. Presentations were given on the following topics:

- Working conditions in the EU – EURES (European Employment Network);

- Social security systems in the EU countries;

- The EURES Job Mobility Portal, including the discussion of recruitment rules, the creation of online CVs by job seekers and the presentation of a link for graduates;

- Living and working conditions in the United Kingdom, Ireland and Sweden;

- Job vacancies available through the EURES network.

Furthermore, the meeting provided an opportunity to make preliminary arrangements with candidates interested in filling advertised job vacancies and to hold consultations concerning language skills and how to complete application documents required for recruitment within the EURES network.

9. The Olsztyn VLO prepared 4 meetings on occupational mobility (in collaboration with GICs and ACOs). These took place at the Ełk GIC on 1 March 2007, at the Elbląg GIC on 6 March 2007, at the Elbląg ACO on 14 March 2007 and at the Olsztyn ACO on 20 March 2007.

The meetings were devoted to the discussion of the principle of free movement of workers, including the right of stay at any EEA country, the right to accept a job offer and the right to work (perform an occupation). The meetings provided an opportunity to educate the participants on:

- Living and working conditions in the four selected countries: the United Kingdom, Ireland, Denmark and Sweden;

- The Polish EURES website and the European Commission portal.

10. The Koszalin ICPC organised 6 information meetings-cum-workshops on "Looking for a job abroad within the EURES framework".

The workshops were intended for persons willing to actively search for employment in the EEA. The aim was to provide information on the rules of access to labour markets in particular countries, the methods and tools for looking for employment, the sources of job vacancies and the formalities that must be completed in the countries which have opened their labour markets to Polish citizens. The rules governing the recognition of professional qualifications and diplomas were another topic discussed. There was also a detailed discussion of the opportunities offered by EURES to job seekers and how to use the European Job Mobility Portal. The participants were also instructed on how to safely use the services of private placement agencies.

11. The Katowice VLO organised (in collaboration with 5GICs in the cross-border region) a series of 5 training sessions for persons interested in cross-border mobility. These took place in Ujsoły on 20 March 2007, in Jastrzębie Zdrój on 23 March 2007, in Bielsko-Biała (the Podbeskidzie Association for the Development of and Assistance to Young People) on 26 March 2007, in Cieszyn on 27 March 2007 and in Bielsko-Biała (the POLSKA-ŚWIAT Association) on 29 March 2007.

12. The Poznań VLO organised the “European Job Fair Poznań 2006”.

The organisers of the European Job Fair placed particular emphasis on promoting the European Day of Workers’ Mobility through the distribution of relevant materials and information to interested persons. Detailed presentation of the event is included in the description of the activity No 14.

II. The EURES staff were invited to and participated in a variety of meetings and job fairs:

1. The EURES advisor of the Dolnośląskie Voivodeship participated in the International Job Fair in Świdnica (organised as part of the EYWM), in the international project “European Mobility Roadshow” in Warsaw on 6 October 2006 and in the Irish Days in Szczecin on 19–20 October 2006.

2. The EURES advisor of the Lublin VLO participated in meetings with French employers, which were organised in collaboration with the Euro Info Centres in Lyon and Grenoble (France). The meetings were held on 23–24 October 2006 with the aim of promoting mobility and presenting opportunities for employing workers from new EU member states. The advisor gave two presentations (in Grenoble and in Lyon) for employers associated with the Euro Info Centre concerning the situation of the Polish labour market, with a particular



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emphasis on labour shortages and surpluses, as well as employment and recruitment opportunities available through the EURES network.

3. The EURES advisor of the Opole VLO took an active part in the International Job Fair organised in Poznań as part of the European Year of Workers’ Mobility (29 September 2006), in the Mobility Days in Wrocław (11–12 December 2006), in the “Work Abroad” information meetings (workshops) at the PLO (28 November and 8 December 2006) and in the workshops for secondary school students and teachers at the European House in Opole (20 November 2006). During these events, the advisor presented information on EURES operations in Poland as well as discussed the goals and progress of the EYWM programme.

4. The EURES advisor of the Rzeszów VLO participated in meetings organised by labour market partners and the District Labour Inspectorate in Rzeszów as part of the promotional and preventive campaign “Young Workers – A Safe Start”. The campaign included educational workshops in June 2006 that were devoted to the discussion of issues related to the employment of workers in the EEA labour markets.

5. The EURES staff of the Poznań VLO participated in numerous meetings with the unemployed and job seekers, including workshops for job seekers organised by the ICPC in Poznań and meetings with the unemployed and job seekers at PLOs, GICs and the Kalisz Business Incubator. The EURES staff participated in a number of job fairs organised by various institutions for the unemployed and job seekers. These included:

– The Fourth Job Fair organised by the University School of Physical Education in Poznań on 20–21 November 2005, mostly intended for students and graduates of the University School of Physical Education;

– The fair “Work and study abroad as an opportunity for career development” organised on 22 February 2007 by the Poznań College of Business and Foreign Languages;

– The job and internship fair organised by the Poznań School of Banking on 27–28 November 2006;

– The conference “Mobile Europe” organised in Poznań by the Independent Students’ Association of the Poznań University of Economics.

Multimedia presentations were prepared and delivered on topics such as the EYWM, EURES and how to look for a job abroad. Furthermore, the EURES staff of the Poznań VLO gave lectures on EURES and on methods of searching for employment abroad during the “Workshop on how to actively look for a job” organised by the Poznań ICPC and during a meeting at the Work Club, also organised by the ICPC.

III. A variety of press articles, information brochures and television/radio programmes were prepared and published/broadcast on the topic of the EYWM, including:

1. The publication “Economic migration of Poles in the European Union – mobility without borders” (Lubuskie Voivodeship).

2. The information brochure “A guide for mobile workers and their families” (Łódzkie Voivodeship). Published in 3,000 copies, the brochure contained the most important information about EURES and other matters related to occupational and geographical mobility such as: a) international placement services under bilateral agreements on employment; b) international placement services provided by private agencies; c) work and unemployment benefits; d) stay and residence in the EEA countries; e) health insurance abroad; f) taxation of income from employment abroad.

3. The brochure “Looking for a job in Małopolska” with information on living and working conditions for EEA citizens interested in taking up employment in the Małopolska Voivodeship. It was published in English, French and German.

4. The television feature “Kierunek Islandia i inne…” (The direction Iceland and other …) on the recruitment of workers in Małopolska by Bechtel Corporation for the construction of an aluminium factory in Iceland. The aim of the programme was to promote EURES services provided by the Kraków VLO, particularly those intended for persons seeking a job abroad and for employers recruiting or intending to recruit workers. Another goal was to provide persons returning from work abroad with information on options for including the period of employment abroad in the overall length of service in Poland and on the eligibility for unemployment benefits. The main theme of the programme was the construction of ALCOA's Aluminium Factory in Iceland and the recruitment of personnel to work on that project, which was conducted by the EURES staff of the Kraków VLO. It featured two residents of the Małopolska Voivodeship who were recruited through the EURES network to work on the construction of the aluminium factory. There was also information about persons employed on



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the project and about daily life at the construction site in Iceland.

5. Articles on the EURES network published in the local media of the Podkarpackie Voivodeship (an article on workers’ mobility), the weekly publication of job vacancies available through the EURES network in the Gazeta-Praca supplement of the regional daily Super Nowości.

6. Programmes broadcast by Radio Katowice (7, 14, 21, 28 February 2007) on the promotion of EURES-T and the EYWM.

7. Two articles published in the daily Dziennik Zachodni (Śląskie Voivodeship) concerning cross-border EURES partnerships and the EYWM (20 and 27 February 2007).

8. The press article/advertisement “Europe in the age of mobility” (Świętokrzyskie Voivodeship).

9. Two press articles published in the Dolnośląskie Voivodeship to promote workers’ mobility.

10. The advertising spot “Voivodeship Labour Office – EURES” broadcast in the Polish television TVP (Zachodniopomorskie Voivodeship).

IV. An information campaign was conducted, including with the use of marketing materials and websites:

1. A notice on the EYWM was prepared and published on the website of the Kielce VLO.

2. Binders with information on the EEA countries were prepared for distribution to EURES advisors of the Dolnośląskie Voivodeship.

3. A sub-site on the EYWM was added to the website of the Opole VLO http://www.wup.opole.pl/mob/mob.html. .

4. Information on mobility was disseminated through websites and information boards.

5. A campaign, including a citylight poster, were designed to promote EURES services and the European Job Mobility Portal. Posters were displayed in the vicinity of shopping centres in Nowy Targ, Nowy Sącz and Tarnów (Małopolskie Voivodeship)


- The unemployed

- Job seekers

- Other persons interested in taking up employment in the EEA countries


Quantitative results:

Approx. 27 conferences, seminars, fairs and meetings were organised on the topic of the EYWM.

3 publications were prepared and published:

1. “Economic migration of Poles in the European Union – mobility without borders”

2. “A guide for mobile workers and their families”

3. “Looking for a job in Małopolska”

Participation in approx. 25 events devoted to the EYWM (including international events).

Numerous advertising media were prepared:

- 55 citylight posters;

- 108 binders and 4 portfolios with information on the EEA countries;

- 1,000 local leaflets on EURES;

- 1,000 leaflets on the EYWM;

- websites devoted to the EYWM.

The television feature “Kierunek Islandia i inne…” (The direction Island and other countries) was produced on



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the recruitment of workers in Małopolska for the construction of an aluminium factory in Iceland. The feature was broadcast in the regional TVP station (TVP3) in March 2007.

4 radio programmes were broadcast.

A television advertising spot was broadcast.

7 sponsored articles were published contributing to the popularisation of EURES services.

Approx. 200 sets of information materials on EURES were mailed to the social partners, employers, GICs and ACOs.

Qualitative results:

The objectives were achieved as planned: information and marketing materials on EURES were distributed and information was disseminated on the EURES network, occupational and geographical mobility and the EYWM.

Persons interested in taking up employment in the EEA countries were provided with access to information on the EURES network and on recruitment projects in progress. They were further provided with an opportunity to look for a job on their own using the EURES network and to complete job applications using computer and internet access facilities made available to them.

A visit to France by the EURES advisor of the Lublin VLO resulted in increasing the number of advertised job vacancies (approx. 20 French employers reported their interest in cooperating with Poland). Recruitment projects for two employers have already been completed, resulting in the placement of a total of 19 workers (bricklayers, carpenters), and six more are still pending in industries such as construction and catering.

The activity was conducive to increasing the awareness of occupational and geographical mobility and of mobility supporting services among interested parties as well as to enhancing the image of EURES as an institution committed to promoting mobility.

It was emphasised that information meetings and workshops organised by the EURES staff resulted in increasing the interest in EURES services. An increase has also been observed in the demand for individual contact with EURES advisors.


The promotion of the EYWM was a needed and successful initiative which was well received by the numerous participants. The beneficiaries participating in conferences, workshops, meetings, etc. will be able to use the knowledge thereby acquired to effectively search for a job. The activities have led to an increased interest in the above-mentioned matters (as evidenced by an increase in phone calls and emails), and in particular in the opportunities for taking up legal employment in the EU/EEA countries.

The events that were followed up by evaluation questionnaires (e.g. meetings with employers at the Euro Info Centres in Grenoble and Lyon) were well evaluated: 80% of the participating employers were satisfied or very satisfied with the topics addressed.

Participants repeatedly praised the organisers for the selection of topics and the logistics of meetings and conferences. It was emphasised that many important problems were addressed such as labour shortages and surpluses in the European labour market, the adaptation of the Polish education system to current labour market needs, the encouragement of young people to be more mobile and occupationally active, and the need for continuous education.

The promotion of EURES through press articles and radio broadcasts had contributed to enhancing the image of the EURES network and public employment services among the general public.


The need to promote workers’ mobility has been confirmed. Such initiatives should be undertaken on a cyclic basis in view of their popularity and the opportunities they offer for promoting best practices through the EURES network. A wide range of prospective beneficiaries were reached. The initiatives comprehensively contributed to increasing the awareness of the opportunities offered by occupational and geographical mobility.

Considering that the knowledge of rights resulting from the free movement of workers, of opportunities for occupational and geographical mobility and of mobility supporting services and instruments is still not wide spread, there is a need to continue activities that would address current needs of employers which change in



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response to the changing labour market situation.

It would be advisable to increase the thematic scope and frequency of press articles and radio broadcasts on employment in the EEA and to organise meetings at smaller locations (gminas and towns) to provide all interested persons with access to information.

VLOs raised the following issues:

- Proper promotion of meetings (more advertisements to be published in the local press) and closer cooperation with partners, particularly career offices and PLOs;

- Costs of promotional activities and the selection of advertising media. It would be advisable to secure additional funds for surveys to be conducted by an external firm into the effectiveness of advertising campaigns;

- Obstacles faced by clients who wish to look for a job on their own using the EURES network or to participate in recruitment projects conducted by EURES, such as the insufficient knowledge of foreign languages required by employers.



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Name and N° of the activity: N° 14: EYWM European Job Fair 2006

Implementing body: Poznań VLO

Partners: MLSP, Voluntary Labour Corps (VLC), Academic Career Offices (ACO), Polish and foreign PES, local and national media

Date/Dates: 29 September 2006


The activity was to consist of organising a European Job Fair under the aegis of the European Year of Workers’ Mobility with the participation of local labour offices, labour market institutions and organisations, foreign employers and EURES advisors from Poland and abroad. The unemployed and job seekers were to be provided with a variety of information on the EYWM, opportunities and methods for searching for a job abroad, living and working conditions in the EEA countries and the local labour market. Plans were also in place to conduct recruitments for foreign employers.

The objective of the activity was to increase the awareness and knowledge regarding the benefits of occupational and geographical mobility and to obtain job offers.


The European Job Fair was organised on 29 September 2006 at the premises of the International Poznań Fair as part of the EYWM. During the event, interviews were held with candidates for jobs with foreign employers. Information activities were also conducted such as workshops and lectures on living and working conditions in the EEA countries, how to look for a job abroad and how to be prepared for taking up employment in another country.

The Fair was attended by the EURES staff of VLOs in Toruń, Łódź, Gdańsk, Opole, Białystok and Zielona Góra as well as by EURES advisors from France, Sweden, Finland, Germany, the Czech Republic, Denmark and Ireland, who provided assistance with the recruitment of job seekers and gave a variety of lectures on living and working conditions in their respective countries.

Individual guidance and lectures on employment abroad and how to get prepared for moving abroad were provided by representatives of the MLSP, the Polish Irish Society, the Regional Welfare Services Centre, the National EUROPASS Centre, the Poznań University of Economics, the Consulate of Ireland in Poland, the Independent Students Association, the biweekly magazine Praca i Ŝycie za granicą (Work and Life Abroad), the Wielkopolska Association of Private Employers, the AIESEC, the Eurodesk Office, the Bureau for Academic Recognition and International Exchange, the National Health Fund, the Treasury Office, the Poznań VLO and the Wałbrzych VLO.

Information on how to look for a job in the Wielkopolskie Voivodeship was shared by representatives of the Poznań PLO, ACOs (the Adam Mickiewicz University in Poznań, the University School of Physical Education in Poznań, the Poznań University of Technology, the Poznań University of Economics), the Wielkopolska Voluntary Labour Corps, the GIC in Czerwonak and the Wielkopolska Association of Private Employers.

Representatives of the Poznań ICPC conducted workshops on “How to effectively write a CV and a covering letter” and “Know your professional potential – a test of professional capabilities”. Workshops were also conducted on “Job placement agencies abroad. Which one to choose?”, “Europass – how to correctly complete documents” and “Spanish for beginners”.

Marketing materials were published and distributed. The Fair was advertised in the press and regional television.


Job seekers, the unemployed, foreign employers

Name the quantitative and qualitative results or products, describe if and how objectives and expected



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outputs have been reached, or explain why they have not been reached:

A total of 126 persons participated in the workshops. A total of approx. 1,000 attended the lectures.

The following materials were produced and distributed: European CV – 500 copies, a leaflet on a German firm (ZAV) – 1,000 copies, a calendar of European Job Fairs – 3,000 copies; information on institutions – 3,000 copies, information on foreign employers – 3,000 copies.

The Fair was visited by a total of approx. 4,000 people who participated in recruitments, attended lectures and workshops and visited information stands.


The Fair was very popular among job seekers and the unemployed as evidenced by high attendance overall and specifically at workshops and lectures.

An increase was observed in the interest in EURES services before and after the Fair (August – October 2006). This was mainly manifested by increased number of phone calls and client visits to the VLO. The questions received from clients were mostly concerned with job vacancies and the European Job Fair.

The VLO received emails from the participants with positive opinions on the Fair.


Large-scale job fairs continue to fulfil their role by providing visitors with an opportunity to gain information necessary for taking up employment abroad, take job interviews with employers and/or discuss matters indirectly related to the labour market. It was, however, noticed that job seekers tended to be more interested in smaller-scale projects. In the future, it would be advisable to consider replacing one large fair with several smaller job exchanges during which a couple of employers would hold interviews with job candidates. The information on living and working conditions and on how to get prepared for living and working abroad could then be tailored to the needs of persons who have a chance of finding employment through participation in job interviews.

The availability of specific job vacancies and the opportunity for participating in job interviews are the prerequisites for attracting job seekers to events such as the European Job Fair. We believe that job fairs attract significantly less attention if their only purpose is to disseminate information.



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Name and N° of the activity: N° 15: Mobility Day

Implementing body: MLSP and Warsaw VLO

Partners: Labour Office for the Capital City of Warsaw, VLC, EUROPASS, Solvit, Euro Info Centre, Eurodesk, EURES advisors from Ireland and Spain

Date/Dates: 6 October 2006


The activity was to consist of organising a Mobility Day and setting up a Mobility Village in which the unemployed, job seekers and other persons interested in taking up employment abroad would be provided with information on the European Year of Workers’ Mobility and EURES services as well as with all information related to changing the place of work and residence both in Poland and abroad. The activity was to be combined with the European Mobility Roadshow project under which a Mobility Bus was to make a stop at the Mobility Village in Warsaw.

Implemented and financed by the European Commission within the framework of the EYWM, the European Mobility Roadshow was an event taking place on a Mobility Bus that toured across the nine participating countries: France, Germany, Finland, Latvia, the Czech Republic, Hungary, Italy, Belgium and Poland. The MLSP was the project partner on the Polish side.

Information was to be disseminated during the Mobility Day through the provision of individual advice and guidance, the delivery of multimedia presentations, the showing of films on mobility and the distribution of information materials and other publications. Furthermore, plans were in place to present Polish and foreign job offers and conduct a questionnaire survey on a sample of 50 participants.

Three EURES advisors from Ireland, the United Kingdom and Spain were to participate in the Mobility Day.

The objective of the activity was to promote the European dimension of mobility and the knowledge regarding the benefits of occupational and geographical mobility, to popularise EURES services and to increase the awareness of the opportunities offered by the European and national labour markets among the Polish public.


The Mobility Day was organised in Warsaw on 6 October 2006. A Mobility Village was set up around the Mobility Bus when it stopped in Warsaw. The village was equipped with tents and stands at which information on mobility was provided by representatives of institutions, organisations and EU programmes such as EURES, the Warsaw VLO, the Labour Office for the Capital City of Warsaw, the VLC, Europass, Solvit, Euro Info Centre and Eurodesk.

The information provided related mostly to EURES services, international job placement, opportunities offered by the European labour market, services provided by the national PES, how to look for a job in Poland and abroad, seasonal employment opportunities for students, internships for graduates abroad, how to start a business (of the sole proprietorship type) in the EEA countries and the coordination of social security systems in the EEA. Vocational guidance information was also provided (examples of model CVs and covering letters).

Individual advice was provided and information and promotional materials were distributed during the event. The staff of the Warsaw VLO presented job vacancies with Polish and foreign employers. This was the part of the fair that attracted particular attention from visitors. Information brochures were prepared and other publications were also made available to persons wishing to obtain information on the EU member countries.

Films were showed throughout the event that presented both the benefits and the costs of mobility. Two foreign EURES advisors (from Ireland and Spain) gave presentations on living and working conditions in their respective countries.

The event was also attended by two representatives of the MLSP Labour Market Department, who provided information on EURES services in Poland and on the opportunities offered by the European Commission’s



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European Job Mobility Portal.

Representatives of the Euro Info Centre provided advice on the opportunities for starting a business (of the sole proprietorship type) in the EEA countries. The EUROPASS office provided instruction on how to complete documents for more effective presentation of one’s professional qualifications and competence throughout Europe. The Eurodesk staff shared information on educational opportunities in the EU while representatives of SOLVIT educated the participants on how to solve problems in the area of occupational mobility resulting from the misapplication of Community laws by public administration bodies in the EEA countries.


Job seekers, the unemployed, graduates, students and individual persons


The Mobility Day contributed to increasing the awareness of the European dimension of mobility and of the rights and obligations resulting from the freedom of movement within the territory of the EEA as well as to promoting EURES services.

This was manifested by an increased number of phone calls with questions about the opportunities for employment abroad. There has been an increase in the interest in the EURES network and in foreign job vacancies.

The Mobility Village was visited by approx. 500 persons. A total of 80 persons attended presentations. A questionnaire survey was conducted on the sample of 58 participants.

The event was filmed into a documentary under the title “Dzień Mobilności” (Mobility Day).

The following marketing materials were also produced to promote the project: 1 banner; 100 ID badges; 400 posters; 5,000 leaflets; 4,000 balloons with EURES and EYWM logos; 8 information boards; 1 press advertisement in the daily Gazeta Wyborcza.


Visitors to the Mobility Day in Warsaw were requested to fill out an anonymous questionnaire asking their opinion on the organisation of the event. It followed from an analysis of returned questionnaires that a majority of the participants learned about the Mobility Day from the press and the internet. Over 70% of the participants knew a foreign language and approx. 60% had previously searched for information on employment abroad. Nearly 70% of the persons surveyed would take up employment abroad to get a better pay and nearly 60% would take any type of job. A strong majority of the participants expressed an opinion that the event was well or very well organised. Nearly all respondents regarded such type of information projects to be necessary and needed.

The questionnaires are in the possession of the MLSP.


Information events such as the Mobility Day play an important role in relation to PES clients by enhancing the positive image of public employment services and teaching the necessary knowledge of services provided by them. At the same time, owing to the fact that they are implemented in collaboration with other labour market actors, such projects contribute to strengthening the cooperation of, and the sharing of information among, labour market institutions and organisations.

It was, however, noticed that persons visiting the Mobility Day were mostly interested in job offers and this was the factor that had an impact on attendance. In the future, it would be advisable to combine projects that serve purely information purposes with recruitment activities to ensure higher attendance.



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Name and N° of the activity: N° 16: Developing the national EURES website www.eures.praca.gov.pl


Partners: None



The national EURES website www.eures.praca.gov.pl was to be developed in accordance with and adapted to the Commission guidelines of 6 October 2004 (EURES-WP/2004/12).

The expansion of the website was planned in order to include information that would meet the needs of employers and job seekers.

Plans were also made to streamline the monitoring of EURES activities at the national level by improving the Polish EURES monitoring database (available online by password) and enhancing the operation of the national internet forum devoted to EURES.

Furthermore, the main sections of the website were to be translated into three official EU languages.

The objective of the activity was to facilitate access for job seekers, employers and other interested persons to information about EURES and the services it offers.

Experts in the relevant fields were to be hired to carry out the works planned under the project (under several contracts).


Information published on the national EURES website was regularly updated to reflect the ongoing EURES activities (job fairs, recruitment projects, conferences, etc.) undertaken by the MLSP and VLOs.

The EURES monitoring system (the national EURES Monitoring Database available on the EURES website by password) was modified. The modifications concerned the content of the monitoring form and the procedures for reminding the EURES staff to update the Monitoring Database with new information.

The main information sections on the EURES website were translated into three languages: English, German and French.


EURES staff, PES staff, job seekers, the unemployed, employers, social partners, other institutions and individuals


The activity has resulted in expanding the scope of information available to visitors to the EURES website concerning EURES services. An expanded Aktualności (News) section has been added to provide ongoing information on EURES events taking place throughout Poland.

The modified website features information in English, German and French for foreigners interested in working and living in Poland.

These changes have led to an increase in the popularity of the national EURES website. In the period from 1 April 2006 to 31 March 2007, a total of 1.13 million visits were recorded to the website (compared to 750,000 in April 2005 – March 2006). The website was, therefore, visited by an average of 95,000 persons per month. This figure provides evidence that the content of the website is useful and interesting for visitors.

Furthermore, access to the EURES Monitoring Database was facilitated by introducing a system of automatic alerts to remind the staff to keep the database up to date. Now it is also easier to use the statistical data obtained



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from the monitoring of EURES activities, while an improved monitoring form has enabled the collection of more reliable data. The national EURES Monitoring Database is updated on a quarterly basis by all VLOs and PLOs in Poland.


It is clear from conversations with the EURES staff of VLOs and PLOs that the direction for website development has been correctly selected. The changes made to the website have been positively evaluated as they have provided users with access to more information and news concerning EURES.

Modifications to the EURES Monitoring Database have also been welcome as evidenced by emails from labour offices and entries posted in the internet forum.


The national EURES website is an excellent information and communication tool and as such it should continue to be updated and tailored to users’ needs. It is one of the key components of the EURES marketing and promotional strategy in Poland.



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Name and N° of the activity: N° 17: Deductions for computer equipment purchases for EURES advisors


Partners: -



In accordance with the EURES grant agreement No. VS/2004/0151 of 1 June 2004, 14 laptops were purchased in the first quarter of 2005 for use by EURES advisors.

In accordance with the EURES grant agreement No. VS/2005/0043 of 2 May 2005, 16 multimedia projectors were planned to be purchased in the first quarter of 2006 for use by EURES advisors in 16 VLOs.

The Vademecum stipulates that one-third of the value of IT equipment purchases is eligible for subsidy. This is the amount that must be reimbursed to the Labour Fund which financed the purchase of the above-mentioned equipment.

Objective: Efficient communication throughout the country; access to IT tools necessary for EURES advisors; efficient provision of EURES services to clients.


Appropriate deductions were included in the final settlement under the EURES grant agreement No. VS/2006/0148 to account for the following purchases:

- 14 laptops;

- 13 multimedia projectors.


Directly – the EURES staff as beneficiaries of IT equipment and multimedia projectors.

Indirectly – the PES staff and participants of conferences/meetings as audiences of presentations.


The purchase of laptops complete with software and peripheral devices as well as of multimedia projectors has enabled efficient communication among the EURES staff throughout the country, access to proper IT tools, access to the EURES Job Mobility Portal and the national EURES website and, most importantly, access to the EURES job vacancy database.

Portable computers have further ensured an efficient delivery of EURES services to clients, including on-site delivery of multimedia presentations.


The use of computer equipment had an impact on the achievement by VLO EURES staff of the results described in the first part of “The Annual activity report on the EURES network in Poland from 1 April 206 to 31 March 2007”. These results provide evidence of a wide variety of uses for the purchased equipment.


Provision of the EURES staff with mobile IT equipment and projectors ensures an increase in the quality of services delivered by the EURES staff to labour office clients as well as contributes to the effectiveness of the day-to-day work of Polish EURES advisors.



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Name and N° of the activity: N° 18: Human resources development – national-level training


Partners: MLSP experts in the fields related to mobility in the European labour market; UK PES

Date/Dates: Training course N° 1: 6–9 September 2006

Training course N° 2: 17–19 December 2006


Two training courses on different topics were planned with a view to addressing the need for developing the qualifications of the EURES staff.

The training course N° 1 was intended to provide an opportunity to discuss EURES operations carried out in 2005 and 2006, set directions for EURES operations to be undertaken in 2006 and 2007, present financial aspects of the management of EURES grants, share experiences gained by Polish EURES advisors in implementing EURES projects, promote EURES services among employers and workers, present new tools available on the European Commission’s EURES portal and discuss other topics related to EURES.

The training course N° 2 – “Pre-training for new candidates for EURES advisors” – was intended for persons selected to participate in “EURES Initial Training 2007” and for EURES assistants. In accordance with the European Commission’s guidelines, the pre-training course was to be conducted with the participation of a EURES representative from one of the EEA countries. A presentation by the foreign guest on matters such as the functioning of EURES in his/her country, responsibilities of EURES advisors and examples of interesting projects was intended to be an important contribution to the training.

Objective:

1. Provide up-to-date information on the functioning of EURES in Poland, share experiences and improve professional skills that have an impact on the proper delivery of EURES services to clients;

2. The objective of the pre-training was to provide new candidates for EURES advisors with an opportunity to acquire the knowledge and skills necessary for participating in the “EURES Initial Training”.


Training course N° 1. A training course for the EURES staff took place in Dobieszków on 6–9 September 2006 to provide an overview of the EURES operations implemented in Poland in the period from 1 April 2005 to 31 March 2007. The topics discussed included: activities planned for implementation under the 2006/2007 EURES grant; new EURES Guidelines for 2007–2010; the National EURES Activity Plan and the Voivodeship EURES Activity Plans; matters related to 2005/2006 and 2006/2007 EURES grants; the national EURES website; and cross-border activities. The training included workshops on the following topics: registration of EURES job offers for 2007; the EURES monitoring database in 2007; forms of collaboration with national employers; practical information on living and working conditions in the EEA countries. Information was also presented about the European Commission’s information and communication strategy on EURES and the latest developments concerning the EYWM.

Training course N° 2. A training course for 7 persons selected for participation in the “EURES Initial Training 2007” took place in Toruń on 17–19 December 2006. The course was also attended by the EURES assistants of VLOs who had not previously had an opportunity to benefit from such type of training. The topics covered included: EURES objectives and legal base; organisational structure; the National EURES Activity Plan 2007 -2010; roles and responsibilities of the EURES staff at national and Community levels; the European Job Mobility Portal; EURES IT tools. The EEA countries were represented by the UK EURES Coordinator of Jobcentre Plus who gave a presentation on EURES operations and projects undertaken within the EURES framework in the United Kingdom,



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EURES line managers, EURES advisors, EURES assistants, candidate EURES assistants selected for participation in the EURES Initial Training


44 persons (representatives of the Polish EURES staff) participated in the training course N° 1.

19 persons, including 7 candidates for VLO EURES advisors, participated in the training course N° 2.

The objective of such training courses is to share information on the functioning of the network as well as to provide an opportunity for candidate EURES advisors to acquire the knowledge and skills necessary for participating in the “EURES Initial Training” and for the EURES staff to share their experiences. They are useful in addressing various problems and in providing a platform for individual consultations.

The objectives of both training courses were achieved in full.


Both training courses must be positively evaluated in view of their contribution to the effective operation of the EURES network in Poland in the subsequent months and the successful completion of the first phase of the EURES Initial Training 2007 by the candidate EURES advisors.


Workshops are an important component of training courses as they provide an opportunity for EURES advisors and assistants to share experiences from their daily work. Group work contributes not only to developing useful solutions or new approaches to cooperation and client service but also to strengthening the EURES network. Training courses have long-term effects and are conducive to improving communication within the network. Following the training, solutions developed in the areas such as, for example, the promotion of EURES, the organisation of international job fairs and the flow of job vacancies were adopted by the EURES staff throughout Poland. It is therefore advisable to continue combining training with workshops, as it has been done to date.

Appendices:

N° 2 – Pre-training curriculum for candidates for EURES advisors in Toruń



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Name and N° of the activity: N° 19: Human resources development – EU-level training

Implementing body: MLSP and VLOs

Partners: EURES Coordination Office (EURESco), PricewaterhouseCoopers (training organiser)



Based on the vacancies allocated by the European Commission for the EURES Initial Training for candidate EURES advisors, plans were made that 12 persons would participate in the training cycle in 2006 and 16 in the training cycle in 2007.

Plans were also put in place for the participation of 26 members of the EURES staff (EURES advisors, EURES manager and EURES line managers) in the EURES Advanced Training programme.

Objective:

1. Initial Training – provide future EURES advisors with proper knowledge and skills to ensure that they will be effective members of the transnational EURES network.

2. Advanced Training – provide the EURES staff with specialist knowledge to increase the quality of services delivered to EURES clients in Poland and abroad.


As part of the activity, the Polish EURES staff participated in the following training courses:

1. EURES Initial Training – 2006:

- Training in Amsterdam on 3–7 April 2006 (3 persons);

- Conference in Bilbao on 15–16 June 2006 (12 persons);

2. EURES Initial Training – 2007:

- Training in Amsterdam on 26 February – 2 March 2007 (2 persons);

- Training in Amsterdam on 5–9 March 2007 (3 persons);

- Training in Amsterdam on 19–23 March 2007 (2 persons);

3. EURES Advanced Training 2006 for EURES advisors:

- Training on social security in Budapest on 16–17 November 2006 (1 person);

- Training on the collaboration with employers in Amsterdam on 23–24 November 2006 (1 person);

- Training on the collaboration with graduates in Budapest on 30 November – 2 December 2006 (1 person);

- Seminar on the EURES information and communication strategy in Lille on 13–14 December 2006 (2 persons: EURES Manager and MLSP specialist);

4. EURES Advanced Training 2006 for EURES Managers and EURES Line Managers:

- Training in Lisbon on 19–20 October 2006 (3 persons).


Candidate EURES advisors, EURES advisors, EURES manager, EURES line managers




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Through the participation in the EURES Initial Training, candidates for EURES advisors have gained the knowledge and skills that will enable them to function effectively as part of the international EURES network and perform the role of EURES advisor.

EURES advisors have gained, firstly, the specialist knowledge in a variety of fields related to labour market mobility that will enable them to provide better quality of services and, secondly, the ability to cooperate in transnational and transcultural settings.

For the EURES manager and EURES line managers, the training was primarily an opportunity to get to know their counterparts and share their experiences.


Participants prepared reports on their participation in training courses. Participants gave their feedback on the quality of training through evaluation questionnaires.


Participation in such training is important not only because of the opportunity it offers for gaining appropriate knowledge but primarily because it provides a platform for the EURES staff in different EU/EEA countries to establish contact with each other.

The comments that follow are concerned with the financial aspects of participation in training courses. EURESco would be advised to consider and, if possible, incorporate these comments in the Vademecum on EURES grant agreements with EURES members and partners for the financial year 2007 (by means of an Addendum) and in the future Vademeca as well as take them into account in budgeting for training costs in the future.

• Travel allowance per participant of EURES Initial Training and EURES Advanced Training needs to be increased. The allowances set in the 2006 Vademecum are often insufficient to pay for a return flight ticket in economy class. This is particularly common when training is organised at distant locations.

• It is necessary to adapt the number of nights of accommodation provided by the training organiser to reflect the actual ability of participants to get to the place of training, or enable the use of the EURES grant to pay for necessary additional accommodation. This problem occurs particularly when training is organised at distant locations. Even if training starts at approx. 3 p.m., participants are often unable to find train or flight connections that would get them to their destination in time for the start of training. It must also be noted that local travel, to and from the airport, often takes several hours (particularly in Poland), which means that participants are forced to take journeys that can last more than ten hours.

The above comments were included in the final settlement of the 2005/2006 EURES grant (agreement No. VS/2005/0043) submitted by the MLSP to the European Commission in 2006, but were not incorporated in the 2007 Vademecum. Therefore, we are once more raising this point.



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Name and N° of the activity: N° 20: Activities within the framework of the EURES network – travels according to the EURESco calendar


Partners: EURES Coordination Office – preparation and facilitation of meetings



Operations within the international EURES network require the participation in the following meetings, events and working groups:

1. The EURES Working Party (4 meetings) – with the participation of the EURES Manager;

2. The EURES Working Party combined with a conference (a meeting of representatives of EURES cross-border partnerships) – with the participation of the EURES Manager and the EURES Assistant Manager;

3. A meeting on the management of EURES grant – with the participation of the EURES Finance Specialist;

4. Participation in 7 working groups on a variety of topics (14 trips).

Objective: Enable efficient communication and information flow within the EURES network and ensure effective management of the national EURES network.


As part of the activity, the EURES Manager participated in the following meetings:

- The EURES Working Party in Vienna on 8–9 June 2006;

- The EURES Working Party combined with an annual meeting of representatives of EURES cross-border partnerships in Riga on 13–15 September 2006 (the meeting was additionally attended by the EURES Assistant Manager);

- The EURES Working Party in Helsinki on 20–21 November 2006;

- The EURES Working Party in Brussels on 14 February 2007.

Furthermore:

- The EURES Finance Specialist participated in a training course on EURES grant management in Brussels on 24 October 2006;

- A MLSP specialist participated in a meeting of the working group on EURES training in Brussels on 25 April 2006;

- A MLSP specialist participated in two meetings of the working group on supporting and promoting the EURES IT platform in Brussels on 29–30 May 2006 and on 6 December 2006.


EURES Manager, EURES Assistant Manager, other MLSP specialists


The EURES Manager, the EURES Assistant Manager, the EURES Finance Specialist and other specialists in the MLSP gained the information necessary to manage the EURES network in Poland in accordance with the European Commission’s guidelines.

Participation in all of the above listed meetings has had an impact on efficient communication and information flow within the EURES network, thereby contributing to the effective management of the national EURES



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network.


A report was produced on each meeting.


Participation in such meetings is necessary to ensure the proper management of the national EURES network.



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Name and N° of the activity: N° 21: Financial audit


Partners: -

Date/Dates: March 2007


Audit of the EURES grant under the agreement N° VS/2006/0148 for the financial year April 2006 – March 2007 in accordance with the Vademecum on EURES grant agreements for the financial year 2006.

Objective: Check compliance of grant expenditures with the provisions of the agreement and the Vademecum.


A financial audit was conducted after the close of the financial year 1 April 2006 to 31 March 2007 in accordance with the guidelines set forth in the above-mentioned agreement, the Vademecum and the EURESco guidelines.


MLSP


An auditor’s certificate and report


None


Due to the de-centralised nature of Polish public employment services, as many as 16 agreements with the Self -Government Authorities of Voivodeships have to be signed for EURES grant funds to be transferred from the MLSP to VLOs, where EURES advisors are employed. For this reason, audit is a time and labour consuming process.

We recommend that EURESco consider simplifying requirements for external audits of EURES grants in the future Vademeca.

ministry of labour and social policy - EURES Polska

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Transcript of ministry of labour and social policy - EURES Polska