, T. D. 6 Update on the Action Plan for Jobs Five Strategic Objectives 8 Executive Summary 9 1. Building on Reform and Measuring Success 15
Our work in 2015 will also have a particular focus on regional development, medium-term labour market activation and welfare reform,
as well as strategies for a number of other specific sectors. 2015 ACTION PLAN FOR JOBS 5 This Government has worked hard to return stability to the economy and to the labour market.
and in partnership with industry and workers, we could reverse the catastrophic collapse that previous policy choices had created.
The response of Irish entrepreneurs, managers and workers to the challenge of rebuilding our economy has been so strong,
IDA 2015 ACTION PLAN FOR JOBS 9 Executive Summary Significant progress has been made since 2011 in restructuring
An updated labour market activation and welfare reform strategy; A medium term strategy for early years and school age care to support increased parental participation in the labour force;
and A medium term agribusiness strategy. Disruptive Reforms Disruptive Reforms are discrete projects within the APJ framework.
and enhancing employer engagement at all levels, using collaborative funding initiatives to ensure skills supply meets demand to underpin the New Economy.
and Youth Activation Charter, begin the new account management approach to employers, roll out Jobpath, continue to roll out the Youth Guarantee initiatives,
It places a strong emphasis on mobilising employers to play their part in the employment
Meet employer demand for employment permits in the ICT sector, which is expected to reach 2, 000;
and take up employment opportunities. Social welfare income supports, if poorly designed can make it difficult for unemployed people to return to work.
Particular focus is required to address domestically influenced cost factors in the labour market in the energy sector and in the property market as rapid increases in prices have the potential to produce adverse knock-on consequences in terms of prices and wage expectations across the entire economy.
and training system and employers to deliver on skills needed to build the New Economy.
but must continue to demonstrate responsiveness to the changing needs of society and employers. This Disruptive Reform is being rolled out in the context of significant reform in the education
and strong engagement between the education and training system and employers. This will include a cohesive approach on competitive
and the development of strong partnerships, between the education and training system and employers at a national and regional level.
It also includes employer focused programmes for unemployed under Springboard/ICT Conversion Programmes and Momentum through systematic, continuous engagement and collaboration between education and training institutions and employers at national and regional level,
Strong co-operation between employers and the education and training system has proved to be crucial in developing responses to skills needs,
Clear arrangements to connect employers, enterprise development agencies and the education and training system are crucial to strengthening engagement in areas such as:
employer input to the development of education and training provision, creating sufficient and sustainable work placement opportunities and the development of apprenticeships in new economic sectors.
The aim of the plan is to ensure that employers will be able to fully source their ICT skills needs in Ireland, through a mixture of domestic supply and skilled inward migration (both from within the EU and through the reformed employment permit system.
The Action Plan commits the Government to meet employer demand for employment permits in the ICT sector,
Although the labour market continues to be characterised with an excess supply, and unemployment remains unacceptably high,
improvements are evident in labour market indicators and employer demand continues to grow, with over 100,000 jobs advertised on the Governments Jobsireland
. ie website in 2014 and the Expert Group on Future Skills Needs has reported some shortages in some niche skill areas.
The objectives for 2015 are to: Deliver the skills needed to underpin the New Economy built on Enterprise Innovation and Technology
and training system and employers to deliver high quality skills; Attract and retaining world class talent,
Publish regional labour market profiles to better reconcile available skills with employers'needs; and 2015 ACTION PLAN FOR JOBS 31 Publish the Further Education
and Training Services Plan. 2015 Actions A Step Change in employer engagement to build skills for the New Economy. 1 Review the National Skills Strategy
HEA, HEIS, Employers) 4 Incentivise 1, 250 additional places in 2015 on Level 8 ICT programmes.
HEIS, HEA, Employers) 7 Enhance industry input to programme content, provision of work placements and promotion of ICT programmes as part of the implementation of Skillnets ICT Conversion Programmes.
by employers to progress graduates to employment. HEA, HEIS, Employers) 12 Increase the pool of researchers strongly positioned to take up employment in industry in Ireland.
SFI) 13 Roll out the 2015 call for proposals for Springboard courses, with a particular focus on priority areas identified by EGFSN including ICT;
HEIS, HEA, Employers) 14 Publish an integrated 2015 Further Education and Training (FET) Services Plan that includes provision to meet the FET skills needs identified in various published EGFSN reports and sectoral studies.
SOLAS) 15 Target provision to meet regional employer needs, identified through regional labour market profiles and through local and regional employer engagement.
SOLAS, ETBS, HEIS) 16 Develop new Apprenticeships in response to proposals from key sectors of the economy.
DES, SOLAS, HEA, Apprenticeship Council, Employers and Education Bodies) 17 Implement the provision of places under the second iteration of Momentum.
DES) 18 Consider the provision for a 3rd iteration of Momentum with strong employer input that will provide additional education and training places for the unemployed.
DES) 21 Publish the national employer survey of higher and further education outcomes. DES, HEA, SOLAS, QQI) 22 Progress curricular change in the context of the phasing in of the Junior Cycle reform with the new Specification for English being implemented from September 2014.
DES) 23 Roll out the a new account management approach to employers under Pathways to Work:
and sales capability within Intreo targeted at employers Allocate a nominated account manager to large employers
and implement the‘employer charter'(DSP) 24 Review the potential contribution of the Excellence through People programme to developing the competencies and retention of employment in Irish based companies.
D/Justice and Equality, INIS) 26 Continue to ensure employers are able to secure Employment Permits for the critical skills they need,
DJEI) 27 Initiate a Trusted Partner Registration Scheme for Employment Permits open to all eligible employers.
DJEI, Low pay Commission) 31 Conduct a study on the prevalence of zero hour contracts (ZHC) and low hour contracts (contracts of 8 hours or less per week (LHC)) among Irish employers and their impact on employees,
Únag) 47 ETBS and higher education institutions to target provision to meet local and regional employer needs,
identified through regional labour market profiles and through local and regional employer engagement. SOLAS, ETBS HEIS) 38 Support for Local and Rural Development 48 Each Local authority will make an integrated Plan, for the promotion of economic development and local and community development in its area.
and with a healthy ecosystem of consultants and experts. Ireland has early mover advantage, having been involved in developing the international standards;
The Group comprises a dedicated team of senior executives and officials from all research funding Government departments and Agencies.
and generate additional employment opportunities. The SBCI's new forms of credit will give SMES a greater capacity and, indeed incentive,
The key service offered is a web portal that enables companies to identify experts, research centres and technology-licensing opportunities to benefit their business.
The Expert Group on Future Skills Needs, from consultations with companies, has identified a demand for manufacturing skilled trades for sectors such as food, medical devices, engineering and Pharma/Biopharma,
DES, SOLAS, HEA, Apprenticeship Council, Employers and Education Bodies) 82 Enterprise Ireland will support a total of 115 firms across all levels and activities, through its Leanstart, Leanplus and Leantransform Programmes.
Action Plan for Jobs 2013 contained a Disruptive Reform aimed at making it more attractive for businesses to hire additional employees from the Live Register:
Prior to this there were already a suite of measures that supported employers to employ or provide access to the labour market for those on the Live Register,
but take-up of some schemes was low. Consequently, the Government decided to replace the PRSI exemption and Revenue Job Assist schemes with a simplified initiative.
easily understood and attractive scheme that encourages employers to recruit from the cohort of the long term unemployed.
a payment of €7, 500 over two years to an employer for each person recruited who has been unemployed for more than 12 but less than 24 months,
and €10, 000 over two years to an employer for each person recruited who has been unemployed for more than 24 months.
Since its launch in the summer of 2013, over 2, 500 employers have availed of the opportunity to give over 3,
Working more closely with employers; Increasing the capacity of the Public Employment service; Evaluating the effectiveness of labour market programmes;
Targeting more places and opportunities for young unemployed people and those who are unemployed long term; Promoting employment supports;
and Ensuring the effectiveness of referral from Intreo to further education and training. Progress against the delivery of the Pathways to Work objectives will be reported separately, with updates on progress of the above items included in the reports on the Action Plan for Jobs.
Employers who sign this Charter commit that at least 50 per cent of candidates considered for interview will be taken from the Live Register;
Begin the new account management approach to employers within the Department of Social Protection. This will mean employers who interact with the Department to find recruits for their businesses will have dedicated a accounts manager to assist them;
Roll out Jobpath, through which third-party providers with proven track records will be hired to provide additional employment services focused on the long-term unemployed. 74 Continue to rollout the Youth Guarantee initiatives to support young jobseekers;
and Introduce a Back to Work Family Dividend which will help lone parent and long-term jobseeker families to return to work. 2015 Actions Increasing Activation of the Unemployed 127 Continue the development
and reform of the State's public employment services to help ensure that the number of people on the Live Register is reduced as the economy recovers
and that the labour market responds flexibly and efficiently to employment growth. DSP) 128 Implement the actions agreed under the Comprehensive Employment Strategy for Persons with Disabilities.
provide the payroll to the workers they employ which in turn circulates in shops and businesses in every community,
sensible steps across the public sector that we can continually improve the operating environment for hundreds of thousands of employers across the country, making business easier, cutting costs,
DCENR) 220 Develop/procure a new employer vacancy and job-matching system. DSP) New e-Services to Make Business Easier 221 Incorporate provision in the forthcoming Planning Bill to allow planning authorities
HSA) 231 Extend the number of HSA health and safety e-learning modules and increase user numbers, providing more cost effective solutions to the training of employees, managers and students.
This will enable both employers and employees to access just one piece of legislation and also ensure as far as possible a consistent approach to such leaves.
D/Justice and Equality) 234 Revoke outdated Dangerous Substances legislation and replace it with a streamlined,
Increasingly, good CSR practices are distinguishing the best companies from their competitors by the manner in which they engage with their customers, suppliers, employees and local communities.
Customers and prospective employees are more conscious than ever of the ethical record of companies. 40 per cent of job seekers read a company's sustainability report,
and graduates increasingly cite a company's CSR policy as a factor in determining their employer of choice.
For companies seeking to attract skilled and knowledgeable workers CSR is no longer an optional add-on,
the opp h Innovation rk with and d he experts. gnificant pro en Lincor an ged by the pi roject involve ntlinc tech t education rom the ward opment
DAHG, NCIS, philanthropic supporter and technical experts) 321 Develop further heritage tourism initiatives, including a programme of trailway development in National parks and Nature Reserves, in partnership with key stakeholders.
including the many construction workers who lost their jobs with the sector's collapse. Restoring construction to normal levels of activity can also help ensure that economic recovery reaches
we will work with the construction industry to ensure that employers are aware of incentives to recruit people who are unemployed long-term
and deliver employment opportunities through recruitment of recruits and cadets. 2015 Actions Other Areas 340 Progress the intake and training of 100 new Garda recruits.
and deliver employment opportunities through recruitment of recruits and cadets to the Defence forces. D/Defence) Wi A fla In 2 see whi pow wor com com The m vari well The Plan esta than and The each Biol gen site, perf cost
The opportunity will also be taken to explore the potential for the development of new employment opportunities in the Green Economy at regional level as part of the development of Regional Enterprise Strategies.
DJEI, EI, OGP) 362 In developing Regional Enterprise Strategies, explore the potential for the development of new employment opportunities in the Green Economy at regional level.
DCENR) 370 Undertake a qualitative research project to follow-up on key issues identified in the national employer survey.
DES, HEA, SOLAS, QQI) 371 Review and disseminate of findings of 2014 Joint HEA/SOLAS employer survey.
employer demand for employment permits in the ICT sector, which is expected to reach 2, 000 Investing in 1,
Shortages of business sales executives 250-750 pa), sales account executives (200-500 pa) and in customer service occupations (200-500 pa) 3. 6 Promote upskilling
Relevant APJ Sections 6. 1 Increase in value added per employee EI Firms-3%decline in 2011+2. 5%increase in 2013 Support 945 participants
DPER Department of Public Expenditure and Reform DSP Department of Social Protection D/Taoiseach Department of Taoiseach DTTAS Department of Transport, Tourism and Sport EGFSN Expert
Research Board HPSU High Potential Start-ups HSE Health Service Executive IBEC Irish Business and Employers'confederation ICMR Irish centre for Manufacturing Research ICT
and other experts who deal with sustainable development strategies and policies. The network covers all 28 EU Member States, plus other European countries.
and third sector workers with other innovators from across Europe, with the goal of becoming a hub for innovative thinkers from all member states can join and meet.
'The activities of the SI Park aim at creating employment opportunities in an area of economic and social decline, at finding innovative solution to unmet social needs,
Tom Griffin, Senior Statistical Adviser to the UNDP Human Development Report; and Ari LATVALA from the European commission, DG Enterprise and Industry.
and combination of variables into a meaningful composite indicator under a fitness-for-purpose principle (involvement of experts and stakeholders is envisaged at this step).
when data are scarce (involvement of experts and stakeholders is envisaged at this step). To check the quality of the available indicators.
as well as the next, should involve experts and stakeholders as much as possible, in order to take into account multiple viewpoints and to increase the robustness of the conceptual framework and set of indicators.
data on the number of employees that use computers might not be available. Instead, the number of employees who have access to computers could be used as a proxy.
As in the case of soft data, caution must be taken in the utilisation of proxy indicators.
e N is the total number of experts surveyed. Pi is the i-th percentile of the distribution of the indicator tqc x and p an arbitrary threshold around the mean.
Alternatively, participatory methods that incorporate various stakeholders experts, citizens and politicians can be used to assign weights.
In the budget allocation approach, experts are given a budget of N points, to be distributed over a number of individual indicators,
this method can induce serious cognitive stress in the experts who are asked to allocate the budget.
This is similar to the budget allocation method (see below) where experts are asked to assign weights
Allocation Process (BAP), experts on a given theme (e g. innovation, education, health, biodiversity,) described by a set of indicators are asked to allocate a budget of one hundred points to the indicator set,
It is essential to bring together experts representing a wide spectrum of knowledge and experience to ensure that a proper weighting system is established.
Special care should be taken in the identification of the population of experts from which to draw a sample,
stratified or otherwise. 31 It is crucial that the selected experts are not specialists for individual indicators,
For example, a biodiversity index should be handled by biodiversity experts, not by ornithology experts. It is also noteworthy that at the top level,
the experts should be those who decide on the relative (political) weight of economic, social and environmental questions,
Selection of experts for the valuation; Allocation of budgets to the individual indicators; Calculation of weights;
it relies on the opinion of people (e g. experts, politicians, citizens), who are asked to choose which set of individual indicators they prefer,
) Eco-indicator 99 (Pré-Consultants NL, 2000)( weights based on survey from experts; Overall Health System Attainment (WHO, 2000)( weights based on survey from experts.
Weighting is based on expert opinion and not on technical manipulations. Expert opinion is likely to increase the legitimacy of the composite
Allocating a certain budget over a too large number of indicators may lead to serious cognitive stress for the experts,
if the expert feels that not enough has been done to tackle them). 102 HANDBOOK ON CONSTRUCTING COMPOSITE INDICATORS:
5 X Weighting Scheme 1 BAP 2 AHP 3 BOD The last uncertain factor, 6 X, is used to select the expert.
In this experiment, there are 20 experts. Once an expert has been selected at runtime via the trigger 6 X,
the weights assigned by that expert (either for the BAP or AHP schemes) are assigned to the data.
Clearly the selection of the expert has no bearing when BOD is used (3 5 X=).However,
this uncertain factor would be generated in each individual Monte carlo simulation, given that the row dimension of the Monte carlo sample (constructive dimension) should be fixed in a Monte carlo experiment,
and the (lack of) consensus among experts on how TAI should be built, it would have to be concluded that TAI is not a robust measure of countries'technology achievement.
of country rank Non-additive Expert selection Weighting Aggregation Exclusion/Inclusion Normalisation Note: Results based on first-order indices.
Singapore Korea, Rep. of Total effect sensitivity index Expert selection Weighting Aggregation Exclusion/Inclusion Normalisation Figure 21.
425 0. 180 Weighting Scheme 0. 038 0. 327 0. 288 Expert selection 0. 068 0. 402 0. 334 Sum
. 078 Weighting Scheme 0. 212 0. 623 0. 410 Expert selection 0. 202 0. 592 0. 390 Sum 0. 550
it is the choice of aggregation methods and of experts which together with indicator inclusion/exclusion dominate the uncertainty in the country ranks.
Pré Consultants (2000 The Eco-indicator 99. A damage oriented method for life cycle impact assessment. http://www. pre. nl/eco-indicator99/ei99-reports. htm Podinovskii V. V. 1994), Criteria
Storrie D. and Bjurek H. 1999), Benchmarking European labour market performance with efficiency frontier technique, Discussion Paper FS I 00-2011.
1999). 31 In 1991,400 German experts were asked to allocate a budget to several environmental indicators related to an air pollution problem.
although the experts came from opposing social spheres like the industrial and the environmental sectors (Jesinghaus, in Moldan & Billharz,
1997). 32 The exercise was carried out at the JRC through interviewing experts in the field. 33 A subset of indicators Y is preferentially independent of Yc (the complement of Y) only if any conditional preference among elements of Y,
and is composed of European commission officials, experts from the industry, policy makers, and academia 14. The first projects related to smart grids were grouped within the Integration of Renewable Energy Sources and Distributed Generation into the European Electricity Grid cluster.
Our values are aligned to the needs of employers in all sectors and we ensure that, through our qualifications,
and their delivery meet the diverse needs of trainee professionals and their employers. We support our 147
and equipping them with the skills required by employers. We work through a network of 83 offices and centres and more than 8, 500 Approved Employers worldwide,
who provide high standards of employee learning and development. Through our public interest remit, we promote the appropriate regulation of accounting.
We also conduct relevant research to ensure that the reputation and influence of the accountancy profession continues to grow,
Independent evidence consistently demonstrates that accountants are the most commonly used professional advisers of SMES,
The role of advisers such as accountants, must be considered carefully by the European commission and other stakeholders.
business advisers and regulators to ensure that companies are able to access objective, comparable and relevant information when choosing services and providers.
Ensuring that SMES'independent advisers, including accountants, are engaged in this debate will be crucial in ensuring that SMES are represented better in their use of cloud services.
platformslack of access to fast internetlack of government actiontoo complexperceived security risklack of government initiativesno need/customers don't require thislack of access to appropriate specialists/advisers/consultantslack of support
This is evidence of SMES and their advisers'learning, in the sense that more savvy suppliers are daunted not by complexity
Role of stakeholdersit has already been suggested by experts in the field (Nienhuis and Bryant 2010
of universal platformslack of access to fast internetlack of government actiontoo complexperceived security risklack of government initiativeslack of need/customers generally don't requirethislack of access to appropriate specialists/advisers/consultantslack
of government actiontoo complexperceived security risklack of government initiativesno need/customers don't require thislack appropriate specialists/advisers/consultantslack of support from bankslack of awarenesstoo expensivesmes are not using P2pfinancesmes are using P2p
/customers don't require thislack of access to appropriate specialists/advisers/consultantslack of support from bankslack of awarenesstoo expensivesmes don't use e-commercesmes use e-commercefigure 6:
accountants and other advisers can provide important links to the SME sector. In some areas however, their own understanding will need to improve first
Opportunities for European Cloud computing Beyond 2010, Expert Group Report, online report<http://cordis. europa. eu/fp7/ict/ssai/docs/cloud-report-final. pdf,
%since the start of the initiative and recruited more than 100 employees. www. shields-e. com Good practice examples The Footprint Chronicles:
consultants or can be completed by other technical or business functions as part of other responsibilities. In smaller companies design, market research and R&d may be integrated fairly closely.
diverse concepts and involve stakeholders/experts. Reward buy in when eco-innovative ideas are implemented. Choose whether to pursue patents to protect the novel function,
involving all the company's personnel from shop floor through to senior management. www. orangebox. com www. ecodesigncentrewales. org/sites/default/files/EDC ORANGEBOX ENABLINGECODESIGNINWELSHINDUSTRY. pdf Crawford Hansford & Kimber:
do need you to set up a partnership with consultants or companies that posses this expertise? do need you to train yourself
, innovation experts and eco-innovative cluster organisations. Among many support schemes it has one that helps SMES with developing
and soon their results will be assessed by individual panels of individual experts (annual reviews). There will also be an impact assessment in January 2014,
MARIA ANVRET Senior Executive Scientific Expert and Advisor, Prof. Phd, FRCPATH, Confederation of Swedish Enterprise RAPPORTEURS:
the limited mobility of skilled workers throughout the EU27; the absence of legal certainty as regards patent law, technology transfer and standardisation processes;
), TAXUD (fiscal incentives), ESTAT (statistics, community innovation survey) and JLS (mobility of 3rd country researchers and immigration of high-skilled workers.
requiring advice by experts that need to evaluate the costs and benefits of each route.
A vision for 2020, Report of the Expert Panel for the Review of the European Standardisation System, exp384, February 2010, available online at:
http://ec. europa. eu/enterprise/policies/european-standards/files/express/exp 384 express report final distrib en. pdf. The Expert Panel for the Review of the European Standardisation System (EXPRESS) comprised 30 individual
experts from European, national and international standards organisations, industry, SMES, NGOS, trade unions, academia, fora and consortia and public authorities from EU member states and EFTA countries.
and reviewed by legal and commercial experts; it also brings a high antitrust risk, even if group discussions are allowed formally not;
research organisations, C (2008) 1329,4 October. 84 GLOSSARY OF ACRONYMS Expert Panel for the Review of the European Standardisation System (EXPRESS)( 2010), Standardisation for a competitive and innovative Europe:
a vision for 2020, Report of the Expert Panel for the Review of the European Standardisation System, exp384, February (http://ec. europa. eu/enterprise/policies/european-standards/files/express
. Harald Heiske Expert on IPR & Standards Siemens AG harald. heiske@siemens. com Mrs. Jacqueline Hunter
Mr. Magnus Madfors Director, R&d Policy Ericsson EU Affairs Office magnus. madfors@ericsson. com Mr. Thomas Marlow Seconded National Expert DG
CEPS consuelo. pacchioli@ceps. eu Ms. Anne-Sophie Paquez Adviser, R&d, Innovation Affairs Businesseurope a. paquez@businesseurope. eu Mr. Ralf Rammig
-EIB k. uppenberg@eib. org Ms. Linda Van Beek Advisor European Affairs VNO-NCW (Confederation of Netherlands Industry & Employers) beek@vno
-ncw. nl Mrs. Joke van den Bandt-Stel Permanent Delegate Brussels Office VNO-NCW (Confederation of Netherlands Industry & Employers) bandt@vno-ncw
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