We would like to thank the experts who reviewed the exposã and interim draft of this Policy Brief:
-nomic growth and employment. Europe has per -formed relatively badly in generating high-growth innovative companies that quickly become global
-works, improved access to equity finance, and fa -cilitated internationalisation Prepare breeding ground: Policies should pre
and with ten or more employees at the beginning of the observation period. â€oega -zelles†are born newly high-growth enterprises not
companies for job creation. The number and share of high-growth enterprises is small, but the number
One group of experts argues that govern -ments should do both, while others favour a policy
-try, Trade and Labour (OSC. The OSC operates no policy tools aimed explicitly or exclusively at
-ers, labour law, bankruptcy law, taxation, and also to SME policies rewarding staying small. Hence rather than trying to â€oepick winnersâ€, policy makers
-rillasâ€. 1 These enterprises are seen as important drivers of economic growth, employment and social well -being.
economic growth and job creation) to support all SMES"a little bit, "or to concentrate efforts on those with the highest growth potential
than 10 employees) as%of all enterprisesâ€, see p. 37 3 These countries are also home to many high-growth innovative SMES but the conditions under
as measured by employment (or by turnover), are enterprises with average annualised growth in employees (or in turnover) greater than 20%a year, over a three-year period,
and with ten or more employees at the beginning of the observation period. †4 A size threshold of ten employees is suggested to
avoid the growth of micro enterprises distorting the picture. Excluded from this definition are companies that
five years but nevertheless have more than 250 employees. Animal metaphors have some popularity in lit
includes for example new companies that grow from ten to 18 employees within three years †reaching a
than 250 employees. Nota bene, the obvious consequence of high growth of SMES is that they soon turn into
or a new organisational method in business practices, workplace organi -sation or external relationsâ€. 11 The minimum requirement for an innovation is that it must be new or signifi
ï Interviews with individual experts ï Expert survey Secondary data analysis ï OECD and Eurostat databases
Three expert interviews were conducted for this Policy Brief: One with OECD economist Jonathan Potter one with US venture capital and innovation policy advisor Burton Lee,
Two experts were charged with guiding the research for this Policy Brief, constituting an advisory board ï Allan Martel, President of Allan Martel Consulting based in Ottawa, Canada
These experts had agreed to review drafts of this policy brief and contributed to the workshop where the re
Allan Martel Consulting also contributed a case study (see section 5. 3) and an expert statements paper (statements are used throughout the Policy Brief
-tion, rewards for innovative employees, possible income limits, and regulations of sideline income including equity shares in new companies) of entrepreneurial researchers.
-neurial activities of employees in large companies, and recognition of business relationships of uni -versity researchers in peer groups
system (e g. employment and bankruptcy law Economic stability Right timing Resources Knowledge/skills Technological: e g R&d, IPR protection
system (e g. employment and bankruptcy law Economic stability Right timing The arrow â€oeright timing†only indicates that the right time matters;
barriers to competition etc but what is not so clear is what combination of conditions works best and, indeed, what
Share of high-growth enterprises (employment definition) in%of enterprises with ten or more employees 0
1 2 3 4 5 6 7 8 9 10 Manufacturing*(2006) Services**(2006 *Mining and quarrying;
***Employer enterprises with fewer than 250 employees Source: OECD (2009), p. 29 The picture is similar for â€oegazellesâ€.
terms of full-time employment or full-time equivalents. The largest share of high-growth companies was found in Norway (27),
-nants and strategies of young companies, based on 70 executive cases from 22 different countries and sur
many experts took a similar view, high -lighting that Europe is largely lacking such opportunity-looking entrepreneurial spirit
As regards impeding market regulation, highly regulated labour markets may be an important barrier for companies to grow. 33 As innovation policy advisor Burton Lee states:
to hire staff quickly -and you need to be able to dismiss them again if necessary.
employees in Europe that entrepreneurs and company managers are extremely cautious about hiring. †34
Sweden and Norway with traditionally highly regulate labour mar -kets, while Austria, a country with a fairly loose labour market regulation, has only an average share of high
-growth companies (see section 3. 2 above Since the European culture is said to favour security,
See also Minniti (2008), p. 787, suggesting that in developed countries labour mar -ket reforms may be particularly conducive to â€oesupport the growth of high-performance venturesâ€
High-growth enterprises are very important for employment creation Considering policy makers†desire to create jobs,
The importance of high-growth new companies for job creation has in recent years been substantiated widely by economic research.
found that â€oethe top 1%of all companies ranked by the level of revenue (job creation contributes 44%(40
These 691 companies made up 4. 9%of new companies with more than 10 employees in
40 See Finnish Ministry of Employment (2011), p. 6 Policies for high-growth innovative SMES v1. 6
For example, the top 5%of companies measured by employment growth created two-thirds of new jobs in any given year.
â€oeonly start-ups with greater than twenty employees have persistent employment effects over time and only in
small share of high-growth enterprises for overall employment creation in several countries. 43 Other studies
-mains Industrial policy, social policy, labour policy Industrial policy, innovation policy, labour policy Source: Autio et al. 2007), p. 79
52 Autio/Kronlund/Kovalainen (2007), p. 76 53 See Littunen/Niittykangas (2010) for the importance of entrepreneur†s know-how for high growth of firms in the Fin
The European commission considers the promotion of SMES as very important. Its numerous related activi -ties cover the"Small Business Act (SBA)" for Europe,
The Group of Independent Experts concluded that â€oeeurostars should not only be sustained but pref -erably its budget should be increased in the future.
-tomers and industry experts as well as support to find the necessary resources, above all funding and em
team, made up of twelve employees, selects 10-15 companies to be supported. The team applies eight se
senior management consultant Rebecca Scheel †the applying companies need to be at the right develop
business consultants. These companies then do a pitch to Accelerace†s investment committee which makes
The investment committee is made up of several investors, industry experts as well as Symbion†s CEO. The initial pitch to enter the programme resembles a typical investor pitch, while the final
pitch includes validated information for customers and industry experts, an actionable operational plan, and a
-formance, such as employees, revenue growth and number of customers. A mid-term evaluation is expected to be ready in autumn 2011.
may be the VIGO programme which was introduced in 2009 by the Ministry of Employment and the Econ
-trepreneurs and executives.(.The Accelerators are not consultants--they are co-entrepreneurs who in -vest in the companies they work with to guarantee common goals and passionate development effort. †72 The
Accelerators and other programme participants use their networks to funding sources, potential customers and partners to accelerate the growth of the target companies.
At the beginning of 2008 the innovation department of the Ministry of Employment and the Economy estab -lished a division for growth ventures.
on measures facilitating access to finance, foreign markets and human resources. Access to finance and foreign markets will be discussed more detailed below in sections 4. 2. 2 and 4. 2. 3. Examples of policies for
easing access to human resources include the following ï The SPRING programme of the government of Singapore offers several human resources related
measures: a Business Advisors Programme to attach experienced professionals as business ad -visors for potential high-growth SMES;
the Executive Training Programme to link talented under -graduates from Singapore universities with growth-oriented SMES;
employees and financing abroad as well as to cooperation in R&d, production and innovation activities with international partners
export shares, turnover and employment growth at the firm levelâ€. 120 The authors suggest that â€oepolicies sup
In a study for the European Commission†s Sectoral E-business Watch in 2009,42 experts responded to a
of stakeholders and experts with sectoral background and reputation. Second, its suitability for addressing advanced goals.
and job creation) to support all SMES"a little bit, "or to concentrate efforts on those with the highest growth
or failure. †144 The experts consulted for this Policy Brief took dif -ferent views.
example, the GDP or the employment level of a country grows if such policies are applied. This means that if
In Korea the SME sector, accounting for 99%of enterprises and 88%of employees, is consid
SMBA applies more than 100 SME promotion measures Recently there have been noticeable changes in Korean SME policies.
with 300 to 1, 000 employees is to be introduced for policy purposes. Korea†s SME policies
account for 99%of all enterprises and 88%of all employers. The traditional Korean policy perception of
-facturing, is an enterprise with less than 300 employees and with sales less than 8 billion won (approximately
-ment supports SMES with up to 300 employees with numerous measures, enterprises with more than 300 employees are regarded as large firms under strict government regulation
and cannot receive any support As a result, many enterprises do not grow Although the â€oeweakness concept†is still dominant,
In addition, SMBA had a SME promotion fund of 4. 3 trillion won (3. 6 billion USD),
and to increase employment, the government recently introduced several new programmes and activities ï the venture businessmen†s special lecture programmes on entrepreneurship at universities
ï improved support to spin-offs by executives and employees of large enterprises ï enabling start-ups at home and expanding the infrastructure for one-person creative enterprises
-quently SMBA has made the promotion of technologically innovative SMES one of its most important policy
The new focus is on the promotion of â€oeglobal Star SMES€ as the backbone of the economy.
employees, responding to global competition and developing initiatives to foster â€oehidden global champions†The introduction of policy schemes for supporting this group of enterprises will probably impact the Korean
Introducing a related law (Mid-sized Enterprise Promotion Act and the institutionalisation of this structural change are complicated issues and currently under discussion
or the number of employees in order to sustain the status of an SME and be applicable for government support
and 45 Executive Development Scholarships were awarded ï The Business Advisors Programme was created to attach experienced professionals, managers, ex
ï The Executive Training Programme helps SMES groom the next generation of potential business leaders by linking talented undergraduates from Singapore†s universities, with growth-oriented
MAP works with high-growth SMES to attract, develop and retain fresh talents. Targeting local university graduates,
polytechnic students to the dynamic and rewarding working environment of high-growth SMES through short term internships, co-funded by SPRING.
as much revenue and employment growth over the next three years as their counterparts which were not on
Jayaraman, joined the Asia-Pacific Executive Master of business administration Programme at the National University of Singapore through SPRING€ s Advanced Management Programme
and a critical mass of qualified technical and managerial manpower. As Rowen et al. 2006) note about the
property and new ventures, human resources headhunting, consulting and market research, and investment banking services for merger and acquisition activities.
minimum of 20 employees or to 10 million Canadian dollars (CAD) in sales or both There is currently a critical shortage of capital for technology based firms.
switched to high tech SMES with up to 500 employees (mostly under 25 employees. In Canada, in Cooper†s
more patents per employee than did larger firms In 2006 the US General Accounting Office (GAO) reported that from 1983 to 2004, participating federal
The SBIR is focused on SMES †namely over 41%of respondents had 15 or fewer employees â€, while about
15%had more than 100, for a mean of only ten employees. As expected very small firms had lower in
-creased sales and employment †with the best results for firms in the range of 15 to 25 employees.
local employment and regional development. Therefore governments should take note of this key finding. 161 In a 2010 study for CVCA Gilles Duruflã undertook a review of government assistance for firms in eight
employment safety net issues, the strategic line of discussion in 2010 gravitates around the diversification and clustering of SME business activities.
new policy systems have shifted public discussion from protection to promotion of SME business activi -ties;
-nology and information technology, employment and human resources, and financing Addressing barriers to access finance Beyond its regular annual reports, the SME Agency has been active recently in commissioning numerous
activities and increase employment in the private sector is clearly on the minds of politicians and business
of these functions through its vertical keiretsu, consisting of a layered division of labour among SME suppli
-pendent innovative capacity of SMES, then, the SME Agency pursues innovation promotion activities in two
ï Fostering employment of high-tech employees in SMES: the SME Agency introduced for the first
time in 2010 a subsidy programme for SMES employing next-generation high-tech human resources ï Fostering business transfer:
and Human resources that Generate Innovation Tokyo: commissioned by SME Agency, 2009 ï Mizuho Research Institute. 2009.
have less than 300 employees or capital below JPY 300 million. The majority of schemes target
In Israel, the main body that operates policy tools for the promotion of R&d in industry is the
Office of the Chief Scientist in the Ministry of Industry, Trade and Labour (OSC. The OSC
Chief Scientist (OCS) at the Ministry of Industry, Trade and Labour (MOIT. According to their mission
statements, the MOIT â€oefocuses on the promotion of economic growth in Israel†and the OCS â€oeoversees all
The OCS works at different levels on these issues, and manages several programmes that aim at the promotion of innovation and support of SMES
Among its activities the OCS provides access to the Eureka programme and supports the companies who
Another project that targets the promotion of innovation in SMES is initiated Magneton, also and managed by the OCS.
"MOF & MOIT formed a comprehensive programme for the promotion of high-tech industries",June 2010, at:
In all surveys of the IW Future Panel the enterprises are asked about their growth by employment and turn
of 20%or more in each of the previous three years and a size of more than nine employees at the beginning
these 59 companies had more than ten employees and thus fulfilled the OECD criteria for high-growth enter
excluding micro companies with fewer than ten employees and large companies with more than 250 em
-ternal to the company, not externally related to issues like the business cycle, consulting or public promotion
of mouth recommendation, employees, controlling, successful innovation marketing, extended distribution opportunities after being acquired by a trust (mentioned twice), withdrawal of competitors, severe winters. 167
Good coaching by external consultants Unproblematic access to growth finance Successful new marketing methods Successful introduction of new products or services
N=59 companies stating employment or turnover growth of 20%or more in each of the previous three years
10-250 employees, i e. meeting the OECD€ s definition criteria for high-growth SMES. For high-growth SMES
N=1, 451companies stating employment or turnover growth of less than 20%or no growth or even decline in the previous three years
Specific items include e g. management change, lack of skilled workers, too low distribution of risk, lack of experience with export markets
Good coaching by external consultants Unproblematic access to growth finance Successful new marketing methods Successful introduction of new products or services
N=22 companies not older than five years stating employment or turnover growth of more than 20%in each of the previous three years
The crucial argument against direct and selective promotion of high-growth SMES is Why promote those SMES that are successful anyway?
firms for employment creation also needs to be considered Considering country differences The level of difficulties in acquiring finance differs starkly between European countries (see section 4. 2. 2
-tional export promotion programmes and innovation support measures†which could also â€oeconsider the inter -actions and complementarities between national and EU level instrumentsâ€.
importance of high-growth SMES for employment in developed national economies, it appears to be worth
erable employment and welfare. Furthermore, governments should also not aspire to eliminate new venture failures. 192
However, existing evaluations and expert statements collected for this Policy Brief suggest that such policies should take a broader approach, not ex
education system, investment regulation, start-up regulation, market entry barriers, labour law, bankruptcy law, taxation, and also to SME policies rewarding to stay small.
further work towards single markets in Europe as well as enhancing the EC€ s Enterprise Europe Network
Possibly specific labour law rules for new high-growth companies Trade conditions Establish common markets and support
Ensure provisions in labour law and bank -ruptcy law conducive for high growth Economic stability Economic stability and
Employment effects of business dynamics: Mice, gazelles and ele -phants. Discussion Papers on Entrepreneurship, Growth and Public Policy;
of Education and the Ministry of Employment and the Economy: Evaluation of the Finnish National In
Ministry of Employment and the Economy (2011: Growth Enterprise Review 2011. Finnish: Kasvuyrityskat -saus 2011.
Ministry of Employment and the Economy of Finland, http://www. tem. fi/?/l=en&s=2383, last accessed May
Jonathan Potter, OECD, Senior Economist, Local Economic and Employment Development. 1 june 2010 Burton Lee, Innovarium Ventures, 17 august 2010
2008 Acs/Mueller Employment effects of business dynamics: Mice, Gazelles and Elephants Level 2 International Journal of Entrepreneurial Venturing
d) good coaching by external consultants e) unproblematic access to growth finance f) successful new marketing methods
During an intensive five-month process you will be in contact with customers and industry experts
by the Ministry of Employment and the Economy http://www. yrityssuom i. fi ***Vigo by Finnish Minis
-try of Employment and Economy â€oethe programme bridges the gap between early stage technology firms
by internationally proven entrepreneurs and executives. These Accelerators help the best and the brightest start
The Accelerators are not consultants--they are co -entrepreneurs who invest in the companies they work with.
â€) The Finnish Ministry of Employment and Econ -omy launched the Vigo Programme in 2009.
PROFICT Partners Oy manages the execution of the program. †Source: http://www. vigo. fi/program1
'30'may'2015'''This'policy'brief'presents'the'findings'of'the'fifth'work'package'(WP5)' of'the'â€oelearning (from
Work Package 5 European) Policy) Brief)#)5)))2 Learning! from! Innovation! in! Public sector! Environments 1 Relevance!
'This'offers'new'possibilities'for'public'employees'to'coqcreate'a'working'environment'that'is'compatible'with'their'work/life'balance'aspirations.'
'It'is'also'affects'the'attractiveness'of'the'public'sector'as'an'employer.''In'our'research,'we'also'paid'attention'to'followers,'late'adopters'and'laggards,
'In'this'sense,'the'skepticism'of'single'employees'is'also'a'barrier.''For'example,'in'the'Slovak'context,'this'has'been attributed'to'the'bureaucratic'attitude'inherited'from'the'communist'regime,'characterized'by'a'strong'aversion'to'change'and'innovation.'
'The'latter'is implemented'through'decentralized'negotiations'between'employers'and'unions'at'the'organizational'level.''Yet,'the'legislation'has'to,
collective agreement! or! softclaw! mechanisms).!) This! implies! the establishment! of! clear! rules! rights! and! duties! for!
employers,!, employees! and teleworkers.!Within! this! general! framework,!, telework! relationships! can! be! then arranged! in!
autonomy! within! public sector! organizations! at! the! local! level '4 European Framework Agreement on Telework, cf. http://goo. gl/Cyisfq
'For'example,'where'there'are'relevant'distances'between'homes'and'workplaces'(because'of'mountainous'territories,'densely'inhabited'cities,'etc.'
work/life! balance! and! other! dailyclife! aspects These! may! vary! depending! on! the! territory! considered.!
'According'to'a'â€oegrassroots'dynamic, â€'committed'employees'generally'design'telework'projects'in'autonomy, 'then'promoting'it'to'the'top'management,
''Top'management†s'decision'whether'to'consent'employees'to'telework 'or'not'is'necessary,'of'course.'
employees! for! experimental! telework! and! providing! the! necessary! support! through! top management†s! guidance 'European) Policy) Brief)#)5)))8
employees through! pilot! projects;!this! may! attenuate! their! perception! of! risk '5 8! Policy! recommendations!
'national'legislation,'collective'agreement'or'softqlaw'mechanisms.''This'implies'the'establishment'of'clear'rules,'rights'and'duties'for'employers,'employees'and'teleworkers.'
'Within'this'general'framework,'telework'relationships'can'then'be arranged'more'autonomously'within'public'sector'organizations'at'the'local'level.'
with respect to'work/life'balance'and'other'dailyqlife'aspects.''These'may'vary'depending'on'the'territory'considered.'
among'employees'for'the'implementation'of'telework'experiments 'and'provide'the'necessary'support'through'top'management†s'guidance.!
'and'also'the'need'to'manage'work'activities'and'relationships'with'colleagues'autonomously.''8. Highlight'the'diffused'benefits'achievable'for'both'managers'and'employees'through'the
'experimentation! of! pilot projects,'which'may'limit'the'perception'of'risk.''''In'conclusion,'the'adoption'and'upscaling'of'ICTQDRIVEN'social'innovations'is'a'critical'challenge'for'the'present'and'future'European'society.'
Work should facilitate Creation of high-fidelity models of challenging features transparency, size†This should be validated by testbeds with regards to the practical
technologies for economic growth, job creation and the quality of life of European citizens, as part of the Europe 2020 strategy.
2) The EU's strategy for digitisation and preservation builds on the work done over the
2011 and the Commission†s proposal for an Orphan Works Directive of 24 may 2011 5) Therefore, an updated set of measures for digitising and bringing cultural heritage
and use it for leisure, studies or work. It will give Europe†s diverse and multilingual heritage a clear profile on the internet, and the
%of employment. These industries are faced with a digital transition that is shaking up traditional models, transforming value chains and calling for new business models
12) On 24 may 2011 the Commission made a proposal for a Directive for orphan works
a harmonised approach to the issue of orphan works throughout the EU. For the large
-scale digitisation of out-of-commerce works, legislative backing for licensing solutions voluntarily developed by stakeholders may be needed in the Member States
key cultural or historical works and objects, as determined and selected by the Member States) through Europeana will enrich the content of the site, in line with the
18) In as far as cinematographic works are concerned the present Recommendation complements the Parliament and Council Recommendation of 16 november 2005 on
Directive on orphan works, once it is adopted, with consultation of interested parties ahead of adoption in order to facilitate a rapid implementation;
-border accessibility of works that are out-of-commerce c) contributing to and promoting the availability of databases with rights
a) ensuring that rightholders deliver works to legal deposit libraries without technical protection measures, or that, alternatively, they make available to
deposit works from one legal deposit library to other deposit libraries that also have the right to these works
c) allowing the preservation of web-content by mandated institutions using techniques for collecting material from the Internet such as web harvesting, in
Employment & Economic Development Strategy 60 Section 5: Infrastructure 80 Section 6: Communications/Energy/Regional Climate Change Strategy 98
FÃ S National Training & Employment Authority FDI Foreign Direct Investment FORFÃ S National Advisory Body for Enterprise and
HSE Health Service Executive ICT Information & Communications Technology ICZM Integrated Coastal Zone Management IDA Industrial Development Agency
2. 3 Changing Employment Profile of the Southeast Region 2002†2006 31 2. 4 Summary of Regional Strengths and Opportunities 42
economic and employment trends; industrial and commercial development transportation; water supply and waste water facilities; energy and communications;
s, provided a basis for the employment and economic development strategy element of the RPG
and to the Director and staff of the Regional Authority for their work in bringing this process to a successful conclusion
Finally, I wish to thank and compliment my fellow members of the Regional Authority for their valuable input into the
This Executive Summary summarises each Section of the Guidelines Section 1 Section 1 sets out the legislative framework for regional and national policy covering planning and environ
Section 4 sets out an Economic and Employment Strategy for the Southeast Region. The Strategy draws on
such facilities into new developments, including employment generating developments. The Section highlights the role of local authorities in promoting social inclusion and in tackling poverty.
1. Employment and Economic Development 2. Population Growth and Settlement Strategy 3. Transportation 4. Environmental Issues, Water Services and Waste Management
-work for Sustainable Economic Renewal. †In addition, the following guidance documents have been issued by the Department of the Environment, Herit
employment services and leisure facilities and to make better use of existing and future investments in public
promotion of social inclusion. The Plan also contains a commitment to support in the National Spatial Strategy in
the promotion of more balanced regional development The theme for the National Development Plan for the period 2007-2013 is †Transforming Ireland †A Better Quality
employment opportunities 16 Regional Planning Guidelines for the Southeast Region 2010-2022 Section 1: Context 17 17
additional residential and employment related functions and an improving transport network. These main urban centres will be complemented by development in surrounding and adjacent towns, which, combined
Unemployment; Educational disadvantage; Rural poverty; Poverty in disadvantaged urban areas; Child poverty; Women†s poverty; Health and
With the active promotion of the Plan by the SERA in conjunction with SEAI and Teagasc and its six constituent local authorities the realisation of
employment creation and regional development N24 PRIORITISATION STUDY The current N24 is of variable standard
strong growth in employment over the 10 years up to 2007, the downturn since then in the economy has resulted
in increasing levels of unemployment and the number of unemployed stands at 36,100 or 15.1%(Q3nhs, July
The value of goods and services produced per worker in 2007 was significantly below the national value (73.4
the main means of transport to get to work is a car or van (77.6%of all work
At around a quarter of all trips to work, the use of green modes of transport approximately matches
and services added per worker is significantly below the national average. The two key challenges facing the region are to enhance the rate
•Facilitating works at St. Mullins •New recreation hall in Bagenalstown •New Town Parks in Carlow and Tullow
•Works have commenced on the water supply to Belview Port (completion 2010 •Contract signed for Thomastown Waste Water Treatment Plant
•Water conservation rehabilitation works wexford •Wexford Opera house •Broadband MAN in Wexford Town •M11 Gorey Bypass
This includes developing strategies to create employment, to foster enterprise and innovation and support economic development
2. 2. 2 Employment and Economic Development The regional economy of the Southeast is based primarily on agriculture, manufacturing and services, tour
and employment, with the region having a higher than average reliance on this sector. However, the table be
which there has been a shift towards services employment in recent years with a consequent reduction in the proportion of the labour force employed in the agricultural sector
Table 2. 3 Changing Employment Profile of the Southeast Region 2002-2006 The Southeast Region has the highest rate of unemployment in the country at 15.1%(CSO, QNHS Q3, 2009
and income per capita is well below the national average (ranked 5th out of 8 regions in 2007, County Incomes
and Regional GDP 2007, CSO. Map 5 illustrates the variations in per capita disposable income across the
Agricultural Employment 11.6%10 %Industrial Employment 31.5%33 %Services Employment 56.9%57 %Regional Planning Guidelines for
the Southeast Region 2010-2022 Section 2: Population & Regional Profile 3233 33 Key Issues for Employment and Economic Development
The key economic development issues relate to •the need to respond to the major employment losses associated with the downturn in construction and
job losses in major export-led enterprises •the need to provide appropriate enterprise land with adequate water and waste water services to
accommodate the enterprise areas in which the region has some competitive advantage •the need to create vibrant city
and labour force mass by integrating Waterford and the main urban centres around the Gateway along the economic and transport corridors of the region
The agriculture and food sector accounts for a significant proportion of output and employment in the Southeast
Traditional rural based sectors of employment in agriculture, forestry and fishing will continue to have key roles
of off-farm employment, will be the mainstays of a strong rural economy. However, the mix and concentra
opportunity to supplement their farm income through off-farm work Rural Development It is recognised that there will be locally generated growth in rural areas over the period of the RPGS and that
best practice through policy and work practices The Southeast Region contains over 15,000 Recorded Monuments protected under the National monuments
-servation of built heritage, protection of archaeological sites and monuments and promotion and enhancement of
-able development of hubs and gateways, strategic developing areas and works to support employment creation
The Regional Authority will continue to work with local authorities, state agencies and service providers to ensure the swift and efficient roll out of broadband telecommunications infrastructure to smaller
-ed by local authorities through their Directors of Community and Enterprise and through the work of the County
which would welcome increased employment options within the region 2. Development of third-level facilities and courses
which would welcome increased employment options within the region 2. Development of third-level facilities and courses
Job creation needs to focus on the advanced sectors, the public sector, health and education, retail, tourism, green
A3 Promotion of the Knowledge Economy through increasing high-level research and development in the Higher and Further Education Institutes and developing industry †academic co-operation and links
and attracting overseas and domestic visitors through promotion of diverse and well -developed tourism sectors and highlighting the facilities for the business sector
attractive places to live, to work in and do business In this is the key to building critical mass and
to create employment and generate economic prosperity D4 Developing a self-sustaining forest industry based on a variety of species and a wide range of post-felling
which to live, work or to visit D9 Undertaking a coordinated approach to the protection of landscapes, in accordance with the European
and access work, education, shops and services is fundamental to the success of the settlement strategy.
Employment Growth The Settlement Strategy will be underpinned by economic development and employment growth. Employment growth should be located at main population centres
so that employment growth and population growth are linked in support of sustainable patterns of development
Implementation Following the adoption of these Guidelines, it will be the function of each constituent city and county council
to review its city/county development plan in line with these population targets and to develop a Core Strategy
-mute daily to work. Some may have roots in these areas, others may have no connection with the land but seek a
cases, locations chosen are considerable distances from where people work, reinforcing travel patterns that are dependent on car based commuting
-ground or the fact that they work full-time or part-time in rural areas. As a general principle, subject to good plan
•Employment growth that is located in, or accessible to/from, the main centres of population
Employment & Economic Development Strategy 6061 Regional Planning Guidelines for the Southeast Region 2010-2022
Employment & Economic Development Strategy 61 The recent period from 2008 to 2010 has been dominated by the global economic downturn.
serious impact on the lives of nearly all families as unemployment has grown and wages or working hours have
There are approximately 17,000 employees in Enterprise Ireland client companies across the region (Southeast Regional Competitiveness Agenda, Forfã¡
traditional low paid employment to higher value added employment in the region. There are a number of IDA
Employment & Economic Development Strategy 6263 63 These conditions can be described as follows •There is a need for a critical mass of population, a range of skills, an innovation capacity, as well as business
strong rural areas and ensuring an effective supply of employment opportunities and services. This enables areas to hold on to existing population, both urban and rural,
foster a wide range of enterprise activity and employment creation. These include -integrated strategies for physical, economic and social development and environmental protection, to guide
development of Strategic Employment Locations within the region to act as ready†togo economic gateway sites to the new industry.
Targeted investment in the development of Strategic Employment Locations at the Gateway, Hubs and County towns with first class infrastructure capable of facilitating new indigenous start-ups
Employment & Economic Development Strategy 63 63 Development of Community and Social Infrastructure is critical to supporting economic development and to
The availability of a critical mass of labour and skills, underpinned by high quality business infrastructure,
The identification of strategic employment sites Urban regeneration and development of the city quays, including new links from the city centre to the
Employment & Economic Development Strategy 6465 65 The priority in relation to strategic educational infrastructure must be the provision of a University for the South
The development of these locations would help to reduce travel to-work journey times Key Strategic Infrastructure to support development of the Hubs
the development of critical mass and to foster a wide range of enterprise activity and employment creation
Employment & Economic Development Strategy 65 65 public transport networks and through innovation, enterprise promotion and business links.
These towns will also require investment in water services infrastructure in compliance with all environmental legislation and the
towns and villages lie in their capacity to accommodate employment, residential and other functions on the
work in partnership to develop local business incubator units in Key Local Towns identified in the relevant
To provide a wider range of sustainable employment opportunities that would reflect both the current and
employment To improve infrastructure including roads, sanitary services, rural housing and information and communication networks
Employment & Economic Development Strategy 6667 67 Agri/ecotourism has potential to be a viable form of farm diversification away from the traditional tourist areas
Through positive and active promotion the region can create a self sustaining forest industry reliant on no one sin
Employment & Economic Development Strategy 67 67 Alternate uses for declining fishing harbours should be promoted to sustain local communities.
PPO 4. 3 It is an objective of the Regional Authority to work in partnership with key stakeholders to
Employment & Economic Development Strategy 6869 69 It is of critical importance for the region that it has the correct skills
Life sciences and through the provision of part-time and distance learning opportunities for those in employment. A
-edge workers and a lower capacity to generate research and development, stimulate private sector investment and innovation
investors and HPSU Principals in promoting and developing training/education models for workers in high value industrial activities
Employment & Economic Development Strategy 69 69 4. 6. 2 Research & development Ireland†s emphasis on the knowledge economy is a key target of future eco
right, and one capable of significantly increasing its share of employment This will require high-tech centres of excellence, facilities for R&d such as
The existing employment base and infrastructure of such industries should be expanded through the promo -tion of similar and related activities and the installation of supporting educational links with third and fourth-level
-ties are afforded to such persons to achieve the skills that will assist them to gain employment.
-ployed workers in the region will need to gain the skills that can help them regain employment.
A key requirement for industry for the future will be the continuous development of their human resources
Employment & Economic Development Strategy 7071 71 centres, and Vocational education Colleges (VECS) can provide the training facili
is an area that offers considerable potential for vocational training and continued professional development PPO 4. 10 The Regional Authority will support expansion in the Training and Skills sector of further edu
-cation as a positive step towards advanced training and reskilling of the labour force. The development
reskilling of the labour force 4. 7 Retail Strategy The Regional Authority would encourage preparation of a Joint Retail Strategy for
The retail sector contributes significantly to regional employment figures and to the economic development of the
broad employment opportunities and a wide range of services including education, healthcare and childcare facili -ties, transport systems and ready access to entertainment and amenity facilities
Employment & Economic Development Strategy 71 71 mixes of restaurants, cafã s, bars and attractive shops
If balanced regional development is to work, the spatial structure must be supported by policies aimed at
The retail sector contributes significantly to the growth in employment and to the economic growth of the
Employment & Economic Development Strategy 7273 73 region†s uplands, beaches and harbours. The potential for agri-tourism, eco-tourism, farmhouse accommodation
The training of staff for the industry by the third and fourth -level colleges, by CERT and by the industry itself must develop
and empower the workers within the industry to contribute to the development of that sector
PPO 4. 15 It is an objective of the Regional Authority to work with the relevant authorities including the
Employment & Economic Development Strategy 73 73 Table 4. 1 Summary of Appropriate Locations for Increased Enterprise Activity
based on the work of Forfã¡s, the national advisory body for enterprise and science 4. 10.1 Enterprise Dynamic
The Southeast Region exhibited strong employment growth over the period 1998-2008 and, not unlike other
the public sector. Employment growth in construction activities has been particularly strong in the Southeast and suggests that the recent and dramatic down-turn in this sector may have a greater overall impact here
sector, have boosted manufacturing employment and have helped to offset decline in longer established manufacturing sectors. However, continuing cost pressures, particularly in more labour intensive activities
combined with the deteriorating economic conditions globally, sees the manufacturing sector facing serious challenges in the immediate future
Employment & Economic Development Strategy 74 Contributing 9%to overall employment, the agricultural sector remains a significant part of the Southeast econo
-my. In addition, strong international players in the food processing industry have emerged from the region and are
significant employers and exporters Although the performance of the region in terms of High-Potential Start-up (HPSU) companies has been compara
challenge for the region will be to address skills development needs of those employees emerging from these sec
attracting and retaining skilled people, particularly internationally mobile skilled labour attracting knowledge intensive internationally mobile Foreign Direct Investment
A key challenge for the region is to ensure greater co-ordination in the promotion and preservation of the natural
Employment & Economic Development Strategy 75 4. 10.5 Leadership and Local Capacity Local leadership plays an important role in driving regional development, from the planning and delivery of criti
perhaps also a missed opportunity to work with this distinctive diversity through a more coordinated approach
Employment & Economic Development Strategy 7677 77 focused teams under a regional umbrella-possibly the Spirit of Enterprise Forum-to further explore
Employment & Economic Development Strategy 77 77 Innovation 14. Encourage an innovative mindset in the region through the promotion of examples of
successful innovation from across the public and private sector. Action at a regional level 15.
Specific regional initiative on upskilling-focussing on people in the labour force with basic or redundant qualifications and innovative delivery/access.
Employment & Economic Development Strategy 7978 SUMMARY/Development Plan Implications Section 4 sets out an Economic and Employment Strategy for the Southeast Region which is consistent
with the priorities of the Government Strategy †Building Ireland†s Smart Economy †A Framework for Sus
and employment developments that are appropriate to each sector within each county in the light of that analysis
Employment & Economic Development Strategy 7978 Development Plan Implications (Retail The Retail Strategy for the region supports the development of a Joint Retail Strategy for Waterford City
ilte Ireland Southeast, business and other tourism interests work collaboratively to develop and promote tourism.
-age and support more sustainable travel patterns among staff, clients and other visitors. The Regional Authority
Such a plan usually concentrates on staff commuting patterns but may also include business travel and fleet management.
•Home working •Increased use of public transport •Car sharing •Cycling and walking The plan is implemented usually as a planning condition
targets can provide many benefits for employers, employees and to members of the wider community.
-cessible and that efficient links are available for access to employment and for greater access to a range of com
transport to work, school, shopping and for recreational purposes. Cycling and walking are considered an effi
-cient, fast and relatively inexpensive form of transport and its promotion is in line with the principles of sustainable
development and promotion of healthy lifestyles. This objective will be achieved through the prioritising of needs of pedestrians in the urban environment through the management of movement, including traffic calming.
work with all the relevant agencies and local authorities to implement the upgrading of the N24 as set out in the N24 Prioritisation Study (Southeast Regional Authority, 2008
railway lines or where rail upgrade works are proposed, provision should be made for rail freight facilities including
appropriate (e g. not warehousing or other activities with low employment intensity Infrastructure improvements to be carried out in accordance with the best environmental
are proposed and where upgrade works are planned Short -term RP8 Provision of a new rail-passenger platform on the North Quays in Waterford City as part
strategic developing areas and works to support employment creation will also be prioritised 5. 2. 2 Water conservation
strategic developing areas and works to support employment creation The need to focus on the quality of effluent produced is underlined by the Waste Water Discharge (Authorisation
where rail upgrade works are proposed, provision should be made for rail freight facilities including freight handling equipment
The Regional Authority will continue to work with local authorities, state agencies and service providers to ensure the swift and efficient rollout of broadband
Installation of carrier neutral ducting with all significant civil works such as roads, water and sewerage infrastructure
-work will be upgraded/maintained as required in order to ensure quality of power supply and minimise electrical faults. Early consultation by transmission system operators with Planning Authorities and other relevant bodies is
-work to Belview, to County wexford and to other centres of industry. All such projects will be re
Future development within the bio-energy sector is regarded as an area that has significant employment and
Installation of carrier neutral ducting in conjunction with all significant civil works such as roads, water
The health service in the Southeast is managed by the Health Service Executive, established in 2004 with four
through the involvement of staff such as Arts Officers and the provision of sites and facilities
cannot access employment and do not have a say in the decisions that affect their lives.
>Sustain economic growth and employment >Provide levels of income support to those relying on social welfare sufficient to sustain dignity and avoid
poverty, while facilitating employment and escape from welfare dependency >Address the requirements of groups with specific needs at high risk of poverty
-ment of all relevant staff, in particular RAPID coordinators 108 Regional Planning Guidelines for the Southeast Region 2010-2022
-Within larger urban areas, internationally mobile labour with †in-demand†skills are attracted often to cities
and cultural life coupled with broad employment opportunities and a wide range of services including education, healthcare, childcare facilities, transport
secondary schooling, retailing, employment, social and sporting facilities and access to the national transport network, contribute to the attractiveness of a town
such facilities into major enterprise and other employment generating developments Social Inclusion The local authorities have been identified as having a role in social inclusion and, in particular, in the delivery
-work Directive, WFD) into Irish law 16 www. wfdireland. ie/maps Regional Planning Guidelines for
-Initiate local campaigns for biodiversity promotion such as native tree planting schemes creation of wildlife corridors and wetlands creation across the region
The control and promotion of awareness on invasive species is being driven by the All-Ireland Invasive Species Initiative www. invasivespeciesireland. com A useful guidance document relating
Our built heritage is part of the environment we live and work in and refers to structures built by man, physical alterations
which used local materials and labour The majority of vernacular structures are rural and urban domestic dwellings such as thatched houses, ter
and possibly may become uncovered following development/excavation work -Promote access to, and public awareness of, archaeological sites and National monuments
8. 4 Linguistic Heritage & Promotion of An Ghaeltacht Gaeltacht areas are considered to have unique cultural and environmental attractions,
•Promote the use of Irish in the Gaeltacht area in the home, schools and in the workplace
All programmes and works to develop the coastal walkway will be required to comply with the principles of sustainable development and all stages
Local authorities should encourage the promotion of architectural, cultural and natural heritage assets for the purpose of education and tourism.
The employment of Conservation Officers and Heritage Officers in the region to provide expert advice and professional guidance to local authorities
The Regional Authority is committed to the promotion of sustainable development All Plans and Projects should comply with Article 6 of the Habitats Directive to ensure that there are no sig
the Southeast Region and promotion and protection of the status of Blue flag Beaches •Measures in Pollution Reduction Programmes for Bannow Bay, Dungarvan Harbour and Waterford Estuary
additional residential and employment related functions and an improving transport network The Southeast Region will develop its identity and critical mass through better connections between the
and development, key employment locations and in roads and transport infrastructure would support and attract new economic development in the region.
C. Developing Strategic Employment Locations within the region to act as ready†togo economic gateway sites to the new industry.
Targeted investment in the development of Strategic Employment Locations at the Gateway, Hubs and County towns with first class infrastructure capable of facilitating new indigenous
Strategic Employment Locations will be identified by each local authority in City and County Development Plans D. Targeted land servicing measure, in terms of water services and access investments to release serviced land
E. Implementation of the Regional Tourism Development Plan for improved visitor facilities and promotion of
It will be a matter for the local authorities in the region, through their annual and any multi-annual capital works
-ral and human resources 10.2.1 Implementation Committee Implementation structures will continue through the Regional Authority and its Committees, local authorities and
The work of the Implementation Committee will need, however to be supported by a number of other implementation groups dealing with more specific areas such as planning issues
to urban renewal, recreational facility provision and tourism promotion -The development of the renewable energy potential of the region by bringing forward supportive
-Changes in unemployment and participation rates relative to national averages -Changes in average household incomes relative to national averages
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