%Furthermore, a higher proportion of Irish early stage entrepreneurs expect to become employers (85%)than their counterparts in Europe as a whole (72%)and those in all OECD countries (71%.
financial assistance through Jobs Plus and a range of workplace support schemes to support employers who employ a person with a disability.
An Employer Pack, available on the Department of Social Protection†s website, contains more details on these supports and services.
National Policy Statement on Entrepreneurship in Ireland 27 2. 1. 3 Share Based Remuneration In private Companies Share based employee remuneration can significantly reduce fixed labour costs
The extent to which a company can avail of tax efficient share based employee remuneration relief in Ireland,
which facilitate employers who wish to allocate shares, or grant options to buy shares, to their employees.
These include share option schemes, †save as you earn†share option schemes, approved profit sharing schemes, restricted share schemes and employee share ownership trusts.
The current tax treatment of share options however, is considered to be less competitive than that available in other countries
This creates a particular challenge for businesses seeking engineering or executive level talent to fill such roles as chief executive officer, chief operating officer and chief financial officer.
the use of share based employee remuneration by private companies in Ireland is limited. In addition for smaller companies the administrative burden of setting up such schemes is unduly high.
The Bill provides that the existing provision requiring that at least 50%of an enterprise†s employees must be Irish
which is aligned closely to the Expert Group on Future Skills Needs (EGFSN) analysis. These skills include all occupations relating to ICT,
which new types of mentors (volunteer entrepreneurs or serving executives) would be attracted. DJEI)- Test market on a regional pilot basis the establishment of an interactive searchable portal for mentors accessible to all enterprises.
of which over a quarter was generated from purchases by UK stores. 6. 5 Global Sourcing Project The Global Sourcing project has been a major area of focus for the EI-IDA senior management teams
This voucher can be redeemed against the cost of practical advice provided by participating expert providers in Northern ireland and the Republic of ireland to a company considering trading across the island.
Tourism and Sport EGFSN Expert Group on Future Skills Needs EI Enterprise Ireland EIB European Investment Bank EIF European Investment Fund EIIS
executives, and academic leaders who contributed to our global survey on which many of this report†s findings are based.
Nearly half of industry executives report having only some success, with remaining industry re-sponses split between rarely having success to regularly having success in the translation of R&d into new or improved products.
In the past year, 22%of industry executives reported significant technology growth and another 56%slight-to-moderate technology growth affecting their industry.
Seven out of ten of the industry executives report productivity gains in the last two years, with 20%noting significant improvements.
The results from industry executives who track return on investment is one of a generally improving bottom-line impact of research and development activities,
S. researchers is the shortage of skilled R&d workers. Finally, there is some commonality in the challenge of translating research into products,
%20%Competition 14%Translating Research into Products 10%15%Finding New Collaborators 17%Skilled worker Shortages 16%Rankings of Research Impact Metrics Broad Factors
d. Increasing federal funding for worker training by at least $10 billion per year; e. Increasing the gas tax by 35 cents per gallon
including making it harder for workers to receive disability benefits, while also providing incentives for workers to retire at a later age.
This includes: PAGE 3 THE INFORMATION TECHNOLOGY & INNOVATION FOUNDATION JANUARY 2014 a. Increasing the Social security
(and Medicare) full retirement age to 67 for workers born in 1954 and continuing to increase it by two months every year until it reaches 70;
a. Instituting progressive indexing that indexes SSI benefits to wages for low-income workers and to inflation for high-income workers;
or policy increase the amount of work hours per-capita by encouraging those workers who are able to work to enter into
federal support for worker training should be increased by at least $10 billion per year. There are several areas that should be targeted for investment,
Congress should dramatically reform federal personnel regulations to make it much easier to fire federal workers, especially underperforming ones. 28 Moreover,
increased immigration) or increase the number of hours workers work in their life. The former can increase GDP
having workers remain in the labor market, even for just a year or two more, would have a positive effect on both the deficit (by increasing taxable income and reducing entitlements) and GDP.
One way to increase total work hours per worker is to increase the number of hours worked each year.
Americans already work more hours per year than workers in most developed nations. 30 Do we really want Americans to take even less than their paltry two weeks of vacation
so that workers work more years. This means, as described below, raising the retirement ages for Social security, Medicare,
and federal government retirement programs, limiting disability payments for prime-age workers, and reducing America†s prison population.
Americans will be spending more years in retirement consuming a share of the output of current workers,
but only for workers born in 1960 or later. Yet, on average, life expectancy during retirement is projected to increase by 11 percent (2. 2 years) between 2015 and 2050.
Americans will be spending more years in retirement consuming a share of the output of current workers,
Congress should increase the Social security full retirement age to 67 for workers born in 1954
and generate more federal tax revenues as workers work longer. 33 The government should also increase the eligibility age for Medicare at the same rate as for Social security. 34 In addition,
but it will encourage workers to not retire early, leading to higher GDP and tax revenues.
Based on CBO€ s estimate for similar proposals, these changes will save approximately $77 billion over the next 10 years. 35 Assuming these changes cause the average worker to remain employed for two additional years
at the median salary and average tax rate for workers approaching retirement, these changes could also generate an additional $40 billion in taxes each year.
particularly for workers who are not able for physical reasons to work longer. However, these workers would still qualify for Medicaid and Social security Disability insurance (SSDI.
Moreover, with the move to an economy with many more jobs in the services sector, the availability of jobs that require limited physical exertion has grown.
Federal government worker pension liabilities have increased also substantially, with unfunded pension liabilities reaching $761. 5 billion in 2011.37 The current federal pension,
the Federal Employees Retirement System, provides a lifetime defined benefit for 45%46%48%22%28%35%67%74%83%0%20%40%60
%80%100%2010 2020 2030 Old-age Dependency Youth Dependency PAGE 10 THE INFORMATION TECHNOLOGY & INNOVATION FOUNDATION JANUARY 2014 federal employees.
Increase Prime-Age Residents†Work Rates It is not enough to increase incentives for workers to retire later;
we need to increase them for prime-age workers as well. The labor force participation rate for prime-age Americans aged 25 to 54 has dropped by 2. 9 percentage points
from 84.8 percent in 1990 to 78.8 percent in 2011.40 Every worker who leaves the labor force can generate a double-drag on the economy,
& INNOVATION FOUNDATION JANUARY 2014 would increase labor force participation rates as rejected workers would be required to find jobs.
If the share of workers receiving disability was reduced to the rates of the year 2000,
and taxes. 47 Although increased ease of obtaining SSDI benefits has been one cause of the decline in prime age workers in the labor force,
In addition, these workers would pay federal taxes. 54 Will These New Workers Take Jobs from Other Workers?
since there will not be enough jobs for the additional workers. But this view reflects what economists call the â€oelump of labor fallacy, â€
which refers to the notion that the amount of work available to workers is fixed. In fact, the number of available jobs is fixed not.
female workers earned money that let them purchase goods and services, which generated further demand for What is certain is that the United states will be less prosperous
PAGE 12 THE INFORMATION TECHNOLOGY & INNOVATION FOUNDATION JANUARY 2014 workers in the sectors that satisfied their consumption.
Congress should institute progressive indexing that indexes SSI benefits to wages for low-income workers and to inflation for high-income workers.
For future low-wage workers, this means they would still receive more in real dollars than today†s low-wage workers,
but future high-wage workers would receive close to the same amount. However, any progressive indexing should indeed be progressive,
with perhaps the â€oebend point†being set at the thirtieth percentile of earners while maintaining current-law benefits for the rest.
exactly as predicted by financial experts PAGE 15 THE INFORMATION TECHNOLOGY & INNOVATION FOUNDATION JANUARY 2014 like Aswath Damodaran, professor of business at the Stern School of business at New york University.
which workers choose to receive their income. Neither subsidy stimulates productivity or growth, and both distort consumer
Under current law, full-time employees pay a portion of their employer-provided health insurance premiums with before-tax dollars.
but because of the regressive nature of the tax deduction†income taxes are lower for low-income employees
and fewer low-income workers have provided employer health insurance†those who can most afford health care receive the highest income tax exclusion.
Furthermore, eliminating the employee portion of the health-care tax deduction puts both part-time and full-time employees on equal footing. 81
Under the CBO proposal the FRA would rise by two months every year for workers born after 1952.
It would therefore reach 67 for workers born in 1958 and then go up to 70 for workers born in 1976 and later.
CBO estimates this would save $58. 2 billion over the next decade. Congressional Budget Office, Options for Reducing the Deficit:
OECD, Employment and Labour market Statistics (summary tables; accessed October 15, 2013), http://dx. doi. org/10.1787/lfs-data-en. 41.
Social security administration, Annual Statistical Supplement to the Social security Bulletin 2012,(Average primary insurance amount for retired workers and average monthly benefit for retired and disabled workers,
The COLA is determined now by a version of the CPI that measures prices for urban wage earners
and clerical workers (CPI-W). The CPI-W measures price changes but does not assume that people change their buying habits in response to those changes.
Jonathan Gruber, â€oethe Tax Exclusion for Employer-Sponsored Health Insurance†NBER Working Paper no. 15766 (February 2010.
Gruber writes that keeping the tax exclusion for employers but removing deductibility of cafeteria plans raises only $42 billion
Prime-Age Residents†Work Rates Will These New Workers Take Jobs from Other Workers? SMART SPENDING CUTS Reduce the Growth of Social security Payments Eliminate Unproductive Business Subsidies,
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
ï§An updated labour market activation and welfare reform strategy; ï§A medium term strategy for early years and school age care to support increased parental participation in the labour force;
and ï§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
ï§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. ï§Attract
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: ï§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; ï§Attract and retaining world class talent,
ï§Publish regional labour market profiles to better reconcile available skills with employers†needs; and 2015 ACTION PLAN FOR JOBS 31 ï§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 ï§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,
à nag) 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 â 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 â 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,
ï§Working more closely with employers; ï§Increasing the capacity of the Public Employment service; ï§Evaluating the effectiveness of labour market programmes;
ï§Targeting more places and opportunities for young unemployed people and those who are unemployed long term;
ï§Promoting employment supports; and ï§Ensuring the effectiveness of referral from Intreo to further education and training.
Employers who sign this Charter commit that at least 50 per cent of candidates considered for interview will be taken from the Live Register;
ï§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;
which third-party providers with proven track records will be hired to provide additional employment services focused on the long-term unemployed. 74 ï§Continue to rollout the Youth Guarantee initiatives to support young jobseekers;
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 and An Bord Pleanã¡
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 â€oeadd-onâ€,
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
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.
Smart Futures volunteers sourced ï§Meet employer demand for employment permits in the ICT sector,
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.
Tourism and Sport EGFSN Expert Group on Future Skills Needs 2015 ACTION PLAN FOR JOBS 157 EI Enterprise Ireland EIB European Investment Bank
Health Research Board HPSU High Potential Start-ups HSE Health Service Executive IBEC Irish Business and Employers†Confederation ICMR Irish centre for Manufacturing Research ICT Information and Communications technology IDA Ireland Industrial Development Agency IFS International Financial services IICM Irish
and other experts who deal with sustainable development strategies and policies. The network covers all 28 EU Member States, plus other European countries.
academics, 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,
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