Ppt taiex intmarkt 25471 prague 231007 miguelmaresgarces

VALENCIAN REGION
FUNDACION COMUNIDAD VALENCIANA
REGION EUROPEA

Seminar on application of social security schemes to
employed persons, to self-employed persons and to
members of their families
TAIEX – INT MARKT 25471

Fundación Comunidad Valenciana – Región Europea

Flexicurity strategy:
employment throughout working
life, the ageing of labour force
Restructuring of member states
social systems.


Part1
EES +LISBON STRATEGY
FLEXICURITY


Part1
EES +LISBON STRATEGY
FLEXICURITY

Part2 Part3
Social security SPAIN valencian region


EES: introduction

The EES is the main tool to give direction to and ensure coordination
of the employment policy priorities to which Member States should
subscribe at EU level.

Basic idea:
economic convergence to be sustainable requires some labour market
convergence.

The European Employment Strategy (EES) has coordinated Member States'
employment policies since 1997 through:

common European guidelines and recommendations
annual national action plans for employment
monitoring, evaluation and mutual learning at EU level


EES: Guidelines

Attract and retain more people in employment and
modernise social protection systems
Improve adaptability of workers and enterprises and the
flexibility of labour markets.
Increase investment in human capital though better
education and skills.
Governance


A brief history of the EES

The early 1990s
The 1993 White Paper and Essen Strategy
The Amsterdam Treaty and EES launch (1997)
The 2000 review and 2002 impact evaluation
The 2001 Lisbon strategy
The 2003 revision of EES
The 2005 revamp of EES


The early 1990s
the need for EU actions in labour markets

In the 1990s, need to increase the employment intensity of growth.
Both the monetary stabilisation
More co-ordinated employment oriented policy response at European level.
Effective responses to prevent and tackle persistent unemployment levels,
which would in turn develop into long term unemployment and other
structural problems in the labour markets.
Find European solutions under Economic and Monetary Union.



"Delors' White Book" on Growth,Competitiveness and Employment

The ideological, political and analytical base upon which a coordinated
European approach to employment was developed.

Before the Treaty of Amsterdam, the responsibility for employment policy
was under the exclusive responsibility of the Member States, while the role
of the Commission was to promote co-operation, research and information
dissemination.

The Commission also assisted the Member States in their fight against
unemployment and social exclusion with Community funding, mainly through
the European Social Fund.



the European Council in Essen in December 1994 agreed on five key
objectives to be pursued by the Member States ;
the so called Essen Strategy :

- the development of human resources through vocational training,
- the promotion of productive investments through moderate wages policies,
- the improvement of the efficiency of labour market institutions,
- the identification of new sources of jobs through local initiatives,
- the promotion of access to the world of work for some specific target groups
such as young people, long-term unemployed and women.

• It also initiated the first steps to develop common European LM indicators
• The Essen Strategy was still based on non-binding conclusions of the
European Councils and lacked a clear legal base, a strong permanent
structure and a long-term vision.


The Amsterdam Treaty & EES launch

strengthening of the Community approach to employment
key elements :
1. high level of employment as one of the key objectives,
2. employment as a "common concern".
3. coordinated strategy for employment.
4. priciple of "mainstreaming" employment policy,
5. Joint Employment Report + Employment Guidelines for the Member States
6. Commission may propose and the Council adopt ecommendations
7. legal base for the analysis, research, exchange of best practice
8. It enables decisions to be taken by qualified majority

Luxembourg Jobs Summit of November 1997 anticipated the entry into
force of the Treaty and launched the European Employment Strategy in
its current form.
Cardiff (June 1998), Cologne (June 1999), Lisbon (March 2000),
Stockholm (October 2000) and Barcelona (March 2002).


The 1997-2002 EES: four pillars
The EES was initially structured into four pillars and a set of
corresponding guidelines.

1) Improving employability
2) Developing entrepreneurship
3) Encouraging adaptability in business and their employees
4) Strengthening the policies for Equal Opportunities

The EES was launched with a view to make decisive progress in the
fight against unemployment within five years.


2000 review “mid-term” evaluation
positive developments: weaker points:

the EES had created a common, Regional differences in labour market
integrated framework for structural performance remained important
reform which enables synergies to be Bottlenecks, largely due to the skills gap,
achieved across simultaneous and were emerging in a number of Member
mutually supportive action. States.

an increased involvement of a wide The implementation of different objectives
number of actors both at the European was uneven, with most progress achieved
and national levels in the EES. in employability whereas the adaptability
pillar was lagging behind.
An increased transparency of
employment policies, as well as an Local levels of administration and other
increased political accountability of the local actors needed to take a greater stake
actions. at the design and implementation of the
relevant Guidelines.
•


2000 Lisbon Council: The Lisbon strategy

Lisbon objective (2000): to become the most competitive and dynamic
knowledge-based economy in the world capable of sustainable economic
growth with more and better jobs and greater social cohesion
(+ respect for the environment)

Facing up the challenges of demographic change and
global economic integration (+ enlargement)
Need for coordinated action at EU level (governance)

ambitious quantitative targets for employment rates for 2010:
(70% overall and 60% for women)

new or strengthened priorities (such as skills and mobility, lifelong learning).

more but also better jobs so as to foster not only competitiveness and economic
growth but also greater social cohesion.


Lisbon targets


impact evaluation

• In 2002, the European Commission issued its evaluation of the first five
years of the EES (national reports and a joint report).

more than 10 million new jobs created since 1997 and 4 million less unemployed. how
much due to the introduction of the EES and how much to economic improvement,?
The evaluation highlighted significant changes in national employment policies, •
However, the EES is also seen to have a number of
weaknesses, partly in relation to the activation of the most disadvantaged groups
and to policy evaluation, and partly relating to new and emerging challenges. These
include:
- demographic challenges
- emerging skills gap
- enlargement
- globalisation and immigration


Evaluation results: employment performance

new jobs / employment rate

Women‟s employment rate
The rate for older workers increased
unemployment has been decreasing (also for women and the young + long term)

Nevertheless,
The Lisbon targets are within reach

Furthermore,
There are significant differences between Member States
.


Evaluation results: Active Labour Market Programmes

• Preventive approach
• The target of 20% of the unemployed participating in active labour market
programmes has already been overtaken by 14 Member States (excluding UK)
• a rise in training to combat skill shortages
• Combining training with other measures, such as work experience and
individualised action plans, increases the chances of success.
• Further progress in individual job search and guidance services at an early
stage of unemployment (mainly in Denmark, France, Belgium, Germany and Italy).
• Growing tendency to make ALMP more demand-led, and to improve the
cooperation between institutions in the public and/or the private sector
• An increasing recognition that integration into the labour market requires a broader
range of complementary measures contributing to social inclusion, with the
consequent need of more links with policies in other fields, such as ducation, health
care and housing.
• Nevertheless, still room to make the preventive approach more effective
• Furthermore, actions often targeted on the groups with the most potential.


Evaluation results: Active ageing

• All the Member States have made serious efforts

• However, only a few Member States have developed comprehensive
national active ageing strategies

• NOTE: increasing the mandatory retirement age does not automatically
increase the number of older workers in employment. The key issue is how to
boost the willingness of employers to keep older workers in employment until
retirement age.
Recent studies have shown that early retirement is frequently not the
employees’ choice and some Member States continue to use early
retirement schemes


Evaluation results: Female labour market participation

Considering employment performances in the period between 1997 and 2001, women
have contributed most to the overall growth of employment Rates.

The gender gap in activity rates remains substantial in several Member States,

ageing
female-friendly adjustments in the tax, pension and benefit schemes
encourage entrepreneurship
better care services for children and/or other dependents
women in permanent jobs (
gender equality at enterprise level / decision making
pay differentials
educational choices, stereotypes :encourage men to take roles


Evaluation results: Flexibility and Security

balance flexibility and security, such as reducing the negative aspects of
flexible work patterns, improving (lifelong) training and learning facilities and
promoting the reconciliation of work and family life.

Promoting a broader culture of learning in the workplace
Lifelong learning is still underdeveloped.

Gap in learning opportunities low skills/ higher educated, younger/older

Quality of work has not been fully addressed and most Member States
tend to identify their own priorities :
Flex-security and gender equality
working time
health and safety almost everywhere


2002 revision
New set of Employment Guidelines and Recommendations in 2003

Following the 2002 evaluation, the Commission adopted a “Communication
on the future of EES” in January 2003.

revised strategy with concrete objectives and targets.
three overarching objectives

- full employment (on the basis of Lisbon targets);
- quality and productivity at work;
- social cohesion and an inclusive labour market.

and insists on a better delivery and governance of EES.


Enlargement and EES
Since the late 1990s, the objective of the Commission:
candidate countries define employment policies that prepare them for membership of the Union and
progressively adjust institutions and policies to the European Employment Strategy.

The Commission initiated in 1999 a cooperation process on employment with these countries. EU
financial support for accession
preparations for ESF

"Joint Assessments Papers" ("JAPs"),
Most candidate countries consulted extensively on the draft Joint Assessment Papers, including
the Finance and Education Ministries and the social partners, which helped to establish policy
coherence.
implementation of the JAP commitments in 2002-2003.

The ten* new Member States prepared their first National Action Plans ("NAPs") for employment in
2004, along with those of the 15* other Member States.


2005 revamp

structural difficulties on the European social model:
ageing population
decline in economic performance

February 2005, the European Commission made a proposal for a revamp of
the Lisbon strategy to focus on delivering stronger, lasting growth and
more and better jobs.
complete revision of the EES,
the guidelines in conjunction with the macroeconomic and microeconomic
guidelines and for a period of three years. T
Synergies: national level and Community actions,
This new process has been in practice from July 2005,


2005-2008 Employment Guidelines
The new Employment Guidelines (2005-8) are eight and they fit within

three priorities:
1) attract and retain more people in employment, increase labour supply and
modernise social protection systems;
2) improve adaptability of workers and enterprises;
3) increase investment in human capital through better education and skills

ambitious new programme of mutual learning
exchange of good practice and the Dissemination, including at regional level,

Combined with a better use of EU financial resources,
European Social Fund ,


2005-2008 Employment Guidelines

1.Implement full employment, improving quality and productivity at work,
and strengthening social and territorial cohesion
2.Promote a lifecycle approach to work
3.Ensure inclusive labour markets, enhance work attractiveness, and make
work pay for job-seekers, including disadvantaged people and the inactive
4.Improve matching of labour market needs
5.Promote flexibility combined with employment security and reduce labour
market segmentation, having due regard to the role of the social partners
6.Ensure employment-friendly labour cost developments and wage-setting
mechanisms
7.Expand and improve investment in human capital
8.Adapt education and training systems in response to new competence
requirements


Further targets and benchmarks

on-going job search assistance,
• 25 % of long-term unemployment should participate by 2010 in an active measure in
the form of training, retraining, work practice, or other employability measure, with the
aim of achieving the average of the three most advanced Member States,
• jobseekers throughout the EU are able to consult all job vacancies advertised
through Member States„ employment services,
• an increase by five years, at EU level, of the actual average exit age from the labour
market by 2010 (compared to 59,9 in 2001),
• the provision of childcare by 2010 to at least 90% of children between 3 years old
and the mandatory school age and at least 33% of children under 3 years of age,
• an EU average rate of no more than 10% early school leavers,
• at least 85% of 22-year olds in the EU should have completed upper secondary
education by 2010,
• the EU average level of participation in lifelong learning should be at least 12,5% of
the adult working-age population (25 to 64 age group).


Progress towards the Lisbon targets


Concluding remarks

The positive impact of the EES in the second half of the Nineties was favoured by the
economic cycle.
However, structural improvements have occurred since 1997 thanks to reforms in a number
of areas, such as competition policy and labour markets.

• These improvements are reflected in:

- lower structural rates of unemployment,
- lower long-term unemployment rates;
- increased efficiency in matching between the unemployed and vacancies;
- a rise in aggregate labour demand;
- a positive effect of atypical labour contracts, such as part-time and fixed-term
- an increase in expenditure on labour market policies,
- Further progress transitions from temporary to permanent jobs and out of low-paid jobs.
- Lower labour market gaps related to gender and age
- Economic slowdown can negatively impact on social cohesion, ( new Member States)
- Need to better balance social and economic objectives


The process

Spring 2007 European Council (March 2007)

Member States to submit latest Implementations/ National
Reform Programmes (Oct. 2007)

Commission to present its third Annual Progress Report
(Dec. 2007)


The joint report on employment 06/07
Some progresses:
Employment rate (63.8%)
but difficult to achieve the goal of 70% in 2010;
Employment of ageing people (42.5%)
but difficult to achieve the goal of 50% in 2010;
Good progress in women‟s employment (56.3%)
the 2010 goal will be probably achieved;
Social reforms and a more balanced situation of Public Finances.

Some difficulties:
Productivity growth rate remains insufficient (0.9% in 2005)
Insufficient participation of adults in life long training;
School abandonment still high
The flexibility of labour market
Employment of some social groups : young people, women, migrants.


The joint report on employment 06/07

Some difficulties:

Productivity growth rate remains insufficient (0.9% in 2005)
Insufficient participation of adults in life long training;
School abandonment still high
The flexibility of labour market
Employment of some social groups : young people, women, migrants.


PART II
REGIONS
PART III
VALENCIA REGIONAL EMPLOYMENT STRATEGY


Regional contribution

Regions can bring some relevant contributions towards the Lisbon objectives:

1.- Promoting economic growth:
The regional planning of Stockholm in the economic field and education and training;
Innovation strategies
The creation of Employment and Economic Development Centres;
Life long training strategies;
The creation of economic development agencies;
Consultancy and training for SMEs.

2. Achieving full employment:
Regional and local employment strategies;
Active employment policies regarding job creation;
Modernisation of the employment services.


Regional contribution

3. Strengthening social cohesion:

Creation of support schemes with regard to disadvantaged people groups;
Specific programmes for immigrants;
Creation of working/learning places to improve the link between education and the
labour market;
Measures regarding prevention of school drop outs.

4. Governance:

The formulation of regional employment strategies;
Social dialogue;
Monitoring and evaluation practices.


Regions
Despite the different administrative models, the Regions are all involved in
instigating projects – in partnership with other players;

Employment and training policies are still insufficiently integrated with policies in
other areas that also contribute to competitiveness. However, a number of
examples show that where strategic approaches do exist at regional level, policy
integration and coordination is improved;

Decentralisation encourages policy coordination and integration. Regions that have
greater competence achieve a greater degree of policy integration and coordination.
Proximity to the issues at stake is therefore a key success factor;

Governance is an important factor in the success of employment and training
policies. Achievement of positive results in development processes is increasingly
dependent on the capacity of the various public and private players to be actively
involved in the design and delivery of policies;


In this context, the Regional Authorities are becoming catalysts and key coordinators
of regional development processes.
Their specific role is one of networking and getting various partners to work together
towards achieving development objectives.
Coordination with other administrative levels is necessary if the policies are to be
effective.
Considerable progress remains to be made in this area.


REGIONAL STRATEGIES
ON LAND DEVELOPMENT
IN THE VALENCIAN
COMMUNITY


Part2
Social security SPAIN


SOCIAL SECURITY
SPAIN

The state through the Social Security guarantees for those
persons who are included within its area of application, either
because they carry out a professional occupation and pays
contributions or because they fulfil the requirements laid down,
under the regulations concerning the non-contributory regime, as
well as having relatives or other persons who depend on them;
the necessary protection in accordance with the contingencies
and risks laid down by law.


Application field:
· Subject to the benefits of the relevant contributory regime, the following are included
within the field of application of the Social Security System, whatever their sex, marital
status or profession: Spanish nationals who live in Spain as well as foreigners who live
or are dwelling legally in Spain, always provided that in the above conditions as stated,
they carry out their activities within Spanish national territory and fall into one of the
following categories
· Employed workers.
· Self-employed or autonomous workers.
· Member workers of Associated Labour Co-operative.
· Students.
· Civil Servants- both civilians and military personnel
· Subject to the benefits pertaining to the non-contributory regime, the following are
included in the application of the Social Security System: All Spanish residents in
Spanish national territory and the foreigners legally resident in Spain.


Exclusions from the application field
· The Government following the proposals of the Ministry of Labour and
Social Affairs and attending to suggestions made by the most representative
trade unions or the relevant professional body, will be permitted at the request
of such entities, to exclude from the field of application of the corresponding
scheme of the Social Security persons whose work as self-employed persons
with reference to their work shifts or their pay, can be considered as performing
marginal activities or activities that do not constitute a pre-requisite for living.
· Business partners, whether or not they are administrators of capitalist
mercantile companies, the corporate purpose of which is not identified by the
performance of managerial or professional activities, but only by the
management of the assets held by the partners concerned.


Make up of the Social Security System
· General Scheme
· Special Schemes:
· Agricultural
· Maritime professionals
· Self-employed workers
· Domestic servants.
· Coal-mining
· Students (Student insurance)
· Civil servants.


Special Scheme for Autonomous Workers

Range of application

Registration, signing on and signing off

Application for initial and successive registrations

Effects of the registration

Contribution

Commencement, duration, and expiry of the liability to pay contributions


When should contributions be paid?
How should the contributions be made?

Contribution bases and rates.

Benefits
General characteristics

Temporary Incapacity


Risk during pregnancy

Maternity leave
·
Permanent Incapacity

Retirement

Death and Survival
Family benefits


Part3
valencian region


INTRODUCTION: VALENCIAN REGION

COMUNITAT VALENCIANA
Total surface area: 23.000 km2

 4,800.000 inhabitants, the population of the region accounts
for 10.5 % of the total Spanish population

income per inhabitant: 93(EU25=100)

Valencia is the third largest city in Spain

population density:185 inhabitant/Km2

One of the co-official languages of Spain together with
Galician, Catalan and Basque is Valenciano

The Region of Valencia is located on the Mediterranean coast of Spain and
is part of the so-called Mediterranean Arch,
an axis which has experienced
one of the fastest economic growth rates in the European Union


20 YEARS MANAGING EUROPEAN FUNDS
1994 / 1999 2000 / 2006
1.040 M ecus 2.744 M €
ERDF: 607M, ERDF: 2.055M,
ESF: 310M, ESF: 476M,
Agriculture funds: 123M Agriculture funds: 212M
3000 3000

2500 2500

2000 2000

1500 1500

1000 1000

500 500

0 0

ERDF ESF EAGGF Total ERDF ESF EAGGF Total


20 YEARS MANAGING EUROPEAN FUNDS

ENVIRONMENT AND HYDRIC RESOURCES

TRANSPORT AND ENERGY NETWORKS

COMPETITIVENESS AND PRODUCTIVE FABRIC IMPROVEMENT

KNOWLEDGE SOCIETY (Innovation, I+D, INFSO)

LOCAL AND URBAN DEVELOPMENT

AGRICULTURE AND RURAL DEVELOPMENT


EUROPEAN PARTNERSHIPS:
AN INSTRUMENT FOR ADDED VALUE

Permanent structures for European partnerships


VALENCIAN REGIONAL DELEGATION IN BRUSSELS
The Valencian Regional Office in Brussels is part of the Regional
Ministry for Cooperation and Participation which depends on the
Presidency of the Valencian Region.
The Delegation aims to disseminate the image of the Valencian Region in
Brussels through region marketing, as well as to promote the training to the
young of the Valencian Region by means of the promotion of public programs and
private grants.

It represents, defend and promotes the Valencian Region interest before the
European Union. In order to achieve this goals the Delegation works closely with
the different European institutions, the Spanish Permanent Representation to the
EU, the Regional Offices and other permanent representations of other European
Members.

Active participation in the European parliament activities and Committee of the
Regions (Commission RELEX and DEVE) initiatives in favour of economic growth
and subsidiarity respect .


The Foundation Comunidad Valenciana - Región Europea:

a new instrument for the Valencian region

FCVRE
Foundation Comunidad Valenciana – Región Europea
(created in 2003)


Development of the Fundación Comunidad Valenciana –
Región Europea (2003-2007)

50

45 54
40
72
35 41
30

25

20

15

10

5 6
0 0 3 0 0
Human Resources Antennas Agreements Projects


Development of the Fundación Comunidad Valenciana –
Región Europea (2003-2007)

Valencian people trained about European issues

60
50
54
40
30
20 6 6
24 24
0 0
10
6
0
Re- Trainees Local TOTAL
insertion Agents


Re-insertion into employment

SERVEF Subsidy ESF

Subsidy People

EMORGA (year 2005) 99.968.94€ 15
Mobility Programmes and Traineeships

EMORGA (year 2006) 79.976.49€ 13
People

“Youong Salary” 74.951.05€ 6
EURODYSEE 5
(year2005)

TOTAL 254.896.48 34
Traineeships at other entities 30
(IMPIVA, IVEX, FEPORTS,
Development Cooperation)

TOTAL 35

61

Current Human Capital: 54 people

Gender
CAPITAL HUMANO
40
FCVRE 2006
30 16 31
20 Men
Wom en
Trainees; 10
15%
0
2007

Degrees
Re-insertion
into 50
Fixed Staff; employment 40
62% 23%
30
36 Bachelor
20 Graduate
10 11
0
2007


VALENCIAN REGION TRAINEE PROGRAMS

An instrument of European integration
opportunity for all young people willing to have an experience
abroad or to complete their studies within the framework of a
European programme of mobility of this institution.



• La FCVRE has a long experience in the exchange of
young people and has obtained the leadership as
office welcoming young European people coming for
internships.
The FCVRE does not only have experience in terms
of training, besides it is leader in innovation,
technology and projects difusión.

• From our institution, young people are offered an
adequate methodology and taking into account a
number of thematic areas developing themes of
interest for the Valencian Community.

• Under the supervision of a tutor, carry out tasks of
support, thus gaining training and professional
internship which will help them finding a job.


interregional collaboration

• Our objective is to keep progressing in the interregional collaboration within the scope of the
EU, in which the Valencian Community raises the possibility for young people with certain
experience, knowledge of languages and motivated to work of joining the liaison offices
of the European regions.
• The fundamental objective is to narrow the ties of cooperation between regions including the
young people within their own funding programmes, or within the European programmes
of employment and training.
• Common Project
• Defined by the participating regions in the exchange. The young people would be under
the supervision of two tutors according to the following criteria:
• -Internships during three days in the hosting office and another one in the office of origin in
order to coordinate and supervise the tasks by the tutor of origin.
• -On Fridays, the trainee could keep on working at the FCVRE in order to continue his
training on themes of management, languages, European institutions, etc. for instance.
• www.uegva.info adl@delcomval.be


VALENCIAN REGION
Public Private Partnership (PPP)

The Foundation Comunidad Valenciana - Región Europea:
a new instrument for the Valencian region

 Public sector  Private sector
Regional Energy,
and local saving banks,
administrations chambers of commerce,
Public organizations universities,
pro associations


Public Private Partnership

 Public Private Partnership, the tool of the Foundation Comunidad Valenciana -
Región Europea promotes and provide European service to social and
economic bodies in our region.

 In 1999, the first policy on PPP was approved to develop innovation projects on
the framework of the urban management by means of the research of new
technologies solutions:. www.valenciainnova.info

 The Valencian Government has identified PPP as a priority and collaborates
with the Foundation on the expenses: location, infrastructure…

 12% of operational expenses are financed by the Valencian Government

 48% other entities support: Intercitrus, IMPIVA, FEPORTS, Saving Banks
Association, Feria Valencia, Feria de Alicante…

 40% Self – financing: European projects, allowance, services to third
parties…


European projects with the involvement of the FCVRE

Number of approved projects

41
Valencian budget of approved projects

54.0 Mo €
Total budget of approved projects

109.2 Mo €
Projects under evaluation

10 projects


Best Practices
Project Valencia Towers
Port of Valencia


Best Practices
Local development

The engagement of the FCVRE at local and regional level is
to promote the relations between municipalities and
provinces with other European regions

• Objetive: promote the participation of municipalities among the
transnational cooperation, participation in European projects,
agreements in technological and innovation transfer between
municipalities, as well as signature of agreements in technical
assistance or regional networks.

• Local and regional governments can participate in the new strategic
objectives of the EU

• The local and regional governments can be an example of change
innovating directly in municipal structures and improving the services
for citizens.


Cooperation with Local Development Agencies of
Municipalities

• Agreement of cooperation between FCVRE and the Federation of
Municipalities and Provinces

• Stage of Local Development Agents in Brussels

• Training programes

• Duration around 6 months

• Objective of the stage: direct participation in projects among european
funds and municipalities networks


Municipalities

FIRST AGREEMENT with municipality of San Antonio de Benagéber

. Incorporation date in Brussels: April 2005

Participation in Open days
International meetings
Taiex / Employment projects

. Objective: Leader in environment and cultural projects
. Contact: Miguel Mares Garcés (sabenageber_adl@gva.es),


Municipalities

• City Council of Vila-real: after municipal elections they have created a
new European integration department to coordinate and develop
European projects
• City Council of Vila-real: after municipal elections they have created a
new European integration department to coordinate and develop
European projects
• AGREEMENT with municipality of Vila-Real (Castellón)

• . Incorporation date in Brussels: September 2006
• . Objective: participation in three European projects 1.
PROYECTO EASY ( IEE CALL FOR PROPOSAL 2006 )
• 2. ESTABLISHMENT OF LOCAL AND REGIONAL ENERGY
AGENCY ( IEE CALL FOR PROPOSALS 2006 )
• 3. TAXI DRIVER ( LEONARDO PROGRAMME )
•
– Contact: Amelia Delcampo Carda ( afic@ajvila-real.es)


Municipalities III

AGREEMENT with County Council of La Ribera Alta

Incorporation date: February 2007
Objective: participation in European projects
Contact: Laura Bas (innovacion@delcomval.be )

County Council of La Mancomunitat de la Ribera. Among a
consortium with other County Council they have created two autonomous
entities for economic and social development in the cities: PATER
(Territorial Pact for Employment) involved in projects. and Energy
Agency (AER) to establish a culture of energy saving and develop
projects.

WE ARE OPEN TO RECEIVE YOUR EXPERTS AND SHARE
EXPERIENCES, TO PARTICIPATE IN EU FUNDING !


http://www.uegva.info


We want to cooperate with you and are open to discuss new
ideas for future initiatives

You may find further information on our website:

www.uegva.info


Valencian Regional Office Rue
de la Loi, 227 – 4th Floor
B-1040 Brussels


Thank you for your kind attention!

Miguel Mares Garcés
Head of Human resources
adl@delcomval.be


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