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HRD Strategy for Zadar County 1

HUMAN RESOURCE DEVELOPMENT STRATEGY

Zadar County

09.09.2005

LOKALNO PARTNERSTVO ZA ZAPO LJAVANJELocal Partnership for Employment, Croatia (EuropeAid/117375/D/SV/HR)BBJ Consult AG (D), Aarhus Technical College (DK), Employment Service of Slovenia (SL)


CONTENTS

1. Introduction.................................................................................................................. 3

2. Human resources development SWOT Analysis ............................... 5

3. Vision for Human Resources Development and Employment inZadar County by 2010 ........................................................................................... 7

4. Regional priorities and measures in context of the NationalEmployment Action Plan ...................................................................................... 9

5. Main Directions for HRD and employment for Zadar county ...... 13

6. SWOT analysis of EU guideline including regional priorities ofROP and regional measures for Zadar county...................................... 15

7. Implementation and funding ........................................................................... 76

8. Working Group ......................................................................................................... 76

9. Basic analyse of Zadar County ....................................................................... 79


Creation of the Human Resource Development Strategy

1. IntroductionEvery regional and local economy must react to threats and opportunities on theemployment, which are consequences of economical, technological and social changes. During apreparation of the strategy it is possible to identify problems and opportunities in theemployment field and to react to them in a co-ordinated and effective way. Among severeproblems might be i.e. a closure of a large enterprise, decline of important local industrial branch,the need for stimulation of activities in less developed areas or the problem of social exclusion ofthe part of population. There is a risk of neglecting co-ordination, partnership approach in thecritical analysis of the situation, as well as planning of measures because there might be apressure for quick solutions and there is the need to do something very urgent. Experience showsthat quick solutions and fixed problems did not lead to sustainable results, activities undertakenuse to be fragmented and without long-term impact on the employment situation. For the bestutilisation of sources strategic approach to the problems should be applied. This way can bringlong-term impacts in problem solving, it is built on strengths and utilises offered opportunities.

Important actors on the regional labour market can contribute in different ways to theemployment and human resource development. The effect of their effort might be multiplied ifthey join the partnership in the finding of ways and solutions to unemployment and create thecommon shared strategy. The preparation of the strategy helps partners to reconsider what theywant to achieve and how they want to do it. Realisation of the strategy ensures that partnersfocus on those activities that have a good chance to attract necessary funds and to have impacton target groups or organisations after an implementation.

This document is the first Zadar County employment strategy and logically follows andcomplements recently elaborated and improved ROP of the County, in the field of humanresource and social inclusion development. The main incentive for the development of the strategyis given by the presence of the local EU CARDS project Local Partnership for Employment wherethe main beneficiary in the County are Regional Offices of the Croatian Employment Services inZadar. Following the partnership principle, in May 2005 the HRD strategy working group hasbeen established. The members of the working group are representatives of the mainstakeholders and social partners on the regional labour market, like county office, ROP, CES,Chamber of crafts, Chamber of economy, union, schools, LEDA and big enterprises. LPE projectexperts trained the members on methodology for the strategy development.

The introduced strategy is in the line with the main objectives and guidelines ofCroatian National Action Plan for Employment and also reflects the regional dimension in itspriorities, measures and activities.

For the creation of the HRD-strategy were used such documents like NEAP, ROP, Labourmarket analyses, statistical yearbook, material from VET institutions and branches.

Document takes into account the findings and conclusions from the analytical phase of the LPEproject working group, which prepared comprehensive audit and information on regionallabour market in the period February – May 2005.


The strategy is an agreed programming document and according to its priorities should befinanced (measures and projects) from national or international sources available in the period2005-2010. The long term goals and visions are formulated for the year 2010, the mid-termgoals with measures priorita actions are formulated till the year 2008.

The strategy might be flexibly revised and adjusted according to the last development oreconomical changes.

The HRD- Strategy will help to have in Zadar-County :v a balanced labour market and educated, mobile, competetive labour force, which will be

able to adjust to labour market changesv an unemployment unemployment rate less than average in Croatiav good relationships between educational system and labour marketv a well developed enterprise sector


2. Human resources development – SWOT Analysis

2.1 SWOT analysis

The SWOT analysis constitutes a baseline for determining the vision, development objectives andstrategy. The objectives are based on the identification of those areas that require intervention tocorrect weaknesses and build on those that offer potential and opportunities.

Strengths WeaknessesHuman Resources

Ø Professional ces network with professionalpersonnel and modern technology

Ø Broad network of quality vocationalschools and universities

Ø Rise of population educational structure

Ø Growth in the number of inadequatelyqualified persons on the labour market

Ø Growth in the number of long termunemployed persons

Ø Long lasting adult-educational programmes,Ø Expensive adult-educational programmesØ Lack of coordination and systematically

monitoring system between the institutionsand organisations

Ø Problems concerning information abouttransition from school to job

Ø Lack of continuous, good-quality labourmarket analyses

Ø Low level of marginal groups' membersinclusion into the labour market

Ø Depopulation /abandoned villages/underdeveloped areas/ temporary residence

Ø Large percentage of population on pensionEnvironment and Natural Resources

Ø Rich cultural and historical heritageØ Favourable geographical positionØ Clean, healthy and diverse environment,

including national and natural parksØ Good soils and climate for early season

food production and healthy foodØ Clean sea for tourism and maricultureØ Enough good quality water

Ø Negative environmental legacy of mineralexcavation (including alkali pools)

Ø Inadequate wastewater and solid wastemanagement

Ø Remaining mined surfaces in some parts ofthe hinterland

Ø Illegal construction, especially along thecoastline

Economic ActivitiesØ Dynamic SME sector emergingØ High labour productivity in private

enterprisesØ Good tourist infrastructure and possibility

of matching «new tourism» trendsØ Good local food, with strong regional

identity

Ø Unattractive investment environmentØ Complicated conditions to get a loanØ Large informal sector (grey economy)Ø IT and modern technologies are not well

integrated in the economy and theproductive sectors

Ø Lack of management skills amongentrepreneurs

Ø Lack of guarantees specially in thehinterland


Infrastructure and ServicesØ Good transport network / developed

network of naval, air, road, and railroadtraffic

Ø Infrastructure on the national level(traffic connections with other parts of theworld)

Ø Telecommunication system of ZadarCounty is adequate

Ø Some islands and hinterland places withoutinfrastructure

Ø Bad public transport between islands andmainland

Ø Bad public transport for daily migrationØ Lack of working conditions in Social Welfare

institutionsØ After school childcare is absent or unefficientØ Old equipment in hospitals

Government, planning, laws and regulationsØ Slow and traditional bureaucracy, limited

cooperation between institutions

Opportunities ThreatsHuman Resources

Ø Develop a systematic campaign in othercountries (Italy, Germany, Australia,America) to attract new investments ofCroatians living abroad

Ø Consolidate the University of ZadarCounty, to avoid youth leaving the area

Ø Promote technological equipment ofeducational institutions

Ø Promote the possibility of furthereducation and retraining for unemployedand threatened by unemployment people

Ø Promote the possibility of acquiring ofprofessional education (two-year collegeor university level of education in theregion)

Ø Drain of highly qualified manpower to otherparts of Croatia or abroad, due to lack ofemployment opportunities

Economy and InfrastructureØ Prolongation of the tourist season and

new trends in tourismØ Use of EU- funds for employment

promotionØ Development of SME'sØ Support of the enterpreneurshiip

developing institutionsØ Development of family-based companies

cooperation between employers andeducational institutions in creating theadult educational programmes

Ø Development of internet, e-commerceand information technologies

Ø Development of massive tourism projects inneighbouring countries (the so-called newdestinations)

Regional and Policy factorsØ Positive driving forces tied with the

country'sØ application for EU membership.Ø National tax policy and high non-wage

costs

Ø National tax policy and high non-wage costsØ Foreign and general investment policies:Ø lack of clear rules and regulations for newØ investments, lack of systematic informationØ Possible discrepancies between Zupanija and

national development policies


3. Vision for Human Resources Development andEmployment in Zadar County by 2010

3.1 Vision for Zadar county

Vision for Zadar County

According to its vision Zadar County wishes to be an environmental friendly centre of theAdriatic where a dynamic economy meets traditional and historical values .

In the long term, i.e. 20 years, the Zadar County wishes to be an economically well-performingregion achieving parameters comparable to the EU average in all basic criteria (including GDP

percapita, employment rate, quality of public services, situation of the basic infrastructure) andthe corresponding quality of life of its population.

At the time being, Zadar County lags behind the EU average in most of the macroeconomiccriteria, and so to mitigate the differences, a higher economic growth rate (if possible higher thanthe EU average) will be necessary from the long-term perspective. The vision takes into account

the current assets of the region and, in a perspective of sustainable development, indicateswhere the region wishes to move.

Long-term Objective for Zadar County

By 2010, Zadar County will be an economic and cultural regional centre, with a balanced andsustainable development, based on its traditional resources that will include tourism, agricultureand technology based industry.

The long-term objective is based on the assumption of an increased efficiency in the County'seconomy; the growth of its competitiveness will be the key point for a sustained performance ofits economy, which should lead towards the improvement of the labour market situation. Withregard to existing differences in the development level of various parts of the County, the role ofthe regional government will be, on the long term, to help removing these discrepancies betweenthe coast, the hinterland and the islands; and promote a sustained balanced economic and socialdevelopment of the region.The long-term RDP objective includes an effort to provide better living standards for thepopulation who live and work in the county, by means of a well-balanced economic developmentand growth, based on the available human and natural resources. This process of achievingeconomic growth, while maintaining or improving the quality of the environment, is a way towardssustainable economic development.

Specific Objectives

The long-term objective will be achieved by building on three specific objectives of the RDP:v A sustainable diversified economic development, mainly built on tourism, agriculture,

fishing, clean industry and services;v Development of balanced social, communal and economic infrastructure;v Development of human resources, education and information

21.04.2006 HRD Strategy for Zadar Count 6

Graphic1: Pyramid of objectives for Zadar CountyVISION

Zadar County wishes to be an environmental friendly centre of theAdriatic where a dynamic economy meets traditional and historical values

LONG-TERM GOALBy 2010, Zadar County will be an economic and cultural regional center, with a balanced

and sustainable development, based on its traditional resources, that will includetourism, agriculture and technology-linked industry.

Specific Objective 1

A sustainable diversified economicdevelopment, mainly built on

tourism, agriculture, fishing, cleanindustry and services


Development of balanced social,communal and economic

infrastructure


Development of human resources,education and information

HRD Strategy for Zadar Count 7

3.2 Vision of Human Resources Development and Employment for Zadar

county

The Working group of the local partnership has created the vision that is practical and reflectsneeds of employers and the labour market and will contribute to general social and economicdevelopment of ZadarCounty.

Vision of Human Resources Development and Employment forZadar county

The available work force is educated and trained and flexible soit can respond to demands on the labour market and contributeto positive sustainable and balanced economical development

of Zadar County.



Development of human resources, education and information

Employmentpromotion

Supportingentrepreneur-

ship

Increasemobility ofwork force

Genderequality

Improvingeducation

Integration ofpeople in

disadvantaged position inthe labour

market

Legal ways ofemployment

Long lifelearning

Decrease ofregional

developmentdifferences

Priorities


4. Regional priorities and measures in context of theNational Employment Action Plan

4.1 National Employment Action Plan

The Guidelines in Croatian National Employment Action Plan follow guidelines given in theEuropean Employment Strategy.

This strategy has tree general goals:v Full employment,v Quality and productivity of work,v Social cohesion and inclusion.

To achieve these goals it is necessary to continue with structural reform in all main and interrelatedareas that are covered by 2003 ten Guidelines of European Commission for member states.

The achievement of these objectives covered by ten guidelines, which are:EU Guideline 1. Active and preventative measures for the unemployed and inactiveEU Guideline 2. Job creation and entrepreneurshipEU Guideline 3. Address change and promote adaptability and mobility in the labour marketEU Guideline 4. Promote development of human capital and lifelong learningEU Guideline 5. Increase labour supply and promote active ageingEU Guideline 6. Gender equalityEU Guideline 7. Promote the integration of and combat the discrimination against people at a

disadvantage in the labour marketEU Guideline 8. Making work payEU Guideline 9. Undeclared workEU Guideline 10. Regional disparities

4.2.1 ROP for Zadar county

The ROP for Zadar county is in the line with the methology with the European Community andmakes an integral social, dvelopment and economic framework of County of Zadar. The primaryobjectives are:v Substainable economic development based on tourism, agriculture, fisheries, clean industry

and servicesv Development of traffic, utility a balanced social infrastructuev Development of human ressources (information and education)

4.2.2 Priorities of ROP for Zadar county

The strategy defines seven priorities for Zadar s overall development over the period 2004-2010.

1. Improve investment environment to attract local and foreign capital2. Support the development of SMEs to generate employment and increase local production3. Development and promotion of added value production based on natural resources4. Communal Infrastructure5. Economic and Transport Infrastructure6. Social Infrastructure7. Business and Education Links

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These priorities of ROP for Zadar county have been established to achieve the targets set up bythe ROP s long-termobjective: a sustained and balanced regional economic growth.

4.2.3 Measures of ROP for Zadar county

A particular priority is carried out by different measures. These measures define the activities andthe corresponding financial resources needed to achieve the priorities.

Priority 1. Improve investment environment to attract local and foreign capital

Measure 1: County Development Agency

Priority 2. Support the development of SMEs to generat employment and increase

Local production

Measure 2: SME Development StrategyMeasure 3: Investment and Guarantee Stimulus Fund

Priority 3. Development and promotion of added value production based on natural

resources

Measure 4: Diversified and New Forms of TourismMeasure 5: Agro-industry and Support to CooperativesMeasure 6: Promotion of Fish farming and industryMeasure 7: Modernization of Technology

Priority 4. Communal Infrastructure

Measure 8: Water Supply and Sewage SystemsMeasure 9: Waste ManagementMeasure 10: Energy Systems

Priority 5. Economic and Transport Infrastructure

Measure 11: Transport and Traffic InfrastructureMeasure 12: Agricultural and Rural InfrastructureMeasure 13: Demining

Priority 6. Social Infrastructure

Measure 14: Schools, cultural and sport facilitiesMeasure 15: Health and Welfare Institutions

Priority 7. Business and Education

Measure 16: Meeting Market Demands University and Vocational LevelsMeasure 17: Grant Scheme School and University to WorkMeasure 18: Requalification and Self-employment programme for the Long-term UnemployedMeasure 19: Training of Civil Service Institutional Building

Regarding our project of Human Ressource development and Employment the most importantROP priority for Zadar County for the Working group of local partnership are priority 2, 6 and7.

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Based on NEAP, ROPs from Zadar, statistical data of Labour market and labour market analysesand social sector SWOT analysis, suggestions and comments by regional experts, this Strategyenvisages the Working group of local partnership concentrated on the following four majorstrategic directions to strengthen capacity of human resources and efficient their use in ZadarCounty:

Ø Employment promotion

Ø Enterpreneurship promotion

Ø Education promotion

Ø Social welfare and inclusion

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Vision of HRD of Zadar countyThe available work force is educated and trained and flexible so it can respond to

demands on the labour market and contribute to positive sustainable and balancedeconomical development of Zadar County

Employmentpromotion

Entrepreneurshippromotion

Educationpromotion

Social welfareand inclusion

Strategic direction

Increasemobility ofwork force

Integration ofpeople in

disadvantagedposition in thelabour market

Genderequality

Supportingentrepreneur-

ship

Long lifelearning

Improvingeducation

Legal ways ofemployment

Decrease ofregional

developmentdifferences

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5. Main Directions for HRD and employment for Zadarcounty

On the basic of NEAP, ROPs from Zadar the Working group of local partnership planned to makethe following measures:

EU Guidline 1 Employment promotion Measure 1.1 Establishment of Employmernt Association

and Preparing for and creation of

partnership projects

EU Guidline 1 Employment promotion Measure 1.2 Development of special programms for

employing women and long-term

unemployed

EU Guidline 1 Employment promotion Measure 1.3 Establishing Business Information centre

EU Guidline 2 Supporting

enterpreneurship

Measure 2.1 Informing and training potential

entrepreneur for start up business


enterpreneurship

Measure 2.2 Making it easier to start up and run

buisiness


enterpreneurship

Measure 2.3 Organising business, entrepreneurial and

managerial education


enterpreneurship

Measure 2.4 Improving labour relations between

employers, employees and state instititions

EU Guidline 3 Increase mobility of work

force

Measure 3.1 Promoting possibilities for working outside

the place of residence and the need for a

personal involvement in a search of a job

EU Guidline 3 Promoting part-time

employement

Measure 3.2 Better information about for employers

about all legal ways of employment,

especially about part-time employment.

EU Guidline 4 Long life learning Measure 4.1 Development of adult educational

programmes

EU Guidline 4 Long life learning Measure 4.2 Creating of One stop shop

EU Guidline 4 Improving education Measure 4.3 Promoting links between vocational

education and working life

EU Guidline 4 Improving education Measure 4.4 Updated equipment and premises of

education institutions

EU Guidline 4 Improving education Measure 4.5 Strengthen co-operation between

universities, regional authorities, and

private sector

EU Guidline 4 Improving education Measure 4.6 Promoting links between higher education

and working life

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EU Guidline 4 Improving education Measure 4.7 Updated equipment and premises of higher


EU Guidline 5

EU Guidline 6 Gender equality Measure 6.1 Improving employability of women

EU Guidline 7 Integration of people in

disadvantaged position in

the labour market

Measure 7.1 Adapting working places for disabled

persons



the labour market

Measure 7.2 Improved help of CES to unemployed

disabled persons.



the labour market

Measure 7.3 Additional work with socially excluded

groups for increasing their inclusion in

labour market



the labour market

Measure 7.4 Rehabilitation and reintegration of various

groups into labour market (war veterans,

substance abusers, etc.)



the labour market

Measure 7.5 Give an opportunity to adults without

elementary level education to finish

elementary school



the labour market

Measure 7.6 Improving social service provision,

Retraining and education of the welfare

workers

EU Guidline 8

EU Guidline 9 Prevent undeclared work Measure 9.1 Prevent undeclared work

EU Guidline 10 Decrease of regional

development differences

Measure 10.1 Better use of available national and

international development funds

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6. SWOT analysis of EU guideline including regionalpriorities of ROP and regional measures for Zadarcounty

On the next pages of the strategy is given detailed overview for each guideline followed bySWOT analysis for Zadar County in the area covered by particular guideline, followed byregional priorities and measures for that guideline in detail.

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EU Guideline 1 ACTIVE AND PREVENTATIVE MEASURES FOR THEUNEMPLOYED AND INACTIVE

States will develop and implement active and preventative measures for unemployed and theinactive designed to prevent inflow into long-term unemployment and to promote the sustainableintegration of unemployed and inactive people. They will:

- ensure that at an early stage of their unemployment spell, all jobseekers benefit from anearly identification of their needs and from services such as advice and guidance, jobsearch assistance and personalised action plans;

- based on the above identification, offer jobseekers access to effective and efficientmeasures to enhance their employability and chances of integration with special attentiongiven to people facing the greatest difficulty in the labour market; Member States willensure that:

- every unemployed person is offered a new start before reaching 6 months ofunemployment in the case of young people and 12 months in the case of adults in the formof training, retraining, work practice, a job, or other employability measure, combinedwhere appropriate with on-going job search assistance;

- by 2010, 25% of the long term unemployed participate in an active measure in the form oftraining, retraining, work practice, or other employability measure, with the aim ofachieving the average of the three most advanced member states;

- modernise and strengthen labour market institutions, in particular Employment Services;- ensure regular evaluation of the effectiveness and efficiency of labour market programmes

and review them accordingly.

SWOT analysis of Zadar County for the first guideline

STRENGTHS WEAKNESSESØ active employment policy measures,Ø available the latest labour market

analysis for the county,Ø good VET availability,Ø ES has a well organised and detailed

database of unemployed in electronicform,

Ø professional selection of job candidatesfor employers (ES).

Ø low level of education of unemployed and inactive,Ø measures of the active employment policy are not

sufficiently effective considering the needs,Ø lack of management and capacities for

development of human resources,Ø lack of innovative connection between active and

proactive employment measures.

OPPORTUNITIES THREATSØ better quality of projects for lowering

unemployment,Ø focusing on projects, not on

programmes,Ø better cooperation with employers,Ø involvement in CARDS and PHARE

projects for better cooperation withlabour market stakeholders.

Ø employers are not obligated to declare jobvacancies,

Ø undeclared work,Ø unreliable financing of part of programmes

Development and employment fund doesn t pay intime.

The long term vision and objectives for 2010

Speaking long-term, Zadar county is the region of balanced labour market which satisfies demandsof the globalized, open and competitive economy. In the region there is an active and dynamiclabour market with:

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v Labour force which is educated, trained, mobile and competitive and able to adapt to thechanges in economical structure

v Unemployment rate not higher than Croatian averagev Employment structure and employment opportunities which enable material well-being of

population and prevents social exclusionv Well developed economic sectors, especially those related to tourism, agriculture and

processing industry

The middle term programme till year 2008

Mid-term programmes, following priority actions, lead towards the fulfilment of strategic goals andrealization of long-term goals and vision:v Total employment rate from 43,78% in 2001 to 53% by 2012 (49% by 2008)v Total women employment rate from 35,13% in 2001 to 45% by 2012 (40% by 2008)v Total men employment rate from 52,24% in 2001 to 60% by 2012 (57% by 2008)v Total older persons employment from 19,2% in 2001 to 40% by 2012v Total younger persons employment from 17,8% in 2001 to 30% by 2012v Lowering unemployment rate from 21% at the beginning of 2005 to 16% by 2012 (with

Croatian average 18% by 2008)v Every unemployed persons should be given new beginning (entering the world of labour)

before they enter into the long-term unemployment, and young persons (15 24 years ofage) before expiration of 6 month unemployment period

v 25% of unemployed persons should be included into the active employment measures byyear 2012

Specific quantitative / qualitative programme goals:

Association for development of human resources and employment would be of a minimal formalstructure, based on the interest partnership between the parties involved, and would be orientedtowards merging regional, national and EU partners interests and resources, aiming to ensuresupport, coordination and alleviation of investment into the development of human resources andcreation of new employment opportunities in the region.v Increase of employability of long-term unemployed personsv Increase of employability of womenv Decrease of long-term unemployed by 30%v Decrease of unemployed women share by 25%v Increase of women with manager status by 20%v Increase of women entrepreneurs by 25%v Continuous monitoring of situation and needs on the labour marketv Promoting elaboration of professional standards as a baseline for vocational education

reform (relative curricula, modularization, estimation, verification and recognition), and itsadjustment with the needs of economy. Basic stimulation of educational entrepreneurshipand competition of training and re-education programmes with the general purpose ofdecreasing expenses for training and adjusting labour force with the demands of economy.

v Creating pre-requisites for balancing educational system with the labour market needs.v Determine longitudinal and structural (generational) monitoring of young (age 15 24)

persons aiming to systematically collect information on their education and training, theirperceptions and aspirations regarding employment, as well as on their life goals andvalues, family impact on professional choice, obstacles and support in entering into thelabour market, process of searching for job, preferences in employment for salary or withinpersonal entrepreneurial project, employers attitudes toward employing young workers,working conditions, ways young persons control and spend income, make decisions relatedto work, marriage and family responsibilities, gender differences on the labour market, etc.

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v Some key features of the young persons behaviour related to the labour market should besurveyed and explained on the basis of information acquired; e.g. determine the reasonssome demanded professions are unattractive with young people

v According to the previous insights, determine measures which would alleviate transitionfrom the educational system into the world of labour.

Planned measures in Zadar County:

EU Guidline 1 Employment

promotion

Measure 1.1 Establishment of Employmernt Association and

Preparing for and creation of partnership

projects


promotion

Measure 1.2 Promoting employers interest for employing

women and long-term unemployed


promotion

Measure 1.3 Establishing Business Information centre

Description of the situation

Process of privatization and restructuring of economy which Croatia has gone through, like in allthe transitional countries, created high unemployment rate with both national and regionalparticular features. Various social, economical and political hardships can be expected as indirector direct consequences of increased unemployment: increase in crime rate, growth of greyeconomy, emigration of highly educated personnel, emergence of high and long-term financialexpenses for unemployment fees, etc. Experience, both Croatian and of the other countries, hasshown that the political price of avoiding facing those problems is very high. Adequacy ofmeasures which are taken for soothing and solving this problem can have an important impact onaccepting overall reform process in a country. Activities and measures which ensure socialadjustment and help unemployed persons to overcome the period of unemployment and helpthem in finding new job usually make a wholesome national system of labour market active policymeasures.Present situation on the labour market is characterized by the lack of homogenous policy includinguncoordinated development goals, priorities and directions. Social adjustment programmes, whenlabour market in question, don t aim to completely solve the unemployment problem, even on theshort-term level. Programmes should be evaluated as contribution to reduction of negativeconsequences of privatization and restructuring of economy. Long-term speaking, and dependingon the regional conditions, labour market active policy programmes can be developed intoemployment programmes of a more general nature which aim not only to solve problems causedby privatization and restructuring, but face unemployment as a part of the broader economicaldevelopment context.Weaknesses of previously implemented labour market active policy programmes can be seen inthe insufficient recognition of differences in unemployment structure which comes out of regionalboundaries, as well as in the fact that it was not based on deeper analysis and surveys of regionallabour markets and employment situations. Debates on the success of implemented measures,which have been conducted among the parties of interest such as local government structures,trade unions, chambers, local CES branches, entrepreneurship centres and privatized companies have cleared out a much accepted opinion: that implementation of employment active policymeasures should be organized so that they include, except national, regional component and thatit should have more flexible partnership structure as its organizational baseline. Central instancesdon t have local/regional knowledge and tools to efficiently implement measures of socialadjustment. Local / regional level institutions have insights on potential business opportunitiesand available resources, sometimes in the form of regional operative plans, and there is also large

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number of interested parties who can be flexibly included in solving particular problems, e.g. citygovernment and trade unions who are directly interested in dealing with problems ofunemployment. However, there is still the problem of a body which will deal with formation ofmeasures, acquiring resources, coordination of partners in implementation and evaluation ofresults. Within the Zadar county, there isn t any organization which would be able to locallyimplement activities related to employment promotion. Local CES branch already has anobligation.Promoting employers interest for employing women and long-term unemployed in CES Zadarbranch evidence. Long-term unemployment causes loss of knowledge and skills needed for work,and longer the persons are unemployed, their return into the world of labour is harder.There is a particular problem with older persons (40 year of age and more); there are 49,16% ofthem in the unemployed population, and 64,76 of them are long-term unemployed. After loosingtheir job, they are particularly hard to find new one and often move into the category of long-termunemployed.Even though women have, declarative, equal rights on the labour market and education, availabledata show that while there are 50,85% women in total population of Zadar county, in theunemployed population they share 61,22%, while among the managers around 35%.Women are also of lower educational status 36,1% of them have finished elementary schoolonly.Empowering the tripartite system and establishing partnerships (employers labour marketinstitutions schools) we create pre-requisites for adjusting educational system with the labourmarket needs. Empowering the tripartite system we improve communication on the labour marketand enable structural correction of educational plans and programmes, decreasing imbalancebetween offer and demand of labour force. Continuous survey of needs for qualifications,knowledge and skills within sectors putting emphasis on the perspective of final formation ofprofessional standards.

There is no systematic and wholesome monitoring of relation between young persons and labourmarket in Zadar county for the period from finishing years of education until the problems youngpeople are faced with on their jobs. For example, it is obvious that number of vocational schoolshave problem with filling enrolment quota. Some vocations are being cancelled because there isn ta sufficient number of interested pupils, even though those vocations are needed on the labourmarket. For some reason, those professions are not attractive enough for young people. We havealso noticed hardened inclusion into the world of labour after finished secondary school. Somesurveys show that only about 20% of population who finish secondary school manage to getemployed within 6 months after graduation. Out of that number, 40% are employed in professionthey were educated for, while other are employed in some other professions. One of the mostnegative facts which reflects abovementioned problems is the low rate of employment of youngpersons: 17,8% and relatively high share of young persons (15,5%) in the total number ofunemployed in Zadar county. Lack of systemized data source on attitudes and behaviour of youngpeople when labour market is in question is an obstacle in elaborating measure which would ontime, precise and efficiently alleviate transition from the world of education into the world oflabour.

Regional priority Employment promotion

Goalsv Estabihing of an employment associationv There is a large number of unemployed and employers looking for workers so it is

necessary to ensure conditions for better work qualityv Promoting employers interest for employing women and long-term unemployed

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Measures

Measure 1.1 Establishment of Employmernt Association and Preparing forand creation of partnership projects

Activities:Ø Establishment of Employers AssociationØ Defining Measures for employment promotion in Zadar countyØ Define projects and target groupsØ Elaboration of projects with expert assistance of Local Partnership for EmploymentØ Project implementation

Measure 1.2 Development of special programms for employing womenand long-term unemployed

Activities:Ø Subventions for employers who employ womenØ Subventions for employers who employ long-term unemployed personsØ Increase of employability of long-term unemployed persons through re-education and

retraining programmesØ Increase of employability of women through re-education and retraining programmes.Ø Education of women for entrepreneurshipØ Education of women for management positions

Measure 1.3 Establishing Business Information centre

Empowering the tripartite system and establishing partnerships (employers labour marketinstitutions schools) we create pre-requisites for adjusting educational system with the labourmarket needs. Empowering the tripartite system we improve communication on the labour marketand enable structural correction of educational plans and programmes, decreasing imbalancebetween offer and demand of labour force.Continuous survey of needs for qualifications,knowledge and skills within sectors putting emphasis on the perspective of final formation ofprofessional standards.

Activities:Ø Establishing partnership of the interested parties (employers institutions schools)Ø Continuous survey of offer and demand on the labour marketØ Elaborating professional standards as a baseline for creation of educational programmes

adjusted with the labour market

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MEASURE 1.1

Guideline 1 ACTIVE AND PREVENTATIVE MEASURES FOR THE UNEMPLOYED AND INACTIVE

Regional priority Employment Promotion

Measure 1.1 Establishment of Employement Association and Preparing for and creation ofpartnership projects

Measure rationale Establishment of a local body for implementation of employement active policy measures incooperation with all regional partners.Preparation of applicants for writing projects to be funded from preaccession funds forpromotion not only of social inclusion but of knowledge about opportunities offered by thesefunds also.

Activities - Establishment of Employers Association- Defining Measures for employment promotion in Zadar county- Define projects and target groups- Elaboration of projects with expert assistance of Local Partnership for Employment- Project implementation

Participants CES (Local partnership for employment), Zadar County , Chamber of crafts

Ultimate beneficiaries/Target groups

Employers, unemployed, NGOs.

Financial plan(in thousands ) EU National/local Other Total

2006 2010

Monitoring and evaluation indicators

Intervention levelIndicator Source of data Study baseline Target

Output (monitoring) Monitoring of projectimplementation phasesNumber of personsincluded inAssociation’s activities.

CESCounty economydepartment

Terms ofreference forproject

Widened partnershipconnections (needed forbetter projectimplementation-onefficiency)

Result (monitoring) LPE reportIncrease ofemployability for 1500persons

CESCounty economydepartmentEmployers


Improved quality ofpartnership projectselaboration

Impact (evaluation) Monitoring andevaluation of projectrelated expenses.

CESCounty economydepartmentEmployers


Increase in number ofsuccessfullyimplemented projects.

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MEASURE 1.2



Measure 1.2 Development of special programms for employing women and long-term unemployedMeasure rationale Increase in employability of long-term unemployed (especially middle-aged persons and

women)Activities - Subventions for employers who employ women.

- Subventions for employers who employ long-term unemployed persons.- Increase of employability of long-term unemployed persons through re-education and retraining programmes.- Increase of employability of women through re-education and retraining programmes.- Education of women for entrepreneurship.- Education of women for management positions.

7. Type of support Material and counsellingParticipants County, towns, districts, CES, employersUltimate beneficiaries/Target groups

Decrease in unemployment of women by 25%


2006 2010Monitoring and evaluation indicators

Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Number of newly

employed women.Number of newlyemployed among thelong-termunemployed persons.Number of newlyopenedhandicrafts/companiesowned by women.

CES, CroatianHandicrafts Chamber,Croatian EconomyChamber, DUZS

Increase inemployability, decreasein social gender-causeddifferences

Result (monitoring) Employment of 30%of unemployedwomen.Employment of 25%of long-termunemployed persons.Establishing 100 newhandicrafts/companiesowned by women.

Employment of 1500women throughemployment promotionprogrammes.Employment of 700long-term unemployedpersons throughemployment promotionprogrammesSelf-employment of 100women.

Impact (Evaluation) Decrease inunemployment rate by5%

Decrease inunemployment rate ofwomenDecrease of number oflong term unemployedwomen

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MEASURE 1.3



Measure 1.3 Establishing Business information centres

Measure rationale Faster informationanCountiusly servey about offers and demand on labour market

Activities - Establishing partnership of the interested parties (employers – institutions – schools)- Continuous survey of offer and demand on the labour market- Elaborating professional standards as a baseline for creation of educational programmes

adjusted with the labour market

7. Type of support Material and finacial

Participants County, towns, districts, companies, CES, schools

Ultimatebeneficiaries/Target groups

Employment increase for persons


2006 2010


Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Annual report on the

regional labour market.CESCounty economydepartmentCounty socialactivities departmentEmployers

Statistics onemploymentandunemployment

Once a year activate thepartnership and conductthe survey.

Result (monitoring) Stronger partnership.Better informationabout the regionallabour market.

CESCounty economydepartmentCounty socialactivities departmentEmployers


Dissemination of resultson a regionalstakeholders workshop.

Impact (Evaluation) Number of filled jobvacancies.Number of employed.Changes in curricula.Overcoming of skillgaps and shortages.

CESCounty economydepartmentCounty socialactivities departmentEmployers


Better filling of jobvacancies.Increase in employmentpercentage.Lower unemploymentrate.

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EU Guideline 2 JOB CREATION AND ENTREPRENEURSHIP

Member States will encourage the creation of more and better jobs by fostering entrepreneurship,innovation, investment capacity and a favourable business environment for all enterprises.Particular attention will be given to exploiting the job creation potential of new enterprises, of theservice sector and of R and D. Supported by the process of benchmarking of enterprise policy andthe implementation of the European Charter for Small Enterprises, policy initiatives will focus on:

- simplifying and reducing administrative and regulatory burdens for business start-ups andSMEs and for the hiring of staff, facilitating access to capital for start-ups, new and existingSMEs and enterprises with a high growth and job creation potential,

- promoting education and training in entrepreneurial and management skills and providingsupport including through training to make entrepreneurship a career option for all.

STRENGTHS WEAKNESSESØ simple registration of small and

medium-sized businesses and craftsØ good infrastructure for opening business

zonesØ size of arable landØ existing entrepreneurship centreØ industrial, agricultural and

entrepreneurial tradition

Ø agricultural land in private ownership is toofragmented

Ø schools don t teach practical entrepreneurial skills,Ø lack of entrepreneurial climateØ unemployed don t know how to adjust to changes

on the labour market,Ø large number of shut down businesses and craftsØ impact of warØ job contracts are mainly temporary

OPPORTUNITIES THREATSØ faster development of agricultural

productionØ development of rural tourismØ create opportunities for education of

managementØ opening of entrepreneurial and free

zonesØ attracting both foreign and national

investments,Ø new roads

Ø lack of funds for creation of new jobsØ disregard for business ethicsØ undeclared workØ to much time needed to deal with bankruptcy

proceduresØ business and work related legal disputes last for

too long time


Zadar County is the region of the most competitive and dynamic economy in Croatia based on theknowledge and entrepreneurship, able for the viable economic development based on thedeveloped sectors of tourism, agriculture and processing industry, with a greater number ofquality jobs and higher social inclusion.

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v High entrepreneurial activity in establishing new entrepreneurships and handicraftsv High share of entrepreneurships and handicrafts with growth potentialv Greater number of foreign investments into the production and export activitiesv Higher competitiveness through higher quality of products and services made possible by

intensified introduction of innovations and developed activity of research and developmentin the companies

v Equal development of all the parts of the county and lessening of the inter-regionalimbalance through interconnectedness within the SMEs, as well as with the largereconomical subjects by development of cooperatives and clusters.

v Above-than-average profitability of SMEsv Significantly enlarged number of entrepreneurial and tax-free zonesv Realization of the best possible interconnectedness of entrepreneurial training opened to all

the potential and existing entrepreneurs and the entrepreneurial skills, knowledge,attitudes and behaviour which empower Zadar county economy

v Greater number of female and young entrepreneursv Maximized availability of institutions and services of professional entrepreneurial

infrastructure resulting in large use of governmental stimulation measures for SMEsv Developed positive attitude towards entrepreneurship

Specific quantitative / qualitative programme goals:v Enlarge entrepreneurial activity TEA index from 3,45 to minimally 10,0v Enlarge productivity (profitability) of SME sector FEA index from 1,12 to 3,5 with doubling

GBP per capita from 5000 to 10000 , or from 39% to 50% of an average EU GBP withthe minimal annual growth of 5%

v Greater share (from 5% to 15%) of companies which 5 years after establishment expect toenlarge number of employees minimally by 20 persons

v Greater share (from 6% to 18%) of companies which use technology which hadn t beenavailable a year before

v Greater share (from 4% to 12%) of companies which market products that are novelty formost of the buyers

v Greater average number of handicrafts employees (from 1,1 to 2 employees)v Greater number of entrepreneurial zones (from 4 to 10)v Establishment of entrepreneurial incubatorv Students cooperations and students companies formed in all elementary and secondary

schoolsv Chosen elementary and secondary school teachers should go through an adequate training

on entrepreneurial skills and knowledge and should accumulate insights intoentrepreneurial attitudes and behaviour

v Development of young persons awareness and aspiration towards entrepreneurship as adesirable choice of career

v Developing index of social-cultural support of the entrepreneurship which would point outacceptance of entrepreneurship as a desirable choice of career, entrepreneur srespectability in society and the existence of positive picture of the entrepreneurial activityand persons in the media

v Organization of seminars for entrepreneurs beginnersv Organization of seminars for entrepreneurs whose companies have potential of growth

from small into the medium sized company

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enterpreneurship

Measure 2.1 Informing and training potential entrepreneur forstart up business


enterpreneurship

Measure 2.2 Making it easier to start up and run buisiness


enterpreneurship

Measure 2.3 Organising business, entrepreneurial andmanagerial education


enterpreneurship

Measure 2.4 Improving labour relations between employers,employees and state instititions


Small private companies are the most dynamic part of the business sector in Croatia, as well as inZadar County. The rate of new job creation and destruction in new private sector of around 6%is almost three times higher than in the companies owned by State. Even so the dynamicsegments of economy are much less dynamic than the similar sectors in other transitioneconomies.Regarding sectors in Zadar county economy, there is a strong tendency of service activities takingthe leading role and most newly created private companies are in the service sector which has thegreatest potential for growth. Industry is still important source of employment, while agricultureand fishing have potential to renew their historically important role in local economy.In order to preserve the positive trend of Zadar county economy development and ensure privatesector to fulfill its potential, it is necessary to ensure pre-requisites for opening new handicraftsand entrepreneurships, as well as for the growth and development of those already existing.Creating pre-requisites for opening new handicrafts and entrepreneurships is a complicatedprocess of promoting and developing entrepreneurship which considers active care and attentionof various social factors and institutions legal and judicial (legal frame for entrepreneurshipactivity whose efficiency and rationality is constantly being tested and improved), economical andfinancial (alleviating entrepreneurs first steps as well as the consequent employment, usingpotential for opening new jobs on the local and regional level as well as in the public projects andthe broad spectrum of service sector, self-employment promotion, decrease of taxes on labourforce, etc.), educational (education and training promotion, acquiring entrepreneurship andmanager skills, but also ensuring broad support for the entrepreneurship by introducing it on alllevels on the educational vertical), scientific and cultural (empowering social awareness onimportance and role of entrepreneurship which puts and individual in the centre of economical,social and cultural development of society which demands different understanding of economicaland social activism as well as the creation of adequate system of values).Problems concerning opening new handicrafts and entrepreneurships, as well as for the growthand development of those already existing may recognized as follow:

v Part of the reason may be the complex procedures and expensive administration in settingup a business. Croatia has more procedural requirements (13) and administrative delays(50 days) to start a business than most other transitional countries. Business registration inmajority of EU countries needs 20 days or fewer.

v Entrepreneurial potential (expressed by knowledge and skills) finds its greatestdevelopmental hindrance in lack of knowledge how to manage small and new company,and in the lack of experience in starting new companies. Entrepreneurial knowledge andskills are not acquired early enough and are not included into educational programmes of

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regular education. Furthermore, a lack of teacher trained for realization of suchprogrammes has also been identified.

v Very important, but less visibly reasons are tied with considerably more general and deeplyexistent social/cultural level which in the broadest sense prepares citizens for the individualbusiness initiative: all those factors which in cultural or communal system of valuesdevelops sensibility for recognizing a business opportunity and which in the same waydevelop and strengthen the impulse to use and not let go a recognized businessopportunity. In this context, the rating of entrepreneurship activity conditions are summedup in low perception of entrepreneurship chances, but also in the low capacity ofentrepreneurship activity where the availability of knowledge and skills is even greaterproblem than motivation itself

v Before appointed statement that tells us that low capacity of entrepreneurship activity hasgreater obstacles in non-availability of knowledge and skills than in individual motivationfor business initiative, leads to the necessity of reviewing and rationalising the existingsystems of advice and support for SMEs with a view to encouraging the creation of a moreeffective regional network of local enterprise partnerships to provide a reference point forsmall and medium sized companies about basic business planning, financial markets, newtechnologies, training and so on.

Regional priority Supporting enterpreneurship

Goals

v promoting entrepreneurship as a career optionv increased employment in SME and creating new job opportunitiesv increased self-employmentv development of business, entrepreneurial and managerial educationv development of start up training

Action rationaleSME is the most dynamic part of business sector with rate of new jobs opening much higher thanthe rate in state-owned enterprises. Therefore, it is needed to create conditions for fasterdevelopment of SME by improving entrepreneurial and management education.

Measures

Measure 2.1 Informing and training potential entrepreneur for start upbusiness

Activities:Ø Asses what are needs for education in SMEØ Prepare informative materialsØ Organise workshops, trainings and meetingsØ Promoting self-employment

Measure 2.2 Making it easier to start up and run buisinessActivities:Ø Reducing significantly administrative burden for businessØ Organizing permanent counselling help in first two years of running business in Center for

entrepreneurship, entrepreneurial incubators

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Measure 2.3 Organising business, entrepreneurial and managerialeducation

Activities:Ø Assess what are needs for education in SMEØ Education of SME about business planning and management and about financing and

legislation,Ø Training in :

o Identification of business opprotunitieso Project identificationo Elaborating of feasibility studieso Establishment of business plano Writing appicationso Improve your business

Ø Auditing for exsisting SME sØ Providing personnel and equipment for SME education

Measure 2.4 Improving labour relations between employers, employeesand state instititions

Activities:Ø Creating a Consultative councilØ Education council staff to work with the entrepreneur sConducting demands survey.

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Measure 2.1Guideline 2 JOB CREATION AND ENTREPRENEURSHIP

Regional priority Supporting entrepreneurship

Measure 2.1 Informing and training potential entrepreneur for start up business

Description ofMeasure

To give a elementary entrepreneurship knowledge to potential enterpreneur’s, to decreasefalse assessment of their enterpreneurship abilities

Activities Ø Asses what are needs for education in SMEØ Prepare informative materialsØ Organise workshops, trainings and meetingsØ Promoting self-employment

Type of Support Financial and technical assistance

Participants Local administration unit, County Chamber of Commerce, County Chamber of Craft,Center for entrepreneurship


Potential entrepreneur’s


2006 2010


Intervention level Indicator Source of data Study baseline Target

Output (monitoring) Number of participants Center forentrepreneurship

To give a elementaryentrepreneurshipknowledge for 200persons

Result (monitoring)Number of new self-employed after seminar.

Local administrationunits.County Chamber ofCrafts.County Chamber ofCommerce.

Increase number of self-employed people

Impact (evaluation)Decrease number ofshut down business andcrafts

Local administrationunits.County Chamber ofCrafts.County Chamber ofCommerce.

Increase employment inSME sector

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MEASURE 2.2

Guideline 2 JOB CREATION AND ENTREPRENEURSHIP

Regional priority Supporting entrepreneurship.

Measure 2.2 Making it easier to start up and run business.


Ensure for SME new possibilities for financing as well to improve managerial andentrepreneurial skills in the SME sector.

Activities Ø Reducing significantly administrative burden for businessØ Organizing permanent counselling help in first two years of running business in

Center for entrepreneurship, entrepreneurial incubators…

Type of Support Technical assistance

Participants County Chamber of Crafts, County Chamber of Commerce, unions, businessassociations, local administration units, centre for enterpreneurship


Entrepreneur’s


2006 2010


Intervention level Indicator Source of data Studybaseline

Target

Output (monitoring) Number of users ofcounselling andtraining

County Chamber ofCrafts.County Chamber ofCommerce.County economydepartment

Data from theyear 2004about numberof SMEbusinesses

Increased growth ofexisting SME.

Result (monitoring) Number of userswhich is in businessafter two years

County Chamber ofCrafts.County Chamber ofCommerce.County economydepartment.

Data from theyear 2004about numberof SMEbusinesses.

Expanding of existingSME

Impact (evaluation) Decrease number ofshut down businessand crafts



Increased employment inSME sector.

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Measure 2.3


Regional priority Supporting entrepreneurship.

Measure 2.3 Organising business, entrepreneurial and managerial education.


Finding of new possibilities for financing for SME´s-trainingAssess to needed informationTraining for Enterpreneus

Activities Ø assess what are needs for education in SME,Ø education of SME about business planning and management and about financing

and legislation,Ø providing personnel and equipment for SME education.Ø training in :

o Identification of business opportunitieso Project identificationo Elaborating of feasibility studieso Establishment of business plano Writing applicationso Improve your business


Participants County Chamber of Crafts, County Chamber of Commerce, unions, businessassociations, local administration units, centre of enterpreneurship


SME employees.


2006 2010



Target

Output (monitoring) Evidence of demand foreducation from SME.




Result (monitoring) Number of educationmodels offered



Expanding of existingSME in 1 %.

Impact (evaluation) Increase in share ofSME in the localeconomy.



Increasedemployment in SMEsector.

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Measure 2.4


Regional priority Supporting entrepreneurship

Measure 2.4 Improving labour relations between employers, employees and state instititions


Creation of three-way consultative council of professional education institutions, employersassociations and state and local governments institutions., to easing entrepreneurs access tothe necessary information and services

Activities - creating a Consultative council- education council staff to work with the entrepreneur’s- conducting demands survey

Type of Support Technical assistance

Participants SME’s, County Chamber of Crafts, County Chamber of Commerce, unions, businessassociations, local administration units, Centre for enterpreneurship


SME employees, owner and managers from SME’s


2006 2010



Output (monitoring) Evidence of demandfrom educationinstitutions,employersassociations and stateand localgovernmentsinstitutions .


Data from theyear 2004 aboutnumber of SMEbusinesses.


Result (monitoring) Increase ofinformation and abetter knwledges ofemployees andmanagers/owners



Expanding of existingSME in 1 %.

Impact (evaluation) Increase of Numberof informed andtrained people



Increased employmentin SME sector.

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EU Guideline 3 ADDRESS CHANGE AND PROMOTE ADAPTABILITY ANDMOBILITY IN THE LABOUR MARKET

Member States will facilitate the adaptability of workers and firms to change, taking account of theneed for both flexibility and security and emphasising the key role of the social partners in thisrespect.They will review and, where appropriate, reform overly restrictive elements in employmentlegislation that affect labour market dynamics and the employment of those groups facing difficultaccess to the labour market, develop social dialogue, foster corporate social responsibility, andundertake other appropriate measures to promote:diversity of contractual and working arrangements, including on working time, favouring careerprogression, a better balance between work and private life and between flexibility and security;access for workers, in particular for low skill workers, to training;better working conditions, including health and safety; policies will aim to achieve in particular: asubstantial reduction in the incidence rate of accidents at work and of occupational diseases;the design and dissemination of innovative and sustainable forms of work organisation, whichsupport productivity and quality at work;the anticipation and the positive management of economic change and restructuring.Member States will address labour shortages and bottlenecks through a range of measures suchas by promoting occupational mobility and removing obstacles to geographic mobility, especiallyby implementing the Skills and Mobility Action Plan, improving the recognition and transparency ofqualifications and competencies, the transferability of social security and pensions rights, providingappropriate incentives in tax and benefit systems, and taking into account labour market aspectsof immigration.The transparency of job and training opportunities at national and European level should bepromoted in order to support effective job matching. In particular, by 2005, jobseekers throughoutthe EU should be able to consult all job vacancies advertised through Member States employmentservices.

SWOT analysis of ZadarCounty for the third guideline

STRENGTHS WEAKNESSESØ social partnership Ø poor work force mobility,

Ø poor motivation for working outside the placeof residence,

Ø employers avoid fulfilling their obligationstowards employees.

OPPORTUNITIES THREATSØ better use of employment with non-full

working hours.Ø part-time and temporary jobs,Ø better connection with other regions

Ø Poor public transport between islands andmainland and poor public transport for dailymigration

Ø Increase after school childcareØ Increase childcare

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EU Guidline 3 Increase mobility of

work force

Measure 3.1 Promoting possibilities for working outside

the place of residence and the need for a

personal involvement in a search of a job

EU Guidline 3 Promoting part-time

employement

Measure 3.2 Better information about for employers about

all legal ways of employment, especially about

part-time employment.

Regional priority Increase mobility of work force

Goal:v create conditions for working outside the place of residence and encourage personal

involvement in a search of a job.

Action rationaleMobility of the work force within the County is poor, which is partly due to poor connections.Unemployed still expect the situation in which someone else will find them a job, that there willalways be someone responsible to find them a job and consider personal involvement in a searchfor a job unnecessary.

Measure

Measure 3.1 Promoting possibilities for working outside the place ofresidence and the need for a personal involvement in asearch of a job

Activities:Ø Inform employers about job candidates outside the CountyØ Organise direct meeting of unemployed and employers from this region and the rest of

CroatiaØ Paying travelling costs for seasonal jobs

Regional priority Promoting part – time employement

Goal:v Decrease unemployment.

Action rationaleToday employers prefer temporary work contracts because they provide them with a simple andquick way to adjust the number of their employees, without too much paperwork. This leavesother ways of employment that can lower the unemployment neglected. Also, to work non-fullworking hours would suite a part of unemployed.

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Measure

Measure 3.2 Better information about for employers about all legal waysof employment, especially about part-time employment.

Activities:Ø Relevant legal advices given by appropriate state institutionsØ Encourage employers who have such possibilities to employ through neglected ways of

employment

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MEASURE 3.1

Guideline 3 ADDRESS CHANGE AND PROMOTE ADAPTABILITY AND MOBILITY IN THE LABOUR MARKET

Regional priority Increase mobility of work force.

Measure 3.1 Promoting possibilities for working outside the place of residence and the need for apersonal involvement in a search of a job


In the ES registry are a lot of long-term unemployed who cannot find a job in the place ofresidence. A labour market survey shows that some occupations aren’t needed in Zadarcounty, but there is a demand for those occupations in other regions, and people who aretrained in these occupations could be employed there.

Activities - inform employers about job candidates outside the County,- organise direct meeting of unemployed with employers from this region and whole

Croatia,- paying travelling costs for seasonal jobs.


Participants CES, employers, unemployed.


Employers, unemployed.


2006 2010


Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Annual report on the

regional labour marketCESEmployers

Statistics onunemploymentand labourmarketdemands

Acquired informationabout the regional labourmarket.

Result (monitoring) Stronger cooperationbetween CES,employers andunemployed.Better knowledgeabout other Croatianregional labourmarkets.

CES Statistics onunemploymentand labourmarketdemands

Acquired informationabout the Croatian labourmarket.

Impact (evaluation) Number of employedoutside the place ofresidence

CESCroatian Institute forretirement insurance.Tax office

Statistics fromrelevant stateoffices.

Increased employment oflong-term unemployed.

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MEASURE 3.2

Guideline 3 ADDRESS CHANGE AND PROMOTE ADAPTABILITY AND MOBILITY IN THE LABOUR MARKET

Regional priority Promoting part time employement

Measure 3.2 Better information about for employers about all legal ways of employment,especially about part-time employment.


Promotion of various work contracts regarding working hours, temporary and occasionaljobs will improve flexibility, security and balance between work and private life.

Activities - Relevant legal advices given by appropriate state institutions,- Encourage employers who have such possibilities to employ through neglected

ways of employment.


Participants CES, employers, unemployed, relevant state institutions.


Employers, unemployed.


2006 2010


Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Report on the regional

labour marketCESEmployersState institutions

Statistics fromCES and stateinstitutions

Providing informationabout neglected legalways of employment.

Result (monitoring) Stronger CES,employer and relevantstate institutionspartnership

CESEmployersState institutions


Presentation of results tointerested groups.

Impact (evaluation) Number of employedoutside the place ofresidence

CESEmployersState institutions


Increase in employment.

-

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EU Guideline 4 PROMOTE DEVELOPMENT OF HUMAN CAPITAL ANDLIFELONG LEARNING

Member States will implement lifelong learning strategies, including through improving the qualityand efficiency of the education and training systems, in order to equip all individuals with the skillsrequired for a modern workforce in a knowledge based society, to permit their career developmentand to reduce skills mismatch and bottlenecks in the labour market.In accordance with national priorities, policies will aim in particular to achieve the followingoutcomes by 2010:

- at least 85% of 22 year olds the European Union should have completed upper secondaryeducation;

- the EU average level of participation in lifelong learning should be at least 12,5% of theworking age population (25-64 group).

Policies will aim in particular to achieve an increase in investment in human resources. In thiscontext it is important that there is a significant increase in investment by enterprises in thetraining of adults with a view to promoting productivity, competitiveness and active aging.

SWOT analysis of Zadar County for the fourth guideline

STRENGTHS WEAKNESSESØ free regular education,Ø good structure and sufficient number of

educational facilities in the County;Ø highly skilled employees in educational

facilities,Ø IT infrastructure is on a satisfactory level,Ø good organisation of Chamber of Crafts,Ø good organisation of CES (professional

orientation).

Ø obsolete curricula,Ø lack of text books for the most occupations,Ø lack of text books for teachers,Ø no interest in life long learning,Ø poorly organised personnel departments in

small and medium-sized businesses.

OPPORTUNITIES THREATSØ better use of existing EU CARDS

programmes,Ø adult education in cooperation with CES,Ø better coordination between enrolment plans

and labour market situation,Ø introduction of the unified educational model

for craft related occupations,Ø retraining.

Ø poor cooperation with the Ministry of Science,Education and Sports,

Ø lack of money for salaries, maintenance ofschools, teaching equipment and training ofteachers,

Ø knowledge gained at elementary schools isn tadjusted to knowledge needed in secondarylevel schools,

Ø frequent changes in regulations and standardsof work,

Ø adult education is expensive.

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EU Guidline 4 Long life learning Measure 4.1 Development of adult educational programmes

EU Guidline 4 Long life learning Measure 4.2 Creating of One stop shop

EU Guidline 4 Improving education Measure 4.3 Promoting links between vocational education

and working life

EU Guidline 4 Improving education Measure 4.4 Updated equipment and premises of education

institutions

EU Guidline 4 Improving education Measure 4.5 Strengthen co-operation between universities,

regional authorities, and private sector

EU Guidline 4 Improving education Measure 4.6 Promoting links between higher education and

working life

EU Guidline 4 Improving education Measure 4.7 Updated equipment and premises of higher



The growth of the economy in Zadar County will depend as much on the development of ourpeople as on traditional financial investment. Success in the broader European market depends onour competitiveness in all forms and especially the performance of our educational and trainingsystems and institutions. To bring them up to modern international standards especially vocationaland adult education and training requires fundamental change across a broad front includingcurricular, assessment, certification and teacher training.The competitiveness of Zadar County willmainly be determined by the education of its people, as well as by the qualifications of its labourforce.The long term vision Zadar County will be the region where:v The educational system provides qualification and skills demanded in the labour market,

there is a good linkage between educational system and labour market;v The educational system offers wide range of opportunities for adult and lifelong education;v There is a competitive education and qualification infrastructure in new technologies and

information and communication technologies;v The education and training quality is highv The number of unemployed young people especially with finished elementary school and

without practical experience was reduced


The following actions are leading to fulfil the strategic objectives and partly to reach the long-termvision:v Flexible education programs for adults including special programs developed for womenv Effective partnership establishment between employers and education institutionsv Updated equipment and premises of education institutionsv Possibilities for elaboration of new education programs in specific occupations after

employers demands

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Specific quantitative / qualitative programme goals:

v Increased number of companies employing unemployed young graduates from secondaryeducation and VET schools;

v Increased number of young people starting a business/becoming self-employed; Increasednumber of adults trained in business and entrepreneurial courses;

v Increased number of special programmes for young people with elementary school leveland without working experience

v Increased number of young people obtaining relevant and appropriate qualifications;v Teachers/trainers trained in pedagogic and vocationally specific issues;v Number of business-education partnerships and lifelong learning partnerships established;v Increased number of adults trained in professions demanded in the labour market;v Increased number of adults enrolling the new training courses;v Increased number of institutions providing the labour market training;

Description of the situationToday s Europe is experiencing change on a scale comparable with that of the IndustrialRevolution. Digital technology is transforming every aspect of people s lives, whilst biotechnologymay one day change life itself. Trade, travel and communication on a world scale are expandingpeople s cultural horizons and are changing the ways in which economies compete with eachother. Modern life brings greater chances and choices for individuals, but also greater risks anduncertainties. People have the freedom to adopt various lifestyles, but equally the responsibility toshape their own lives.In the times of fast changes, once acquired knowledge and skills as well as the developed interestquickly become old fashioned and cannot suffice for the life-long period as they used to be.Globalisation, new technologies and the informatical society development have considerablychanged the world of labour and society as whole. They will certainly continue to do so. Modernmarket economy demands education and training to be flexible, available and adjusted to theneeds of economy. Adults are doomed to permanent learning in order to ensure constantadjusting of their knowledge and skills to the demands of the ever changing labour market. In thisway employed persons ensure they have the basic pre-requisite for keeping the job, andunemployed increase their chances for employment and/or self-employment. Following all this, ourbasic priority should be larger inclusion of adults into the processes of education, professionaltraining through application of lifelong education concept.More people stay in education and training longer, but the gap is widening between those who aresufficiently qualified to keep afloat in the labour market and those who are falling irrevocably bythe wayside. The County s population is also ageing rapidly. This will change the make-up of thelabour force and the patterns of demand for social, health and education services.The knowledge, skills and understanding we learn as children and as young people in the family,at school, during training and at college or university will not last a lifetime.Integrating learning more firmly into adult life is a very important part of putting lifelong learninginto practice, but it is, nevertheless, just one part of the whole.Lifelong learning sees all learning as a seamless continuum from cradle to grave. High qualitybasic education for all, from a child s youngest days forward, is the essential foundation.A successful regional economy and labour market requires both specialists with a higher educationand specialists with a professional secondary education. Educational system should provideopportunities for adult education and retraining.In Zadar county there is 21 secondary school with 65 programmes. 16 schools are in the town ofZadar, and other are dispersed in the County s other towns (Biograd, Obrovac, Benkovac, Pag,Gra ac) one in each town.There are 4 grammar school programmes; through 30 four-year-programmes students receivetheir first profession, and there are also 31 three-year-programmes. Each year around 2 000

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young people enrol those programmes choosing their profession for the first time, and another200 adults who change their existing profession or are being educated for their first profession.Except through the secondary school system, pre-qualification and qualification can be gainedthrough professional qualification exams and master exams taken at the Zadar county Handicraftschamber, where about 150 persons get new professions or new professional qualification eachyear.Except for these, there are another 5 educational institutions (open learning centres) whicheducate adults with about 30 programmes.In Zadar county there is a university with 31 undergraduate and graduate programmes.According to year 2001 census, among the fit-to-work inhabitants in Zadar county there is 40,5%of inhabitants without any education, with unfinished elementary school of with elementary schoolonly (31,5% of men and 48,7% of women). Having in mind the level of education regardinggender, it is obvious that the share of women decreases when looking at the higher level ofeducation, while it is increasing in the opposite direction.Among the unemployed, there are 31,5% of persons without any education, with unfinishedelementary school, or with elementary school only (32,57 % women). In Zadar County there are50,85% of women in the total population, and 61,22% in the unemployed population. Among themanagers, there are about 35% of women.Zadar County has to look for innovative and technology based ways for accelerated economicalgrowth and seek out routes for development that are based on education, fostering humanresources, modern technologies, dynamic labour market and skilful use of the opportunities.Education serves to develop human resources, it helps to develop the working abilities ofindividuals, and it has much to do with a person s competitiveness in the job market. This, in turn,affects the competitiveness of entire sectors in the economy and, by extension, the welfare of thepeople.The education system in Zadar County requires considerable restructuring. There is a need formore modern curricula, new equipment along with the application of modern education contents,improved teaching methods and extra teaching space/resources. Only a minority of theelementary or high schools in the county has the necessary resources to provide a modernteaching service.Considering the unemployment rate and intense competition for jobs in the Zadar County, thequalifications of high school and college graduates do not reflect the needs of local employers.There is a need to retrain people in deficit occupations, such as carpentry, masonry, steel-benders,cooks, waiters, mathematics teachers (technical foreign languages teachers) etc. Some initiativeshave been undertaken by the Employment Agency to set a goal for satisfying the demands fordeficit occupations but extra funding sources and training products are needed.The Labour Market Analysis shows indicative that almost 1/3 of enterprises said that the furthereducation would be necessary or desirable and especially the needs for the so called softqualifications. Below is shown what employers consider to be very important qualifications for theirworkforce in the future, and it is very characteristic that it concerns employees attitude towardswork, adaptability, team work, readiness to further learning and oral communication. The leastimportant characteristics are general work experience and IT knowledge.The main problem in the sphere of education in Zadar is that there are no sufficient links amongeducational institutions, employers and local government which makes it hard for graduates to findwork, and that adult education and lifelong education system is undeveloped.Furthermore, better cooperation between the Employment Service and the education system isnecessary in order to coordinate the supply and demand of the workforce market, instead ofcreating a surplus in deficit occupations.A barrier for development of an adult educational culture is the fact that adult educational actionsare build of a system of income covered activities for the education institutions. It means that thecosts for participation is often much too high for as well employed as unemployed persons.A further main problem in the sphere of education in Zadar is among the young unemployedpeople most are with an elementary degree or young persons without practical experience.

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There is a large number of various adult education programmes (about 50) on Zadar educationmarket, but most of them are mostly too expensive for unemployed persons (average price of anannual adult education programme is around 3000,00 Kunas). Furthermore, unemployed personsare often not informed on the existence of those programmes which might also be the reason theyare not frequently used.Systematic investment in knowledge, a forceful employment policy and the creative efforts ofmany different people can make Zadar County a leader in the field of education, research,employment and enterprise. Globalization and the speed of change, as well as the shift to asustainable society, make great demands on the workforce and on efforts towards a sustainablesociety. Sound knowledge is essential if people are to absorb information and make choices, in thecontext of sustainability, as citizens and consumers and at work. Lifelong learning for all musttherefore become a reality. Employment is also prioritized in the strategy on account of theanticipated demographic trend.While responding to the need to provide sustainable long-term employment opportunities, greaterco-operation is required between the local educational and training institutions, local employmentagencies, local government including both elected representatives as well as officials, localenterprises and the representatives of the social partners in the development of education andtraining policies, in line with the available resources and the labour market demands within thelocality and/or region.All education and training programmes should include modules on personal and social skills, jobhunting and career planning and development, in line with the principles of life-long learning andnon-formal education.Opportunities need to be provided to workers to ensure that their skills and qualifications continueto be relevant to the ever-changing demands of the labour market. This should be done, throughnational training policies, supported by local partnerships and local enterprises. The objective oflife-long learning should be to enable workers and those who wish to enter the labour market tokeep up with the constant changes in technology and markets, and thus to have a place in thelabour market.All education and training programmes should include an element of on the job placement andwork experience as a means of assisting the integration/ re-integration of participants into theworkforce. It is essential that public works and community employment programmes include anelement of skills training, so as to provide participants with the opportunity to find furtheremployment at the end of the programme.

Regional priority Long live learning

Goals:v Making labour force more flexiblev Promotion long live learning

Action rationaleAccording to the observations of educational workers, unemployed persons are most interestedand active participants of adult training programmes. Education and retraining of unemployed is akey channel of their reintegration into labour force. During the period 2001 2005, through CESsubvention programme, about 100 young persons from CES evidence were trained for assistantjobs in health, handicraft jobs in construction building and foreign languages courses for tourismworkers. Needs and wishes for training are much larger than existing financial possibilities ofgovernment and unemployed persons themselves. Out of the total number of persons presently inCES evidence, 2072 of them would like to pre-qualify or qualify, and 1250 wish to enter some formof professional training or education.

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Measures

Measure 4.1 Development of adult educational programmes

Activities:Ø Defining particular needs of Zadar county economy for adult education through labour

market survey.Ø Developing adult education modular programmes, suitable for labour market.Ø Developing training activities for modular programmes.Ø Identifying target groups of unemployed persons for education.Ø Education of adult education teachers (methods and techniques in adult education).Ø Developing special programmes for young persons (self-employment, developing social

skills, methods of searching or job, foreign languages courses, )Ø Promotion of need for life-long education.

Measure 4.2 Creating of One stop shop

The main objective of vocational education system in Zadar County is to train specialists in sectorsof economy with potential of growth in the region and ensure qualifications and skills that aredemanded in the labour market. Vocational education in services, information and communicationtechnologies and business management specialities are of primary importance. Co-operationbetween vocational schools, Vocational education and training Centre, regional Universities andbusiness organisations may serve as precondition for improving quality of education correspondingto the labour market demand.The main tasks for promoting links between vocational training and working life within ZadarCounty include:v Professional orientation of youth and career counselling in accordance with prospective

demand in labour market;v Labour market and skill needs analyses;v Support for business-education partnerships and local employment partnerships;v Students practice in work organisations;v Initiatives, encouraging social partners and business organisations involvement in

vocational education programme and curricula design and implementation andexamination;

v Training, development and short placement in companies for teachers to improve school-employer links and relevance of curriculum.

We have noticed a problem in the inadequately completed, thorough and accessible informing ofall the interested parties, since the existing institutions are not able to offer integral informationneeded for career development.Integral data base on the educational possibilities within Zadar County does not exist at themoment. Potential customers of educational system can reach information only in the educationalinstitutions themselves, which means that there is no "neutral" source of information.Due to the lack of information about professions and often because to the unclear way towardsthe wished profession, wrong choices of professions are quite often. This results with thefrustration with the job and life in general, and often with rather choosing unemployed status thanbeing employed in the unsuitable profession, long-term unemployment, large number of demandsfor retraining.Promotional activities related to the career development possibilities are presently being organizedin a casual manner, and thus unnecessary dissipating intellectual and financial resources.Establishing this centre would lead to the improvement in offering integral information andcounselling in career development, and would thus avoid inefficient spending of intellectual andfinancial resources.

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Goalsv Decrease in demands for retraining by 30 % by the year 2010.v Complete informing of finishing students about the opportunities of further education

within the county and republic (elementary and secondary schools).v Integral information on all the possibilities and forms of education within the Zadar County.v Ensuring that all those who are choosing profession be fully introduced to it.v Implement quality promotional activities related to the possibility of career development

with the minimal expenses.

Activities:Ø Defining particular needs of Zadar county economy for adult education through labour

market survey.Ø Establishing the career development centreØ Making of integral data base on the education possibilities within the countyØ Coordination of promotional activities related to the career development opportunities

Regional priority: Improving education

Measure 4.3 Promoting links between vocational education and workinglife

The main objective of vocational education system in Zadar is to train specialists in sectors ofeconomy with potential of growth in the region and ensure qualifications and skills that aredemanded in the labour market. Vocational education in services, information and communicationtechnologies and business management specialities are of primary importance. Co-operationbetween vocational schools, Vocational education and training Centre, regional Universities andbusiness organisations may serve as precondition for improving quality of education correspondingto the labour market demand.The main tasks for promoting links between vocational training and working life within Zadarregion include:v Professional orientation of youth and career counselling in accordance with prospective

demand in labour market;v Labour market and skill needs analyses;v Support for business-education partnerships and local employment partnerships;v Students practice in work organisations;v Initiatives, encouraging social partners and business organisations involvement in

vocational education programme and curricula design and implementation andexamination;

v Training, development and short placement in companies for teachers to improve school-employer links and relevance of curriculum.

Educational system should answer the labour market needs and thus contribute to the positive andbalanced economical development.

Activities:Ø Identification and estimation of new educational system needs (adjustment of admission

quota with the labour market situation).Ø Preparing the secondary school final year pupils for employment.Ø Permanent professional education of high school teachers.Ø Introduction of new programmes for teaching the entrepreneurship skills.Ø Establishing virtual enterprises in schools.

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Measure 4.4 Updated equipment and premises of education institutions

In order to adequately prepare young persons for the world of labour, secondary schools shouldbe adequately equipped. Some of the schools still use outdated equipment or have no equipmentwhich would introduce pupils into the world of labour.Pupils practical work - except in the handicraft professions which educate according to the One-layer education model with 900 hours of practical education per year and where practical work isorganized in handicrafts or specialized workshops usually includes a small number of hoursduring education (about 200 hours during four years). Often, pupils on practical work don t do thejobs they are being educated for, but are given some assistant jobs.The main tasks:v Equipping vocational schools with adequate equipmentv Increasing the number of practical work for secondary vocational educationv Students practice in work organisations;v Monitoring students on practical workv Training, development and short placement in companies for teachers to improve school-

employer links and relevance of curriculum.

Activities:Ø Defining the state of vocational schools equipment.Ø Acquiring modern equipment for practical work.Ø Professional education of vocational school teachers.Ø Improvement of links between education and entrepreneurs as well as with their

resources.Ø Co-financing the entrepreneurs who organize students practical work.Ø Monitoring of students on practical work with the employers.

Measure 4.5 Strengthen co-operation between universities, regionalauthorities, and private sector

There are positive examples of co-operation between regional universities and local governmentsand private businesses. These practices have to be extended, including business associations inthe partnership.The main tasks for co-operation between universities, regional authorities and private sector are:v Establishment of co-ordination councils in regional universities which would include

representatives of local governments and business organisations. Such a centres wouldplan student admission and support their job placement after graduation;

v Ascertain the number of study places and specialists which universities educate for localgovernment needs;

v Ensure that students have possibilities to practice in local government and private businessorganisations;

v Promote regional needs of higher education in Ministry of Education and Science, increasethe number of state financed study places in Zadar University.

University of Zadar should follow the needs of the local economy and accordingly develop newprogrammes and scientific researches.

Activities:Ø Establishing partnership (University, local government, local entrepreneurs).Ø Continuous survey of needs for university graduates in Zadar county economy.

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Measure 4.6 Promoting links between higher education and working life

The main tasks for promoting links between higher education and working life. Educational systemshould answer the labour market demands and contribute to the positive and balanced economicdevelopment.

Activities:Ø Identification and estimation of new education system needs (adjusting university

admission quota with the labour market situation)Ø Preparing finishing students for employment.Ø Establishing virtual entrepreneurships at the university.

Measure 4.7 Updated equipment and premises of higher educationinstitutions

In order to adequately prepare young persons for the world of labour, university needprerequisites (equipment and premises) as similar to the real world world of labour, aspossible.The main tasks for promoting links between higher education and working lifev Acquiring modern equipment for practical educationv Linking with entrepreneurs in the context of student practical workv Labour market surveys

Activities:Ø Defining level of university equipment.Ø Acquiring modern equipment for practical work.Ø Better links with the entrepreneurs and their resources regarding education.Ø Co-financing entrepreneurs who take student on practical work.

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Measure 4.1Guideline 4 PROMOTE DEVELOPMENT OF HUMAN CAPITAL AND LIFELONG LEARNING

Regional priority Long live learning

Measure 1 Develpoment of adult educational programms


Development of educational programmes suitable for unemployed persons and labourmarket needs

Activities - Defining particular needs of Zadar county economy for adult education through labourmarket survey.

- Developing adult education modular programmes, suitable for labour market.- Developing training activities for modular programmes.- Identifying target groups of unemployed persons for education.- Education of adult education teachers (methods and techniques in adult education).- Developing special programmes for young persons (self-employment, developing

social skills, methods of searching or job, foreign languages courses, …)- Promotion of need for life-long education.


Participants Educational institutions, CES


Unemployed persons


2006 2010



Output (monitoring) Number of unemployedpersons included in theeducationalprogrammes.

CES, educationalinstitutions

CES,Schools,Statistic

Increase inemployability for 25%of the unemployed inthe CES evidence

Result (monitoring) Number of trainedpersons employed aftertraining

CES, MIO CES,Statistic

Increase in employmentfor 1%

Impact (evaluation) Decreaseunemployment

CES CES,Statistic

Increase in employment

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Regional priority Long life learning

Measure 4.2 Creating of one stop shop


Establishing one stop shop for career development

Activities - Defining particular needs of Zadar county economy for adult education through labourmarket survey.

- Establishing the career development centre- Making of integral data base on the education possibilities within the county- Coordination of promotional activities related to the career development opportunities

Type of Support Counselling and material

Participants County, towns, districts, schools, CES


Unemployed, employed, pupils


2006 2010



Output (monitoring)Number of careerdevelopment centrecustomers

Careerdevelopmentcentre, CES

Data analysis,CES, RSI, taxoffice, schools

Levelling offer anddemand on the labourmarket

Result (monitoring) Informing all Zadarcounty elementary andsecondary schoolsfinishing pupils on theworld of labour (cca3500 pupils per year)Counselling onprofessional orientationfor 35% of the pupilsper yearCareer counselling percca 1500 of theunemployed andemployed persons peryearIncrease in the numberof educationalinstitutions by 20 %Enabling everyone tobe introduced with thechosen profession

Developmentcentre, CES

Statistic ofcentres

Improvement in offeringintegral information andcounselling on the careermakingIntroducing all personswith the chosenprofession (whetherchoosing for the first orsecond time).Making information onthe educationalopportunities available toall the county inhabitantsQuality promotionalactivities related to thepossibilities of careerdeveloping with minimalexpenses


CES CES, Statistic Decreas long termueunemployment by 10%

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Regional priority Improving education

Measure 4.3 Promoting links between vocational education and working life.


Educational system should answer the labour market needs and thus contribute to thepositive and balanced economical development.

Activities - Identification and estimation of new educational system needs (adjustment ofadmission quota with the labour market situation).

- Preparing the secondary school’ final year pupils for employment.- Permanent professional education of high school teachers.- Introduction of new programmes for teaching the entrepreneurship skills.- Establishing “virtual enterprises” in schools.

Type of Support Technical

Participants Vocational schools, Enterpreneures


Young people after school, enterpreneurs


2006 2010



Output (monitoring) Number of pupilsincluding in theprogrammes.

Education Office. Statistic Updating and adjustingthe educationalprogrammes with thelabour market.

Result (monitoring)Nember of employedafter finishing school

Statistic Statistic Increase ofemployment

Impact (evaluation) Decrease of youngunemployed withoutworking experiance

CES Statistic Decrease of youngunemployed withoutworking experience by5%

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Measure 4.4 Updated equipment and premises of education institutions


In order to adequately prepare young persons for the world of labour, school should havepreconditions (equipment and premises) as similar to the “real” world, the world of labour aspossible.

Activities - Defining the state of vocational schools equipment.- Acquiring modern equipment for practical work.- Professional education of vocational school teachers.- Improvement of links between education and entrepreneurs as well as with their

resources.- Co-financing the entrepreneurs who organize students’ practical work.- Monitoring of students on practical work with the employers

Type of Support Technical, financial

Participants Educational Institutions


Educational institutions


2006 2010



Output (monitoring) Number of students onpractical work with theentrepreneurs.Number of adequatelyequipped schools.

CHCCECCESSchools

Data from theyear 2004about numberof students onpractical workwith theentrepreneurs,and number ofadequatelyequippedschools.

Updating and adjustingthe vocationaleducationalprogrammes with theworld of labour.

Result (monitoring)Te ensure appropriatespace conditions to thepupils

Schools Data from theyear 2004about numberof adequatelyequippedschools.

Create conditions forbetterteaching andrising general level ofeduction

Impact (evaluation) All educationalfacilities and equipmentin good condition

Schools Data from theyear 2004about numberof adequatelyequippedschools.

Appropriate spaceconditions to thepupils in all schools

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Measure 4.5 Strengthen co-operation between universities, regional authorities, and private sector

Description of Measure University of Zadar should follow the needs of the local economy and accordingly developnew programmes and scientific researches..

Activities - Establishing partnership (University, local government, local entrepreneurs).- Continuous survey of needs for university graduates in Zadar county economy.

Type of Support Technical, financial

Participants University, Local government, enterpreneus,


Local sociaty


2006 2010



Output (monitoring) Number of newprogrammesNumber of scientificresearches in service ofZadar county economy

University Data from theyear 2004about numberof programs Data from theyear 2004about numberof scientificresearches inservice ofZadar countyeconomy

Adjusting universityeducation with theneeds of localeconomy

Result (monitoring)Number of programmesconnected with thelabour market

University Data from theyear 2004about numberofprogrammesconnectedwith the labourmarket

Adjusting universityeducation with theneeds of localeconomy


CES Data from theyear 2004about numberof unemployed

Decrease jobsearchingtime

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Measure 4.6 Promoting links between higher education and working life

Description of Measure Educational system should answer the labour market demands and contribute to the positiveand balanced economic development.

Activities - Identification and estimation of new education system needs (adjusting universityadmission quota with the labour market situation)

- Preparing finishing students for employment.- Establishing “virtual entrepreneurships” at the university.

Type of Support Techical, financial

Participants Universities


Local community


2006 2010



Output (monitoring) Number of programmesadjusted to the labourmarket needs.

University Data from theyear 2004about numberof programmesconnected withthe labourmarket

Updating and adjustinguniversity programmesto the labour marketneeds.

Result (monitoring) Number ofemployedafter finishinguniversioty

CTI, MIO,enterpreneus,

Statistc Decrease Number ofemployed afterfinishing university

Impact (evaluation) Decreaseunemployment bunderpersons with universitydegree

CTI, MIO,enterpreneus

Statistc Decreaseunemployment bunderpersons with universitydegree

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Measure 5 Updating university equipment and premises


In order to adequately prepare young persons for the world of labour, university needprerequisites (equipment and premises) as similar to the “real” world – world of labour, aspossible.

Activities - Defining level of university equipment.- Acquiring modern equipment for practical work.- Better links with the entrepreneurs and their resources regarding education.- Co-financing entrepreneurs who take student on practical work.

Type of Support Techical, financial

Participants Universities


University, enterpreneus


2006 2010



Output (monitoring) Number of students inpractical workNumber of modernequipment for practicalwork

University Data from theyear 2004about numberof students onpractical workwith theentrepreneurs,and numbermodernequipment forpractical work

Modern equippeduniversity

Result (monitoring) To ensureappropriatespaceconditions andequipment for thestudents

University Data from theyear 2004about numberof modernequipment forpractical work

Creation of bettercondition for bettertraining and raise thegeneral level ofeducation

Impact (evaluation) All education facilitiesin good condition

University Data from theyear 2004about numberof modernequipment forpractical work

Appropriate spaceconditions to thestudents in University

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EU Guideline 5 INCREASE LABOUR SUPPLY AND PROMOTE ACITVE AGEING

Member States will promote an adequate availability of labour and employment opportunities tosupport economic growth and employment, taking account of labour mobility, as indicated inspecific guideline 3.They will:§ increase labour market participation by using the potential of all groups of the population,

through a comprehensive approach covering in particular the availability and attractiveness ofjobs, making work pay, raising skills, and providing adequate support measures;

§ promote active aging, notably by fostering working conditions conducive to job retention such as access to continuing training, recognising the special importance of health and safetyat work, innovative and flexible forms of work organisation and eliminating incentives forearly exit from the labour market, notably by reforming early retirement schemes and ensuringthat it pays to remain active in the labour market; and encouraging employers to employ olderworkers.

In particular, policies will aim to achieve by 2010 an increase by 5 years at EU level of theeffective average exit age from the labour market (estimated at 59.9 in 2001). In this respect, thesocial partners have an important role to play. Any national targets should be consistent with theoutcome expected at the EU level and should take account of particular national circumstancesand where appropriate give full consideration to the additional labour supply resulting fromimmigration.

SWOT analysis of Zadar County for the fifth guideline

STRENGTHS WEAKNESSESØ big supply of work force Ø a part of unemployed has inappropriate skills

and knowledge,Ø employers aren t interested in hiring older

workers

OPPORTUNITIES THREATSØ additionally stimulate employers to hire older

workers,Ø employment of older workers in part-time

jobs

Ø paying permanent compensation for olderunemployed workers discourages their searchfor a new job


According to the problem analysis there are no identified priorities in this guideline for ZadarCounty.

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EU Guideline 6 GENDER EQUALITY

Member States will, through an integrated approach combining gender mainstreaming and specificpolicy actions, encourage female labour market participation and achieve a substantial reduction ingender gaps in employment rates, unemployment rates, and pay by 2010. The role of the socialpartners is crucial in this respect. In particular, with a view to its elimination, policies will aim toachieve by 2010 a substantial reduction in the gender pay gap in each member state through a

multi-faceted approach addressing the underlying factors of the gender pay gap, including sectoraland occupational segregation, education and training, job classifications and pay systems,

awareness raising and transparency.Particular attention will be given to reconciling work and family life notably through the provision

of care services for children and other dependents, encouraging the sharing of family andprofessional responsibilities and facilitating return to work after a period of leave. Member Statesshould remove disincentives to female labour force participation and strive, taking account of thedemand for childcare facilities and in line with national patterns of provision, to provide childcareby 2010 to at least 90% of children between 3 years old and the mandatory school age and at

least 33% of children under the age of 3.

SWOT analysis of Zadar County for the sixth guideline

STRENGTHS WEAKNESSESØ labour legislation promotes gender equalityØ good educational structure of younger

women (up to 40 years old)Ø stimulating entrepreneurship among women

Ø 61,22% of unemployed are womenØ discriminating attitude of some employers

toward employment of womenØ lack of child-care facilities

OPPORTUNITIES THREATSØ preparation of a programme for return of

women from birth leave to work a workpractice and retraining

Ø disregard of gender inequalityØ men are working in better-paid jobs


EU Guidline 6 Gender equality Measure 6.1 Improving employability of women

Regional priority Gender equality

Goal:v lower the share of women in the total number of unemployed in the region.

Action rationaleConsidering facts that women make 50,85% of the county population, 61,22% of total number ofunemployed and only 31,13% of all employed, activities to increase number of employed women,i.e. to decrease number of unemployed women are necessary. In the county economy dominatemanufacture and production sectors where mostly needed is male work force.

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Measure 6.1 Improving employability of women

Activities:Ø Conduct a labour market survey on deeper reasons for difference in gender employabilityØ Elaborate a project for eliminating discovered reasons for difference in gender

employabilityØ Conduct a survey on expense and range of child care services, make these services more

available in order to make women more employableØ Conduct labour market programmes targeted on women (training, retraining)Ø Give women professional information on occupations, including traditionally "male" jobs

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MEASURE 6.1

Guideline 6 GENDER EQUALITY

Regional priority Gender equality

Measure 6.1 Improving employability of women


Considering facts that women make 50,85% of the county population, 61,22% of totalnumber of unemployed and only 38,78% of all employed, activities to increase number ofemployed women, i.e. to decrease number of unemployed women are necessary. In thecounty economy dominate manufacture and production sectors where mostly needed ismale work force.

Activities - conduct a labour market survey on deeper reasons for difference in genderemployability,

- elaborate a project for eliminating discovered reasons for difference in genderemployability,

- conduct a survey on expense and range of child care services, make these servicesmore available in order to make women more employable,

- conduct labour market programmes targeted on women (training, retraining),- give women professional information on occupations, including traditionally

“male” jobs.Type of Support Financial and technical assistance

Participants CES, employers, Chamber of commerce, women associations, local administrationunits.


Women, children, employers.


2006 – 2010



Output (monitoring) Number of conductedsurveys.Number of projects

CESCounty economydepartment.


Increase in projects forsocial inclusion ofwomen

Result (monitoring) Number of womenincluded in projects.Employment of womenis 45%



Growth of womenemployment 7 %

Impact (evaluation) Unemployment rate forwomen.



Reducing the socialexclusion of women.

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EU Guideline 7 PROMOTE THE INTEGRATION OF AND COMBAT THEDISCRIMINATION AGAINST PEOPLE AT A DISADVANTAGE INTHE LABOUR MARKET

Member states will foster the integration of persons facing particular difficulties on the labourmarket, such as early school leavers, low skilled workers, people with disabilities, immigrants, andethnic minorities, by developing their employability, increasing their job opportunities andpreventing all forms of discrimination.In particular, policies will aim to achieve by 2010:

- an EU average rate of no more than 10% early school leavers;

- a significant reduction in each member state in the unemployment gaps for people at adisadvantage according to national targets and definitions;

- a significant reduction in each member state in the unemployment gaps between non-EU andEU nationals, according to any national targets.

SWOT analysis of Zadar County for the seventh guideline

STRENGTHS WEAKNESSESØ law on professional rehabilitation and

employment of disabled personsØ programmes for completing elementary

and secondary level educationØ special trained counsellor for disabled

persons in CES

Ø contradictory legislationØ no system of professional rehabilitation for adult

disabled persons in Zadar CountyØ inadequate system for professional rehabilitation

of Croatian war veteransØ insufficient help for persons with special needs in

communication and mobilityØ lack of NGOs and projects focused on people in

disadvantaged position on the labour market

OPPORTUNITIES THREATSØ better inform employers about

advantages of employing disabledpersons

Ø better education for people that deal withdisabled persons

Ø employers continue to be disinterested in hiringdisabled persons


The long term vision of social conditions in Zadar county envisage that:v Number of unemployed disabled persons decreasedv Number of working places and training measures increasedv Establised a system for childcarev Level of economic welfare of population is close to EU average, the level of householdv income provide satisfaction of human needs and provide the quality of lifev Social security programmes are efficient and provide control over social problemsv Opportunities in society are shared equally, there are no incidence of extreme povertyv isolation and exclusionv There are equal access to educational, employment and health care opportunitiesv Social programmes for vulnerable population groups (elderly, victims of family violence etc.)v Social programmes prevent from spread of drugs

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There are several key directions of work to reduce social problems:v Special integration programmes for social excluded persons-persons on welfarev Special programmes for handicapped persons for including in the labour marketv Special programmes for creating of working placers for handicapped personsv Developing of a system for childcarev Special programmes for integration of adult disabled personsv Special programmes for social workers and people dealing with disabled personsv Implementation of anti poverty strategyv Implementation of employment strategyv Active measures to prevent spread of alcoholism and drug abuse

There is one major priority action to control social problems improvement of social conditions.This priority action includes three measures, which envisage systemic reforms as well asimmediate assistance to target groups living in extreme social conditions.



disadvantaged position in the

labour market

Measure 7.1 Adapting working places for disabled

persons



labour market

Measure 7.2 Improved help of CES to unemployed

disabled persons.



labour market

Measure 7.3 Additional work with socially excluded

groups for increasing their inclusion in

labour market



labour market

Measure 7.4 Rehabilitation and reintegration of

various groups into labour market (war

veterans, substance abusers, etc.)



labour market

Measure 7.5 Give an opportunity to adults without

elementary level education to finish

elementary school



labour market

Measure 7.6 Improving social service provision,

Retraining and education of the welfare

workers


Unemployment rate in Zadar county is still higher than average rate in Croatia, there is a greatdegree of long-term unemployment of non-qualified and unemployed persons with secondarydegree of qualification which causes obsoleteness of their knowledge and skills. Weak mobilitygradually removes unemployed persons from labour market and they become passive subjects insearching for job which, further, opens real risk of poverty and social exclusion in Zadar county.Especially endangered group in this sense are unemployed persons on welfare. Unfortunately,

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there are no adequately specified data and insights on unemployed beneficiaries of welfare,neither are there any systematic surveys on this group on national or local level. However, thesmall number of existing surveys give us a hint on the following picture of welfare userseconomical and demographical features (those of working age who are registered asunemployed): very low level of education one third haven t finished even elementary school, andmore than 60% have no secondary or vocational education. Therefore, we can assume very lowlevel of basic knowledge and skills, particularly literacy and mathematical knowledge. Welfareusers can be found in all age groups, but are more represented in the group of persons older then30 years of age. Within the group of persons younger than 60, most men are 40 to 49 years old,and most women 30 to 39. Almost three fourths of welfare users have no other incomes exceptunemployment fee and aid from social welfare system and are totally or largely dependent on it.Long-term dependence on social welfare system is, further, growing with the lasting of welfareand aid use this is proved by the fact that the average welfare user s unemployment period is6,5 years. Evidently, persons who enter this system stay on welfare for a long period. This group sexclusion out of the labour market is also evident in the fact that its members are very close orhave already entered the poverty status. It is a proved fact that the possibility of gaining thepoverty status is very close related to the person s attitude to the labour market and that the keyfactor of social inclusion is employment. This fact puts handicapped and long term unemployedpersons who belong to this group, in a particularly complicated situation.

Handicapped persons are, often without any valid reason, being excluded from the world oflabour and normal life; mostly because of prejudices and lack of insight into their real abilities.This measure would introduce employers with the handicapped persons abilities (their disabilitiesare usually well known). Its basic task is to work on breaking employers prejudices towards thathandicapped persons through their inclusion into the regular working processes. In this way, thenumber of unemployed handicapped persons would be significantly decreased which would,furthermore, decrease public expenses for welfare benefits (handicapped persons largely dependon the social welfare) and improve handicapped persons quality of life.

Children care system in Zadar county isn t equally dispersed. Whole-day care in pre-schoolfacilities is organized in the town of Zadar only, while in other towns and districts it simply doesn texist. Whole-day care for school children is organized in only one elementary school in Zadar.Needs for whole-day care in kindergartens and schools are much larger. When both parents areemployed full time they need a facility to take care of their children.Out-of-curriculum and out-of-school activities are, except in Zadar, organized in only a smallnumber of towns and districts in the County.

Community projects aim to include socially vulnerable persons (those with low income whoreceive welfare, handicapped persons, long-term unemployed, war veterans, etc.) into the worldof labour.Community projects gain double benefit: for the society as whole and for the individual.Individual gains employment, return to the world of labour which, further, improves society ssocial structure, because number of socially vulnerable persons are included into the world oflabour.

The overlapping of social problems such as poverty and unemployment lead to social deprivationof considerable number of population with severe consequences for their social well being. Incomepoverty leads to narrowing of educational and health care opportunities and affects also theyounger generation. Generally it means elevated level of social depression experienced by manyfamilies. Social problems diminish social security, mean helplessness and loss of opportunity andself representation. Unemployment, loss of income, lack of social care may limit a person's chanceto live a healthy and creative life in an adequate social environment.In Zadar County tackling of social problems require the collaboration of various institutions and theinvolvement of the various community levels:v Public sector regional government organisations;

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v Private sector organisations insurance companies, private health care and social carev organisations, as well as private recruitment and training agencies, employers;v Non Governmental Organisations, which aim to reduce social problems provide socialassistance and community services as well as community groups, church, private charities etc..

Poverty is of a structural and regional nature, for instance, poverty is significantly associated withrural and peripheral areas. The reduction of social problems using regional policy measures meansthe creation of equal opportunities in different regions for full participation in the various spheresof community life. In additional to the general regional programs, where the main attention isfocused on supporting successful individuals and activities in the poorer or backward regions,there is also the need to extend programs with a special focus, aimed at individuals with lowresources and competitiveness. Regional policies should concentrate on extending opportunitiesfor socially vulnerable groups, education as well as supporting equal development in rural areas.Furthermore, of particular concern is the lack of access to income generating resources and socialsupport systems that is characterising many of the losers of the transitional process (the longterm unemployed, workers of large enterprises whose markets and, hence, security are fallingaway, subsistence farming families whose return to the land has not led to a rise out of poverty,the elderly who experience a deterioration in the ability of the state to provide a living pension,and the young who are increasingly facing debilitating unemployment.The aim of poverty reduction measures is to lessen the social and economic strains of Zadarcounty population living below the poverty line, to provide immediate poverty assistance, to createopportunities for life improvement of poor people and better use of their human capital. Povertyreduction initiatives are directed at guaranteeing benefits for basic needs provision and assistanceto build up individual capacity to prevent and reduce the risk of poverty and cope with poverty.Most efficient are integrated anti-poverty strategies, which combine institutional assistance bothbenefits and access to productive assets and resources, and micro-level psychological, educational,training and other interventions that help empower the poor people and improve their livelihoods.

Successful tackling of social problems will depend on improvement of social services focused onproviding direct social support to target social groups, which could include, for example,confidence building for the unemployed, pre-vocational training initiatives; assistance to youthcentres, and key issue support programmes. Social problems and social vulnerability are problemswhich Zadar county has only recently faced in a greater degree. There is a very small number ofprofessionals who have been educated to work with various marginal groups and their educationisn t systematic. Introduction of systematic education and specialization for a particular marginalgroup would improve social welfare system efficiency and, further, increase social welfare andinclusion.

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Regional priority Integration of people in disadvantaged position in thelabour market

Group of people that are socially excluded or threatened by social exclusion should be includedagain in the labour market.

Measures

Measure 7.1 Adapting of working places for disabled persons

Goal:v a disabled person to be able to have the right, well established working place

Action rationaleDisabled persons registered in CES have a poor education, little work experience and long-termunemployment for them is common. The most of disabled persons wants to participate fully in thesociety and a work place, they have right to it and it should be made available to them in ourcounty. It is necessary to increase the professional level of help for disabled persons in CES and todevelop a network of organisations that can offer specialised help. It is important to developedspecial working places for disabled persons persons and to have an access for the employers tofinanced such working places.

Activities:Ø Founding of working places for disabled personsØ Adapting of working places for disabled personsØ Organising training on special working places for disabled personsØ Promote part-time and distance work possibilities for disabled persons;

Measure 7.2 Improved CES help for unemployed disabled persons

Action rationaleDisabled persons registered in CES have a poor education, little work experience and long-termunemployment for them is common. The most of disabled persons wants to participate fully in thesociety and a work place, they have right to it and it should be made available to them in ourcounty. It is necessary to increase the professional level of help for disabled persons in CES and todevelop a network of organisations that can offer specialised help.

Activities:Ø train counsellors specialised in helping unemployed disabled persons,Ø specify jobs suitable for disabled persons,Ø suggest improvements in employment measures targeted on disabled persons.

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Measure 7.3 Additional work with socially excluded groups for increasingtheir inclusion in labour market

Action rationaleGroups of people that are socially excluded or threatened by social exclusion single mothers,long term unemployed, disabled, ethnic minorities, school dropouts, ex prisoners should takemore active role in the society. They are not competitive on the labour market and should begiven an equal opportunity for participation on the labour market. Socialisation and integration ofpeople in disadvantaged position in the labour market

Activities:Ø identify and assess educational needs of socially excluded groupsØ based on needs, prepare and offer educational programmesØ Counselling centresØ Involvement of NGOs and volunteers in social assistance provision and social work with

vulnerable groupsØ Preventing expansion of vulnerable and marginal groups (street children, children in

orphanages, individuals in detention centres)Ø Strengthening self-confidence among the peoples from vulnerable groups

Measure 7.4 Rehabilitation and reintegration of various groups intolabour market (war veterans, substance abusers, etc.)

Activities:Ø identify and assess educational needs of socially excluded groupsØ based on needs, prepare and offer educational programmesØ specify jobs suitable for disabled personsØ suggest improvements in employment measures targeted of people in disadvantaged

position

Measure 7.5 Give an opportunity to adults without elementary leveleducation to finish elementary school

Activities:Ø implementation of government literacy programme on the regional level

Measure 7.6 Improving social service provision, Retraining and educationof the welfare workers

Activities:Ø Improving access to social servicesØ Improve information about social services.Ø Encourage social service providers to distribute more widely information about servicesØ Establish one stop shop agency for social assistance in local municipalitiesØ Increase responsibility of municipalities for the provision of social services and information

within the territories;Ø Facilitate development of community social service networks;Ø Strengthen co-operation between social partners local authorities, employers, community

groups to extend the social safety net. Involve in partnership members of vulnerablegroups;

Ø Improve working conditions of social workers and service providersØ train counsellors specialised in helping unemployed disabled persons

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Measure 7.1Guideline 7 PROMOTE THE INTEGRATION OF AND COMBAT THE DISCRIMINATION AGAINST PEOPLE AT A

DISADVANTAGE IN THE LABOUR MARKET.Regional priority Integration of people in disadvantaged position in the labour market

Measure 7.1 Adapting working places for disabled persons


Employers don’t have specification for jobs suitable for disabled persons. Employers aren’tencouraged enough to employ disabled persons.

Activities - founding of working places for disabled persons- Adapting working places for disabled persons- organising training on special working places for disabled persons- Promote part-time and distance work possibilities for disabled persons;


Participants Employers, disabled persons


Disabled persons


2006 2010



Output (monitoring) Annual report aboutdisabled persons

Employment Agency,Business Association,Ministry of ecomicdevelopment

Statistic Number of disabled havea new equipped workingplace and receivedtraining

Result (monitoring) Number of new equipedworking places fordisabled personsNumber of training fordisabled on newequiped working places

Employment Agency,Business Association,Ministry of ecomicdevelopment

Statistic 50 of disabled have a newequipped working placeand received training

Impact (evaluation) New employmentopportunities

Providers of Grantsand Financial,Training providers

Statistic Increase a number ofdisabled which have anew equipped workingplace and receivedtraining

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Measure 7.2

Guideline 7 PROMOTE THE INTEGRATION OF AND COMBAT THE DISCRIMINATION AGAINST PEOPLE AT ADISADVANTAGE IN THE LABOUR MARKET.

Regional priority Integration of people in disadvantaged position in the labour market

Measure 7.2 Improved help of CES to unemployed disabled persons.


Disabled persons registered in CES have a poor education, little work experience and long-term unemployment for them is common. The most of disabled persons wants to participatefully in the society and a work place, they have right to it and it should be made available tothem in our county. It is necessary to increase the professional level of help for disabledpersons in CES and to develop a network of organisations that can offer specialised help. Itis important to developed special working places for disabled persons persons and to have anaccess for the employers to financed such working places.

Activities - train counsellors specialised in helping unemployed disabled persons,- specify jobs suitable for disabled persons,- suggest improvements in employment measures targeted on disabled persons.


Participants CES, employers, disabled persons’ associations


Disabled persons’ associations, employers.


2006 2010



Output (monitoring) Annual report onemployed disabledpersons

CESEmployersDisabled persons’associations

Annual report Forming of partnershipworkgroup withrepresentatives from CES,employers and disabledpersons’ associations.

Result (monitoring) Employment ofdisabled persons.


Annual report Analysis of results on theregional level.

Impact (evaluation) Number of newlyemployed disabledpersons.


Annual report Rate of unemployeddisabled persons loweredfor 5%.

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MEASURE 7.3

Guideline 7 PROMOTE THE INTEGRATION OF AND COMBAT THE DISCRIMINATION AGAINST PEOPLE AT ADISADVANTAGE IN THE LABOUR MARKET.

Regional priority Integration of people in disadvantaged position in the labour market

Measure 7.3 Additional work with socially excluded groups for increasing their inclusion in labourmarket


Participation in the labour market. Socialisation.

Activities - identify and assess educational needs of socially excluded groups- based on needs, prepare and offer educational programmes- Counselling centres- Involvement of NGOs and volunteers in social assistance provision and social work

with vulnerable groups- Preventing expansion of vulnerable and marginal groups (street children, children

in orphanages, individuals in detention centres)- Strengthening self-confidence among the peoples from vulnerable groups


Participants Social work centres, NGOs, regular and public open schools.


Socially excluded groups. (Single parents, dropouts from secondary schools, minority)


2006 2010


Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Census

Data from NGOs.States office forstatisticsNGOs

Statistics Recognise needs ofsocially excluded groups.

Result (monitoring) Annual report aboutnumber of personsincluded in projects.

States office forstatisticsNGOs

Statistics Analysis of results.

Impact (evaluation) Number of socialisedpersons.


Statistics Decreased number ofsocially excluded.

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Measure 7.4 Rehabilitation and reintegration of various groups into labour market (war veterans,substance abusers, etc.)


Creating of programms for social excluded person with a low educational level

Activities - Implementation of government programmes on the regional level.- identify and assess educational needs of socially excluded groups based on needs,

prepare and offer educational programmes- specify jobs suitable for disabled persons- suggest improvements in employment measures targeted of people in disadvantaged

position


Participants Regular and public open schools, NGOs.


Persons without elementary level education.


2006 2010



Output (monitoring) CensusData from NGOs.


Statistics Recognise needs ofsocially excluded groups.

Result (monitoring) Annual report aboutnumber of personsincluded in projects.


Statistics Analysis of results.

Impact (evaluation) Number of employedpersons.


Statistics Decreased number ofsocially excluded.

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Measure 7.5 Give an opportunity to adults without elementary level education to finish elementaryschool


26206 (21,3%) work force in the County have no education or unfinished elementary school.

Activities - implementation of government literacy programme on the regional level


Participants adults without elementary level education, schools


adults without elementary level education


2006 2010

Monitoring and evaluation indicatorsIntervention level Indicator Source of data Study baseline Target

Output (monitoring) CensusAnnual report aboutilliterate people

State office forstatistics

Statistics onilliterate people

Find out the number ofilliterate persons

Result (monitoring) Annual report aboutunemployment



Analysis of regionalresults

Impact (evaluation) Number of adults thatgained literacy



Decrease in number ofilliterate persons by 10%Inclusion of formerilliterate persons in thelabour market.

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Measure 7.6 Improving social service provision, Retraining and education of the welfare workers


Successful tackling of social problems will depend on improvement of social servicesfocused on providing direct social support to target social groups. There is a very smallnumber of professionals who have been educated to work with various marginal groups andtheir education isn’t systematic. Introduction of systematic education and specialization for aparticular marginal group would improve social welfare system efficiency and, further,increase social welfare and inclusion

Activities - Improving access to social services- Improve information about social services.- Encourage social service providers to distribute more widely information about

services- Establish “one stop shop agency” for social assistance in local municipalities- Increase responsibility of municipalities for the provision of social services and

information within the territories;- Facilitate development of community social service networks;- Strengthen co-operation between social partners – local authorities, employers,

community groups to extend the social safety net. Involve in partnership members ofvulnerable groups;

- Improve working conditions of social workers and service providers- train counsellors specialised in helping unemployed disabled persons


Participants Social workwrs


People in disadvantage position in the labour market


2006 2010



Output (monitoring) Number of socialworkwrs including inprogram

NGOSocial institution

Statistics Rise quality of servicesdirected to the people indisadvantaged position inthe labour market

Result (monitoring) Improve workingconditions of socialworkers and serviceproviders


Increase assess to theservices for people indisadvantaged position inthe labour market

Impact (evaluation) Systematic education ofsocial workers


Facilitate developmentof community socialservice networks

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EU Guideline 8 MAKING WORK PAID

Member States will reform financial incentives with a view to making work attractive andencouraging men and women to seek, take up and remain in work. In this context, Member Statesshould develop appropriate policies with a view to reducing the number of working poor. They willreview and where appropriate reform the tax and benefit systems and their interaction with a view

to eliminating unemployment, poverty and inactivity traps, and encouraging the participation ofwomen, low skilled workers, people with disabilities and those furthest from the labour market in

employment.Whilst preserving an adequate level of social protection, they will in particular review replacementrates and benefit duration; ensure effective benefit management, notably with respect to the linkwith effective job search, including access to activation measures to support employability, takinginto account individual situations; consider the provision of work benefits, where appropriate; and

work with a view to eliminating inactivity traps.In particular, policies will aim to achieve by 2010 a significant reduction in high marginal effective

tax rates and where appropriate, in the tax burden on low paid workers, reflecting nationalcircumstances.

SWOT analysis of Zadar County for the eighth guideline

STRENGTHS WEAKNESSESØ existing legislation Ø inappropriate supervision of employers,

Ø price of work isn t adequate to living costs,Ø too low price of work in textile and wood-

processing manufacture

OPPORTUNITIES THREATSØ smaller tax burden Ø disregard for workers' rights passes mostly

unsanctioned


According to the problem analysis there are no identified priorities in this guideline for ZadarCounty.

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EU Guideline 9 UNDECLARED WORK

Member States should develop and implement broad actions and measures to eliminateundeclared work, which combine simplification of the business environment, removing

disincentives and providing appropriate incentives in the tax and benefit system, improved lawenforcement capacity and application of sanctions. They should undertake the necessary efforts at

national and EU level to measure the extent of the problem and progress achieved at nationallevel.

SWOT analysis of Zadar County for the ninth guideline

STRENGTHS WEAKNESSESØ existing legislationØ awareness about detrimental effects of

undeclared work

Ø high unemploymentØ inefficient supervision and sanctioning of

offendersØ lack of inspectors

OPPORTUNITIES THREATSØ eliminating reasons for undeclared work Ø corruption

Ø maintained high unemployment


EU Guidline 9 Prevent undeclared

work

Measure 9.1 Prevent undeclared work

Regional priority Prevent underclared work

Goal: increase the efficiency of supervision and sanctioning.

Action rationaleThere is a large number of unregistered workers in enterprises and crafts that de facto havecontract with an employer but don t have retirement and health benefits. The state budget suffersfrom such a situation, and it creates problems for workers, too. Insufficient sanctions and lack ofbusiness ethics help undeclared work, which shows the need for better supervision and betterprofessional attitude of relevant state offices.

Measures


Activities:Ø Sanction employers for undeclared work,Ø Improved informing of workers about their rights (unions),Ø Denounce to unions employers that hire workers illegally,Ø Increase the number of work inspectors.

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MEASURE 9.1

Guideline 9 UNDECLARED WORK.

Regional priority Prevent undeclared work



Better income of the state budget. Decrease in financial social help. Increase numberof employed.

Activities - sanction employers for undeclared work,- improved informing of workers about their rights (unions),- denounce to unions employers that hire workers illegally,- increase the number of work inspectors.

Participants Unions, employers, state work audit


Undeclared workers, state.


2006 2010


Intervention level Indicator Source of data Study baseline TargetOutput (monitoring) Union and employer

associationassessments.Findings of state workaudit.

UnionCroatian employersassociationState work audit

Reports Find out howwidespread isundeclared workand damages itdoes.

Result (monitoring) Annual unionassessmentFindings of state workaudit.


Reports Analysis oftrends

Impact (evaluation) Increased number ofdeclared workers.


Reports Decrease ofundeclaredwork.

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EU Guideline 10 REGIONAL DISPARITIES

Member States should implement a broad approach towards reducing regional disparities. Thepotential for job creation at local level, including the social economy, should be supported andpartnerships between all relevant actors should be encouraged. Member States will:

- promote favourable conditions for private sector activity and investment in regionslagging behind;

- ensure that public support in regions lagging behind is focussed on investment in humanand knowledge capital, as well as adequate infrastructure.

The potential of the Cohesion and Structural Funds and the European Investment Bank should befully exploited.

SWOT analysis of Zadar County for the tenth guideline

STRENGTHS WEAKNESSESØ network of local employment offices

throughout the countyØ natural and human resourcesØ training programmes for entrepreneurs

Ø unbalanced economic development of towns andmunicipalities in the county

Ø high unemployment in some county areas

OPPORTUNITIES THREATSØ fund for regional development, created

on national levelØ development of rural tourism and small

entrepreneurshipØ development of co-operativesØ health and congress tourismØ participating in development

programmes for regions of state sspecial interest on regional level

Ø new possibilities for employment andparticipation in inter-municipal projects

Ø traditional sectors (agriculture, turism, mariculture)face strong competition from EU producers

Ø negative demographic trendsØ emigration from parts of the county that were

war-struckØ poor traffic connections within the county


EU Guidline 10 Decrease of regional

development

differences

Measure 10.1 Better use of available national and international

development funds

74

Regional priority Decrease of regional development differences

Goals:v Ensure public support for investing in human resources and knowledge in the least

developed parts of the Countyv Reducing regional disparities in development

Action rationaleIn Zadar County the areas lagging behind in development are mainly areas of special state sconcern and as such are targeted by particular policies and measures. Development of these areaswill significantly depend upon creation of new jobs and employment possibilities.

Measures

Measure 10.1 Better use of available national and internationaldevelopment funds

Activities:Ø Creation of local partnerships that will gather resources and channel them into

programmes developed for reaching agreed recovery goals,Ø Preparing the local population for the agricultural restructuring and tourism development,Ø Introducing alternative/ecological rural production.

75

MEASURE 10.1

Guideline 10 REGIONAL DISPARITIES

Regional priority Decrease of regional development differences

Measure 10.1 Better use of available national and international development funds


Reducing regional disparities in development.

Activities - creation of local partnerships that will gather resources and channel them intoprogrammes developed for reaching agreed recovery goals,

- preparing the local population for the agricultural restructuring and tourismdevelopment,

- introducing alternative/ecological rural production


Participants Local administration, State office for statistics, unions, employers, Chambers of Craftsand Commerce.


All of the county’s population especially in tourism and agriculture sector


2006 2010



Target

Output (monitoring) State of economyanalysis

State office for statistics,ChambersMinistry of EuropeanIntegrationsRegional developmentfundEuropeancommunicational centrein Chamber of Commerce

Statistical Conduct the survey onregional disparities

Result (monitoring) Possibilities inapplying for funds

Ministry of EuropeanIntegrationsRegional developmentfundEuropeancommunicational centrein Chamber of Commerce

Study onapplying forfunds

Analysis of used funds

Impact (evaluation) Higher number ofemployed intourism andagriculture sectorSmaller regionaldisparities

Ministry of EuropeanIntegrationsRegional developmentfund

Analysis ofsituation

Increase of employment intourism and agriculturesector

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7. Implementation and funding

The HRD Strategy is a result of partnership activities. In the second half of 2005 Localpartnership for employment will establish the Regional Council for Human ResourceDevelopment with representatives of all stakeholders. It is now responsibility of CES, as a maincoordinator, to maintain partnership with all stakeholders in the project as well as with potentialproject beneficiaries.

For a sustainable and promising development and implementation of national and Europeanapproach to employment it is necessary to institutionalise cooperation between upper andlower levels. Institutionalisation of human resources planning and developing is necessary not

only on national but on regional level also. While relevant ministries are taking care of thedevelopment on the national level, regional administration needs support from additionalstructures if it wants to reach specific goals in renewal of the local employment.

The Regional Council will have as a primary objective elaboration and implementation ofthe strategy (based on the County ROP) for stakeholders in the regional labour market. Whenthere will be project initiatives for employment, local providers and public institutions in need ofhelp will have to have a support. This support will be provided through Employment Association,the executive body of the Regional Council for HRD. Employment Association will be acounselling body in charge of the strategy management and its task will also beselection administration of projects to be financed, but the Employment Association willbe able to implement its own labour market related projects.

It should be stated that there is no legal frame for establishing and work of regional HRD councilsand it is necessary to create relevant legal and administrative acts.

Local Employment Partnership project expert advisors are ready and willing to contribute in theprocess of creating this legal frame on central and regional level.

Projects planned in the Strategy can be financed from various sources. Such sources willbe available on the national level from the Employment fund, on international level frompreaccession funds of EU and other international donors and on the regional level (ROP).

8. Working Group

77

ORGANISATION ADDRESS DIRECTOR CONTACT (phone numbers)

MEMBER OF THEWORKING GROUP 2

CONTACT FOR THE MEMBER OFWG2

CROATIAN EMPLOYEMENTSERVICE

23 000 ZADAR, KraljaStjepana Dr islava bb MARIJ MATULINA 023/300-812 DUBRAVKO BACALJA 023/300-825, [email protected]

CROATIAN EMPLOYEMENTSERVICE

23 000 ZADAR, KraljaStjepana Dr islava bb MARIJ MATULINA 023/300-812 VI NJA PERIN 023/300-823, [email protected]

CRAFT CHAMBER ZADAR 23 000 ZADAR, irokaulica 1 IVO MARIN 023/319-224 LIDIJA IKI 023/319-224 [email protected]

ZADAR COUNTY,DEPARTMENT OF

DEVELOPMENT ANDINFRASTRUCTURE

23 000 ZADAR, Bo idaraPetranovi a 8 NEVENKA MARINOVI 023/350-340 DAVOR LONI 023/350-417, [email protected]

TOWN ZADAR 23 000 ZADAR, Narodnitrg 1 JURE ZEKANOVI 023/208-100 SILVO GRANCARI 023/208-100

COUNTY CHAMBERS ZADAR 23 000 ZADAR, pireBrusine 16 DENIS IKI 023/211-747 LEA GRDOVI 023/211-747, [email protected]

AUTONOMUS TRADE UNIONOF CATERING AND TIRISM

OF CROATIA

23 000 ZADAR, C.F.Bianchia 2 023/250-866 MERI GA INA

023/250-866, [email protected]

VOCATIONAL SCHOOL VICEVLATKOVI A - ZADAR

23 000 ZADAR, NikoleTesle bb TIHOMIR TOM 023/239-460 TONKO VORINI 098/797-72-79

ECONOMY ADMINISTRATIVE ANDTECHNICAL SCHOOL -

ZADAR

23 000 ZADAR, A.G.Mato a bb ANITA PERI 023/331-022 MANDA DRA INA 023/331-022

MINISTRY OF EDUCATIONREGIONAL OFFICE ZADAR

23 000 ZADAR, Narodnitrg 1

MILJENKOMARINOVI 023/250-562 ZVONKO BABI 023/250-562

ZADAR UNIVERSITY 23 000 ZADAR, MihovilaPavlinovi a bb DAMIR MAGA 023/200-590 MARIJA PE NIK 023/200-590

WORKING GROUP FOR HRD STRATEGY

mailto:[email protected]






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9. Basic analyse of Zadar County

9.1 EMPLOYMENT PROMOTION

Recent trends in employment and the labour market in Zadar County

The situation in the labour market in Zadar county is characterised by a set of several indicatorswhich can be grouped into several units according to their content:v those related to the employment and labour force, including the certain number of basic

demographic indicatorsv those connected with the unemployment problems and indicators related to the forms of

implementation and evaluation active employment policy measuresv indicators which are referent to the problem of knowledge and skills offer and demand

adequacy on the labour market, stressing the younger (15-24 years old) and older (55-64years old) situation on the labour market; and finally

v group of indicators connected with the regional trends in economy

Demographic situation and labour force

There are two basic demographic characteristics of Zadar county: decreasing trend in the numberof total population and their unequal distribution within the county's borders.At the beginning of 1991, Zadar county had 214 614 inhabitants, with the outstandingconcentration in the coastal area, while much less frequent on the islands and hinterland. Lookingat the settlement structure, one would see that Zadar county has another asymmetry municipalfunctions are given to the 14 settlements which are relatively regularly distributed, but areinadequately strong as centres of development which additionally concentrates population in thecity of Zadar, which is the only urban centre in the County.According to the 2001 census, County has 162 045 inhabitants. Aside from the significant decreasein the number of inhabitants in the inter-census period (25%), dramatic depopulation took placeespecially in the hinterland areas which have been occupied from 1991 - 1995 (decrease up to 60%). Average population density has decreased from 59 inh/km2 to 44,4 inh/km2 which is muchlower than Croatian average (78,5 inh/km2), while only 31,76% of inhabitants live outside of urbanareas.Demographic tendencies in the period after 2001 indicate that Zadar county shares with the otherCroatian counties generally negative demographic trend, but not the intensity present in most ofthe other counties. In this sense only Splitsko-dalmatinska and Dubrova ko-neretvanska countieswere in a better position. There are two possible sources of such evaluation: on one hand vitalityindex (number of born alive on 100 of deceased) in Zadar county has fallen from year 1999 to2004 - from 111,5 to 94,3 having in mind that vitality index for year 2001 - 110,4 has been thehighest in Croatia,. In another hand, Zadar county has constant positive migration balance both inthe external migrations (from 1999 to 2003 slightly above than 1000 per year), and in internalmigrations (e.g. positive balance among the counties in 2003 was 681 persons).Average age of population is 38,9 years and is slightly lower than the republic average - 39,3 years.In the same manner, the aging index (86,0) is slightly lower than republic average - 90,7- whichmeans that Zadar county is aging more slowly than the rest of the country. What is more, Zadarcounty has above-than-average number of inhabitants old 0-14 years, while other age groupsfollow the national structure.

Table 1 - Population structure according to the age groups (2001 census)

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Age group N Participation inpopulation (%)

0-14 29.496 18%15-39 54.722 34%40-64 51.426 32%

over 65 years 26.401 16%TOTAL 162.045 100%

Zadar county has an balanced gender structure: out of total number of inhabitants (82 404(50,85%), women make 82 404 (50,85%) and men 79 641 (49,15%). Men are slightly morerepresented in younger age groups (2,2% more men in the 0-14 group and 0,7% in 40-64 group,while there is 17,9% more women in the 65 and over group. There are 65 154 (50,85%)economically active and 96 891 (59,80%) of economically inactive persons.

Regarding demographic situation of the Zadar county, it is possible to be a moderate optimisthaving in mind that the slowing down of decrease in number of inhabitants and ensuring morebalanced population distribution represent greatest demographic challenges for the County.Obvious emigrational attractiveness and lower-than-average decrease of birth-rate are thefoundation for the most real future positive demographic trends as well as the insurance of a morebalanced population distribution within the County.

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Employment and labour force

In the period from 2000 to 2004 the participation of the employed persons in the Zadar county hasbeen constantly growing at an annual rate of 2,5%.

Table 2 - Registered labour force in Zadar county from 31.12.2000. to 31.12.2004.g.

31.12.2000 31.12.2001 31.12.2002 31.12.2003 31.12.2004U % Number U % Number U % Number U % Number U % Number

Unemployed 28,8 16366 29,2 16797 27,3 16147 22,1 12725 21,1 12278Employed 71,2 40529 70,8 40769 72,7 42580 77,9 44817 78,9 45816

Labour force 100,0 56895 100,0 57566 100,0 59127 100,0 57542 100,0 58094

This employment trend continues well into 2005, when on March 31st it shows continuous absolutegrowth (46 243 employed) and the trimester growth of 2,9%.

Table 3 - Employment structure according to sectors in Zadar county from 31.12.2000.-2004.g.

31.12.2000 31.12.2001 31.12.2002 31.12.2003 31.12.2004U % Number U % Number U % Number U % Number U % Number

Agriculture, hunting, foresting 1,92 780 1,45 593 1,45 624 1,60 717 1,55 708Fishing 0,77 313 0,92 377 1,02 440 0,91 409 0,89 410Mining 0,49 199 0,77 313 0,63 272 0,52 235 0,54 247Processing industry 12,38 5017 11,26 4589 11,23 4825 10,37 4647 10,21 4680Utilities (electricity, water, gas) 2,48 1004 2,55 1041 2,38 1022 2,25 1007 2,19 1002Construction industry 4,42 1792 4,50 1833 4,93 2120 5,68 2544 5,45 2488Wholesale and retail trade;motor vehicles andmotorcycles and domesticgadgets repair

12,58 5097 12,47 5083 13,13 5643 13,58 6086 13,77 6311

Hotels and restaurants 3,23 1308 3,02 1231 3,01 1292 2,71 1215 2,39 1095Transport, storage anddelivery 7,68 3112 7,27 2963 6,68 2870 6,44 2886 6,28 2878Financial mediation 2,05 832 2,07 845 2,06 884 2,05 920 2,14 979Rea estate, renting andbusiness services 2,98 1207 3,73 1519 3,98 1712 4,10 1838 4,12 1886Public defence, insurance 14,30 5795 13,15 5362 12,16 5225 11,23 5034 10,70 4904Education 7,31 2963 7,60 3098 7,41 3184 7,33 3285 7,41 3397Health and welfare 5,71 2314 5,59 2278 5,44 2340 5,26 2358 5,19 2378Other social and other serviceactivities 2,32 941 2,39 974 2,46 1057 2,74 1230 2,98 1364Domestic activities - - - - - - - - - -Extraterritorial organizationsand bodies 0,01 3 0,02 8 0,07 31 0,07 32 0,07 30Handicrafts 19,37 7852 21,24 8661 22,38 9620 23,15 10374 24,14 11059 TOTAL 100,0 40529 100,0 40769 100,0 42980 100,0 44817 100,0 45816

Employment structure according to the sectors in Zadar county is characterized by the dominanceof services sector, high proportion of the public sector with the positively growing segment ofeducation, relatively high proportion of industry, and the smallest proportion of agriculture,foresting and fishing.

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Looking at individual sectors within the period considered, sector of wholesale and retail trade;motor vehicles and motorcycles and domestic gadgets repair with 6311 employed persons andparticipation of 13,8% in the total number of employed by the end of 2004 is ranked first.Employment in this sector is growing, however by the modest but continuous rate of 0,6%.Ranked second according to employment is the processing industry which had a continuous decreasein the period taken: 12,4% from the end of 2000 has fallen to 10,21% by the end of 2004. Reasonfor this can be found in re-structuring and decreasing on the part of food processing industry whichmakes up to 40% of county's total processing industry. During last two years the decrease in thissector has been slowed down to 0,97% of annual average through reviving metal industry andfurther development of chemical and editorial-printing industry.

ZADARSKA UPANIJA - ZAPOSLENI I NEZAPOSLENI PODJELATNOSTIMA

- TRGOVINA, POPRAVAK MOTO RNIH VOZILA I PREDMETA ZAKU ASTVO -

y = 28,442x + 5797,5

y = -24,727x + 2437

0

1000

2000

3000

4000

5000

6000

7000

8000

I.200

3

III.2

003

V.20

03

VII.2

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003

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004

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0,00%

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10,00%

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35,00%

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45,00%

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Stop

a ne

zapo

slen

osti

ZAPOSLENI NEZAPOSLENI

STOPA NEZAPOSLENOSTI Linearni (ZAPOSLENI)

Linearni (NEZAPOSLENI)

Sector of traffic, storing and delivery oscillates mildly with only 7% or employed in the County.Oscillations are of a mild and seasonal character with a bland growth of employing trend. Thissector also has one of the lowest unemployment rates - during the 2004 season it was below11%.

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Outstanding revival of construction business sector and subsequent rise in income resulted inobvious rising trend in employment , but also relatively small drain of registered unemployedpersons into this sector and high unemployment rate. Reasons can be traced in inadequateregistered unemployed workers' skills and knowledge as well as in using alternative channels inemploying construction labour force.

ZADAR COUNTY - UNEMPLOYMENT STRUCTURE ACCORDING TOSECTORS - CONSTRUCTION BUILDING

y = 10,346x + 2349,7

y = -1,4478x + 694,85

0

500

1000

1500

2000

2500

3000

I.200

3

III.2

003

V.2

003

VII.2

003

IX.2

003

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NU

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0,00%

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15,00%

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30,00%

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OYM

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ZAPOSLENI NEZAPOSLENI

STOPA NEZAPOSLENOSTI Linearni (ZAPOSLENI)

Linearni (NEZAPOSLENI)

Another sector characterized by the continuous growth of employment and income is real estatetrade, renting and business services.Opposite than expected, sector of hotels and restaurants does not have increase in employment,but is characterized by a mild decrease and emphatic.

Agricultural sector within the Zadar county shows mild growth of activities related to theinvestments into the newly planted plants in the context of preparation and empowering Croatianagriculture before joining EU which is obvious in the growth of total income and expenses as wellas in the growth of employment. Fishing, however is going through a phase of recession impactedby the prices on the world market and manifested through decreased incomes, expenses andemployment.

84

Employment structure according to the gender in Zadar county shows serious asymmetry regardingthe female population in employment, but also in the context of proportion of youth (15-24 yearsold) and older (55-64 years) workers.

85

Table 4 - Employed persons in Zadar county according to the age and gender(census 2001)

n Male Female Male /female rate

Total 489m 27615-19f 213

56,4% 43,6% 129,6%

Total 3.477m 1.91320-24f 1.564

55,0% 45,0% 122,3%

Total 5.790m 3.35525-29f 2.435

57,9% 42,1% 137,8%

Total 6.442m 3.79230-34f 2.650

58,9% 41,1% 143,1%

Total 6.858m 4.02435-39f 2.834

58,7% 41,3% 142,0%

Total 7.330m 4.23740-44f 3.093

57,8% 42,2% 137,0%

Total 6.943m 4.17145-49f 2.772

60,1% 39,9% 150,5%

Total 5.819m 3.80150-54f 2.018

65,3% 34,7% 188,4%

Total 2.363m 1.73055-59f 633

73,2% 26,8% 273,3%

Total 961m 740

Age

grou

ps

60-64f 221

77,0% 23,0% 334,8%

Total employment rate (employed persons as a proportion within total population of the same agegroup, in this case 15-64 years group) in Zadar county is 44,4% (2001), while male employmentrate is 35,7%, and is significantly higher than the female employment rate - 22,7%. Youthemployment rate is17,8%, while older persons employment rate is 19,2% - both are outstandingly

86

low. The following structure also shows certain peculiarities usual not only for Zadar county -employment structure according to the professions and gender.

Table 5 - Zadar county Employment structure according to the professions and gender(Census 2001)

Professions nTotal 2.132

m 1.573Head officials and legislative bodies' members,headpersons and state body members,directors f 559

Total 4.878m 2.155Experts and scientists

f 2.723Total 9.331

m 5.183Engineers, technicians and similar professions

f 4.148Total 6.705

m 1.978Office and counter clerks

f 4.727Total 13.888

m 6.186Service and trade professions

f 7.702Total 2.360

m 1.855Agricultural, hunting-breeding and forestingworkers and fishermen

f 505Total 8.940

m 8.089Handicraft and manufacture professions

f 851Total 5.451

m 4.664Machine and vehicle operators and productassemblers

f 787Total 5.006

m 2.394Simple professions

f 2.612

Particular feature employment structure according to the professions is absolute dominancy ofservice and trade professions with 23,7% which consists of women by 56%. Professions with thehighest participation of female structure (over 70%) is that of office and counter clerks. Women

87

lead also in the experts and scientists group with 55,8%, and with the similar percentage in thesimple professions group.

Table 6 - Total number of Zadar county labour force according to the education leveland gender (2001 Census)

Education level Total % m % f %

Total 122681 100,0 59004 100,0 63677 100,0No education 5813 4,7% 1137 1,9% 4676 7,3%

1-3 elementary school grades 8097 6,6% 2714 4,6% 5383 8,5%4-7 elementary school grades 11296 9,2% 4192 7,1% 7104 11,2%

Elementary school 24427 19,9% 10582 17,9% 13845 21,7%Up to three grades of secondary school or vocational

school for qualified or highly-qualified workers 35191 28,7% 23826 40,4% 11365 17,8%

Vocational secondary school of 4 or grades 18374 15,0% 7191 12,2% 11183 17,6%Grammar school 5942 4,8% 2032 3,4% 3910 6,1%

College, lower university degree or professional study 4876 4,0% 2850 4,8% 2026 3,2%Faculties, academies, MA or doctorate 8665 7,1% 4480 7,6% 4185 6,6%

The greatest problem, regarding the education level of the labour force is low education level, orhigh proportion of labour force with low grade of knowledge and skills: 40,5% of labour force iswithout education, or with partially or fully finished elementary school. Among male population thisgroup makes 31,5%, and among female it rises to 48,7%. Proportion of secondary school level ofknowledge and skills is 48,5% (56,0% in male and 41,6% in female population), while higheducation level group makes 11,1% (12,4% of male and 9,8% of female population). Regardingthe education level in the gender context of the labour force it is obvious that proportion of womendecreases towards the higher level of knowledge and skills, while in the opposite direction itdrastically increases

Unemployment

Table 7 - Total of registered unemployment for Zadar county - annual average

Ø 2000 Ø 2001 Ø 2002 Ø 2003 Ø 2004U % Number U % Number U % Number U % Number U % Number

Man 43,47 6729 43,24 6910 43,64 7204 40,09 5386 38,78 4636 Women 56,53 8749 56,76 9069 58,36 9303 59,91 8049 61,22 7318 TOTAL 100,0 15478 100,0 15979 100,0 16507 100,0 13435 100,0 11954

In the period from 2000 to 2004 the share of unemployed is constantly decreasing; the highest ratehas been by the end of 2001 - 29,2%, and the lowest by the end of 2004. Values of the firsttrimester of 2005 show mild rise of unemployment (March 31 2005 - 12 609 unemployed), but thetrimester ratio of 2005/2004 shows further decrease of unemployment by 2,6%. The mostimportant unemployment indicator - unemployment rate (total number of unemployed as aproportion of the total active population) is also characterized by a constant decrease.Administrative unemployment rate in Zadar county has decreased from 29,2% (Croatia 21,8%) in2001 to 21,1% (Croatia 18%) in 2004. It is obvious that Zadar county rate is still much higher thanthe Croatian average, but the decrease rate in Zadar county is more than double of the Croatianaverage.

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The other characteristic of Zadar county unemployment is the continuous increase in womenunemployment, whether in total values or relative to the male unemployed labour force (in 200030% more unemployed women, in 2004 57,9%).

Regarding age, unemployment in Zadar county is characterized by outstandingly highunemployment of youth (age group 15 - 24 years) who share 15,5% of the total unemployedpopulation. The age group 25 - 54 years is characterized by an evenly dispersed unemploymentplateau which rises from 11,5% for age group 25 - 29 to 13,5% for age group of 50-54 years. Eventhe group 55 -64 shares solid 10,1% in the total unemployment.

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Table 8 - Education level of registered unemployed persons in Zadar county (annualaverage)

Ø 2000 Ø 2001 Ø 2002 Ø 2003 Ø 2004% Number % Number % Number % Number % Number

Unqualified 34,67 5367 35,23 5629 36,36 6002 36,91 4959 33,18 3966 Qualified 35,62 5514 36,79 5879 36,02 5946 35,60 4782 38,53 4606Secondaryschool level 21,26 3291 20,95 3347 20,64 3406 20,91 2809 21,93 2622

High anduniversitydegree

6,83 1057 7,03 1124 6,98 1152 6,58 884 6,36 760

TOTAL 100,0 15229 100,0 15979 100,0 16506 100,0 13434 100,0 11954

Unfavourable qualification structure of the labour active population in Zadar county, which has beenmentioned above, has its reflex among the unemployed population too. Again, there is a highproportion of unqualified labour force which becomes even more serious when seen in the contextof the length of time persons are unemployed. Namely, over 62,5% of unqualified labour force isunemployed for more than a year and have acquired status of long-term unemployed with all thenegative consequences of it. Also, 45,3% of the unemployed labour force with the level ofsecondary school knowledge and skills are long-term unemployed. With this group there is aparticular problem because their skills and knowledge become very quickly outdated which makestheir return to the labour market extremely difficult and requires updating and extended which,further, demands great personal and institutional involvedness. The population with high anduniversity degree of education shares lower in absolute ratio (6,4%) , but also high 38% of long-term unemployed.

90

Table 9 - Registered unemployed persons in Zadar county by education level, lenght ofunemployment and gender on 31.12.2004.

LENGHT OF UNEMPLOYMENT

TOTA

L

from

0 to

3m

onth

from

3 to

6m

onth

.

from

6 to

12

mon

th.

Mor

e th

an 1

2m

onth

s

Total 12278 2894 1774 1437 6173 TOTAL Women 7550 1738 1023 872 3917 Total 637 79 33 29 496No school or unfinished elementary

school Women 371 57 21 12 281 Total 3232 641 335 331 1925

Elementary school Women 2088 402 206 222 1258 Total 4868 1179 768 607 2314Secondary vocational school up to 3

classes for qualified or highlyqualified workers Women 2549 581 357 294 1317

Total 2355 645 448 312 950Secondary school of 4 or moreclasses Women 1722 467 305 235 715

Total 397 109 54 46 188Grammar school

Women 302 76 42 33 151 Total 320 82 48 46 144Higher school, 1st university degree,

professional study Women 209 55 35 29 90 Total 469 159 88 66 156

EDU

CAT

ION

LE

VEL

Faculties, academies, MA ordoctorate degree Women 309 100 57 47 105

Active employment policy measures

Table 10 - Active employment policy measures realised in Zadar county from01.03.2002. to 31.05.2005.

Measures / Projects Partner/s Demandsgranted

Personsemployed

Implementationperiod

A) “From university tojob”

Development andemployment fund 160 131 From 01.03.2002.g. until

today

B) “From classroom toworkshop”


today

C) “Through learning tojob for everyone”


today

D) “Through experienceto profit”


today

E) “Chances for us too” Development andemployment fund 6 4 From 01.03.2002.g. until

today

F) “Job for defenders” Development andemployment fund 257 273 From 01.03.2002.g. until

today

Z) “Internship in healthcare”


today

TOTAL 1542 1621

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Croatian government has developed, since March 2002, a number of active employment policymeasures. This programme has been oriented towards various needs of unemployed persons.In Zadar county, in the period from March 1st 2002 until May 31st 2005, 1621 has been employedbased on co-financing. The largest number of persons have been employed through Programme C(persons without any work experience and those who need to be introduced to the job) - 1024 ofthem, sine this measure had been created to support the largest group of unemployed persons.Next are the 273 Croatian defenders (war veterans) employed through Programme F and 131persons employed through Programme A. Other programmes have urged much less interest withthe employers. The weakness of the programmes implemented has been shown in not recognizingdifferences in the local unemployment structures and not being based on the deeper analysis andregional labour market surveys and the situation in employment.

Strategic option for employment promotion

A survey implemented in the Zadar county during March and April 2005 which aimed to monitorregional labour market and analyse regional trends in economy has resulted with certain insightsinto the existing situation and estimations of future trends in employment as seen from the aspectof companies' actual business.Over 72% of companies questioned have rated their trend in overall business in previous 12months as positive. Analysed by the sectors, the largest number of companies which have had thegrowing business trends come from the business services sector (91,7%), and next are theconstruction business companies (83,3%). Sector of processing industry has the smallest share ofcompanies with growing trends and have reported, together with the companies of catering andtourism, and traffic, storing and delivery sectors (total 23,2% of them) as stagnant. However, anoptimist note can be drawn out of the fact that only 4,9 % of companies reported negative businesstrends in the previous period. Processing industry shares 16,7% and hotels and restaurants 8,3% ofthis group.When trends in number of employed persons is in question, 62,2% of the companies reportedincrease, and only 6,1% decrease in the number of employed persons.Companies in sectors of real estate trade and business services, and then in the wholesale andretail trade have reported the largest rise in number of employed persons during the previousperiod.Construction business, trade and traffic, storing and delivery are the sectors in which none of thecompanies reported decrease in number of employed, while this trend is mostly present inprocessing industry (16,7 % of companies) and in a smaller share in hotels and restaurants sector.These two sectors also dominate in context of decrease in the number of employed during theprevious period (2-3 years) - this trend was reported by 75% of the hotels and restaurantscompanies and by 50% of the processing industry companies.When trends in numbers of dismissals, the largest number of companies (74,4%) reported nochanges in state, which actually means that they didn't expect any new significant number ofdismissals. This is certainly very positive information for all the sectors who went through hardtimes of transition, and when Zadar county is in question it is the confirmation of the fact that thetransition process started here very early, that it impacted employment deeply. It also confirmsother indicators which point out that the transition process in Zadar county has more or less beenfinished and that economy can expect relatively common developmental problems.This attitude is further corroborated by the number of facts acquired by this survey related to thefuture expectations in the context of employment, as well as to the implemented and expectedchanges in technology and work organization.

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Results show that employers expect the total number of employed during next 12 months to rise by18,6%. In sectors, the largest growth was expected in the sector of hotels and restaurants(56,17%) and wholesale and retail trade (22,66%), while none of the sectors reported decrease ofemployment. In context of expected number of employed according to the forms of contract, it isindicative that only 15,12% of companies expect increase in the number of permanent jobcontracts, while the number of temporary job contracts is expected to grow by 52,06%. Employersare expecting the growth of employment, but are also searching for the more flexible forms ofemployment in order to ensure more efficient future adjustment to the market.Regarding to the size of companies, the largest growth in the number of employed is expected bythe small companies (45,59%), then by the medium sized companies (39,73%), and the leastgrowth is expected by the largest companies (15,22%).Furthermore, during last two years, 40,2% of the questioned companies have introduced changesin technology and 37,8% in the work organization. Most changes were introduced in the sector ofreal estate trade, renting and business services, construction business, but also by the 50% ofcompanies in processing industry and trading. In the near future, 26,8% of the questionedcompanies plan to introduce changes in technology, and only 19,5 % plan changes in workorganization. Regarding the size of companies, it is obvious that all of them (small, medium sizedand large ones) have been equally investing in technology changes (about 40% within eachgroup), and that the equal share of companies plan to introduce technological changes (about26%). The largest future changes in work organization are planned by large companies (29,6%),while small companies take second place over the medium sized - 16,1% of the small companiesplan work organization changes.Obviously, companies are going through the period of stabilization in changes introduced during theprevious period and solving the problems brought by those changes. One of the most seriousproblems companies are dealing with are problems of employing persons with suitable qualificationand knowledge. This problem is particularly reported by the companies in real estate trade, rentingand business services, as well as by those in trading and construction sectors.Summing up the resistant and actual problems of Zadar county labour market, one shouldemphasize following:v the transition process has largely been concluded and economy expects usual

developmental problems. However, the legacy of transition is still visible and present in thestructural unemployment and in the high rate of long-term unemployment and will surelydistract the economic development and condition relatively high financial expenses of newinvestments related to the training of new labour force

v service sector in Zadar county economy is in and unquestionable leading place, but with thedominant partake of traditional public sector with health, educational and administrativeservices, or with the trading as the most powerful individual sector, which points out thatthe service sector has great and variable unused potentials for the entrepreneurshipdevelopment and creation of new jobs

v extremely low educational level of labour force and the dominant share of female populationin the lower educational structures certainly are one of the greater problems in Zadar countylabour market. This problem is already an obstacle to entrepreneurs in finding andemploying persons with adequate qualifications and skills, and will surely greatly aggravatepositioning and continuation of Zadar county economy in the competition conditions ofglobal market which is dominated by the competitive, dynamic and knowledge-basedeconomies.

v Unemployment rate which is higher than Croatian average, large percentage of long-termunemployment of unqualified and secondary education qualified unemployed persons whichcauses their knowledge and skills to become obsolete. Weak spatial mobility gradually andobjectively removes unemployed persons out of the labour market and, subsequently,

93

makes them passive in searching for job as well as opens the real presence of poverty riskand social exclusion in Zadar county.

In conclusion we can say that the companies which made changes in technology and workorganization during the previous period and had growth in employment, have met with theproblems of inadequate offer of the labour force on regional labour market. This imbalance must besolved urgently and efficiently because economy subjects have recognized it as one of the crucialdevelopment problems.Formulating measures and action plans for solving this problem actually means creating regionalysuitable strategies for development of human resources which must include close and efficientcoordination of business, educational and labour market institutions

9.2 EDUCATION PROMOTION

9.2.1 Analyses in recent trends in Education Promotion

Today s Europe is experiencing change on a scale comparable with that of the Industrial Revolution.Digital technology is transforming every aspect of people s lives, whilst biotechnology may one daychange life itself. Trade, travel and communication on a world scale are expanding people s culturalhorizons and are changing the ways in which economies compete with each other. Modern lifebrings greater chances and choices for individuals, but also greater risks and uncertainties. Peoplehave the freedom to adopt various lifestyles, but equally the responsibility to shape their own lives.In the times of fast changes, once acquired knowledge and skills as well as the developed interestquickly become old fashioned and cannot suffice for the life-long period as they used to be.Globalization, new technologies and the informatical society development have considerablychanged the world of labour and society as whole. They will certainly continue to do so. Modernmarket economy demands education and training to be flexible, available and adjusted to the needsof economy. Adults are doomed to permanent learning in order to ensure constant adjusting oftheir knowledge and skills to the demands of the ever changing labour market. In this wayemployed persons ensure they have the basic pre-requisite for keeping the job, and unemployedincrease their chances for employment and/or self-employment. Following all this, our basic priorityshould be larger inclusion of adults into the processes of education, professional training throughapplication of lifelong education concept.More people stay in education and training longer, but the gap is widening between those who aresufficiently qualified to keep afloat in the labour market and those who are falling irrevocably by thewayside. The County s population is also ageing rapidly. This will change the make-up of the labourforce and the patterns of demand for social, health and education services.The knowledge, skills and understanding we learn as children and as young people in the family, atschool, during training and at college or university will not last a lifetime.Integrating learning more firmly into adult life is a very important part of putting lifelong learninginto practice, but it is, nevertheless, just one part of the whole.Lifelong learning sees all learning as a seamless continuum from cradle to grave. High quality basiceducation for all, from a child s youngest days forward, is the essential foundation.

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Analysis of recent trends in Education Promotion in Zadar County

A successful regional economy and labour market requires both specialists with a higher educationand specialists with a professional secondary education. Educational system should provideopportunities for adult education and retraining. One indicator which provides evidence concerningthe investment that an educational system makes in the field of regional development is thenumber of educational institutions in a region, the structure of these institutions, and the regionalnetwork that exists in order to provide an education in accordance with the number of children andadolescents in the relevant age groups.

In Zadar County there are 37 elementary, 21 secondary schools and a university.

Table 11 - List of elementary schools and the respective number of pupils in the period2001 – 2004

School name and seatNumber

of pupils,year2001

Numberof pupils,year 2002



ES Stanovi - Zadar 1438 1403 1401 1353ES Krune Krsti a - Zadar 517 502 503 500ES Petar Preradovi - Zadar 1035 996 939 871ES .K.Benje - Zadar 1280 1296 1296 1279ES ime Budini a - Zadar 1063 1079 1064 1038ES Smiljevac - Zadar 1217 1268 1373 1487ES Bartula Ka a - Zadar 1020 1020 1018 1007ES Vo tarnica - Zadar 48 49 50 50ES Zadarski otoci - Zadar 35 32 49 42ES Stjepana Radi a - Bibinje 426 417 431 442ES Suko an - Suko an 353 349 375 378ES Zemunik Zemunik donji 159 155 155 143ES Galovac - Galovac 192 185 192 201ES V. Nazora - kabrnja 190 193 195 196ES Poli nik - Poli nik 268 286 299 300ES Bra e Ribar - Posedarje 358 362 365 363ES Novigrad - Novigrad 76 84 91 96ES Starigrad - Starigrad 179 176 170 170ES J.Barakovi a - Ra anac 292 278 267 262ES Petra Zorani a Nin 350 343 337 321ES Privlaka - Privlaka 336 339 350 346ES Valentin Klarin - Preko 414 411 395 361ES Petar Lorini - Sali 109 109 98 96ES Petar Zorani - Jasenice 114 131 131 131ES Obrovac - Obrovac 373 374 403 402ES Nikole Tesle - Gra ac 355 362 383 398ES Biograd - Biograd 635 629 635 640ES Benkovac - Benkovac 764 782 790 835ES V.Nazora - Nevi ane 174 173 171 163ES Pako tane - Pako tane 465 456 471 489ES Sv.Filip i Jakov Sv. Filip i Jakov 407 394 403 409ES Pola a - Pola a 202 206 214 220ES Petra Zorani a - Stankovci 322 316 317 323

95

School name and seatNumber

of pupils,year2001




ES Li ane Ostrovi ke Li ane Ostrovi ke 86 85 83 80ES Jurja Dalmatinca - Pag 378 372 365 369ES Bra e Radi - Pridraga 128 135 140 131Private ES Nova - Zadar 0 12 31 53

From the numbers in table we can conclude that the largest number of pupils is concentrated in 7elementary schools which have their seat in the town of Zadar (about 48% each year). Elementaryschools on the islands constantly decrease in the number of pupils, while thoe in the hinterlandtowns (Benkovac, Obrovac, Gra ac) report increase in the number of pupils which reflectsimmigrational and trend of refugees returning into these areas.

Table 12: List of secondary schools and respective number of pupils in the period 2001-2004

School name and seatNumberof pupils

2001

Numberof pupils

2002

Numberof pupils

2003

Numberof pupils

2004Grammar school Franje Petri a - Zadar 427 446 472 459Grammar school Vladimira Nazora - Zadar 639 600 605 585Grammar school Jurja Barakovi a - Zadar 564 564 564 573Archibshipry Classical Grammar school -Zadar

68 85 98 132

Nautical school - Zadar 447 465 485 459Medical school Ante Kuzmani a - Zadar 375 380 395 380Handicrafts school Gojka Matuline Zadar 241 259 268 216Technical school - Zadar 497 476 492 453Vocational school Vice Vlatkovi a - Zadar 713 697 645 747Natural history graphic school - Zadar 305 311 310 319Secondary school Stanka O ani a - Zadar 383 386 383 379Textile kola - Zadar 95 106 159 184Economy administrative and technicalschool - Zadar

870 852 850 822

Hotel-tourist and catering school - Zadar 628 677 715 781Zadar Private Grammar school - Zadar 46 80 106 122Musical school Blagoje Bersa - Zadar 75 81 84 79Secondary school kneza Branimira -Benkovac

245 232 203 216

Secondary school Biograd na moru -Biograd

341 358 357 371

Secondary school Obrovac - Obrovac 141 138 115 128Secondary school Bartula Ka a - Pag 137 149 143 137Secondary school - Gra ac 60 103 117 134

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Table 13: List of education programmes and respective secondary schools

School name and seat Programmes2001 Programmes 2002 Programmes

2003Programmes

2004Grammar school FranjePetri a - Zadar

General grammarschool,Natural history andmathematicsgrammar school

General grammarschool,Natural history andmathematics grammarschool



Grammar school VladimiraNazora - Zadar

General grammarschool,Foreign languagesgrammar school



General grammarschool,Foreign languagesgrammar school,Foreign languagesgrammar school sport department

Grammar school JurjaBarakovi a - Zadar

General grammarschool,natural history andmathematicsgrammar school

General grammarschool,natural history andmathematics grammarschool



Archbishopry classicalgrammar school - Zadar

Classical grammarschool




Nautical school - Zadar Navigation expert,Marine-engineertechnician,Forwarding agencytechnician

Navigation expert,Marine-engineertechnician,Forwarding agencytechnician



Medical school AnteKuzmani a - Zadar

Nurse,Medical laboratorytechnician




Handicrafts school GojkaMatuline Zadar

Beautician,Hairdresser,Hairdresser (c-vob),Pedicurist



Beautician,Hairdresser,Pedicurist

Technical school - Zadar Computertechnician inmechanicalengineering,Electronicstechnician,Electrical engineer,Aircraft technician(ZIM),Aircraft technician(IRE),High-rise building-constructiontechnician

Computer technician inmechanical engineering,Electronics technician,Electrical engineer,Aircraft technician(ZIM),Aircraft technician(IRE),High-rise building-construction technician

Computer technicianin mechanicalengineering,Electronicstechnician,Electrical engineer,Aircraft technician(ZIM),Aircraft technician(IRE),High-rise building-constructiontechnician

Computer technicianin mechanicalengineering,Electronics technician,Electrical engineer,Aircraft technician(ZIM),Aircraft technician(IRE),High-rise building-constructiontechnician

Vocational school ViceVlatkovi a - Zadar

Ship mechanic,Electrical fitter,Telecommunicationsfitter,Motor vehicle driverRoad-traffictechnician,Car-mechanic,Turner,Tinsmith,Car-body mechanic,Locksmith,Central heating andair conditioningfitter,

Ship mechanic,Electrical fitter,Telecommunicationsfitter,Motor vehicle driverPlastic-boat assembler,Car-mechanic,Turner,Tinsmith,Car-body mechanic,Locksmith,Central heating and airconditioning fitter,Car-electrician,Electrician,

Ship mechanic,Electrical fitter,Telecommunicationsfitter,Motor vehicle driverPlastic-boatassembler,Car-mechanic,Turner,Tinsmith,Car-body mechanic,Locksmith,Central heating andair conditioningfitter,

Vehicles technician,Road traffictechnician,Woodwork techniciandesigner,

Computer technician,Ship mechanic,Electrical fitter,Telecommunicationsfitter,Motor vehicle driverDry constructionbuilding fitter,Car mechanic,Turner,

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2003Programmes

2004Car-electrician,Electrician,Photographer,Carpenter,Bricklayer,House- andwoodwork painterStone-masonElectro mechanic,Electronic mechanic

Photographer,Carpenter,Bricklayer,House- and woodworkpainterStone-masonElectro mechanic,Electronic mechanic

Car-electrician,Electrician,Photographer,Carpenter,Bricklayer,House- andwoodwork painterStone-masonElectro mechanic,Electronic mechanic

Car body mechanic,Locksmith,Plumber,Gas fitter,Central heating andair conditioning fitter,Car electrician,Electrician,Carpenter,Bricklayer,House- andwoodwork painter,Stone-mason,Electronic mechanic

Natural history andprintmaking school - Zadar

Chemicaltechnician,Printmakingtechnician,Ecologicaltechnician

Chemical technician,Printmaking technician,Ecological technician

Chemical technician,Printmakingtechnician,Printmakingtechnician layout,Ecological technician

Printmaking designerof multimedia,Printmakingtechnician,Ecological technician

Secondary school Stankaani a - Zadar

Agriculturaltechnician general,Agriculturaltechnician phitopharmacist,Food processingtechnician,Veterinariantechnician,Florist,Gardener,Food processingmachines handler,Baker,Butcher

Agricultural technician general,Agricultural technician phitopharmacist,Food processingtechnician,Veterinarian technician,Florist,Fruit grower, vine-grower and winemaker,Confectionery industryworkerMilkmanGardener,Butcher,TES group ofprogrammes

Agriculturaltechnician general,Agriculturaltechnician phitopharmacist,Food processingtechnician,Veterinariantechnician,Florist,Fruit grower, vine-grower andwinemaker,Baker,Food processingmachines handler,Gardener,Butcher,TES group ofprogrammes

Agricultural technician general,

Food processingtechnician,Veterinariantechnician,Florist,Food processingmachines handler,Butcher,TES group ofprogrammes

Textile design and appliedarts school - Zadar

Clothes technician,Tailor

Cloth designer,Tailor

Cloth technician,Cloth designer,Tailor

Visual arts anddesign,Cloth technician,Tailor,Dry cleaner

Economic administrativeand trading school - Zadar

Economist,Administrative clerk,Administrativesecretary,Sales specialistSalesman




Hotel, tourist and cateringschool - Zadar

Hotel and touristtechnicianHotel caterer,WaiterPastry cookCookCook and pastrycook assistant

Hotel and touristtechnicianHotel caterer,WaiterPastry cookCookCook and pastry cookassistant

Hotel and touristtechnicianHotel caterer,WaiterPastry cookCookCook and pastrycook assistant

Hotel and touristtechnicianHotel and touristsales specialist,Hotel caterer,WaiterPastry cookCookCook and pastry cookassistant

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2003Programmes

2004Zadar private grammarschool - Zadar

General grammarschool

General grammar school General grammarschool

General grammarschool

Music school Blagoje Bersa- Zadar

Musician: pianist,violinist, guitarist,flutist, clarinettist,trumpeters, singer,music theoryprogramme

Musician: pianist,violinist, guitarist, flutist,clarinettist, trumpeters,singer, music theoryprogramme



Secondary school KnezBranimir - Benkovac

Economist,Salesman,Car-body mechanic,Car-mechanic,Turner

Economist,Salesman,Car-body mechanic,Car-mechanic,Turner

Economist,General grammarschoolPlumber,Car-mechanic,Turner

Economist,General grammarschool,Tool specialistCar-mechanic,TurnerSalesman

Secondary school Biogradna moru - Biograd

General grammarschool,Economist,Waiter,Cook,Car mechanic,Plumber,Salesman

General grammarschool,Economist,Waiter,Cook,Car mechanic,Car-body mechanic,Plumber,Salesman

General grammarschool,Economist,Waiter,Cook,Car mechanic,Plumber,Salesman

General grammarschoolEconomistWaiter,Cook,Car mechanic,Plumber,Central heating andair conditioning fitter,Salesman

Secondary school Obrovac- Obrovac

Economist,SalesmanCar-mechanic,Plumber

Economist,SalesmanCar-mechanic,Plumber

Economist,SalesmanCar-mechanic,PlumberCentral heating andair-conditioningfitter

Economist,SalesmanCar-mechanic,PlumberCentral heating andair-conditioning fitter

Secondary school BartulKa - Pag

General grammarschoolWaiter,Cook

General grammar schoolWaiter,Cook



Secondary school - Gra ac Economist,Car mechanic

Economist,Car mechanic

Economist,Car mechanic

Economist,Car mechanicForesting technician

In Zadar county there is 21 secondary school with 65 programmes. 16 schools are in the town ofZadar, and other are dispersed in the County s other towns (Biograd, Obrovac, Benkovac, Pag,Gra ac) one in each town.There are 4 grammar school programmes; through 30 four-year-programmes students receive theirfirst profession, and there are also 31 three-year-programmes. Each year around 2 000 youngpeople enrol those programmes choosing their profession for the first time, and another 200 adultswho change their existing profession or are being educated for their first profession.Except through the secondary school system, pre-qualification and qualification can be gainedthrough professional qualification exams and master exams taken at the Zadar county Handicraftschamber, where about 150 persons get new professions or new professional qualification each year.Except for these, there are another 5 educational institutions (open learning centres) which educateadults with about 30 programmes.In Zadar county there is a university with 31 undergraduate and graduate programmes.

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Table 14: Number of students at the Zadar University according to the respective yearof study

1st year 2nd year 3rd year 4th year Total2001/02 829 913 851 1539 41322002/03 1451 865 762 1596 46742003/04 1627 899 746 1535 48072004/05 1758 1047 788 1547 5140

Table 15: Number of students according to the respective year and status

1st year of study Reg PD EXT2001/02 492 270 672002/03 993 355 1032003/04 1069 400 1582004/05 1094 521 143

2nd year of study Reg PD EXT2001/02 709 135 692002/03 613 185 672003/04 638 193 682004/05 709 276 62

3rd year of study Reg PD EXT2001/02 678 116 572002/03 590 109 632003/04 535 144 672004/05 593 188 7

4th year of study Reg PD EXT2001/02 1311 143 852002/03 1374 140 822003/04 1302 153 802004/05 1272 225 50

Reg regular students, financed by the Ministry of sciencePD regular students, financed by themselves: Personal DemandEXT Extraordinary students

Table 16: Number of candidates who have taken enrolment exams

1st term 2nd term 3rd term Total2001 906 195 34 11352002 823 229 34 10862003 1010 215 25 12502004 1160 275 54 1489

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Table 17: Number of the 1st year students according to gender

1st year 2001/2002 2002/2003 2003/2004 2004/2005Man 128 209 252 240

Women 612 903 915 929

Table 18: Number of graduates according to respective years

Year Number ofgraduates

2001 5372002 4612003 4332004 408

According to year 2001 census, among the fit-to-work inhabitants in Zadar county there is 40,5% ofinhabitants without any education, with unfinished elementary school of with elementary schoolonly (31,5% of men and 48,7% of women). Having in mind the level of education regardinggender, it is obvious that the share of women decreases when looking at the higher level ofeducation, while it is increasing in the opposite direction.Among the unemployed, there are 31,5% of persons without any education, with unfinishedelementary school, or with elementary school only (32,57 % women). In Zadar County there are50,85% of women in the total population, and 61,22% in the unemployed population. Among themanagers, there are about 35% of women.Zadar County has to look for innovative and technology based ways for accelerated economicalgrowth and seek out routes for development that are based on education, fostering humanresources, modern technologies, dynamic labour market and skilful use of the opportunities.Education serves to develop human resources, it helps to develop the working abilities ofindividuals, and it has much to do with a person s competitiveness in the job market. This, in turn,affects the competitiveness of entire sectors in the economy and, by extension, the welfare of thepeople.The education system in Zadar County requires considerable restructuring. There is a need formore modern curricula, new equipment along with the application of modern education contents,improved teaching methods and extra teaching space/resources. Only a minority of the elementaryor high schools in the county has the necessary resources to provide a modern teaching service.Considering the unemployment rate and intense competition for jobs in the Zadar County, thequalifications of high school and college graduates do not reflect the needs of local employers.There is a need to retrain people in deficit occupations, such as carpentry, masonry, steel-benders,cooks, waiters, mathematics teachers and foreign languages teachers etc. Some initiatives havebeen undertaken by the Employment Agency to set a goal for satisfying the demands for deficitoccupations but extra funding sources and training products are needed.

The Labour Market Analysis shows indicative that almost 1/3 of enterprises said that the furthereducation would be necessary or desirable and especially the needs for the so called softqualifications. Below is shown what employers consider to be very important qualifications for theirworkforce in the future, and it is very characteristic that it concerns employees attitude towards

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work, adaptability, team work, readiness to further learning and oral communication. The leastimportant characteristics are general work experience and IT knowledge.

Candidates characteristics Average rate

Attitude towards the work 4,84

Adaptability 4,26

Team Work 4,23

Readiness to learn 4,22

Oral Communication 4,22

Problem Solving 4,14

Technical and practical skills 4,11

Professional Skills 4,1

Relationship to customers 4,06

Planning and Organizing 4,05

Literacy 3,75

Ability to make decisions 3,72

Education 3,66

Cooperation skills 3,63

Number usage 3,56

Written communication 3,56

General work experience 3,37

IT 3,22

The main problem in the sphere of education in Zadar is that there are no sufficient links amongeducational institutions, employers and local government which makes it hard for graduates to findwork, and that adult education and lifelong education system is undeveloped.Furthermore, better cooperation between the Employment Service and the education system isnecessary in order to coordinate the supply and demand of the workforce market, instead ofcreating a surplus in deficit occupations.A barrier for development of an adult educational culture is the fact that adult educational actionsare build of a system of income covered activities for the education institutions. It means that thecosts for participation is often much too high for as well employed as unemployed persons.A further main problem in the sphere of education in Zadar is among the young unemployedpeople most are with an elementary degree or young persons without practical experience.There is a large number of various adult education programmes (about 50) on Zadar educationmarket, but most of them are mostly too expensive for unemployed persons (average price of anannual adult education programme is around 3000,00 kunas). Furthermore, unemployed personsare often not informed on the existence of those programmes which might also be the reason theyare not frequently used.

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Table 18: List of adult education programmes

Education programmes Education programmesCar-electrician TinsmithCar-body mechanic Paramedic D19Car-mechanic Spectacles opticianLocksmith Elementary level adult educationShip mechanic Floor layerChimney cleaner Medical assistantElectrician Food and drink serverEnergy installations electrician Naval paramedic D20Electro mechanic Handicrafts accountantElectrical fitter Entrepreneurship accountantElectronic mechanic House- and woodwork painterPhotographer CarpenterHairdresser Floor-tilerHotel and tourist technician Florist decorator courseHotel and catering operator Typewriting courseCentral heating and air conditioning fitter Foreign languages coursePotter Cutting and sewing courseStone-mason PC courseWaiter Computer operatorCook Carpenter framerTelecommunication fitter TurnerSalesman WatchmakerPlummer Motor vehicle driverSecurity guard Bricklayer

Systematic investment in knowledge, a forceful employment policy and the creative efforts of manydifferent people can make Zadar County a leader in the field of education, research, employmentand enterprise. Globalization and the speed of change, as well as the shift to a sustainable society,make great demands on the workforce and on efforts towards a sustainable society. Soundknowledge is essential if people are to absorb information and make choices, in the context ofsustainability, as citizens and consumers and at work. Lifelong learning for all must thereforebecome a reality. Employment is also prioritized in the strategy on account of the anticipateddemographic trend.While responding to the need to provide sustainable long-term employment opportunities, greaterco-operation is required between the local educational and training institutions, local employmentagencies, local government including both elected representatives as well as officials, localenterprises and the representatives of the social partners in the development of education andtraining policies, in line with the available resources and the labour market demands within thelocality and/or region.All education and training programmes should include modules on personal and social skills, jobhunting and career planning and development, in line with the principles of life-long learning andnon-formal education.Opportunities need to be provided to workers to ensure that their skills and qualifications continueto be relevant to the ever-changing demands of the labour market. This should be done, through

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national training policies, supported by local partnerships and local enterprises. The objective of life-long learning should be to enable workers and those who wish to enter the labour market to keepup with the constant changes in technology and markets, and thus to have a place in the labourmarket.All education and training programmes should include an element of on the job placement andwork experience as a means of assisting the integration/ re-integration of participants into theworkforce.It is essential that public works and community employment programmes include an element ofskills training, so as to provide participants with the opportunity to find further employment at theend of the programme.

Improving higher education

Higher education is an institution that under conditions of globalisation promotes both thetechnological development in the region, as well as establishment of a more homogeneous socialstructure, facilitating the overcoming of economic, social and regional gaps in society. This ispossible because education expands and balances opportunities, making them available to a widestratum of educated individuals who are able to turn opportunities into concrete benefits.

Table 19: Number of students on Zadar University according to the year of study

1st yearof study

2nd yearof study

3rd yearof study

4th yearof study Total*

2001/02 829 913 851 1539 41322002/03 1451 865 762 1596 46742003/04 1627 899 746 1535 48072004/05 1758 1047 788 1547 5140

Table 20: List of programmes on Zadar University

Programme Form of study

Teacher training study Integrated single-major universityundergraduate and graduate study

Archaeology Single-major university undergraduate studyMarine engineering and Maritime transporttechnology

Single-major university undergraduate study

Geography scientific Single-major university undergraduate studyCroatian language and literature Single-major university undergraduate studyInformation sciences management Single-major university undergraduate studyLibrarianship Single-major university undergraduate studyCroatian and Southern Slavic Linguistics Single-major university undergraduate studyCulture and tourism Single-major university undergraduate studyManagement Single-major university undergraduate studyNautical studies and Maritime transport study Single-major university undergraduate studyHistory Single-major university undergraduate studyArt history Single-major university undergraduate studyPsychology Single-major university undergraduate study

Professional study for pre-school educators Single-major vocational undergraduate study

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Programme Form of study

Archaeology Double-major university undergraduate studyEnglish language and literature Double-major university undergraduate studyEthnology and Anthropology Double-major university undergraduate studyPhilosophy Double-major university undergraduate studyFrench language and literature Double-major university undergraduate studyGeography teacher s study Double-major university undergraduate studyGreek language and literature Double-major university undergraduate studyLatin language and Roman literature Double-major university undergraduate studyGerman language and literature Double-major university undergraduate studyPedagogy Double-major university undergraduate studyHistory Double-major university undergraduate studyArt history Double-major university undergraduate studyItalian language translator s study Double-major university undergraduate studyRussian language and literature Double-major university undergraduate studySociology Double-major university undergraduate studyItalian language and literature Double-major university undergraduate study

9.3 ENTREPRENEURSHIP PROMOTION

Presently, there are various economic activities going on in the Zadar County; enlarged organizedefforts on development of entrepreneurship atmosphere and infrastructure in the context ofbusiness support aiming to create more favourable and balanced conditions for entrepreneurs inacquiring business advices, services and finances.Let s have a look into the present picture and the level of business activity in Zadar County.Regarding sectors in Zadar county economy, there is a strong tendency of service activities takingthe leading role. Industry is still important source of employment, while agriculture and fishing havepotential to renew their historically important role in local economy.Economical tendencies in Zadar County in the year 2004 can be rated positive. This rate basicallyrelates to the achieved financial results, satisfying increase of income, export growth by 32,3% andthe import growth by 2,3 %.Total income of Zadar county economy during the first nine month of 2004 is 6,56 billion kunas,which is 4,7% growth. Total expenses have grown by 9,4% which without deeper analysis may lookass the negative tendency. However, the growth of expenses is the result of the growth ofamortization by 99,2%, so that the calculated amortization during the first nine months of 2004 isup to the 585,7 million kunas, while the previous year it reached 294,06 million kunas. High growthof amortization is the result of growing amortization in the sector of transport and storing where itgrew up to 3,5 times, so this sector has calculated 371,1 million kunas of amortization during thefirst nine months of 2004. Calculated amortization, even though is an expense, remains available tothe companies, and if we add it to the income, total picture of the county economy changes andputs sector of transport and storing on the first place regarding the positive results in the county.Industrial production index for the year 2004 is 90,0 and is the result of the decrease in industrialproduction by 10,0%. This decrease is basically result of the lessened production in food processingindustry (production of food and beverages) which makes up to 40% of the processing industry andit alone has decreased by almost 30%, or has lessened its share in the total processing industryfrom 49,6% in 2003 to 35% in 2004. At the same time, all other important sectors of Zadarindustry, such as the metal production, chemical industry and publishing-printing sector havemarked very high increase all of them above 20% , and metal production more than 55%. In

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spite of its production decrease, the processing industry has realized growth in incomes by 8,1%,as well as the growth in expenses by 8,4%, so this sector has kept approximately similar negativeratio of income and expenses which as small as it is still shows that the expenses have beengreater than income.Among the branches which accounted significant incomes and growth we should extractconstruction and building sector whose incomes have grown by 10,8%, which is above-than-average growth and indicator of the important revival in construction business. Wholesale and retailtrade has the largest share in the structure of County s income, but its income have remained thesame (0,27%) compared to those of previous year. New dimension of business in this sector is theresult of the slower growth of debts to the suppliers by only 3,5% - and the faster growth ofdemands towards the buyers by 12,6%. According to this, the amount of current financial assetsgrew by 38,6% which indicates the stabilization of business and improvement in liquidity in thissector which consists of the largest number of trading companies and employs the largest part ofactive population (19,7%) in Zadar county.Tourist turnover has also grown in 2004: number of tourists by 13,8% and number of overnights by5,4%. These results indicate positive business management, but also the decrease in total incomeby 0,52% compared to the previous year.An important result is also the increase in the number of employed in trading companies withheadquarters in Zadar County. Average number of employed in the trading companies withheadquarters in Zadar county has been increased from 15591 workers to 16626 workers in 2004, orby 4,0%.Average monthly salaries amount 4011 kunas net (5626 kunas brute) and have grown by 5,8%compared to year 2003. The lowest net salaries have been indicated in construction business (3138kunas), and the largest in financial mediation sector (5652 kunas). Structure of employed personsaccording to business subjects is given in Table 3.Zadar county craftsmen registry indicates 4535 handicrafts which employ 11078 persons (23,96%of the total amount of employed persons in the County). Total number of activities registered is12865. Out of that number, 11806 are registered in the handicrafts headquarters, and 1059 indetached facilities. Handicrafts in Zadar County have by average registered three activities. Themost frequent activity in handicrafts is trading (15%), then catering and tourism (13%), productivehandicrafts (6%), transport (5%) and fishing (2%). Number of handicrafts and number ofemployed in handicrafts has been growing for a number of years - since 1999 it indicatescontinuous growth committing slightly over 24% of the total amount of employed in Zadar countyat the end of year 2004, and with average annual growth of 8,9% in the period from 1999 to 2004.

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In average, there are 1,4 employees to one handicraft which indicates that those are mainly smallerservice and production units with relatively strong seasonal fluctuation in employment, whilecraftsmen themselves are less seasonally fluctuant and are mostly connected with the seasonalcatering handicrafts. Among the craftsmen during the first six months of year 2005 women share30,1%.

Table 21: Employment structure in the Zadar county handicrafts on Dec 12th 2004.

SECTOR 31.12.2004.g. %

TOTAL 10915 100,0%Agriculture, hunting, foresting 76 0,7%Fishing 445 4,1%Mining 38 0,3%Processing industry 1118 10,2%Electrical energy supply - 0,0%Construction building 1195 10,9%Wholesale and retail trading 2617 24,0%Hotels and restaurants 1830 16,8%Transport, storing and mediation 596 5,5%Financial mediation 25 0,2%Real estate trading, renting and businessservices

1204 11,0%Public management and obligatory socialsecurity

- 0,0%Education 20 0,2%

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SECTOR 31.12.2004.g. %

Health and social welfare 346 3,2%Other public, social and personal servicebusinesses

433 4,0%Domestic activities 700 6,4%Non-specified activities 272 2,5%

In order to preserve the positive trend of Zadar county economy development it is necessary toensure pre-requisites for opening new handicrafts and entrepreneurships, as well as for the growthand development of those already existing. Successful management of these pre-requisites is alsothe test of down-to-earth qualities and successfulness of every employment strategy and of theintended solutions for maximizing economical development potentials related to opening new jobs.Creating pre-requisites for opening new handicrafts and entrepreneurships is a complicated processof promoting and developing entrepreneurship which considers active care and attention of varioussocial factors and institutions legal and judicial (legal frame for entrepreneurship activity whoseefficiency and rationality is constantly being tested and improved), economical and financial(alleviating entrepreneurs first steps as well as the consequent employment, using potential foropening new jobs on the local and regional level as well as in the public projects and the broadspectrum of service sector, self-employment promotion, decrease of taxes on labour force, etc.),educational (education and training promotion, acquiring entrepreneurship and manager skills, butalso ensuring broad support for the entrepreneurship by introducing it on all levels on theeducational vertical), scientific and cultural (empowering social awareness on importance and roleof entrepreneurship which puts and individual in the centre of economical, social and culturaldevelopment of society which demands different understanding of economical and social activismas well as the creation of adequate system of values).Which are the forms of organized efforts within the Zadar county in the context of developingentrepreneurship atmosphere and infrastructure in the function of business support aiming tocreate affordable and equal conditions for all the entrepreneurs in acquiring business advices,services and finances and what are the effects of those organized entrepreneurship stimulations?In Zadar county there is an Entrepreneurship centre which functions as non-profit organizationensuring professional support in the development of SME. This Centre s task is to offer counsellingand consulting services, enable entrepreneurship education, help in finding financial sources,disseminating information on government and other institutions development programmes andhelping elaboration of business plans and investment studies.Annually, about 900 persons search entrepreneurship information in the Entrepreneurship centre.Except for the Entrepreneurship centre, future entrepreneurs can obtain information in theHandicrafts chamber, Economy chamber, CES, county and town economy departments, Office oftourism in which clerks have been educated for entrepreneurship counselling.Local CES regularly organizes info seminars for future entrepreneurs. Annually, approximately 100persons attend those seminars.The effects of mentioned institutions activities as well as of the various stimuli intended to developentrepreneurship is very complicated to evaluate both on the national and regional (local) level.This is particular not only for Croatia but for other EU countries as well because of the scantamount of quantitative data which connect the entrepreneurship development and specificorganized active public enterprises on promoting and developing entrepreneurship with theeconomic growth of a country. We are still dealing with the initial phase of formulating, establishingand testing the key indicators (rate of recently opened entrepreneurships and handicrafts, rate ofemployment growth in them; survival of recently opened entrepreneurships and handicrafts ) and

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the context indicators (employment in recently established entrepreneurships and handicrafts,employment rate in service sectors, ) in promotion and development of entrepreneurship. Since1999 there is also GEM project (Global Entrepreneurship Monitor) which asserts the level of TotalEntrepreneurial Activity (TEA) within a particular country. It is a complex model whose task is toexamine links between the various components which impact the entrepreneurs activism and theircorrelation with the national economic growth. These links create quality base for deciding aboutnecessary interventions on the level of institutions and individuals interested and responsible for theprocess.Certainly, more we are approaching the regional and local level, the quantification appears to bemore complex and almost unrecognizable. Therefore we should rely on the accessible nationalsources and even more because the legal and financial system factors which give the process ofentrepreneurship promotion its basic form presently appear mainly as the Government s nationalmeasures. Functions of regional and local institutions are very broad and ambitiously set, but theirequipment facilities, finances and in the terms of human resources is rarely adjusted to the levelof proclaimed ambitions and is often sufficient only for the basic motivation of parties involved andthe minimal implementation of procedures necessary for application of Government s measures.The first aspect important for evaluation of entrepreneurship condition is related to establishingnew SMEs and handicrafts. Economies in Middle and Eastern Europe have created many businessopportunities during the process of opening in the nineties both in domestic markets and in export.This process resulted in high rate of opening new SMEs. Parallel data about establishing SMEs inCroatia show somewhat different situation.There are three indicators which measure intensity of entrepreneurship present: number of SMEsper capita, rate of establishing entrepreneurship and rate of active entrepreneurships indicate verylow dynamic of establishing new SMEs. Number of SMEs per capita ( density of entrepreneurships )in Croatia, even though in mild growth, is still very low. In 2003 there were 37 SMEs per 100inhabitants. At the same time, in Slovenia there were 56 registered SMEs per 1000 inhabitants in2002, even though the rate of establishing new SMEs was falling during the period of 2002-03.Average rate of establishing new SMEs in Croatia during the period 2002-03 was 1,5% which isconsiderably lower than in other countries in transition. Also this value indicates decrease from2,2% in the period 1997 01. The share of active SMEs in the total number of registered SMEs isproportionally low for the period 2000-03: 39,5%. However, it is approximately similar to that of themiddle- and eastern European countries.International comparison of entrepreneurship activity which is the basic purpose of GEM project andwhich is founded on total entrepreneurial activity index (TEA)1 indicated for Croatia in 2002 value3,6 (average index for other countries involved in GEM project was 6,9) with the tendency ofdecrease in year 2003 (from the 37th to the last 41st position). This means that only 3,6% ofpersons 18 to 64 years old plan to start their own business or already own SME not older than 42months. 2 TEA index indicates not only large differences between the countries involved in theproject, but also regional differences between particular countries. TEA index for Zadar Countyhasn t been calculated yet, and the nearest regional data existing is one for Dalmatia: 3,45.

1 TEA (Total Entrepreneurial Activity) indicates the percent of adult population (18-64 years of age) that have beenentrepreneurially active within previous 42 months. It combines number of persons who are trying to start their ownbusiness and the number of persons who are owners/managers in their own active company.2 Annual report on the Croatian competitiveness 2004. National office for competitiveness, May 2005, p. 35

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Table 22 - TEA index of entrepreneurial activity in regions

REGIONS TEA index

Istria, Primorje, Gorski kotar 4. 47Zagreb and surroundings 4. 38Dalmatia 3. 45Northern Croatia 2. 83Lika and Banovina 2. 18Slavonia 2. 11

Regional differences in entrepreneurial activity indicate that the social-economical differences inCroatia significantly impact the level of entrepreneurship even when the same government s policiesand programmes are applied. The most intensive entrepreneurial activity measured by TEA indexhas been noted in Istria, Primorje and Gorski kotar region (4,47) and Zagreb with its surroundings(4,38), and the least intensive in Slavonia (2,11) and Lika and Banovina (2,18). TEA index hasshown some other aspects of establishing SMEs which furthermore accentuate regional differences,e.g. when motivation for establishing SMEs is in question. Namely, research has identified andconfirmed important difference in the level of entrepreneurial activity related to two various motivesfor entrepreneurial activity: those who have become entrepreneurs out of necessity (because theyhad no other choice) and those who have become entrepreneurs because they had recognizedbusiness opportunity which could be commercialized by establishing entrepreneurial enterprise. Ithas been confirmed that the prevalence of entrepreneurs who are motivated by the businessopportunities positively impacts the economic growth of a country. Less developed countriesindicate prevalence of entrepreneurs motivated by the necessity, while developed countries indicateprevalence of those who have become entrepreneurs by their own choice. Even though in Croatia,like in the other countries involved in the project, average entrepreneurial activity motivated by therecognized opportunity is larger (2,20) than one caused by the necessity (0,41), it is not the samefor all Croatian regions observed. It is quite disturbing to see that only in Lika and Banovina rate ofentrepreneurs motivated by necessity is 1,77 while for those motivated by opportunity is only 0,41.In all the other regions number of entrepreneurs motivated by recognized opportunity is larger thanthose motivated by necessity.When gender is in question, it has been noticed that in all the countries involved men were moreactive in entrepreneurship than women by rate of 1,8. In Croatia, there are three times more malethan female entrepreneurs. However, when entrepreneurs motivated by necessity in question thoserates decrease.When age is in question, the most active population in establishing new SMEs in Croatia is onebetween 25 and 34 years of age, while entrepreneurs out of necessity are mostly persons between45 and 54 years of age. Obviously, differences between genders and age are lessened by necessity.We should also notice that the number of entrepreneurially active women doesn t vary regardingthe age, whereas number of entrepreneurially active men drastically decreases as the ageincreases. This is explainable by the fact that women, more often than men, start entrepreneurialactivity out of necessity.When education in question, the largest entrepreneurial activity is visible in population withsecondary education, then by those with college and university degree, while the lowest activity hasbeen noticed by the least educated population. Regarding education, it is interesting to noticeexpected difference between entrepreneurs out of recognized business opportunity and those out of

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necessity: more of the latter are among the least educated, while three times more entrepreneursout of business opportunity have secondary education. Furthermore, it has been shown that theentrepreneurial activity largely depends on the factors such as knowledge and experience forstarting a business endeavour, recognizing business opportunity, accompanying otherentrepreneurs except, of course, those motivated by necessity. There is a great difference in TEAindex between persons who keep company with other entrepreneurs and those who don t know any(6,10 to 1,53); among the persons who expect good business opportunity within next 6 months andthose who don t (9,03 to 2,29); among the persons who have knowledge and skills for newbusiness enterprise and those who don t (7,89 to 0,61). Entrepreneurs are less likely to consider abusiness failure as the end of the world then those who are not (4,10 to 2,59). All those variables(gender, age, education, knowledge and experience) have proven the statistically importantdifference of TEA index for the entrepreneurs motivated by business opportunity, while with thegroup of entrepreneurs motivated by the necessity there were smaller statistical differences in TEAindex. These results are quite important because they indicate incorrectness of one of the mostspread and discouraging myths: entrepreneurs are born and don t become through learning.Quite opposite, entrepreneurship development as an element of culture, systematic education andtraining for entrepreneurship is made possible (otherwise unnatural) TEA index span from 3,8 inCroatia to 12 in Ireland.The other important aspect of entrepreneurship, together with establishing, growth of existingentrepreneurships and handicrafts. Many of the recently established entrepreneurships which don tgrow and don t invest speak about the crisis and extorted entrepreneurship, and not of themarket opportunities. The growth of entrepreneurships depends as well on the inner relationshipsand the competences of management as on the quality and development of relationships withbuyers and suppliers.GEM project has proven through TEA index that Croatia has inadequately present entrepreneurshipactivity with large regional differences. The other index within GEM project relates to measuringdifferences between the entrepreneurship which have growth potential and those which don t haveit, those which are innovative and introduce new products and technologies and those which don t,those which employ new labour force and those which don t. This is the index of innovativenessand growth, entrepreneurial activism of companies or FEA3 index (Firm Entrepreneurial Activity).FEA index for Croatia in the year 2002 was 1,12 (35th out of 41 country ranked) with average indexof 2,0. Slovenia, which is socio-culturally similar to Croatia had FEA index 2,70 and was highlyranked on the 7th place. Analysis of FEA index 1,12 has concluded: innovativeness is rather lowbecause companies, in general, enter the market with products which are not novelty (81% ofquestioned companies). Furthermore, companies enter highly competitive market (48%) and workwith already known technology (94%). Only 5% of the companies questioned expect to employmore than 20 employees after five years. Also, only 17% of the entrepreneurially active personshave intention of prevalent (more than 51%) search for buyers outside of Croatia. 4

3 FEA index (Firm Entrepreneurial Activity) is based on data collected from owners and managers identified in therepresentative pattern taken out of the active labour force whose companies are active: among them are identified thosewho bring innovative changes into the market, which means that at least 30% of their products are no more than 3 yearsold, that technology they use hasn’t been on the market a year before, that they plan to increase the number of employedby 20 in next 5 years This index reflects two moments: it counts the percentage of companies identified as innovativewithin the total number of companies in country and it calculates the percentage of new jobs within innovativecompanies with growth potential within the total number of jobs in the county. See: Paul D. Reynolds: Entrepreneurshipand Its Economic Consequences: GEM 2003 Update; International Conference on Entrepreneurship and LocalDevelopment, 26 April 2004.

4 What makes Croatia (non)competitive country? GEM 2002, Results for Croatia, CEPOR, Zagreb, February 2003, p.28.

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Both of these indexes indicate that Croatia has insufficient entrepreneurial activity and very lowshare of companies with growth potential which indicates weak market opportunities (or non-efficiency of the three market related to the entrepreneurship: labour market, capital market andproduct market5), as well as on the numerous institutional hindrances and risks for establishmentand growing of companies. Whole set of external conditions impact formation of stimulating ordiscouraging entrepreneurial climate and the way they are recognized by the possible or existingentrepreneurs has direct impact on formation of their entrepreneurial intentions, interests andbehaviour. Identification of areas of entrepreneurial condition is extremely important because it alsoindicates areas which entrepreneurship development strategies bring into an optimal balance. GEMproject identifies following nine areas which were used for evaluation of entrepreneurial activity inCroatia:v Financial support availability of financial resources, proprietary investments, loans for new

and growing companies, as well as for assistance and stimulationv Government policy the way it reflects on the tax policy, legal frames and its application, as

well as the neutral, stimulating or discouraging policy for new and growing companiesv Government programmes existence of direct support programmes for new and growing

companies on a national and local levelv Education and training what is the rate of training for establishing and running new and

growing SMEsv Research and development transfer in what way national research and development

programmes lead towards the new market opportunities, are those programmes available tonew and growing SMEs

v Market and professional infrastructure presence of the accounting, legal and marketcounselling services as well as of the institutions which enable and promote establishmentand growth of SMEs

v Market openness / Hindrances for entering market how much are the businessrelationships protected of the constant changes and restructuring which hindrances new andgrowing companies to be competitive, find new suppliers, under-contractors and consultants

v Access to the physical infrastructure easiness of access to the available physical resources:communications, transport, public utilities, ground and space at prices which don tdiscriminate new, small and growing companies

v Cultural and social standards in which measure do the social and cultural norms stimulate,or don t bound individual activities which can lead towards the new forms of managingcompanies and economical activities and thus, to the greater dispersion of wealth andincomes.

The research results have shown that the entrepreneurial activity in Croatia is not good and thatthe causative conditions and contents have at least two dimensions.The first dimension is immediate, operative and easily visible; it is related to all those specificproblems with which the entrepreneur is faced with on each of his steps in starting, advancing andgrowing of the entrepreneurial project: administrative, counselling, financial, educational,technological, personnel and similar obstacles and problems.The second dimension is considerably more general and deeply existent social/cultural level whichin the broadest sense prepares citizens for the individual business initiative: all those factors whichin cultural or communal system of values develops sensibility for recognizing a business opportunityand which in the same way develop and strengthen the impulse to use and not let go a recognizedbusiness opportunity. In the context of this second dimension, the rating of entrepreneurshipactivity conditions are summed up in low perception of entrepreneurship chances, but also in the

5 See: Annual report on the Croatian competitiveness 2004. National office for competitiveness, May 2005

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low capacity of entrepreneurship activity where the availability of knowledge and skills is evengreater problem than motivation itself.

Substantial summing up of both dimensions of lack of entrepreneurial climate in Croatia indicatesthat it is largely marked by lack of corresponding education oriented to the training forentrepreneurial activity, inconsistent governmental programmes and by the social-cultural valueswhich weakly encourage entrepreneurial orientation.

Entrepreneurial potential (expressed by knowledge and skills) finds its greatest developmentalhindrance in lack of knowledge how to manage small and new company, and in the lack ofexperience in starting new companies. Entrepreneurial knowledge and skills are not acquired earlyenough and are not included into educational programmes of primary and second education.Furthermore, a lack of teacher trained for realization of such programmes has also been identified.

Inconsistency of governmental activity in the context of administrative regulation of entrepreneurialinitiative and invariability and non-efficiency of instruments and programmes intended forstimulation of entrepreneurial activities, especially within the educational, fiscal, export and financialpolicy and within the policy towards the entrepreneurial infrastructure has always been a standardremark whenever the public importance of entrepreneurship has been recognized. Greatadministrative hindrances (long-lasting and expensive establishing procedures), expensive financialcapital (high interest rates), unavailability of financial capital (guarantees), insufficient investmentsinto the entrepreneurial infrastructure (entrepreneurial and tax-free zones), old-fashionedtechnology and the lack of efficiently connected research programmes, their availability andpossibility of use on the market, large share of grey economy, lack of mutual connections betweenthe small and medium sized companies and their connections with the large subject in finalizationof products and services, too small share of producing sectors, lack of orientation towards export,demand for specific professions caused by the unadjusted educational programmes which,furthermore, leads towards the greater expenses for adjustment of labour force, permanent deficitof entrepreneurial educational programmes, etc. This is only a part of the whole set of weaknesseswhich have been an obstacle to the greater development of entrepreneurship. A separate problemis a transition from a small into the middle sized company, or middle sized into the large company,because there is no adequate infrastructure, such as primarily technical assistance, support inelaborating quality business plans, entering new markets etc., as well as the availability of businessinformation.Croatian cultural and social values and standards inadequately support entrepreneurial approach tolife and creativeness. Entrepreneurship puts and individual person into the centre of economic,social and cultural development of the community and insists on different understanding ofeconomic and social activism, as well as on the formation of an adequate system of values. Often,persons who recognize an opportunity and who are able to realize it, finally give it up and avoidbecoming entrepreneurs because they are not additionally motivated to enter into entrepreneurshipbecause of the public values orientation and attitudes related to the entrepreneurs andentrepreneurship. Entrepreneurs are often unjustifiably seen as persons who not only want toquickly become rich but who, in their endeavours to realize recognized opportunity, often act on theborder of what is permissible. On the other hand, entrepreneur who hasn t been able to realize hisefforts to succeed in Europe and Croatia is considered person who has been confirmed asincompetent whereas the same person would in USA because of his entrepreneurial history ofinsight into bankruptcy would be regarded as an experienced perspective entrepreneur andsomeone who has experience from which he learned something for the future. Entrepreneurialcareer still doesn t represent a wishful choice of a career, and successful entrepreneurs still don trank in the society and are not respected. Such a system of values doesn t help the development of

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entrepreneurial culture, nor builds entrepreneurial motivation. Entrepreneurial behaviour must haveits models of virtue or the critical number of leaders who would promote the world ofentrepreneurship and in that way become the motivational factor on the rest of population.Existence of such entrepreneurial examples and persons should be more clearly and often visible inpublic and media.Entrepreneurship is marked by many features which make it a cultural fact of a society, whichmeans that the level of entrepreneurship in a society is a very stable phenomenon largelydependent on the institutional, social and cultural factors which cannot be changed in a short periodof time. This means at least two things: entrepreneurship is an important mechanism on which aneconomic growth is dependent and its stability can be seen as an important factor for eitheracceleration of slowing down of economic growth. This means that when economic growth andemployment is in question, country can change its position only through permanent andcoordinated efforts. On the other hand, such nature of entrepreneurship causes the results ofefforts applied for improvement of entrepreneurial activity cannot be simply and easily evaluated because the effects cannot be recognized in a short period of time.It is encouraging that the entrepreneurship and development of SMEs has been recognized inCroatia as a frame which forms the basis of economy and social inclusion in a broader sense.Recent, though mainly spontaneous, efforts in realization of private entrepreneurial initiatives haveresulted in the fact that SMEs in Croatia make up to 98,9% of the total amount of companies,53,5% of the total employment, 44,2% of total income and share about 60% in the national export(2002). Universal experience, which has shown that SMEs are the main generators of new jobs hasbeen confirming constantly. In accordance with the recognized importance the systematic socialcare on the SMEs is also changing. Government has accepted relatively wholesome and wideenough Programme for stimulating SMEs for period 2004 2008 largely respecting advices given bythe National council for competition6, and has begun with the gradual activation of already formedmeasures of support for the development of entrepreneurship. This has opened the space and basicsources for its regional implementation and enrichment. Surveys on the entrepreneurial conditionsin the region should be the basic analytical frame on which those programmes consistency andefficiency should be tested.

9.4 SOCIAL WELFARE AND INCLUSION

Unemployment rate in Zadar county is still higher than average rate in Croatia, there is a greatdegree of long-term unemployment of non-qualified and unemployed persons with secondarydegree of qualification which causes obsoleteness of their knowledge and skills. Weak mobilitygradually removes unemployed persons from labour market and they become passive subjects insearching for job which, further, opens real risk of poverty and social exclusion in Zadar county.Especially endangered group in this sense are unemployed persons on welfare. Unfortunately, thereare no adequately specified data and insights on unemployed beneficiaries of welfare, neither arethere any systematic surveys on this group on national or local level. However, the small numberof existing surveys give us a hint on the following picture of welfare users economical anddemographical features (those of working age who are registered as unemployed): very low level ofeducation one third haven t finished even elementary school, and more than 60% have nosecondary or vocational education. Therefore, we can assume very low level of basic knowledgeand skills, particularly literacy and mathematical knowledge. Welfare users can be found in all agegroups, but are more represented in the group of persons older then 30 years of age. Within the

6 See: 55 recommendations for increasing competitiveness in Croatia, Zagreb, January 2004 and the Annual report onthe Croatian competitiveness 2004. National office for competitiveness, May 2005

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group of persons younger than 60, most men are 40 to 49 years old, and most women 30 to 39.Almost three fourths of welfare users have no other incomes except unemployment fee and aidfrom social welfare system and are totally or largely dependent on it. Long-term dependence onsocial welfare system is, further, growing with the lasting of welfare and aid use this is proved bythe fact that the average welfare user s unemployment period is 6,5 years. Evidently, persons whoenter this system stay on welfare for a long period. This group s exclusion out of the labour marketis also evident in the fact that its members are very close or have already entered the povertystatus. It is a proved fact that the possibility of gaining the poverty status is very close related tothe person s attitude to the labour market and that the key factor of social inclusion is employment.This fact puts handicapped and long term unemployed persons who belong to this group, in aparticularly complicated situation.

human resource development strategy zadar … · hrd strategy for zadar county 1 human resource...

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