ppt taiex intmarkt 25471 prague 231007 miguelmaresgarces

Fundación Comunidad Valenciana – Región Europea

Seminar on application of social security schemes to

employed persons, to self-employed persons and to

members of their families

TAIEX – INT MARKT 25471

VALENCIAN REGIONFUNDACION COMUNIDAD VALENCIANA

REGION EUROPEA


Flexicurity strategy: employment throughout working

life, the ageing of labour force

Restructuring of member states

social systems.


Part1EES +LISBON STRATEGY

FLEXICURITY


Part1EES +LISBON STRATEGY

FLEXICURITY

Part2Social security SPAIN

Part3valencian region


The EES is the main tool to give direction to and ensure coordination

of the employment policy priorities to which Member States should

subscribe at EU level.

Basic idea:

economic convergence to be sustainable requires some labour market

convergence.

The European Employment Strategy (EES) has coordinated Member States'

employment policies since 1997 through:

common European guidelines and recommendations

annual national action plans for employment

monitoring, evaluation and mutual learning at EU level

EES: introduction


Attract and retain more people in employment and modernise social protection systems

Improve adaptability of workers and enterprises and the flexibility of labour markets.

Increase investment in human capital though better education and skills.

Governance

EES: Guidelines


The early 1990s

The 1993 White Paper and Essen Strategy

The Amsterdam Treaty and EES launch (1997)

The 2000 review and 2002 impact evaluation

The 2001 Lisbon strategy

The 2003 revision of EES

The 2005 revamp of EES

A brief history of the EES


In the 1990s, need to increase the employment intensity of growth.

Both the monetary stabilisation

More co-ordinated employment oriented policy response at European level.

Effective responses to prevent and tackle persistent unemployment levels,

which would in turn develop into long term unemployment and other

structural problems in the labour markets.

Find European solutions under Economic and Monetary Union.

The early 1990s

the need for EU actions in labour markets


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

The ideological, political and analytical base upon which a coordinated

European approach to employment was developed.

Before the Treaty of Amsterdam, the responsibility for employment policy

was under the exclusive responsibility of the Member States, while the role

of the Commission was to promote co-operation, research and information

dissemination.

The Commission also assisted the Member States in their fight against

unemployment and social exclusion with Community funding, mainly through

the European Social Fund.



the European Council in Essen in December 1994 agreed on five key

objectives to be pursued by the Member States ;

the so called Essen Strategy :

- the development of human resources through vocational training,

- the promotion of productive investments through moderate wages policies,

- the improvement of the efficiency of labour market institutions,

- the identification of new sources of jobs through local initiatives,

- the promotion of access to the world of work for some specific target groups

such as young people, long-term unemployed and women.

• It also initiated the first steps to develop common European LM indicators

• The Essen Strategy was still based on non-binding conclusions of the

European Councils and lacked a clear legal base, a strong permanent

structure and a long-term vision.



strengthening of the Community approach to employment

key elements :1. high level of employment as one of the key objectives,

2. employment as a "common concern".

3. coordinated strategy for employment.

4. priciple of "mainstreaming" employment policy,

5. Joint Employment Report + Employment Guidelines for the Member States

6. Commission may propose and the Council adopt ecommendations

7. legal base for the analysis, research, exchange of best practice

8. It enables decisions to be taken by qualified majority

Luxembourg Jobs Summit of November 1997 anticipated the entry into

force of the Treaty and launched the European Employment Strategy in

its current form.

Cardiff (June 1998), Cologne (June 1999), Lisbon (March 2000),

Stockholm (October 2000) and Barcelona (March 2002).

The Amsterdam Treaty & EES launch


The 1997-2002 EES: four pillars

The EES was initially structured into four pillars and a set of

corresponding guidelines.

1) Improving employability

2) Developing entrepreneurship

3) Encouraging adaptability in business and their employees

4) Strengthening the policies for Equal Opportunities

The EES was launched with a view to make decisive progress in the

fight against unemployment within five years.


weaker points:

Regional differences in labour market

performance remained important

Bottlenecks, largely due to the skills gap,

were emerging in a number of Member

States.

The implementation of different objectives

was uneven, with most progress achieved

in employability whereas the adaptability

pillar was lagging behind.

Local levels of administration and other

local actors needed to take a greater stake

at the design and implementation of the

relevant Guidelines.

2000 review “mid-term” evaluation

positive developments:

the EES had created a common,

integrated framework for structural

reform which enables synergies to be

achieved across simultaneous and

mutually supportive action.

an increased involvement of a wide

number of actors both at the European

and national levels in the EES.

An increased transparency of

employment policies, as well as an

increased political accountability of the

actions.

•


2000 Lisbon Council: The Lisbon strategy

Lisbon objective (2000): to become the most competitive and dynamic

knowledge-based economy in the world capable of sustainable economic

growth with more and better jobs and greater social cohesion

(+ respect for the environment)

Facing up the challenges of demographic change and

global economic integration (+ enlargement)

Need for coordinated action at EU level (governance)

ambitious quantitative targets for employment rates for 2010:

(70% overall and 60% for women)

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

more but also better jobs so as to foster not only competitiveness and economic

growth but also greater social cohesion.


Lisbon targets


• In 2002, the European Commission issued its evaluation of the first five

years of the EES (national reports and a joint report).

more than 10 million new jobs created since 1997 and 4 million less unemployed. how

much due to the introduction of the EES and how much to economic improvement,?

The evaluation highlighted significant changes in national employment policies, •

However, the EES is also seen to have a number of

weaknesses, partly in relation to the activation of the most disadvantaged groups

and to policy evaluation, and partly relating to new and emerging challenges. These

include:

- demographic challenges

- emerging skills gap

- enlargement

- globalisation and immigration

impact evaluation


new jobs / employment rate

Women‟s employment rate

The rate for older workers increased

unemployment has been decreasing (also for women and the young + long term)

Nevertheless,

The Lisbon targets are within reach

Furthermore,

There are significant differences between Member States

.

Evaluation results: employment performance


• Preventive approach

• The target of 20% of the unemployed participating in active labour market

programmes has already been overtaken by 14 Member States (excluding UK)

• a rise in training to combat skill shortages

• Combining training with other measures, such as work experience and

individualised action plans, increases the chances of success.

• Further progress in individual job search and guidance services at an early

stage of unemployment (mainly in Denmark, France, Belgium, Germany and Italy).

• Growing tendency to make ALMP more demand-led, and to improve the

cooperation between institutions in the public and/or the private sector

• An increasing recognition that integration into the labour market requires a broader

range of complementary measures contributing to social inclusion, with the

consequent need of more links with policies in other fields, such as ducation, health

care and housing.

• Nevertheless, still room to make the preventive approach more effective

• Furthermore, actions often targeted on the groups with the most potential.

Evaluation results: Active Labour Market Programmes


• All the Member States have made serious efforts

• However, only a few Member States have developed comprehensive

national active ageing strategies

• NOTE: increasing the mandatory retirement age does not automatically

increase the number of older workers in employment. The key issue is how to

boost the willingness of employers to keep older workers in employment until

retirement age.

Recent studies have shown that early retirement is frequently not the

employees’ choice and some Member States continue to use early

retirement schemes

Evaluation results: Active ageing


Considering employment performances in the period between 1997 and 2001, women

have contributed most to the overall growth of employment Rates.

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

ageing

female-friendly adjustments in the tax, pension and benefit schemes

encourage entrepreneurship

better care services for children and/or other dependents

women in permanent jobs (

gender equality at enterprise level / decision making

pay differentials

educational choices, stereotypes :encourage men to take roles

Evaluation results: Female labour market participation


balance flexibility and security, such as reducing the negative aspects of

flexible work patterns, improving (lifelong) training and learning facilities and

promoting the reconciliation of work and family life.

Promoting a broader culture of learning in the workplace

Lifelong learning is still underdeveloped.

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

Quality of work has not been fully addressed and most Member States

tend to identify their own priorities :

Flex-security and gender equality

working time

health and safety almost everywhere

Evaluation results: Flexibility and Security


New set of Employment Guidelines and Recommendations in 2003

Following the 2002 evaluation, the Commission adopted a “Communication

on the future of EES” in January 2003.

revised strategy with concrete objectives and targets.

three overarching objectives

- full employment (on the basis of Lisbon targets);

- quality and productivity at work;

- social cohesion and an inclusive labour market.

and insists on a better delivery and governance of EES.

2002 revision


Since the late 1990s, the objective of the Commission:

candidate countries define employment policies that prepare them for membership of the Union and

progressively adjust institutions and policies to the European Employment Strategy.

The Commission initiated in 1999 a cooperation process on employment with these countries. EU

financial support for accession

preparations for ESF

"Joint Assessments Papers" ("JAPs"),

Most candidate countries consulted extensively on the draft Joint Assessment Papers, including

the Finance and Education Ministries and the social partners, which helped to establish policy

coherence.

implementation of the JAP commitments in 2002-2003.

The ten* new Member States prepared their first National Action Plans ("NAPs") for employment in

2004, along with those of the 15* other Member States.

Enlargement and EES


structural difficulties on the European social model:

ageing population

decline in economic performance

February 2005, the European Commission made a proposal for a revamp of

the Lisbon strategy to focus on delivering stronger, lasting growth and

more and better jobs.

complete revision of the EES,

the guidelines in conjunction with the macroeconomic and microeconomic

guidelines and for a period of three years. T

Synergies: national level and Community actions,

This new process has been in practice from July 2005,

2005 revamp


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

three priorities:

1) attract and retain more people in employment, increase labour supply and

modernise social protection systems;

2) improve adaptability of workers and enterprises;

3) increase investment in human capital through better education and skills

ambitious new programme of mutual learning

exchange of good practice and the Dissemination, including at regional level,

Combined with a better use of EU financial resources,

European Social Fund ,

2005-2008 Employment Guidelines


1.Implement full employment, improving quality and productivity at work,

and strengthening social and territorial cohesion

2.Promote a lifecycle approach to work

3.Ensure inclusive labour markets, enhance work attractiveness, and make

work pay for job-seekers, including disadvantaged people and the inactive

4.Improve matching of labour market needs

5.Promote flexibility combined with employment security and reduce labour

market segmentation, having due regard to the role of the social partners

6.Ensure employment-friendly labour cost developments and wage-setting

mechanisms

7.Expand and improve investment in human capital

8.Adapt education and training systems in response to new competence

requirements

2005-2008 Employment Guidelines


on-going job search assistance,

• 25 % of long-term unemployment should participate by 2010 in an active measure in

the form of training, retraining, work practice, or other employability measure, with the

aim of achieving the average of the three most advanced Member States,

• jobseekers throughout the EU are able to consult all job vacancies advertised

through Member States„ employment services,

• an increase by five years, at EU level, of the actual average exit age from the labour

market by 2010 (compared to 59,9 in 2001),

• the provision of childcare by 2010 to at least 90% of children between 3 years old

and the mandatory school age and at least 33% of children under 3 years of age,

• an EU average rate of no more than 10% early school leavers,

• at least 85% of 22-year olds in the EU should have completed upper secondary

education by 2010,

• the EU average level of participation in lifelong learning should be at least 12,5% of

the adult working-age population (25 to 64 age group).

Further targets and benchmarks


Progress towards the Lisbon targets


The positive impact of the EES in the second half of the Nineties was favoured by the

economic cycle.

However, structural improvements have occurred since 1997 thanks to reforms in a number

of areas, such as competition policy and labour markets.

• These improvements are reflected in:

- lower structural rates of unemployment,

- lower long-term unemployment rates;

- increased efficiency in matching between the unemployed and vacancies;

- a rise in aggregate labour demand;

- a positive effect of atypical labour contracts, such as part-time and fixed-term

- an increase in expenditure on labour market policies,

- Further progress transitions from temporary to permanent jobs and out of low-paid jobs.

- Lower labour market gaps related to gender and age

- Economic slowdown can negatively impact on social cohesion, ( new Member States)

- Need to better balance social and economic objectives

Concluding remarks


Spring 2007 European Council (March 2007)

Member States to submit latest Implementations/ National

Reform Programmes (Oct. 2007)

Commission to present its third Annual Progress Report

(Dec. 2007)

The process


Some progresses:

Employment rate (63.8%)

but difficult to achieve the goal of 70% in 2010;

Employment of ageing people (42.5%)

but difficult to achieve the goal of 50% in 2010;

Good progress in women‟s employment (56.3%)

the 2010 goal will be probably achieved;

Social reforms and a more balanced situation of Public Finances.

The joint report on employment 06/07

Some difficulties:

Productivity growth rate remains insufficient (0.9% in 2005)

Insufficient participation of adults in life long training;

School abandonment still high

The flexibility of labour market

Employment of some social groups : young people, women, migrants.


Some difficulties:

Productivity growth rate remains insufficient (0.9% in 2005)

Insufficient participation of adults in life long training;

School abandonment still high

The flexibility of labour market

Employment of some social groups : young people, women, migrants.

The joint report on employment 06/07


PART II

REGIONS

PART III

VALENCIA REGIONAL EMPLOYMENT STRATEGY


Regions can bring some relevant contributions towards the Lisbon objectives:

1.- Promoting economic growth:

The regional planning of Stockholm in the economic field and education and training;

Innovation strategies

The creation of Employment and Economic Development Centres;

Life long training strategies;

The creation of economic development agencies;

Consultancy and training for SMEs.

Regional contribution

2. Achieving full employment:

Regional and local employment strategies;

Active employment policies regarding job creation;

Modernisation of the employment services.


3. Strengthening social cohesion:

Creation of support schemes with regard to disadvantaged people groups;

Specific programmes for immigrants;

Creation of working/learning places to improve the link between education and the

labour market;

Measures regarding prevention of school drop outs.

4. Governance:

The formulation of regional employment strategies;

Social dialogue;

Monitoring and evaluation practices.

Regional contribution


Despite the different administrative models, the Regions are all involved in

instigating projects – in partnership with other players;

Employment and training policies are still insufficiently integrated with policies in

other areas that also contribute to competitiveness. However, a number of

examples show that where strategic approaches do exist at regional level, policy

integration and coordination is improved;

Regions

Decentralisation encourages policy coordination and integration. Regions that have

greater competence achieve a greater degree of policy integration and coordination.

Proximity to the issues at stake is therefore a key success factor;

Governance is an important factor in the success of employment and training

policies. Achievement of positive results in development processes is increasingly

dependent on the capacity of the various public and private players to be actively

involved in the design and delivery of policies;


In this context, the Regional Authorities are becoming catalysts and key coordinators

of regional development processes.

Their specific role is one of networking and getting various partners to work together

towards achieving development objectives.

Coordination with other administrative levels is necessary if the policies are to be

effective.

Considerable progress remains to be made in this area.


REGIONAL STRATEGIES

ON LAND DEVELOPMENT

IN THE VALENCIAN

COMMUNITY


Part2Social security SPAIN


SOCIAL SECURITY

SPAIN

The state through the Social Security guarantees for those

persons who are included within its area of application, either

because they carry out a professional occupation and pays

contributions or because they fulfil the requirements laid down,

under the regulations concerning the non-contributory regime, as

well as having relatives or other persons who depend on them;

the necessary protection in accordance with the contingencies

and risks laid down by law.


Application field:

· Subject to the benefits of the relevant contributory regime, the following are included

within the field of application of the Social Security System, whatever their sex, marital

status or profession: Spanish nationals who live in Spain as well as foreigners who live

or are dwelling legally in Spain, always provided that in the above conditions as stated,

they carry out their activities within Spanish national territory and fall into one of the

following categories

· Employed workers.

· Self-employed or autonomous workers.

· Member workers of Associated Labour Co-operative.

· Students.

· Civil Servants- both civilians and military personnel

· Subject to the benefits pertaining to the non-contributory regime, the following are

included in the application of the Social Security System: All Spanish residents in

Spanish national territory and the foreigners legally resident in Spain.


Exclusions from the application field

· The Government following the proposals of the Ministry of Labour and

Social Affairs and attending to suggestions made by the most representative

trade unions or the relevant professional body, will be permitted at the request

of such entities, to exclude from the field of application of the corresponding

scheme of the Social Security persons whose work as self-employed persons

with reference to their work shifts or their pay, can be considered as performing

marginal activities or activities that do not constitute a pre-requisite for living.

· Business partners, whether or not they are administrators of capitalist

mercantile companies, the corporate purpose of which is not identified by the

performance of managerial or professional activities, but only by the

management of the assets held by the partners concerned.


Make up of the Social Security System

· General Scheme

· Special Schemes:

· Agricultural

· Maritime professionals

· Self-employed workers

· Domestic servants.

· Coal-mining

· Students (Student insurance)

· Civil servants.


Special Scheme for Autonomous Workers

Range of application

Registration, signing on and signing off

Application for initial and successive registrations

Effects of the registration

Contribution

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


When should contributions be paid?

How should the contributions be made?

Contribution bases and rates.

Benefits

General characteristics

Temporary Incapacity


Retirement

Death and Survival

Family benefits

Permanent Incapacity

Maternity leave

·

Risk during pregnancy


Part3valencian region


The Region of Valencia is located on the Mediterranean coast of Spain and

is part of the so-called Mediterranean Arch,

an axis which has experienced

one of the fastest economic growth rates in the European Union

COMUNITAT VALENCIANA

Total surface area: 23.000 km2

4,800.000 inhabitants, the population of the region accounts

for 10.5 % of the total Spanish population

income per inhabitant: 93(EU25=100)

Valencia is the third largest city in Spain

population density:185 inhabitant/Km2

One of the co-official languages of Spain together with

Galician, Catalan and Basque is Valenciano

INTRODUCTION: VALENCIAN REGION


1994 / 1999

1.040 M ecus

2000 / 2006

2.744 M €

0

500

1000

1500

2000

2500

3000

ERDF ESF EAGGF Total

0

500

1000

1500

2000

2500

3000

ERDF ESF EAGGF Total

ERDF: 607M,

ESF: 310M,

Agriculture funds: 123M

ERDF: 2.055M,

ESF: 476M,

Agriculture funds: 212M

20 YEARS MANAGING EUROPEAN FUNDS


ENVIRONMENT AND HYDRIC RESOURCES

TRANSPORT AND ENERGY NETWORKS

COMPETITIVENESS AND PRODUCTIVE FABRIC IMPROVEMENT

KNOWLEDGE SOCIETY (Innovation, I+D, INFSO)

LOCAL AND URBAN DEVELOPMENT

AGRICULTURE AND RURAL DEVELOPMENT

20 YEARS MANAGING EUROPEAN FUNDS


Permanent structures for European partnerships

EUROPEAN PARTNERSHIPS:

AN INSTRUMENT FOR ADDED VALUE


The Valencian Regional Office in Brussels is part of the Regional

Ministry for Cooperation and Participation which depends on the

Presidency of the Valencian Region.

The Delegation aims to disseminate the image of the Valencian Region in

Brussels through region marketing, as well as to promote the training to the

young of the Valencian Region by means of the promotion of public programs and

private grants.

It represents, defend and promotes the Valencian Region interest before the

European Union. In order to achieve this goals the Delegation works closely with

the different European institutions, the Spanish Permanent Representation to the

EU, the Regional Offices and other permanent representations of other European

Members.

Active participation in the European parliament activities and Committee of the

Regions (Commission RELEX and DEVE) initiatives in favour of economic growth

and subsidiarity respect .

VALENCIAN REGIONAL DELEGATION IN BRUSSELS


a new instrument for the Valencian region

FCVREFoundation Comunidad Valenciana – Región Europea

(created in 2003)

The Foundation Comunidad Valenciana - Región Europea:


0

5

10

15

20

25

30

35

40

45

50

Human Resources Antennas Agreements Projects

54

60 0 0

4172

3

Development of the Fundación Comunidad Valenciana –

Región Europea (2003-2007)


0

10

20

30

40

50

60

Re-

insertion

Trainees Local

Agents

TOTAL

246 6

00 24

6

54

Development of the Fundación Comunidad Valenciana –

Región Europea (2003-2007)

Valencian people trained about European issues


61

Subsidy People

EMORGA (year 2005) 99.968.94€ 15

EMORGA (year 2006) 79.976.49€ 13

“Youong Salary”

(year2005)

74.951.05€ 6

TOTAL 254.896.48 34

People

EURODYSEE 5

Traineeships at other entities

(IMPIVA, IVEX, FEPORTS,

Development Cooperation)

30

TOTAL 35

SERVEF Subsidy ESF

Mobility Programmes and Traineeships

Re-insertion into employment


CAPITAL HUMANO

FCVRE 2006

Re-insertion

into

employment

23%

Trainees;

15%

Fixed Staff;

62%

0

10

20

30

40

2007

Men

Women

0

10

20

30

40

50

2007

Bachelor

Graduate

Gender

Degrees

3116

11

36

Current Human Capital: 54 people


An instrument of European integrationopportunity for all young people willing to have an experienceabroad or to complete their studies within the framework of aEuropean programme of mobility of this institution.

VALENCIAN REGION TRAINEE PROGRAMS



• La FCVRE has a long experience in the exchange ofyoung people and has obtained the leadership asoffice welcoming young European people coming forinternships.

The FCVRE does not only have experience in termsof training, besides it is leader in innovation,technology and projects difusión.

• From our institution, young people are offered anadequate methodology and taking into account anumber of thematic areas developing themes ofinterest for the Valencian Community.

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

http://www.uegva.info/





http://www.gva.es/

http://www.gva.es/

http://www.gva.es/


• Our objective is to keep progressing in the interregional collaboration within the scope of the EU, in which the Valencian Community raises the possibility for young people with certain experience, knowledge of languages and motivated to work of joining the liaison officesof the European regions.

• The fundamental objective is to narrow the ties of cooperation between regions including the young people within their own funding programmes, or within the European programmes of employment and training.

• Common Project

• Defined by the participating regions in the exchange. The young people would be under the supervision of two tutors according to the following criteria:

• -Internships during three days in the hosting office and another one in the office of origin in order to coordinate and supervise the tasks by the tutor of origin.

• -On Fridays, the trainee could keep on working at the FCVRE in order to continue his training on themes of management, languages, European institutions, etc. for instance.

• www.uegva.info [email protected]


interregional collaboration

../TAIEX%20rtp25198%20PLUSKI/junio2006/Configuración%20local/Archivos%20temporales%20de%20Internet/ww.gva.es




mailto:[email protected]


The Foundation Comunidad Valenciana - Región Europea:

a new instrument for the Valencian region

Public sector

Regional

and local

administrations

Public organizations

Private sector

Energy,

saving banks,

chambers of commerce,

universities,

pro associations

VALENCIAN REGION

Public Private Partnership (PPP)


Public Private Partnership, the tool of the Foundation Comunidad Valenciana -

Región Europea promotes and provide European service to social and

economic bodies in our region.

In 1999, the first policy on PPP was approved to develop innovation projects on

the framework of the urban management by means of the research of new

technologies solutions:. www.valenciainnova.info

The Valencian Government has identified PPP as a priority and collaborates

with the Foundation on the expenses: location, infrastructure…

12% of operational expenses are financed by the Valencian Government

48% other entities support: Intercitrus, IMPIVA, FEPORTS, Saving Banks

Association, Feria Valencia, Feria de Alicante…

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

parties…

Public Private Partnership

http://www.valenciainnova.info/






http://www.camarascv.org/

http://www.cirval.es/

http://www.fvmp.es/

http://www.intercitrus.org/

http://www.iberdrola.com/


Number of approved projects

41Valencian budget of approved projects

54.0 Mo €Total budget of approved projects

109.2 Mo €Projects under evaluation

10 projects

European projects with the involvement of the FCVRE


Project Valencia Towers

Port of Valencia

Best Practices


• Objetive: promote the participation of municipalities among the

transnational cooperation, participation in European projects,

agreements in technological and innovation transfer between

municipalities, as well as signature of agreements in technical

assistance or regional networks.

• Local and regional governments can participate in the new strategic

objectives of the EU

• The local and regional governments can be an example of change

innovating directly in municipal structures and improving the services

for citizens.

The engagement of the FCVRE at local and regional level is

to promote the relations between municipalities and

provinces with other European regions

Best Practices

Local development


• Agreement of cooperation between FCVRE and the Federation of

Municipalities and Provinces

• Stage of Local Development Agents in Brussels

• Training programes

• Duration around 6 months

• Objective of the stage: direct participation in projects among european

funds and municipalities networks

Cooperation with Local Development Agencies of

Municipalities


FIRST AGREEMENT with municipality of San Antonio de Benagéber

. Incorporation date in Brussels: April 2005

Participation in Open days

International meetings

Taiex / Employment projects

. Objective: Leader in environment and cultural projects

. Contact: Miguel Mares Garcés ([email protected]),


Municipalities



• City Council of Vila-real: after municipal elections they have created anew European integration department to coordinate and develop European projects

• City Council of Vila-real: after municipal elections they have created anew European integration department to coordinate and develop European projects

• AGREEMENT with municipality of Vila-Real (Castellón)

• . Incorporation date in Brussels: September 2006

• . Objective: participation in three European projects 1. PROYECTO EASY ( IEE CALL FOR PROPOSAL 2006 )

• 2. ESTABLISHMENT OF LOCAL AND REGIONAL ENERGY AGENCY ( IEE CALL FOR PROPOSALS 2006 )

• 3. TAXI DRIVER ( LEONARDO PROGRAMME )

•– Contact: Amelia Delcampo Carda ( [email protected])


Municipalities






Municipalities III

AGREEMENT with County Council of La Ribera Alta

Incorporation date: February 2007

Objective: participation in European projects

Contact: Laura Bas ([email protected] )

County Council of La Mancomunitat de la Ribera. Among a

consortium with other County Council they have created two autonomous

entities for economic and social development in the cities: PATER

(Territorial Pact for Employment) involved in projects. and Energy

Agency (AER) to establish a culture of energy saving and develop

projects.

WE ARE OPEN TO RECEIVE YOUR EXPERTS AND SHARE

EXPERIENCES, TO PARTICIPATE IN EU FUNDING !



http://www.uegva.info

http://www.uegva.info/fundacioncv


www.uegva.info

We want to cooperate with you and are open to discuss new

ideas for future initiatives

You may find further information on our website:



Valencian Regional Office Rue

de la Loi, 227 – 4th Floor

B-1040 Brussels


Thank you for your kind attention!

Miguel Mares Garcés

Head of Human resources

[email protected]


ppt taiex intmarkt 25471 prague 231007 miguelmaresgarces

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