HR: Service Contract No

CARDS 2004 Local Partnerships for Employment – Phase 2 This project is funded by the European Union EuropeAid/121013/C/SV/HR: Service Contract No. 10...
Author: Elmer Todd
1 downloads 0 Views 389KB Size
CARDS 2004 Local Partnerships for Employment – Phase 2 This project is funded by the European Union

EuropeAid/121013/C/SV/HR: Service Contract No. 107603

EU CARDS 2004

Local partnerships for employment - Phase 2

FINAL REPORT

May 2007

General Information Report

FINAL REPORT

Period covered by the report

Whole period of the project

Project number

EuropeAid/121013/C/SV/HR: Service Contract No. 107603

Project title

EU CARDS 2004 Local partnerships for employment - Phase 2

Locations of implementation

The 4 counties of: Brodsko-posavska; Pozesko-slavonska; Karlovacka; Licko-senjska

Date of the commencement of the contract

7 November 2005

Date of the completion of the contract

6 May 2007

Name and Surname of the contact person

Peter Newman

Position

Team Leader

Project Office

Croatian Employment Service - Central Office Radnicka cesta 1, 10000 Zagreb

Project Telephone number

(01) 6126 023

Project Fax number

(01) 6126 039

Project Email

[email protected]

Company

WYG International Ltd

Address

Newstead Court, Little Oak Drive, Sherwood Business Park, Annesley Nottinghamshire, United Kingdom. NG15 0DR

Company Telephone number

+44 1623 684500

Company Fax number

+44 1623 684545

Company E-mail

[email protected]

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

TABLE OF CONTENTS 1.

Introduction

1

1.1

Summary of Implementation

1

1.2

This Final Report

2

2.

General Conclusions and Recommendations

3

2.1

Ownership by CES

3

2.2

Benefits of cross-county work

4

2.3

Initial Training

4

2.4

Skills of partnership-working

5

2.5

Involvement of other CES Regional Directors

5

2.6

National Framework for LPEs; Linkage between ROPS and LPEs

6

2.7

Grant Scheme

6

2.8

Labour Market Survey

7

2.9

Local Consultants

7

2.10

Project Resources

7

ANNEX List of Documents Previously Submitted during the period of: * Interim Progress Report No 1: January - April 2006 * Interim Progress Report No 2: May - October 2006 * Interim Progress Report No 3: November 2006 - May 2007

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

ABBREVIATIONS CARDS

Community Assistance for Reconstruction, Development and Stabilisation

CES

Croatian Employment Service

CFCU

Central Finance and Contracting Unit

EC

European Commission

ESF

European Social Fund

HRD

Human Resource Development

IPR

Interim Progress Report

LPE

Local Partnership for Employment

LPE-1

Local Partnership for Employment - Phase 1

LPE-2

Local Partnership for Employment - Phase 2

MELE

Ministry of Economy, Labour and Entrepreneurship

MSTTD

Ministry of Sea, Tourism, Transport and Development

NEAP

National Employment Action Plan

NGO

Non-Governmental Organisation

PIU

Project Implementation Unit

RD

Regional Development

ROP

Regional Operational Programme

TA

Technical Assistance

TNA

Training Needs Analysis

ToR

Terms of Reference

TWG-HRD

Thematic Working Group on Human Resource Development

VET

Vocational Education and Training

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

1. INTRODUCTION 1.1 Summary of Implementation The EU CARDS 2004 project "Local Partnerships for Employment - Phase 2" (LPE-2) began in November 2005 and ended in May 2007. The project was implemented by WYG International Ltd in partnership with the Croatian Employment Service (CES). Four counties were covered by the project: Brodsko-posavska, Karlovacka, Licko-senjska, and Pozesko-slavonska. In these counties, the project has focused on Human Resource Development (HRD) actions which are complementary to the measures of the relevant Regional Operational Programmes (ROPs). The ROPs describe a socio-economic vision and strategy for each county, with the associated objectives and priorities. The Terms of Reference (ToR) identify the formal objectives of the LPE-2 project as: ◊

The overall objective is to strengthen the capacity of local actors to design and implement training and active labour market measures within the framework of a local partnership approach and by using European Social Fund (ESF) procedures.



The specific objective is to ensure that the regional operative goals as outlined in the ROPs of 4 counties in Croatia are complemented by appropriate HRD measures taking into account the methodology developed through CARDS 2002 “Local Partnerships for Employment” project.

During the LPE-2 project, the main outputs were: ◊

a Labour Market Analysis was carried out in each county;



a Local Partnership for Employment (LPE) was established as a ROP Thematic Working Group on HRD (TWG-HRD) in each county;



a HRD strategy was developed in each county, and then approved by the relevant County Assembly;



CES representatives received training on the European Social Fund;



representatives of the member institutions of the Local Partnerships for Employment received training on the design and management of local projects;



local project proposals were developed, and formal applications for funding were submitted.

A project CD of "Main Documents and Materials produced during the Project" was created. It was widely distributed at county and national levels, and was included in the package of materials given to the participants at the Final Conference. The project CD consists of: 1. Introduction; 2. Project Leaflet; 3. Labour Market Analyses: 1 for each county; 4. Manual on Labour Market Analysis in Croatia; 5. County HRD Strategies: 1 for each county; 6. Strategy for establishing County HRD Council; 7. Training materials for Phase 3.1: Training on the ESF approach; 8. Training materials for Phase 3.2: Training on the design and management of projects; 9. Final Conference materials.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

1

A separate Materials CD was also produced, consisting of three related documents: ◊

Review of existing materials developed through CARDS 2002 project "Local Partnerships for Employment;



CARDS 2004: A Collection of Examples of: HRD Projects; Project Cycle Management; Local Partnerships; Monitoring and Evaluation Reports;



CARDS 2004: HRD in the European Union: Internet Information Sources.

This "Materials CD" was distributed through the CES Regional Offices to the TWG-HRD in each county and to other interested parties. The detailed description of the implementation of the project and its results are covered by: ◊

Inception Report: 7 November 2005 - 9 January 2006;



Interim Progress Report No 1: 9 January - 30 April 2006;



Interim Progress Report No 2: 1 May - 31 October 2006;



Interim Progress Report No 3: 1 November 2006 - 6 May 2007.

Each of the three Interim Progress Reports (IPRs) included an Annex which listed the documents previously submitted during the period of the IPR. These three lists are annexed to this final report for information. 1.2 This Final Report As required by the Contracting Authority (the EC Delegation in Zagreb), this Final Report is intended to briefly provide some general conclusions of the entire project. The issues covered in this report are: ◊ ownership by CES; ◊ benefits of cross-county work; ◊ initial training; ◊ skills of partnership-working; ◊ involvement of other CES Regional Directors; ◊ national framework for LPEs; Linkage between ROPs and LPEs; ◊ grant scheme; ◊ labour market survey; ◊ local consultants; ◊ project resources.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

2

2. GENERAL CONCLUSIONS AND RECOMMENDATIONS As required by the Contracting Authority (the EC Delegation in Zagreb), this Final Report briefly provides some general conclusions of the entire project. These conclusions are presented within the context of key issues, and the draft content was considered by the Project Steering Committee which was held at the end of the project. 2.1 Ownership by CES Given that this was primarily a capacity building project at local level, as confirmed by the overall objective of the ToR, the approach of the project team was to work together in partnership with the CES regional offices so that CES staff could develop their skills and knowledge. The aim was that, in future, CES staff would themselves be capable of designing and implementing ESF measures, and hence the project would be sustainable with lasting and relevant benefits. The active support of Regional Directors was a key element of this approach. The CES offices, particularly the Regional Directors, were encouraged to have a high degree of active participation in and "ownership" of the project. In other words, this was not solely an external project implemented by external consultants. Instead, it was a project which was implemented jointly on the basis of: ◊ working together in partnership; ◊ sharing ownership and responsibility; ◊ sharing of knowledge and skills ; ◊ dialogue and communication; ◊ capacity building; ◊ problem solving; ◊ achieving objectives. The success of the approach and the degree of CES ownership of the project is demonstrated in the following examples: In the Project Presentations which were held in each county at the early stage of the project in January 2006 to raise awareness and ensure visibility of the project, it was the CES Regional Director who chaired the proceedings, and it was the CES local counterpart who gave the description of the project. CES staff had initially expected that the project team would perform these functions. Instead the project team assisted CES to make this public display of ownership, and supported them in carrying out the tasks. When the Local Partnerships for Employment were created as Thematic Working Groups on HRD (TWG-HRD) within the ROP structures, it was the CES Regional Director who became the chair of the group in accordance with the guidance from national level. Secretarial support to the TWG-HRD was provided by the CES Regional Office and the project team during the project. At the conclusion of the project, in the Final Conference, a presentation was given by each CES Regional Director on a particular topic which was common to all four counties, and using information from all 4 counties. In addition to these presentations, written information sheets containing the details of implementation in each of the 4 counties were developed by the CES Regional Offices and the project team.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

3

As can be seen from these examples, there was a significant increase in the visibility of the CES Regional Offices - and particularly the CES Regional Director - specifically in the implementation of the project, and more generally in HRD activities in the counties. Ownership by CES, especially at county level, was a key factor in the implementation of the project, and it is clear that this should be an essential element of any future project. 2.2 Benefits of cross-county work The Initial Training (see below) held in January 2006 was delivered to the staff from CES offices from two counties working together, thereby facilitating a wider discussion and a greater exploration of the issues. This was the first time that many of the CES staff had actually met those working in another county, and there was a strong feeling expressed by participants that this had been a rewarding and developing experience. The training under Phase 3.1 on ESF and under Phase 3.2 on designing projects was all provided for representatives from all 4 counties together. Again, this was seen to be beneficial by all involved, and provided benefits over and above the specific project outputs. 2.3 Initial Training During the Inception Period, it became apparent that it would be valuable for the CES staff to develop more in-depth knowledge and understanding in respect of the overall context of the project, thereby assisting the future development of the local employment partnership processes. In response to requests from the CES regional staff, a proposal for a 2-day initial training programme (additional to the formal training envisaged in Phase 3 of the project) was developed. This was approved by the then CES Director-General 1 and by the EC Delegation which agreed that the costs could be met from the training element of Incidental Expenditure. It was accepted that the Initial Training would be delivered to the staff from CES offices from two counties working together, thereby facilitating a wider discussion and a greater exploration of the issues. The main outcomes were that the CES staff had: • gained knowledge on EU principles and strategies which set the context for the project; • gained a greater understanding of the partnership approach and the implications for the development of a HRD strategy • an opportunity to share and discuss different views of how the project could be implemented according to local needs and circumstances; • observed the importance of and inter-relationship between different development policies within Croatia and within their regions. This Initial Training proved to be a very important foundation for the future work of the project. In gaining the above outcomes, CES staff were much better prepared for the reality of implementing the project as the project partner. It is therefore recommended that future projects should have such Initial Training incorporated into the ToR as a recognised task.

1

It should be noted that there was a change in the post of CES Director-General on 19 April 2007.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

4

2.4 Skills of partnership-working There was no requirement in the project ToR for developing skills of partnership-working, nor indeed was there explicit reference to the actual activity of partnership development. However, this is a key element which should be incorporated. Whilst the project developed 4 task forces (LPEs) at the county level which are operating successfully, these could have been more effective more quickly by additional investment in skills development of CES Regional Directors, CES staff, and LPE members in such areas as: ◊ communication skills; ◊ facilitation skills; ◊ presentation skills; ◊ decision making skills; ◊ partnership-working skills. In future projects, it is recommended that there should be specific modules for the development of these skills for the LPEs. 2.5 Involvement of other CES Regional Directors The previous CARDS 2002 project "Local Partnerships for Employment- Phase 1 (LPE-1) concentrated on the 4 counties of Zadar, Šibenik-Knin, Sisak-Moslavina and VukovarSrijem; the CARDS 2004 LPE-2 project concentrated on a further 4 counties as described earlier. At the beginning of the LPE-2 project, requests by the project team to arrange a formal meeting of the 4 Regional Directors from LPE-1 with the 4 Regional Directors from LPE-2 and the project team were not granted by the then CES Director-General. Although there was one formal meeting of these 8 Regional Directors at the insistence of the EC Delegation, the project team was not invited to attend. Further contact between the LPE-1 Regional Directors and the LPE-2 Regional Directors was solely at the informal level. Hence the ability of the LPE-2 Regional Directors and other CES staff to benefit from the experience of the LPE-1 project relied completely upon this informal communication between Regional Directors, and on contacts between the two technical assistance teams. All other counties not covered by LPE-1 and LPE-2 were not involved in any way. For the final conference, the project team proposed that the 4 Regional Directors from LPE-1 should be invited, along with the 13 Regional Directors from the other counties. Inviting the other 13 Regional Directors was seen to be an essential step in preparation for the proposed extension of local partnership development throughout Croatia within the forthcoming EU Programme, the Instrument for Pre-accession Assistance. Again, this proposal was not accepted by the then CES Director-General. The result of the above is that the development of local partnerships in the LPE-2 counties took place largely in isolation from the rest of the CES Regional Offices. Hence there was no wider context, and the ability to learn from each other throughout the CES was extremely limited. It is strongly recommended that in any future ToR for the extension of LPEs, it should be explicitly stated that communication with the counties involved in LPE-1 and LPE-2 should be facilitated and encouraged. This will enable a build-up of experience, and will assist overall sustainability.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

5

Equally, it was noticeable that the 4 CES Regional Offices from LPE-1 were not able to receive any support from the LPE-2 project for the continuation of their partnership working. The fact that these 4 counties appear to have been relatively less successful in their applications to the LPE grant scheme indicates that support could have been helpful. It is therefore recommended that the issue of continuing help and support for the LPE-2 counties (and indeed the LPE-1 counties) should be addressed in any future project. 2.6 National Framework for LPEs; Linkage between ROPS and LPEs A key feature of the approach of the project team was the emphasis on integration with strategy development and operational programmes at the county level. The creation of LPEs took place within the following context: ◊

A Tri-partite (CES, MELE, MSTTD) National Agreement gave the strategic guidance for the establishment of LPEs in each of the 4 counties covered by the LPE-2 project;



LPEs were established as HRD Thematic Working Groups as part of the structures of the Regional Partnership Committee. The LPEs were therefore an integral part of the County ROP organisation;

These two inter-related points were critical to the way in which the LPEs were developed. The fact that there was national guidance from the three relevant institutions provided the framework for co-operation at the county level. Without that national context, it is doubtful whether the LPEs could have developed as quickly as they did. The LPEs were not separate bodies operating in isolation. As they were a TWG-HRD of the RPC, they had a position of much greater influence - as shown by the eventual approval of the HRD Strategies by the County Assemblies. 2.7 Grant Scheme The only element of the grant scheme which was the direct responsibility of the LPE-2 project was the design of draft guidelines for applicants. Implementation of the grant scheme was not part of the project - with consequent complications and uncertainties. Eventually a Framework Contractor was appointed, utilising resources from the EC Delegation, to undertake the task of supporting the CFCU (Contracting Authority for the grant scheme) in the organisation and management of the scheme. The final version of the Guidelines for Grant Applicants differed in some significant respects from the draft guidelines prepared by the LPE-2 project. This led to some confusion, particularly regarding the eligibility of partners, a crucial aspect of the work of the LPE-2 project. The evaluation and contracting process by the Framework Contractor and CFCU took a much longer time that the LPE-2 project team had anticipated. Hence, no grants were actually contracted during the period of the project. It is therefore recommended that any future grant scheme should be fully integrated into the tasks of the project ToR - with appropriate additional resources for the necessary organisation and management.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

6

2.8 Labour Market Survey The project's highly focussed Employment Barometer Survey should be seen as complementary to (and not as an alternative to) the broader CES national survey which was also carried out during the period of the project. For greatest effect, the Employment Barometer Survey should be undertaken every six months in order to determine trends. In reality, it is not clear whether CES Regional Offices will be able to follow this pattern because of (a) the demands on the employers having to deal with two different labour market surveys, and (b) the CES staff time and resources involved. There is room for greater coordination within CES in order to determine the best way to maximise the use and benefit of these complementary surveys. 2.9 Local Consultants Four posts of local consultants were created, one for each county where the project was implemented. These posts were funded from some of the budget available for short-term local experts, combined with a contribution from the contractor. The local consultants have made a valuable contribution towards project implementation, not least because they provided a continuity of input. They have worked alongside the key expert and the local counterpart, and have deepened the relationship between the project team and the CES regional offices. It is strongly recommended that provision for full-time local support of this nature is included in any future project. 2.10 Project Resources There was a constant feeling that the project as a whole was somewhat under-resourced, particularly in comparison to similar projects in other countries. Budget for Incidental Expenditure The budget for Incidental Expenditure as defined in the CARDS 2004 LPE-2 Project ToR is 95,000 euro. This budget is much less than the 160,000 euro budget for Incidental Expenditure for the similar CARDS 2002 LPE-1 project. It became evident that having a budget of 95,000 euro placed some restrictions on the way in which the project was able to provide some services. Compromises had to be made, particularly in respect of finding a suitable and affordable venue for Module 2 of Phase 3.2 training in Eastern Croatia. Additionally, the specific nature of the description of Incidental Expenditure in the Project ToR resulted in there being no reference to the costs in each county associated with facilitating partnership development, and for developing and translating the HRD strategy. These are essential elements of costs which the EC Delegation had to separately approve as being permissible from Incidental Expenditure. The low budget level led to considerable caution in the use of Incidental Expenditure, with actual expenditure for some individual budget headings being slightly less than planned. The cumulative effect of this caution is that, in total, approximately 95% of the budget of 95,000 euro was actually spent.

WYG International Ltd

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

7

The project team would like to stress that the fact that the Incidentals Budget of 95,000 euro was not fully used should not be seen as demonstrating that the Budget was sufficient, but it is rather a reflection of the considerable caution required in its deployment and planning. A higher (and more realistic) budget for Incidental Expenditure would have further greatly facilitated project implementation, particularly in respect of the overall standard of training venues and in the development and production of the HRD strategies. It is therefore recommended that future Incidental Expenditure should be at a sufficient level and suitably described in order to implement the tasks required. Expert Days The days available for 4 key experts (1 for each county) was approximately two weeks per month over the period of the project, thus posing a danger that momentum and continuity could be lost when the experts were not present. This was one of the justifications for the creation of the posts of full-time local consultants. Whilst the 4 local consultants made a valuable contribution towards project implementation, the fact remains that the key experts were only present for 50% of the period of the project. This did lead to some difficulties, particularly with the scheduling of activities. The 264 days available for the Team Leader represented 2/3 of the overall 18 month period of the project. It became clear that this was not enough in order to ensure that the tasks were completed and the outputs achieved. As described in project monthly reports, the team leader continued to work on the basis which was necessary in order to ensure successful implementation of the project. The difference (for which no fees were claimed) between contracted days and actual days was a reflection of the additional input needed. It was also apparent that the short-term international expert days were not sufficient to give the more intensive support to CES Regional Offices that was needed in respect of the project labour market survey. It would have been beneficial for more time to have been available for the familiarisation of CES staff with the Employment Barometer Survey, and for greater assistance with the processing and analysing of the collected data. *

WYG International Ltd

*

*

*

*

*

*

EU CARDS 2004 Local Partnerships for Employment – Phase 2 Final Report

8

ANNEX Lists of Documents Previously Submitted with each Interim Progress Report

ANNEX TO INTERIM PROGRESS REPORT No.1: January - April 2006

List of Documents Previously Submitted

Date

Document

Reference

12 December 2005

Introduction of 4 posts of full-time local consultants

S/3/12/05

10 January 2006

Proposal for Initial Training

S/6/12/05

10 January 2006

Proposal for Project Presentations

S/7/01/06

10 January 2006

Project Leaflet

24 February 2006

Proposed Framework for Phase 3.1 Training of Local Counterparts on the ESF approach

15 March 2006

Letter: Linkage between Projects Implementing Regional Operational Programmes and Local Partnerships for Employment

23 March 2006

Letter: Training of Local Counterparts on the ESF approach venue and costs

April 2006

Draft Schedules for TWG-HRD and HRD Strategy Development

-

Comment

Sent by email

S/28/02/06 Klasa: 100-01/03-01/87 Ur.broj: 344-01/1-06-25 S/52/03/06 -

Annexed to Monthly Report - April 2006

ANNEX TO INTERIM PROGRESS REPORT No.2: May - October 2006

List of Documents Previously Submitted

Date

Document

Reference

Comment

S/67/05/06

-

22 May 2006

Letter: Phase 3.1: Training of Local Counterparts on the ESF approach - Programme and Materials

June 2006

Phase 3.1: Training of Local Counterparts on the ESF approach Evaluation Results

-

Annexed to Monthly Report - June 2006

June 2006

Membership of Thematic Working Groups - HRD

-

Annexed to Monthly Report - June 2006

20 June 2006

Letter: Financial and Administrative Issues Costs of meetings re partnership development and HRD strategy

S/87/06/06

-

21 June 2006

Proposed Framework for Phase 3.2: Training for Local Counterparts in the Design and Management of a Project

S/90/06/06

-

13 July 2006

Letter: Task 2.2 Guidelines for Grant Applicants Draft document of 11.07.2006

S/95/07/06

-

14 July 2006

Letter: Use of Incidental Expenditure Translation of HRD Strategies

S/96/07/06

-

July / August 2006

1st Draft versions of County HRD Strategies

-

Sent by email

Date

Document

Reference

Comment

-

Annexed to Monthly Report July/August 2006

July 2006

a) Framework for Basic Concept of Proposed Projects; b) Project Proposals - Endorsement by CES

9 August 2006

Letter: Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Indicative Budget

S/101/08/06

-

12 September 2006

Letter: Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 1: Programme and Materials

S/103/09/06

-

September 2006

Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 1: List of Participants; Evaluation Results

-

Annexed to Monthly Report September 2006

4 October 2006

Letter: Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 2: Programme and Materials

S/106/10/06

-

October 2006

Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 2: List of Participants; Evaluation Results

-

Annexed to Monthly Report October 2006

26 October 2006

Letter: Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 3: Programme and Materials

S/108/10/06

-

ANNEX TO INTERIM PROGRESS REPORT No.3: November 2006 - May 2007

List of Documents Previously Submitted

Date

Document

Reference

Comment

November 2006

Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Module 3: List of Participants; Evaluation Results

-

Annexed to Monthly Report - November 2006

January 2007

LPE Grant Scheme: List of Submitted Project Proposals supported by TWG-HRD

-

Annexed to Monthly Report - January 2007

19 March 2007

Letter: Amended Logical Framework with Revised Project Indicators

S/120/03/07

Also annexed to Monthly Report - March 2007

26 March 2007

Letter: Factors contributing to sustainability

S/122/03/07

Also annexed to Monthly Report - March 2007

March 2007

Reports on second Employment Barometer Survey in each county

-

Annexed to Monthly Report - March 2007

March 2007

Phase 4.2: Reports on Final Meetings of TWG-HRD in each county

-

Annexed to Monthly Report - March 2007

March 2007

Phase 3.1: Proposal for additional short workshop; Role of PES in EU (document of 22.02.2007 which had been submitted to CES)

-

Annexed to Monthly Report - March 2007

March 2007

Phase 5.3: Proposed Framework for Final Conference (document of 09.03.2007 which had been submitted to CES)

-

Annexed to Monthly Report - March 2007

Date

Document

Reference

Comment

16 April 2007

Phase 2.1: Letter: Proposal for strategy for establishment of a County HRD Council

S/125/04/07

Also on Project CD

25 April 2007

Phase 5.3: Final Conference: Programme and Materials

S/128/04/07

Also on Project CD

4 May 2007 (10 May 2007)

Phases 5.1 & 5.2: Letter: (A) Review of CARDS 2002 materials; (B) CARDS 2004: Examples and Information

S/131/05/07 (S/136/05/07)

Printed version (CD of Materials)

4 May 2007

Phase 2.1: Letter: Printed HRD Strategies for each county, along with associated individual CDs

S/132/05/07

Also on Project CD

a) Labour Market Analysis for each county b) Manual on Labour Market Analysis for Croatia

-

Project CD

Phase 3.1: Training of Local Counterparts on the ESF approach Programme and Materials:- electronic versions Note: Printed versions were submitted in previous reporting period

-

Project CD

Phase 3.2: Training for Local Counterparts in the Design and Management of a Project - Modules 1, 2, 3: Programme and Materials: electronic versions Note: Printed versions were submitted in previous reporting period

-

Project CD