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