.RPPLVVLRQHQ I UHVOnU HQ(8VWUDWHJL I U OnQJVLNWLJ LQYHVWHULQJ L K JNYDOLWDWLYD DUEHWVWLOOIlOOHQ RFK K J OHYQDGVVWDQGDUG

Transkript

1 ,3 Bryssel, den 20 juni 2001.RPPLVVLRQHQ I UHVOnU HQ(8VWUDWHJL I U OnQJVLNWLJ LQYHVWHULQJ L K JNYDOLWDWLYD DUEHWVWLOOIlOOHQ RFK K J OHYQDGVVWDQGDUG.RPPLVVLRQHQ DQWRJ LGDJ HQ SODQ VRP V\IWDU WLOO DWW K MD NYDOLWHWHQ Sn DUEHWVWLOOIlOOHQDRFKOHYQDGVVWDQGDUGHQLQRP(8'HQQDQ\DVWUDWHJLVNDOOJH UHJHULQJDUQD DUEHWVPDUNQDGHQV SDUWHU RFK LFNHVWDWOLJD RUJDQLVDWLRQHU ULNWOLQMHU EDVHUDGH Sn NYDOLWHWVLQGLNDWRUHU I U ROLND DUEHWHQ DUEHWVPDUNQDGVSROLWLNRFKVRFLDOSROLWLN,I UVODJHWVRPODGHVIUDPDY$QQD 'LDPDQWRSRXORX NRPPLVVLRQlUHQ I U V\VVHOVlWWQLQJ RFK VRFLDOD IUnJRU XSSPDQDVPHGOHPVVWDWHUQDDWWIUlPMDDUEHWVWLOOIlOOHQ VRP lu ElWWUH EHWDOGD NUlYHUPHUNYDOLILNDWLRQHURFKJHUElWWUHDUEHWVPLOM OLNVRPElWWUHWLOOJnQJSn DUEHWVWLOOIlOOHQ RFK ElWWUH VRFLDOD nwjlughu, HQOLJKHW PHG GHW VRP EHVOXWDGHV Sn (XURSHLVND UnGHWV P WH L /LVVDERQ RFK PHG GHQ VRFLDOSROLWLVNDGDJRUGQLQJHQVRPJRGNlQGHVL1LFHVNDOOGHVVDPnOXSSQnV JHQRP ElVWD SUD[LV RFK JHQRPOnQJVLNWLJ LQYHVWHULQJL PlQVNOLJD UHVXUVHU ) U UHJHULQJDUQDV GHO NRPPHU GHWWD DWW LQQHElUD DWW DQYlQGQLQJHQ DY GH RIIHQWOLJDUHVXUVHUQDI UlQGUDVRFKLQYHVWHULQJDUSULRULWHUDVLK JUHJUDGlQ SDVVLYD VRFLDOD WUDQVIHUHULQJDU.RPPLVVLRQHQ I UHVOnU RFNVn nwhunrppdqgh NYDOLWHWVNRQWUROOHU I U DWW I UVlNUD VLJ RP DWW PHGOHPVVWDWHUQDV V\VVHOVlWWQLQJV RFK VRFLDOSROLWLN lu XWIRUPDG I U DWW XSSQn ElVWD P MOLJD QLYn ) UVODJHQ RP NYDOLWHWVLQGLNDWRUHU RFK NYDOLWHWVNRQWUROOHU JlOOHU VnYlO LQGLNDWRUHU VRP UHGDQ DQYlQGV VRP Q\D LQNOXVLYHYLVVDVXEMHNWLYDLQGLNDWRUHURFKNRPPHUDWWLQI UOLYDVLEHILQWOLJD SURFHVVHUVnVRPGHQnUOLJDVDPRUGQLQJHQDYV\VVHOVlWWQLQJVSROLWLNHQ'HW lu WlQNW DWW LQGLNDWRUHUQD VNDOO JRGNlQQDV Sn (XURSHLVND UnGHWV P WH L /DHNHQLGHFHPEHU Anna Diamantopoulou kommenterade förslagets lansering i Bryssel idag på följande sätt:6wulydqhiwhunydolwhwluhwwdyghpnovrpi UHQDUOlQGHUQDLQRP(8RFKGHW VWnULFHQWUXPI UYnULGpRP(XURSDRFKGHQHXURSHLVNDVRFLDODPRGHOOHQ.YDOLWHW VSHJODUYnUJHPHQVDPPDVWUlYDQLQWHEDUDDWWI UVYDUDPLQLPLVWDQGDUGLDUEHWVOLYHW RFK DQGUD RPUnGHQ PHQ RFNVn DWW DNWLYW DUEHWD I U K JUH VWDQGDUG RFK VnOHGHV VlNUDHQMlPQDUHI UGHOQLQJDYGHI UGHODUVRPI OMHUDYXWYHFNOLQJHQ0HQNYDOLWHW± QlU GHW JlOOHU DUEHWVWLOOIlOOHQ XWELOGQLQJ RFK VRFLDO GLDORJ ± lu RFNVn HQ SURGXNWLY IDNWRURFKLQWHHQNRVWQDGVIDNWRUQlUPDQKLWWDWUlWWEDODQVPHOODQHNRQRPLVNSROLWLN V\VVHOVlWWQLQJVSROLWLNRFKVRFLDOSROLWLN,QGLNDWRUHUQD Förslagen skall mäta arbetskvalitet med hjälp av två stora grupper av indikatorer: - $UEHWHW: arbetstillfredsställelse, lön, andra ersättningar än ekonomiska, arbetstid, kvalifikationer och möjligheter till vidareutbildning, arbetsuppgifter, överensstämmelse mellan arbetstagarens kvalifikationer och de som krävs för att utföra arbetet;

2 - $UEHWVPLOM QDUEHWPDUNQDGHQ: jämställdhet, arbetsmiljö, flexibilitet och trygghet, tillgång till arbetstillfällen, balans mellan arbete och privatliv, social dialog och arbetstagarnas delaktighet, mångfald (äldre/funktionshindrade arbetstagare) och icke-diskriminering. %DNJUXQG En rad olika initiativ har redan tagits på gemenskapsnivå för uppnå bättre arbetskvalitet samt bättre fungerande arbetsmarknads- och socialpolitik, och på så sätt modernisera den europeiska sociala modellen: den årliga samordningen av sysselsättningspolitiken (Luxemburgprocessen), den nyligen etablerade processen för att samordna politiken för att motverka fattigdom och social utslagning (Kommissionens första utkast till rapport skall vara färdig 2001) och de nya initiativen för samordning av reformen av pensionssystemen (Kommissionens rapport kommer inom kort att ta upp slutsatserna från Europeiska rådets möte i Göteborg). Detta nya förslag sätter upp nya mål, indikatorer och riktmärken när det gäller kvalitet inom den nuvarande årliga samordningen av sysselsättningspolitiken. 'HQHXURSHLVNDVRFLDODPRGHOOHQ Den europeiska sociala modellen är en modell grundad på kvalitet, och gäller också för kandidatländerna som genomgår den svåra övergången till moderna, konkurrenskraftiga och väl sammanhållna samhällen. Modellen skiljer sig från andra system, t.ex. det som finns i USA, genom politikens inriktning och fördelningen av resurserna. Systemet skiljer sig inte när det gäller utgiftsnivån (kvantitet) för sysselsättnings- och socialpolitiken, men genom hur resurserna samlas in och fördelas (kvalitet). Europa och USA befinner sig på ungefär samma nivå när det gäller investeringar, sparande och transfereringar inom den sociala sektorn (ungefär 24 % av BNP). I Europa är utgifterna huvudsakligen offentliga. I USA är utgifterna i högre grad privata (fast en del av de privata utgifterna i USA är i själva verket obligatoriska). Behållningen verkar dock fördelas jämnare i Europa: I USA har 40 % av befolkningen inte tillgång till primär hälsovård, även om utgifterna per capita utgör en större del av BNP än i Europa. På samma sätt uppgår utgifterna för utbildning till drygt 5 % av BNP både i Europa och USA, men USA har en lägre nivå av läs- och skrivkunnighet än Europa. Dåligt hälsoskydd och ett otillräckligt utbildningssystem har direkt inverkan på kvaliteten på olika arbeten, men också på arbetsmarknaden och den ekonomiska utvecklingen. 2

3 %LODJD.YDOLWHWVUHIHUHQVHU 6RFLDOSROLWLVN GDJRUGQLQJ DQWDJHQ DY NRPPLVVLRQHQ L MXQL JRGNlQGDY(XURSHLVNDUnGHWL1LFHLGHFHPEHU "Arbetskvalitet innebär bättre arbetstillfällen och en god balans mellan arbete och privatliv. Kvalitet på socialpolitik innebär hög social trygghet, bra socialtjänster för alla Europas medborgare, verkliga möjligheter för alla samt att alla garanteras grundläggande sociala rättigheter. God sysselsättnings- och socialpolitik är nödvändig för att stödja produktivitet och för att underlätta anpassningen till förändringar. Den kommer också att spela en betydelsefull roll vid övergången till en kunskapsbaserad ekonomi." 6OXWVDWVHUIUnQ(XURSHLVNDUnGHWVP WHL1LFH "Den [socialpolitiska] dagordningen bör... betona främjandet av kvaliteten inom socialpolitikens alla områden. Kvalitet i utbildning, i arbete, kvalitet i relationerna mellan arbetsmarknadens parter och kvalitet i socialpolitiken som helhet är viktiga faktorer för att den Europeiska unionen skall lyckas uppnå de mål som den satt upp när det gäller konkurrenskraft och full sysselsättning." 6OXWVDWVHUIUnQ(XURSHLVNDUnGHWVP WHL6WRFNKROP "Att återupprätta full sysselsättning innebär inte bara att fokusera på fler arbetstillfällen, utan också på bättre arbetstillfällen... inklusive lika möjligheter för funktionshindrade, jämställdhet, en bra och flexibel arbetsorganisation som gör det möjligt att förena arbete och privatliv, livslångt lärande, arbetsmiljö, arbetstagarinflytande och mångfald i arbetslivet"...[arbetskvalitet] skall ingå som ett allmänt mål i 2002-års sysselsättningsriktlinjer... [...] Rådet skall tillsammans med kommissionen utarbeta indikatorer för arbetskvalitet och förbättra noggrannheten i de kvantitativa indikatorerna. Kommissionen och rådet kommer att presentera sina resultat i tid till Europeiska rådets möte i Laeken.

4 European Commission European Commission %LODJD 'LDJUDP6RFLDOXWJLIWHUQHWWRL(XURSDRFK86$ 1HWVRFLDOVSHQGLQJLQ(XURSHDQGWKH86 È 1HWÃWRWDOÃVRFLDOÃH[SHQGLWXUH ÃLQFOõPDQGDWRU\ ÃSULYDWHÃH[SHQGLWXUH *URVVÃSXEOLFÃVRFLDOÃH[SHQGLWXUH ' 6: 8. 1/ 86 '.,7 ÃÃGDWDÃÃ2(&'ÃFDOFXODWLRQVÃPDGHÃLQÃÃÃDOOÃILJXUHVÃH[SUHVVHGÃDVÃSHUFHQWDJHÃRIÃ*'3 Employment & Social Affairs 637 'LDJUDP 2IIHQWOLJD XWJLIWHU I U XWELOGQLQJ /lv RFK VNULYNXQQLJKHWVQLYnRFKLQNRPVWNO\IWRU 3XEOLFH[SHQGLWXUHRQ(GXFDWLRQ È (8ÃDYHUDJH % '. ' (/ ( ),5/, / 1/ $ 3 ), RWDOÃSXEOLFÃH[SHQGLWXUHÃRQÃHGXFDWLRQÃDVÃSHUFHQWDJHÃRIÃ*'3à 6RXUFH (XURVWDW8(2Ã8QHVFRÃ2(&'ÃDQG (XURVWDW Employment & Social Affairs 850

5 European Commission 'LDJUDP /LWHUDF\DQGLQFRPHLQHTXDOLW\ FR HII LFL HQ *L W QL,Q FR P H,Q HT XD OLW \ ' / '( 6:( ),1 ÃÃÃÃÃ ÃÃ ÃÃÃÃÃÃÃÃÃÃÃÃÃÃ Ã Ã Ã ÃÃÃ $86 %(,5/ &$1 &+ 8. Ã/LWHUDF\Ã,QHTXDOLW\Ã YHUEDOÃZULWWHQÃQXPHULFDO 86$ 6RXUFHÃÃ,QWHUQDWLRQDOÃ$GXOWÃ/LWHUDF\Ã6XUYH\ÃÃ2(&'Ã7UHQGVÃLQÃ,QFRPHÃ'LVWULEXWLRQÃÉÃ3RYHUW\ÃLQÃ2(&'Ã$UHD Employment & Social Affairs 672 2

6 %LODJD 7DEHOO.YDOLWHWVLQGLNDWRUHU $11(;'HWDLOVRITXDOLW\LQGLFDWRUV ',0(16,21 63(&,),&67$7,67,&$/6(5,(6 6285&(3(5,2',&,7<67$786,QWULQVLFMRETXDOLW\ Job satisfaction among workers, taking account of job characteristics, contract type and hours worked, and level of qualification relative to job requirement Proportion of workers advancing to higher paid employment over time Low wage earners, working poor, and the distribution of income 6NLOOVOLIHORQJOHDUQLQJDQGFDUHHU GHYHORSPHQW Proportion of workers with medium and high levels of education Proportion of workers undertaking training or other forms of life-long learning Proportion of workers with basic or higher levels of digital literacy - Satisfaction with type of work in present job (PE033) - Skills need for current job given by a formal training or education (PE021) - Skills or qualifications to do a more demanding job than the current one (overqualified)(pe016) - Is the household able to make ends meet (HF002) - Income distribution as measured by S80/SS20 income quantile ratio - Current monthly wage net (PI 211M) - Proportion of employees earning less than 60% of median income - Persons in employment with Medium and High educational attainment Community Labour Force Survey, yearly level (ISCED) as a percentage of their employed population - Participation rate in education and training' as defined by the - Community Labour Force Survey, yearly, approved by percentage of population participating in education and training by sex, the EMCO Indicators Group age groups (25-34, 35-44, and years old) and working status - Community Labour Force Survey, yearly, used in both employed, unemployed, inactive) the Synthesis and the Joint Employment Report - Percentage of population aged participating in education and - Ad Hoc Module on Continuing Vocational Training in training, by sex Enterprises, last 1993, next Autumn 2001, proposed by - Percentage of workforce participating in job-related training, by sex. DG EMPL Some doubts about the notion of workforce - currently not entirely available OECD data, national data, Eurobarometer surveys. To be further developed To be developed in line with Eurostat definitions and usage in the Synthesis Report.

7 *HQGHUHTXDOLW\ Gender pay gap, appropriately adjusted for such factors as sector, occupation and age Gender segregation extent to which women and men are over or under-represented in different professions and sectors. Proportion of women and men with different levels of responsibility within professions and sectors, taking account of factors such as age and education +HDOWKDQGVDIHW\DWZRUN Composite indicators of accidents at work fatal and serious including costs Rates of occupational disease, including new risks e.g. repetitive strain Stress levels and other difficulties concerning working relationships - Ratio of women s hourly earnings index to men s for paid employees at work 15+hours by job content and education - The average national share of employment for women and men applied to employment in each sector/occupation. The differences are added and put in relation to total employment to obtain a figure of gender imbalance - Employment of women and men, by level of responsibility within firms and by sector (adjustment for age and education) - Job status (supervisory, intermediate, non-supervisory) by occupation or industry (PE010) - The incidence rate, defined as the number of accidents at work per persons in employment, by sex, calculated as: [number of accidents (fatal or non-fatal) / number of employed persons in the studied population] x (HSW1) - Total and mean number of days lost due to accidents at work, by sex (HSW2) - Occupational diseases, by sex - Health problems related to making repetitive movements (Table 1) - Working at very high speed and its effects on health (Table 5.4), used as indicator in the Joint Employment Report - Community Labour Force Survey, yearly, NACE/ISCO classifications, used as indicator in the Joint Employment Report - Community Labour Force Survey, yearly - European Statistics on Accidents at Work (ESAW), yearly; Commission proposes to use HSW1. - LFS, 'Ad Hoc' Module on Accidents at Work and Occupational Diseases; Commission proposes to use HSW2. - LFS, 'Ad Hoc' Module on Accidents at Work and Occupational Diseases, due mid EIRO Foundation, to be developed yearly - EIRO Foundation, to be developed yearly - Working to tight deadlines and its effects on health (Table 5.5) - EIRO Foundation, to be developed yearly )OH[LELOLW\DQGVHFXULW\ The effective coverage of social protection systems in terms of breadth of eligibility and level of support for those in work, or seeking work Proportion of workers with flexible working arrangements as seen by employers and workers Job losses proportion of workers losing their job through redundancies, and proportion of those finding alternative employment in a given period. Proportion of workers changing the geographical location of their work. - Coverage of employed by social insurance, as measured by the total net social/social insurance receipts in the year prior to the interview (as part of income) (PI 130) - Satisfaction with working time in present job (PE035) - Type of employment contract, by categories: permanent, fixed-term or short-term, casual work with no contract, some other working arrangement (PE024) - Full-time/part-time (PE005C) - Reason for stopping in previous job (PJ004) - Main reason for leaving last job or business (Col. 71) - Data available through Eurostat but in need of analysis and presentation European Community Household Panel, but only for European Community Household Panel, but only for European Community Household Panel, but only for European Community Household Panel, but only for - Community Labour Force Survey, yearly National Data assembled by Eurostat from National administrative sources

8 ,QFOXVLRQDQGDFFHVVWRWKHODERXUPDUNHW Effective transition of young people to active life - Activity rate as % of population of Youth unemployment ratio: unemployed aged as a percentage of the population aged Employment and long-term unemployment rates by age, educational level, region Labour market bottlenecks and mobility between sectors and occupations :RUNRUJDQLVDWLRQDQGZRUNOLIHEDODQFH Proportion of workers with flexible working arrangements Opportunities for maternity and parental leave, and take-up rates Scale of child-care facilities for pre-school and primary school age groups - Employment rate by main age-group (15-24, 25-54, 55-64, 15-64) and educational attainment levels (ISCED High, Medium and Low). - Total long-term unemployment rate - None currently available - Occupation on current and previous job (PE006, PJ007)) - Sector of current and previous job (PE007, PJ008) - Share of employees with flexible working arrangements (flexible hours, annualised hours contract, on-call work) in total employees, by sex (WT2) - Number of employees working involuntary part-time as a % of total number of employees - Employed men and women on parental leave (paid and unpaid) as a proportion of all employed parents. Allocation of parental leave between employed men and women as a proportion of all parental leave. - Children cared for (other than by the family) as a proportion of all children in the same age group. Broken down by before noncompulsory pre-school system, in non-compulsory or equivalent preschool system, and compulsory primary education. - Community Labour Force Survey, yearly, approved by EMCO Ad-hoc group and used in JER. - Community Labour Force Survey, yearly, approved by EMCO Ad-hoc group and used in JER. - Community Labour Force Survey, yearly - EUROSTAT harmonised series, yearly, used in the Synthesis Report -To be developed. National data available for some countries. Eurostat Vacancy Survey to be launched in On mobility: work in progress in Eurostat - LFS Ad Hoc Module on Working Time; Commission proposes to use WT2 - Community Labour Force Survey, yearly - Various national sources, indicator developed during the French Presidency - Various national sources, indicator developed during the French Presidency 6RFLDOGLDORJXHDQGZRUNHULQYROYHPHQW Coverage of collective agreements - None currently available. - ETUC, NAPs, Structure of Earnings Survey, to be further developed. Proportion of workers with a financial interest/participation in the firms where they are employed - Percentage of business units with more than 200 employees in each country using financial participation schemes - Dublin Foundation s Study on financial participation in Europe. To be further developed. Working days lost in industrial disputes - N of working days lost (1000) - Eurostat, Population and Social Conditions, Statistics on Industrial Disputes 'LYHUVLW\DQGQRQGLVFULPLQDWLRQ Employment rates and pay gaps of older workers compared with average Employment rates and pay gaps of persons with disabilities, and persons from ethnic minorities compared with average - Total monthly wages net (PI 211M) - Could be constructed by using for employment rates the Community Labour Force Survey (yearly) and for pay gaps the European Community Household Panel (for ) - None currently available but some employment data available concerning non-nationals. - To be developed. Not available in the Community Labour Force Survey; national data. Information on the existence of labour market complaints procedures, and of successful outcomes - None currently available. - To be developed; national data.

9 2YHUDOOZRUNSHUIRUPDQFH Average hourly productivity per worker - Average productivity per hour worked, calculated as the GDP divided by the total number of hours worked during the year Average annual output per worker - Annual labour productivity, calculated as GDP per person employed - GDP per head of population in purchasing power parities Average annual living standards per head of population taking account of the rate of employment and the dependency ratio - Economic dependency ratio, calculated as not employed aged 15+ as a percentage of total employment - OECD - Eurostat; AMECO data base (DG ECFIN), twice a year - EUROSTAT, yearly or AMECO data base (DG ECFIN), twice a year - EUROSTAT, yearly