Description
Country
Focus area
The Scheme offers opportunities to the long-term unemployed (LTU) in order to reintegrate them into the labour market with the acquisition of necessary knowledge and skills. The HRDA provides incentives to employers in order to design, organise and implement in-company training programmes to cover the training needs of newly employed persons who were long-term unemployed. Beneficiaries / participants: Long-term unemployed, under the age of 60 who are registered to Public Employment Service (PES) for over a 6-month continuous period and have less than 8 months of work experience, relevant to the job they will be trained for.
Link
Reference/weblink
Implementation level
At what level is the initiative implemented?
National
Legal base
Legal base (E.g. Law, regulation, implementing provision, other)
THE HUMAN RESOURCE DEVELOPMENT AUTHORITY OF CYPRUS (HRDA) The Human Resource Development Authority of Cyprus (HRDA) is body governed by public law founded by the 21 Law of 1974 under the name of Cyprus Industrial Training Authority. 1 of November 1999 entered into force on Human Resource Development Law no. 125 (I) of 1999. The HRDA refers to the Government through the competent Minister who, under the above law, is the Minister of Labour and Social Insurance. Managed by 13 Board of Directors with a tripartite character, involving representatives of the Government, Employers and Trade Unions. Mission of the HRDA is to create the prerequisites for planned and systematic training and development of the human potential of Cyprus at all levels and in all areas to meet the needs of the economy within the framework of the social and economic policy of the state.https://eseka.anad.org.cy/images/media/asset file/2020%2010%2020%20%CE%A0%CE%B5%CF%81%CE%B9%CE%B3%CF%81%CE%B1%CF%86%CE%AE%20%CE%95%CE%A3%CE%95%CE%9A%CE%91%20.pdf
Starting period
TIMESPAN: In what year did the initiative commence?
2021
Perspective
PERSPECTIVE: is the initiative based on evidence derived from skill forecasts or foresight activities?
No
Policy area
To which POLICY AREAS(s) does the initiative apply?
vocational training and work experience to the unemployed
Funding
How it is funded?
Funded by national government
Skill mismatch
Skill mismatch target
What type(s) of skills MISMATCH does the initiative aim to addresses?
Underqualification (individuals' qualifications/credentials are below their job's needs)
Other
Upgrading existing or acquiring new knowledge and skills
Skills matching focus
How does the initiative address skills mismatches?
the scheme aims to help unemployed people that are long in unemployment to find a job especially young graduates and aims to integrate them in the labour market demands
the scheme aims to employ unemployed people by upskilling and reskilling adults
the scheme facilitates job and career transitions as it gives the opportunity to unemployed people to get a job and thus upgrade their skills in order to transit later in another career or job opportunity
Skills delivered
What types of skill does the initiative deliver?
General employability skills (team working, communication, etc.)
Methods
Methods
What methods of undertaking skills assessments and / or skills anticipation does the policy instrument utilise?
Skills foresight
HRDA as responsible national agency of Cyprus monitors and evaluate the skills gained by the unemployed people during their job placement and has specialized auditors or ways to conduct skills foresight and auditing
Skill audits
HRDA as responsible national agency of Cyprus monitors and evaluate the skills gained by the unemployed people during their job placement and has specialized auditors or ways to conduct skills foresight and auditing
Other
Promoting employment and reducing unemployment by improving the employability of the unemployed
Use of skills intelligence
How is labour market information / skills intelligence used within the initiative?
the scheme facilitates career guidance and counsellors to all unemployed participating in the scheme
the scheme facilitates job search decisions to all unemployed people
Stakeholders
Main responsible body
Main body or organisation with overall responsibility for the initiative.
National agency
THE HUMAN RESOURCE DEVELOPMENT AUTHORITY OF CYPRUS (HRDA)
Other involved organisations
Which other organisations have a role in the initiative?
National agency
THE HUMAN RESOURCE DEVELOPMENT AUTHORITY OF CYPRUS (HRDA)
Beneficiaries
Who are the intended beneficiaries?
Young people making the transition from education into work
the scheme can benefit all unemployed people that can be young graduates, young people not in employment, adults not in employment
Young people with low levels of basic skills /early leavers from education or training
the scheme can benefit all unemployed people that can be young graduates, young people not in employment, adults not in employment
Sustainability
Success factors
SUCCESS FACTORS in the implementation
The HRDA provides incentives to employers in order to design, organise and implement in-company training programmes to cover the training needs of newly employed persons who were long-term unemployed. This scheme therefore tackles long term unemployment which was otherwise not focused on under existing programmes.
Monitoring and evaluation
MONITORING and EVALUATION: Is progress measured regularly? What are the indicators used to measure progress of the policy instrument? Have any evaluations been conducted?
The HRDA, within the framework of its consistent quality assurance policy in the implementation of the programs it approves, evaluates and takes all necessary measures for the monitoring of the program. These measures include program implementation controls through face-to-face visits.
Control visits are carried out on the basis of an approved procedure. Depending on the findings and the severity of the discrepancies identified, measures are taken such as:
• Written remark and warning that, in case of repeated violation of the provisions of the Guide, the HRDA will withdraw the approval.
• Withdrawal of given approval and warning that, in case of repeated violation of the provisions of the Guide, the HRDA will consider the possibility of imposing administrative sanctions
Control visits are carried out on the basis of an approved procedure. Depending on the findings and the severity of the discrepancies identified, measures are taken such as:
• Written remark and warning that, in case of repeated violation of the provisions of the Guide, the HRDA will withdraw the approval.
• Withdrawal of given approval and warning that, in case of repeated violation of the provisions of the Guide, the HRDA will consider the possibility of imposing administrative sanctions
Updates
UPDATES: whether there have been any major updates of the initiative since it has been implemented?
No
Effectiveness
EVIDENCE ON EFFECTIVENESS: How effective is the policy instrument?
In order to ensure the effectiveness of the implementation of the program, the HRDA controls the applications, criteria and conditions of the program as well as the guidelines and control at the stage of implementation to assess its effectiveness and reliability, the stage of trainings and payments
Sustainability
SUSTAINABILITY: How sustainable is the policy instrument? Do you expect the instrument to continue over the next few years and why?
HRDA has a specialized computerization system of its work in order to ensure sustainability. The system, which records all the details of the training activities and criteria and greatly facilitates the control and monitoring of the progress of programs and payments through appropriate reports. The program is expected to continue smoothly within the next years as it is funded by the government and provide employability and upgrading of skills.
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