The draft law on support for entrepreneurs and internationalisation (LAPI) regulates the following categories for attracting third-country nationals who can make a special contribution to economic growth:
- Investors
- Entrepreneurs
- Highly qualified professionals
- Researchers
- Workers engaged in intra-corporate transfers
Authorisations will be processed quickly through a specialised unit to create a model of selective migration linked to business operations and economic growth. This aims to make the system more flexible, responsive to business needs, and supportive of Spain's internationalisation and competitiveness.
Strategic Study on Social Economy Development in the Context of the South East Europe 2020 Strategy, provided to the Regional Cooperation Council (www.rcc.int) and national governments of Croatia, Bosnia and Herzegovina, Montenegro, Serbia, Kosovo, Albania and Macedonia.
Why Bulgaria? What are the advantages for a company to do business here? What is the most important thing to know for starting the investment? How to acquire citizenship and right of residence? What are the applicable incentives in relation to taxation, support by the administration, EU funds, etc.?
The team of Popov & Partners has developed a Doing Business Guide in Bulgaria which includes major issues for the prospective investor related to legislative regulations and requirements for starting a successful business in the country. The experts of the law office have selected and synthesized the relevant and important information for the investors as well as the main advantages of Bulgaria as a business destination.
2012 - The Lithuanian experience of coordination of unemployment benefitstrESS Network
Â
The document discusses Lithuania's experience coordinating unemployment benefits across EU/EEA countries as required by EU regulations, including statistics on benefit coordination, the roles of Lithuanian institutions in the process, challenges faced including differences in benefit calculations and slow communication with other countries' institutions. It also provides details on Lithuania's internal processes and systems for handling benefit coordination cases.
Assessment of Environment for Women Entrepreneurship in Montenegro Valya Chudovskaya
Â
This document summarizes an assessment of the environment for women entrepreneurship in Montenegro. It analyzes the current situation across 10 key areas: management and coordination policy; regulatory and legal issues; promotion of women entrepreneurship; access to education and training; access to credits and financial services; access to business development services and information; associations and networks; access to business facilities; access to markets; and research on women entrepreneurship. The assessment was conducted using desk research, interviews with key stakeholders, and focus groups. It identifies challenges women entrepreneurs face such as long registration processes, high taxes, lack of social services, and difficulties accessing financial services and markets.
This document provides information about doing business in the Baltic states of Estonia, Latvia, and Lithuania. It summarizes the key benefits and considerations for foreign investors including a transparent legal system harmonized with EU standards, a reasonable tax regime and skilled workforce. However, it also notes potential challenges such as a lack of established court precedent and the need for trustworthy local partners. The presentation concludes with the perspective of a foreign executive who found the cultural differences between the Baltic countries to be significant and emphasized allowing local management flexibility balanced with corporate objectives.
This document discusses trends in foreign direct investment in Central and Eastern Europe. It notes that while manufacturing was initially the primary focus, investment has shifted towards services industries like banking, IT and telecoms. However, there has been a recent move back to manufacturing investments. Countries in the region like the Czech Republic, Hungary, Poland and Slovakia have seen significant increases in foreign direct investment in recent years, with billions of dollars flowing into each country annually. When choosing a country for investment, companies consider many factors like labor costs, tax rates, availability of skilled labor, incentives, and transportation infrastructure. The final decision depends on which location best meets the specific needs of the investment project and investor.
The Relocation Expert Guide details the complexities of acquiring the correct visas â both for permanent residence and for overseas business excursions. The guide also outlines the key components to regulation, including a pertinent case study with a Canadian employer entering the German labour market. Featured regions are: United Kingdom, Germany, Switzerland, the Netherlands, Spain, Norway, Australia, United States, Africa and the Middle East.
In the present conditions, Serbia is ahead of the choice of development model and economic growth. The object of this paper is to look at the place and role of tourism in general economic development. The aim of the paper is to present the facts that tourism in Serbia still does not take adequate treatment in strategy and development models. Serbia with no doubt has the quality of the basic for the development of tourism. Natural attractions, as well as the established level of accommodations and other facilities refers to the fact that Serbia can develop many types of tourism, especially if it is taken into account the spatial diversity of Serbian natural resources. These resources offer opportunities for practicing a variety of sports and recreational activities (in the winter and summer season), as well as recovery and rehabilitation, and engaging in hunting and fishing and other activities related to staying in a number of destinations (points, areas) in Serbia.
Strategic Study on Social Economy Development in the Context of the South East Europe 2020 Strategy, provided to the Regional Cooperation Council (www.rcc.int) and national governments of Croatia, Bosnia and Herzegovina, Montenegro, Serbia, Kosovo, Albania and Macedonia.
Why Bulgaria? What are the advantages for a company to do business here? What is the most important thing to know for starting the investment? How to acquire citizenship and right of residence? What are the applicable incentives in relation to taxation, support by the administration, EU funds, etc.?
The team of Popov & Partners has developed a Doing Business Guide in Bulgaria which includes major issues for the prospective investor related to legislative regulations and requirements for starting a successful business in the country. The experts of the law office have selected and synthesized the relevant and important information for the investors as well as the main advantages of Bulgaria as a business destination.
2012 - The Lithuanian experience of coordination of unemployment benefitstrESS Network
Â
The document discusses Lithuania's experience coordinating unemployment benefits across EU/EEA countries as required by EU regulations, including statistics on benefit coordination, the roles of Lithuanian institutions in the process, challenges faced including differences in benefit calculations and slow communication with other countries' institutions. It also provides details on Lithuania's internal processes and systems for handling benefit coordination cases.
Assessment of Environment for Women Entrepreneurship in Montenegro Valya Chudovskaya
Â
This document summarizes an assessment of the environment for women entrepreneurship in Montenegro. It analyzes the current situation across 10 key areas: management and coordination policy; regulatory and legal issues; promotion of women entrepreneurship; access to education and training; access to credits and financial services; access to business development services and information; associations and networks; access to business facilities; access to markets; and research on women entrepreneurship. The assessment was conducted using desk research, interviews with key stakeholders, and focus groups. It identifies challenges women entrepreneurs face such as long registration processes, high taxes, lack of social services, and difficulties accessing financial services and markets.
This document provides information about doing business in the Baltic states of Estonia, Latvia, and Lithuania. It summarizes the key benefits and considerations for foreign investors including a transparent legal system harmonized with EU standards, a reasonable tax regime and skilled workforce. However, it also notes potential challenges such as a lack of established court precedent and the need for trustworthy local partners. The presentation concludes with the perspective of a foreign executive who found the cultural differences between the Baltic countries to be significant and emphasized allowing local management flexibility balanced with corporate objectives.
This document discusses trends in foreign direct investment in Central and Eastern Europe. It notes that while manufacturing was initially the primary focus, investment has shifted towards services industries like banking, IT and telecoms. However, there has been a recent move back to manufacturing investments. Countries in the region like the Czech Republic, Hungary, Poland and Slovakia have seen significant increases in foreign direct investment in recent years, with billions of dollars flowing into each country annually. When choosing a country for investment, companies consider many factors like labor costs, tax rates, availability of skilled labor, incentives, and transportation infrastructure. The final decision depends on which location best meets the specific needs of the investment project and investor.
The Relocation Expert Guide details the complexities of acquiring the correct visas â both for permanent residence and for overseas business excursions. The guide also outlines the key components to regulation, including a pertinent case study with a Canadian employer entering the German labour market. Featured regions are: United Kingdom, Germany, Switzerland, the Netherlands, Spain, Norway, Australia, United States, Africa and the Middle East.
In the present conditions, Serbia is ahead of the choice of development model and economic growth. The object of this paper is to look at the place and role of tourism in general economic development. The aim of the paper is to present the facts that tourism in Serbia still does not take adequate treatment in strategy and development models. Serbia with no doubt has the quality of the basic for the development of tourism. Natural attractions, as well as the established level of accommodations and other facilities refers to the fact that Serbia can develop many types of tourism, especially if it is taken into account the spatial diversity of Serbian natural resources. These resources offer opportunities for practicing a variety of sports and recreational activities (in the winter and summer season), as well as recovery and rehabilitation, and engaging in hunting and fishing and other activities related to staying in a number of destinations (points, areas) in Serbia.
Opportunities to Improve the Functioning of Free Economic Zones in Expanding ...ijtsrd
Â
The subject of the study of this article is a set of economic relations that arise in the process of attracting investment to the regions and increasing the efficiency of their use in an innovative economy. This article analysis the methods and tasks of state regulation of investment attraction and effective use of investments in Jizzakh region. Dilshod Komilov "Opportunities to Improve the Functioning of Free Economic Zones in Expanding the Scope of Investment" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33086.pdf Paper Url :https://www.ijtsrd.com/economics/market-economy/33086/opportunities-to-improve-the-functioning-of-free-economic-zones-in-expanding-the-scope-of-investment/dilshod-komilov
The document discusses the economy of a country. It states that a country's wealth is determined by the formula: Wealth = Revenue - Cost. Revenues come from exports, remittances, investments, and donations, while costs include imports, debt payments, and money outflows. Developed nations have high revenues and low costs, while failed nations have low revenues and high costs. When a country runs a large budget deficit, it can experience high inflation, poverty, unemployment, and its people may migrate elsewhere for work. The document outlines non-solutions like printing money and taking on more debt, and recommends real solutions like cutting unnecessary costs, increasing productivity, and facilitating entrepreneurship and infrastructure development.
Personal Accident and Health Insurance in Belgium, Key Trends and Opportuniti...ReportsnReports
Â
This report provides an in-depth analysis of the personal accident and health insurance market in Belgium from 2007 to 2016. It finds that the market grew during the review period due to increases in medical costs and tourism. Growth is expected to continue through 2016 despite the country's strong public healthcare system. The report examines market size, trends, distribution channels, competitive landscape, top companies, and regulations. It provides historical data and forecasts segmentation by category, written premiums, claims, losses, and other metrics. Major players like AXA, Ethias, and Allianz are dominant in the Belgian personal accident and health insurance segment.
Business and Personal Migration to CroatiaEurofast
Â
-Market Entry Services and Business Climate in Croatia
(risks, political & business situation)
-Tax, Legal and Baking Aspects (system and benefits)
-Labor Issues: Hiring New Staff vs Relocation of Existing People and Work Permits
-Residency
Information and communication technologies in czech republicKadir Sapmaz
Â
The document discusses information and communication technologies in the Czech Republic. It notes that the ICT sector has grown significantly over the past decade to become an important part of the Czech economy, employing over 130,000 workers. Exports of ICT goods and services have increased substantially. The average ICT worker earns a higher salary than other Czech workers and pays more in taxes. While the ICT sector has grown, companies in the field have not traditionally lobbied the government or organized to promote their interests. A second document discusses e-government strategies and achievements in the Czech Republic, including establishing a legal basis and interoperable infrastructure to modernize public administration and better serve citizens. Major programs include an e-government act,
Implementing a Satellite Account for the Social Economy - Lessons Learnt from...OECD CFE
Â
1) Portugal has implemented satellite accounts for the social economy in stages since 2006 to improve measurement and visibility.
2) A modular approach was used to classify social economy entities into groups according to the national legal framework.
3) Both opportunities and hurdles exist in implementing satellite accounts, including different concepts and data limitations.
This document summarizes the migration situation in Laos. It discusses the forms of migration like refugees, displaced persons, and economic migrants. It provides statistics showing that around 182,000 Lao migrants are documented in Thailand, while around 213,000 are undocumented. Remittances from Lao migrants were around $149 million in 2018. While migration provides benefits like remittances and skills, it can also result in social problems and risks of exploitation. The document also discusses trafficking and smuggling definitions. It recommends streamlining regular migration channels, ensuring migrant worker protections, encouraging ethical recruitment, and strengthening support services for migrants.
The CIRIEC Approach for Drawing-up the Satellite Accounts of Companies in the...OECD CFE
Â
This presentation was delivered on 16 October 2017 by JosĂŠ Luis Monzon and Rafael Chavez in the context of the OECD/EC Working Seminar on Satellite Accounts for the Social Economy and the Third Sector.
TANZANIA AS A FUTURE PETRO-STATE:
DO PETRO-EXPECTATIONS CHALLENGE THE ORDINARY TAX SYSTEM?
Presentation made at the ICTD Annual Centre Meeting
Arusha, 2014
Towards a NPIâs Satellite Account in BelgiumOECD CFE
Â
This document provides an overview of Belgium's satellite account for non-profit institutions (NPIs). It defines NPIs according to the UN handbook as units with a non-profit legal form. Data sources include a statistical register of NPIs, employment/remuneration data, VAT data, annual accounts, and an annual survey. A methodology involves transforming accounting data into national accounts concepts in multiple steps. Key figures show NPIs accounting for 5-6% of GDP and 9-10% of employment in Belgium, with higher growth than the total economy after the 2008 financial crisis.
Balazs Romhanyi of the Hungarian Fiscal Responsibility Institute gave a presentation about the Hungarian experience of setting up an Independent Fiscal Institution.
Lessons from the Social Enterprise Mark in FinlandOECD CFE
Â
The capacity building seminar will gather the main stakeholders who are concerned with building conducive ecosystems for social enterprises: policy makers and administrators, networks of social enterprises and social economy actors, social finance players.
17.11.2014_Innovation towards EntrepreneurshipIlir M. Shala
Â
This document discusses innovation and entrepreneurship in Kosovo. It defines key terms like entrepreneurship, innovation, and creativity. It then summarizes the history of entrepreneurship and provides definitions of entrepreneurs. The document outlines skills needed for entrepreneurs like managerial, financial, and communication skills. It also discusses public entrepreneurship in Kosovo and provides an overview of the state of Kosovo Energy Corporation's transmission and distribution division in 2005.
Integrating immigrants and their children is a major policy concern for many OECD countries. Immigrants represent a sizeable segment of our population: more than one in five persons in the OECD is either foreign-born or native-born with at least one immigrant parent - and this share is expected to grow further. Yet, the outcomes of immigrants lag behind those with native-born parents in all major areas of integration, including the labour market, education, and social inclusion. In addition, immigrants tend to gather in urban and capital city-regions: two-thirds of the foreign-born population in the OECD live in urban areas on average, while asylum seekers seem to be more evenly distributed. Tackling barriers to integration is essential to ensure social cohesion and the acceptance of further immigration by the host country population. Achieving it needs to adopt a territorial approach to take into account the variety of local situations and build appropriate coordination mechanisms with local governments, in charge of 40% of public spending and 60% of public investment on average in the OECD.
This session will draw on key lessons from the OECDâs work on integration and summarise the main challenges and good policy practices to support the lasting integration of immigrants and their children. It will provide parliamentarians with facts and evidence on integration outcomes, as well as a number of good practice policy approaches. It will focus on the specific integration challenges faced by persons who migrate for family reasons â the single most important motive for migration in OECD countries â and on good practices to manage integration at the local level.
The document outlines Mongolia's economic reform objectives as stated in the government's Action Plan for Reform. It lists the key objectives as lowering interest rates, controlling inflation, implementing tax and border crossing reforms, upgrading small and medium enterprises, and establishing special economic zones. It then discusses the establishment of the Ministry of Economic Development and initial reform steps taken, including issuing "Chinggis bonds" internationally, shifting to 4-year public investment planning, and plans to develop domestic manufacturing of construction materials. The document also addresses foreign investment policies, sectors receiving foreign investment, and policies for the coal sector.
Ronald Waiswa, ICTD Researcher, and Supervisor: Research and Policy Analysis, Uganda Revenue Authority Research, Planning and Business Development Division
Monica Tumerkunde, Supervisor, HNWI Unit, Uganda Revenue Authority Research, Planning and Business Development Division
The document discusses strategies for local economic growth in challenging times. It outlines lessons learned about growth strategies, investment tools, economic leadership, and the changing roles of national governments and the private sector. Specifically, it recommends more strategic cluster development, clearer university research support, and expanding global market reach. Public investment tools include skills funding while private tools include tax incentives and business zones. Stronger regional coordination and private sector engagement are also advocated.
This document outlines plans for an Inflation Working Group in Lebanon. It discusses the need to improve inflation measurement in Lebanon given conflicting data from different sources. The Working Group would comprise government officials and aim to critically review current price data, establish new price indexes, and develop a framework to link various price measures. Over two years, it would analyze inflation measurement, propose new indexes, and publish a monthly newsletter on price trends and impacts on the Lebanese economy. The goal is to construct a more robust national inflation indicator.
Albania is a growing country that offers many opportunities for investment and economic development. It has a stable political and economic environment, as well as a liberalized market with low taxes and incentives. Some key advantages include its strategic position in Europe, a competitive workforce with low wages, and ongoing infrastructure development. Recent reforms have further improved the business climate and economic freedom. The country represents an attractive option for sectors like production, energy, agriculture, and tourism.
Measuring of informal sector and informal employment in st luciaDr Lendy Spires
Â
This document discusses St. Lucia's measurement of its informal sector and informal employment. It begins with background on the project's objectives to improve data on the informal sector. It then details St. Lucia's implementation of the project, including using a 1-2 survey methodology combining a labour force survey and informal sector enterprise survey. It describes the sampling methodology used and process for editing and checking questionnaires. The document concludes by presenting some preliminary results on characteristics of informal enterprises and estimates of the informal sector's contribution to employment and GDP.
OECD Public Sector Accruals Symposium - Giovanna DABBICCOOECD Governance
Â
This presentation by Giovanna DABBICCO was made at the 14th Annual OECD Public Sector Accruals Symposium, Paris 3-4 March 2014. Find out more at http://www.oecd.org/gov/budgeting/14thannualoecdpublicsectoraccrualssymposiumparis3-4march2014.htm
Opportunities to Improve the Functioning of Free Economic Zones in Expanding ...ijtsrd
Â
The subject of the study of this article is a set of economic relations that arise in the process of attracting investment to the regions and increasing the efficiency of their use in an innovative economy. This article analysis the methods and tasks of state regulation of investment attraction and effective use of investments in Jizzakh region. Dilshod Komilov "Opportunities to Improve the Functioning of Free Economic Zones in Expanding the Scope of Investment" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33086.pdf Paper Url :https://www.ijtsrd.com/economics/market-economy/33086/opportunities-to-improve-the-functioning-of-free-economic-zones-in-expanding-the-scope-of-investment/dilshod-komilov
The document discusses the economy of a country. It states that a country's wealth is determined by the formula: Wealth = Revenue - Cost. Revenues come from exports, remittances, investments, and donations, while costs include imports, debt payments, and money outflows. Developed nations have high revenues and low costs, while failed nations have low revenues and high costs. When a country runs a large budget deficit, it can experience high inflation, poverty, unemployment, and its people may migrate elsewhere for work. The document outlines non-solutions like printing money and taking on more debt, and recommends real solutions like cutting unnecessary costs, increasing productivity, and facilitating entrepreneurship and infrastructure development.
Personal Accident and Health Insurance in Belgium, Key Trends and Opportuniti...ReportsnReports
Â
This report provides an in-depth analysis of the personal accident and health insurance market in Belgium from 2007 to 2016. It finds that the market grew during the review period due to increases in medical costs and tourism. Growth is expected to continue through 2016 despite the country's strong public healthcare system. The report examines market size, trends, distribution channels, competitive landscape, top companies, and regulations. It provides historical data and forecasts segmentation by category, written premiums, claims, losses, and other metrics. Major players like AXA, Ethias, and Allianz are dominant in the Belgian personal accident and health insurance segment.
Business and Personal Migration to CroatiaEurofast
Â
-Market Entry Services and Business Climate in Croatia
(risks, political & business situation)
-Tax, Legal and Baking Aspects (system and benefits)
-Labor Issues: Hiring New Staff vs Relocation of Existing People and Work Permits
-Residency
Information and communication technologies in czech republicKadir Sapmaz
Â
The document discusses information and communication technologies in the Czech Republic. It notes that the ICT sector has grown significantly over the past decade to become an important part of the Czech economy, employing over 130,000 workers. Exports of ICT goods and services have increased substantially. The average ICT worker earns a higher salary than other Czech workers and pays more in taxes. While the ICT sector has grown, companies in the field have not traditionally lobbied the government or organized to promote their interests. A second document discusses e-government strategies and achievements in the Czech Republic, including establishing a legal basis and interoperable infrastructure to modernize public administration and better serve citizens. Major programs include an e-government act,
Implementing a Satellite Account for the Social Economy - Lessons Learnt from...OECD CFE
Â
1) Portugal has implemented satellite accounts for the social economy in stages since 2006 to improve measurement and visibility.
2) A modular approach was used to classify social economy entities into groups according to the national legal framework.
3) Both opportunities and hurdles exist in implementing satellite accounts, including different concepts and data limitations.
This document summarizes the migration situation in Laos. It discusses the forms of migration like refugees, displaced persons, and economic migrants. It provides statistics showing that around 182,000 Lao migrants are documented in Thailand, while around 213,000 are undocumented. Remittances from Lao migrants were around $149 million in 2018. While migration provides benefits like remittances and skills, it can also result in social problems and risks of exploitation. The document also discusses trafficking and smuggling definitions. It recommends streamlining regular migration channels, ensuring migrant worker protections, encouraging ethical recruitment, and strengthening support services for migrants.
The CIRIEC Approach for Drawing-up the Satellite Accounts of Companies in the...OECD CFE
Â
This presentation was delivered on 16 October 2017 by JosĂŠ Luis Monzon and Rafael Chavez in the context of the OECD/EC Working Seminar on Satellite Accounts for the Social Economy and the Third Sector.
TANZANIA AS A FUTURE PETRO-STATE:
DO PETRO-EXPECTATIONS CHALLENGE THE ORDINARY TAX SYSTEM?
Presentation made at the ICTD Annual Centre Meeting
Arusha, 2014
Towards a NPIâs Satellite Account in BelgiumOECD CFE
Â
This document provides an overview of Belgium's satellite account for non-profit institutions (NPIs). It defines NPIs according to the UN handbook as units with a non-profit legal form. Data sources include a statistical register of NPIs, employment/remuneration data, VAT data, annual accounts, and an annual survey. A methodology involves transforming accounting data into national accounts concepts in multiple steps. Key figures show NPIs accounting for 5-6% of GDP and 9-10% of employment in Belgium, with higher growth than the total economy after the 2008 financial crisis.
Balazs Romhanyi of the Hungarian Fiscal Responsibility Institute gave a presentation about the Hungarian experience of setting up an Independent Fiscal Institution.
Lessons from the Social Enterprise Mark in FinlandOECD CFE
Â
The capacity building seminar will gather the main stakeholders who are concerned with building conducive ecosystems for social enterprises: policy makers and administrators, networks of social enterprises and social economy actors, social finance players.
17.11.2014_Innovation towards EntrepreneurshipIlir M. Shala
Â
This document discusses innovation and entrepreneurship in Kosovo. It defines key terms like entrepreneurship, innovation, and creativity. It then summarizes the history of entrepreneurship and provides definitions of entrepreneurs. The document outlines skills needed for entrepreneurs like managerial, financial, and communication skills. It also discusses public entrepreneurship in Kosovo and provides an overview of the state of Kosovo Energy Corporation's transmission and distribution division in 2005.
Integrating immigrants and their children is a major policy concern for many OECD countries. Immigrants represent a sizeable segment of our population: more than one in five persons in the OECD is either foreign-born or native-born with at least one immigrant parent - and this share is expected to grow further. Yet, the outcomes of immigrants lag behind those with native-born parents in all major areas of integration, including the labour market, education, and social inclusion. In addition, immigrants tend to gather in urban and capital city-regions: two-thirds of the foreign-born population in the OECD live in urban areas on average, while asylum seekers seem to be more evenly distributed. Tackling barriers to integration is essential to ensure social cohesion and the acceptance of further immigration by the host country population. Achieving it needs to adopt a territorial approach to take into account the variety of local situations and build appropriate coordination mechanisms with local governments, in charge of 40% of public spending and 60% of public investment on average in the OECD.
This session will draw on key lessons from the OECDâs work on integration and summarise the main challenges and good policy practices to support the lasting integration of immigrants and their children. It will provide parliamentarians with facts and evidence on integration outcomes, as well as a number of good practice policy approaches. It will focus on the specific integration challenges faced by persons who migrate for family reasons â the single most important motive for migration in OECD countries â and on good practices to manage integration at the local level.
The document outlines Mongolia's economic reform objectives as stated in the government's Action Plan for Reform. It lists the key objectives as lowering interest rates, controlling inflation, implementing tax and border crossing reforms, upgrading small and medium enterprises, and establishing special economic zones. It then discusses the establishment of the Ministry of Economic Development and initial reform steps taken, including issuing "Chinggis bonds" internationally, shifting to 4-year public investment planning, and plans to develop domestic manufacturing of construction materials. The document also addresses foreign investment policies, sectors receiving foreign investment, and policies for the coal sector.
Ronald Waiswa, ICTD Researcher, and Supervisor: Research and Policy Analysis, Uganda Revenue Authority Research, Planning and Business Development Division
Monica Tumerkunde, Supervisor, HNWI Unit, Uganda Revenue Authority Research, Planning and Business Development Division
The document discusses strategies for local economic growth in challenging times. It outlines lessons learned about growth strategies, investment tools, economic leadership, and the changing roles of national governments and the private sector. Specifically, it recommends more strategic cluster development, clearer university research support, and expanding global market reach. Public investment tools include skills funding while private tools include tax incentives and business zones. Stronger regional coordination and private sector engagement are also advocated.
This document outlines plans for an Inflation Working Group in Lebanon. It discusses the need to improve inflation measurement in Lebanon given conflicting data from different sources. The Working Group would comprise government officials and aim to critically review current price data, establish new price indexes, and develop a framework to link various price measures. Over two years, it would analyze inflation measurement, propose new indexes, and publish a monthly newsletter on price trends and impacts on the Lebanese economy. The goal is to construct a more robust national inflation indicator.
Albania is a growing country that offers many opportunities for investment and economic development. It has a stable political and economic environment, as well as a liberalized market with low taxes and incentives. Some key advantages include its strategic position in Europe, a competitive workforce with low wages, and ongoing infrastructure development. Recent reforms have further improved the business climate and economic freedom. The country represents an attractive option for sectors like production, energy, agriculture, and tourism.
Measuring of informal sector and informal employment in st luciaDr Lendy Spires
Â
This document discusses St. Lucia's measurement of its informal sector and informal employment. It begins with background on the project's objectives to improve data on the informal sector. It then details St. Lucia's implementation of the project, including using a 1-2 survey methodology combining a labour force survey and informal sector enterprise survey. It describes the sampling methodology used and process for editing and checking questionnaires. The document concludes by presenting some preliminary results on characteristics of informal enterprises and estimates of the informal sector's contribution to employment and GDP.
OECD Public Sector Accruals Symposium - Giovanna DABBICCOOECD Governance
Â
This presentation by Giovanna DABBICCO was made at the 14th Annual OECD Public Sector Accruals Symposium, Paris 3-4 March 2014. Find out more at http://www.oecd.org/gov/budgeting/14thannualoecdpublicsectoraccrualssymposiumparis3-4march2014.htm
The document summarizes key aspects of the Hellenic Parliament's Parliamentary Budget Office (PBO). It outlines the PBO's legal framework, mission to monitor Greece's state budget and provide assistance to parliamentary committees. It describes the PBO's administration and functioning. The majority of the document discusses the PBO's quarterly reports, including their structure, methodology, sources, special topics covered, and some of the findings presented in past reports from 2013 to 2015 regarding Greece's economic challenges in meeting fiscal targets and implementing reforms.
The document discusses the mainstreaming of results from an EQUAL development partnership in Estonia called "Reintegration of Compulsive Gamblers into the Labour Market and Prevention of their Social Exclusion." The partnership worked to establish a rehabilitation center for problem gamblers and increase awareness. To mainstream the results, the partnership worked with the Ministry of Social Affairs to develop a strategy to address problem gambling and secure ongoing funding for the rehabilitation center. A working group was formed and developed an action plan and legislation changes, with the goal of finalizing a strategy by March 2008.
Immigration and multiculturalism have been topics of considerable public debate recently in Finland. SAK is part of the labour movement, so this policy statement and its recommendations will deal only with the world of work.
SAK
This document analyzes Portugal as a nearshore outsourcing destination. It finds that Portugal has several advantages for outsourcing, including skilled labor in languages like English, large investments in education, quality infrastructure, and competitive costs. The document provides an overview of Portugal's strengths in skills, infrastructure/IP, costs, and other country factors. It also highlights Portugal's growing attractiveness based on metrics like education spending, e-government leadership, and cultural compatibility. The document concludes Portugal is becoming an increasingly viable nearshore option compared to other European locations.
EU policy to attract highly skilled workers: status of implementatino of Blu...Marco Mazzeschi
Â
The document provides an overview of the EU Blue Card Directive which aims to attract highly skilled workers from abroad. It discusses the requirements to obtain a Blue Card, the EU Commission's proposed changes to increase usage, and summarizes the status of implementation in various EU countries. Key points include: the Blue Card has had limited success with only a few thousand issued annually; Germany issues the most but usage is still low in other countries; salary and qualification requirements vary by country; validation of foreign credentials can cause delays.
EU wants pilot projects on migration with AfricaThierry Debels
Â
The EU wants to swiftly develop and launch pilot projects on migration with countries from Africa and other partner countries which show a commitment to partnership in migration management.
The document provides updates from the European Statistical System, Global Statistical System, and UK Government Statistical Service. It summarizes recent meetings and initiatives, including:
1) Approval of the DIGICOM VIP business case to improve open data and alignment with national digital initiatives.
2) The UK improving its ranking in the Eurobarometer survey on trust in official statistics due to new governance structures.
3) Adoption of 17 Sustainable Development Goals and 169 targets by the UN with efforts underway to establish global and national indicators.
4) Key discussions and outcomes from recent meetings of the European Statistical System Committee, OECD World Forum, UNECE Conference of European Statisticians, and UK G
The informal economy, innovation and intellectual propertyDr Lendy Spires
Â
This document discusses concepts related to the informal economy, innovation, and intellectual property. It begins by reviewing definitions of the informal economy and presenting statistical data on its economic significance. Next, it applies concepts of innovation to the informal economy context. It then discusses a spectrum of appropriation mechanisms for innovations, ranging from formal intellectual property rights to informal mechanisms. Finally, it reviews existing policy approaches toward innovation in the formal economy and establishes a framework to consider future policy scenarios for applying intellectual property concepts to the informal economy.
This document discusses the informal economy, innovation, and intellectual property. It begins by reviewing definitions of the informal economy and presenting statistical data on its size and economic significance. Estimates suggest informal employment makes up over half of non-agricultural employment in most middle- and low-income countries.
The document then applies concepts of innovation to the informal economy context. It discusses a spectrum of appropriation mechanisms for innovations, ranging from formal intellectual property rights to informal mechanisms.
Finally, the document reviews existing policy approaches toward innovation in the formal economy. It establishes a framework to consider future policy scenarios for applying intellectual property concepts to innovation in the informal economy. The overall aim is to better understand innovation, appropriation, and
This document summarizes a case study on tax expenditures in Latin America conducted by the International Budget Partnership and partner civil society organizations. It finds that tax expenditures in the region suffer from lack of transparency, opaque decision-making processes influenced by lobbying, and limited evaluation of their impact. However, CSOs can advocate for greater transparency, assessment of impacts on equity and human rights, and evaluation of the trade-offs between tax expenditures and government spending. Continued research and collaboration among CSOs in the region was found to help advance reforms toward more equitable tax systems.
HLEG thematic workshop on Measurement of Well Being and Development in Africa...StatsCommunications
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HLEG thematic workshop on Measurement of Well Being and Development in Africa, 12-14 November 2015, Durban, South Africa, More information at: www.oecd.org/statistics/measuring-economic-social-progress
This report summarizes enforcement of the OECD Anti-Bribery Convention from 2010. It finds that 7 countries show active enforcement, 9 show moderate enforcement, and 20 show little or no enforcement. While some countries have improved enforcement, overall levels remain too low to achieve the Convention's goal of curbing foreign bribery. The primary cause is lack of political will. Recommendations include the OECD putting pressure on lagging countries, specializing enforcement efforts, and raising public awareness, especially in countries and industries with little enforcement.
This document provides an overview of Business France, the French government agency supporting international business development. It discusses France's ongoing business reforms, including tax cuts and increased flexibility. Support for businesses in France is also outlined, such as interest-free loans, grants and tax exemptions available from the central government, local authorities, and agencies like BpiFrance. Specific support available in the Pays-de-la-Loire region is also mentioned.
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This document provides a summary of the United Nations Conference on Trade and Development (UNCTAD) Investment Policy Review of Mozambique. The review analyzes Mozambique's foreign direct investment (FDI) trends, policies, and regulatory framework to provide recommendations for improving its investment climate and maximizing the development impact of investment. Key points include:
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Thermal tourism and the Calypso preparatory action congress in Ourense, Spain. The document discusses the EU's Calypso initiative to promote social tourism and off-season travel among targeted groups. It provides an overview of the program's objectives, target groups, rationale, work programs and calls for proposals to support transnational low season exchanges.
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The conference brings together researchers and practitioners, so that they may share on each other various perspectives on the cultural integration of migrants. The aim thereby is to contribute both to a broader understanding of cultural integration and of the causes and consequences of national divergences in this field. It brings together professionals dealing with the integration of migrants and provides them with good-practice examples. Furthermore it will provide a forum for EUNICâs cultural institutes to discuss the potential, challenges and pitfalls of a common European strategy on the cultural integration of migrants
Conferencia sobre migraciones e integraciĂłn cultural.
Este documento proporciona un resumen ejecutivo del Informe Anual de PolĂticas de InmigraciĂłn y Asilo de EspaĂąa para 2012. El informe describe los principales desarrollos polĂticos y legislativos relacionados con la inmigraciĂłn y el asilo en EspaĂąa durante ese aĂąo, incluidas las reformas para mejorar el acceso a la atenciĂłn mĂŠdica de los inmigrantes y la regulaciĂłn de delitos como la trata de personas. TambiĂŠn discute los esfuerzos para gestionar la migraciĂłn legal y combatir la irregular, asĂ como av
El documento analiza las estrategias de EspaĂąa para atraer trabajadores altamente cualificados y cualificados de terceros paĂses. Actualmente, EspaĂąa no tiene una polĂtica especĂfica para este fin y las autorizaciones concedidas a este grupo son escasas. No obstante, se han introducido algunas medidas como autorizaciones para trabajadores altamente cualificados y una unidad especializada. Recientemente, el gobierno ha identificado debilidades en el modelo actual y estĂĄ diseĂąando uno nuevo centrado en atraer inversores, emprendedores y profesionales cualificados para impulsar el
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2. The European Migration Network (EMN) is an initiative of the European
Commission. The EMN has been established via Council Decision 2008/381/EC
and is financially supported by the European Union.
Its objective is to meet the information needs of EU institutions and of Member
Statesâ authorities and institutions by providing up-to-date, objective, reliable and
comparable information on migration and asylum, with a view to supporting
policymaking in the European Union in these areas. The EMN also serves to
provide the general public with such information.
To that end, the EMN has a network of National Contact Points (NCPs).
The Spanish NCP is composed by experts from the Ministry of Employment
and Social Security, Ministry of the Interior, Ministry of Foreign Affairs and
Cooperation, and Ministry of Justice and the General Prosecutorâs Office. It is
coordinated by the Deputy General Directorate for Legal Affairs of the General
Secretariat for Immigration and Emigration.
Contact
Deputy General Directorate for Legal Affairs of the General Secretariat for
Immigration and Emigration
(Co-ordinator of the National Contact Point for the
European Migration Network)
JosĂŠ Abascal, 39. 28071 Madrid
E-mail: rem@meyss.es
Internet: http://extranjeros.empleo.gob.es/en/EuropeanMigrationNetwork/index.html
This document is available from:
Internet: http://extranjeros.empleo.gob.es/en/EuropeanMigrationNetwork/index.html
http://www.emn.europa.eu
3. Attracting Highly Qualified
and Qualified Third-Country
Nationals
Spain
2013
The objective of this study is to explore the strategies and practical measures
used to attract highly qualified and qualified workers from third countries.
The study aims to set in a context and enumerate the policies and national
practices, analise their efficacy, describe the Labour Migration Agreements,
highlight best practices and identify the challenges at national level.
This Report has been developed by the Spanish National Contact Point
of the European Migration Network.
September 2013
4.
5. Attracting Highly Qualified and Qualified Third-Country Nationals
INDEX
Top-line âFactsheetâ (National Contribution) Executive Summary (Synthesis Report). .........
.
7
SECTION 1.â National Policies and Measures..................................................................
11
1.1.â Policies.....................................................................................................
11
1.2.âRelations with third countries and labour migration agreements...............
18
SECTION 2.â Evaluation and Effectiveness of Measures..................................................
20
2.1.â Evidence of effectiveness based on statistics.............................................
.
20
2.2.â National methods of evaluation................................................................
24
2.3.â Policy makersâ or other stakeholdersâ (i.e. academics, non-governmental
or private sector representatives) experience.............................................
25
SECTION 3.â Challenges and Barriers.............................................................................
26
3.1.â Possible challenges and barriers. ...............................................................
.
26
SECTION 4.â Conclusions...............................................................................................
28
European Migration Network
5
6.
7. Attracting Highly Qualified and Qualified Third-Country Nationals
Top-line âFactsheetâ
(National Contribution)
Executive Summary
(Synthesis Report)
On 28 June 2013, the Council of Ministers approved the draft law on support
for entrepreneurs and internationalisation (Ley de Apoyo al Emprendedor y su
InternacionalizaciĂłn, âLAPIâ), which includes a new regulation on international mobility
and highly qualified migration.
Prior to this, the Government conducted an assessment of the existing mechanisms for
attracting qualified migration.
The findings of the assessment were:
ââ The main weaknesses of the existing model are:
â˘â
The current system lacks the required flexibility and responsiveness in the current
global economic climate.
â˘â
There are barriers to internal market unity because working and residence
authorisations have geographical limits.
â˘â does not meet the internationalisation needs of business.
It
â˘â
Procedures are long and drawn out.
â˘â is not designed to attract qualified migration.
It
European Migration Network
7
8. Attracting Highly Qualified and Qualified Third-Country Nationals
ââ Its main strengths are:
â˘â specialised Large Business and Strategic Groups Unit (Unidad de Grandes
A
Empresas y Colectivos EstratĂŠgicos, âUGEâ) that handles cases affected by
matters of economic, social or labour interest.
â˘â specific procedure is in place for these cases.
A
Based on these findings, a new model has been designed with the intention of attracting
third-country nationals who can make a special contribution to economic growth. A
series of categories have been defined for this purpose. They are:
â˘â
Investors.
â˘â
Entrepreneurs.
â˘âHighly qualified professionals.
â˘âResearchers.
â˘â
Workers engaged in intra-corporate transfers (within the same company or
corporate group).
A specific working and residence authorisations procedure has been designed for these
categories through the Large Business and Strategic Groups Unit. This system offers
quicker authorisation processing and is operated by specialised staff. Security assurance
tools have also received a boost.
European Migration Network
Migration policy has traditionally focused on unskilled labour migration and the
management of labour flows based on national employment needs. This has given rise
to a model that has generally failed to pay sufficient attention to the impact of mobility
on international trade and the internationalisation of business.
Over the years, a number of measures have been introduced in the Spanish legal
system, designed to attract skilled migration, and a series of bilateral agreements
have been signed (with Canada and New Zealand) to promote mobility among skilled
youths. However, there is no global and specific policy for attracting qualified and
highly qualified professionals, as evidenced by the handful of authorisations granted
to this group. By way of illustration, just 1.95% of the total number of authorisations
issued for economic activities in 2011 were granted to highly qualified third-country
nationals.
8
9. Attracting Highly Qualified and Qualified Third-Country Nationals
The main elements for attracting talent currently in place are:
ââ
Authorisations specifically targeted at qualified migration resulting from the
transposition of Directives in this area.
â˘âResidence and work authorisations for highly qualified workers in possession of
an EU Blue Card, defined as third-country nationals who can demonstrate higher
education qualifications or, exceptionally, have a minimum of 5 yearsâ comparable
experience and, as a rule, an annual gross salary 1.5 times the average gross
annual salary. They are subject to the National Employment Situation test unless
processed through the UGE.
â˘âResidence and work authorisations for researchers.
ââ specialised procedure that operates through the Large Business and Strategic
A
Groups Unit, processing the authorisations of third-country nationals whose
professional activity is affected by matters of economic, social or labour interest.
The staff of this Unit are trained in qualified migration.
ââ
Certain measures to promote flexible hiring, such as non-application of the requirement
of the National Employment Situation for positions of trust or company directors, and
certain exceptions to the requirement to apply for a work authorisation.
Given the lack of compatibility between Spainâs model of migration and the new
context, a diagnosis of the situation was conducted in 2012. The main findings from
an internal perspective are listed below.
Its main weaknesses are:
ââ
The current system lacks the flexibility required by the current global economic
climate:
â˘â
The general system for determining whether a position can be filled by a nonresident third-country national in Spain (National Employment Situation and
Shortage Occupation Lists) is designed to manage bulk labour migration.
â˘â
The requirement of a salary 1.5 times the average salary of the profession makes
it difficult to recruit highly qualified workers.
â˘â
There is no specific legal treatment for the âskilled workerâ figure.
9
European Migration Network
â˘â
There is no more favourable national system for highly qualified workers or
researchers than the one set out in the âBlue Cardâ Directive.
10. Attracting Highly Qualified and Qualified Third-Country Nationals
ââ does not meet the internationalisation needs of business.
It
â˘â system lacks a clear orientation towards the promotion of business operations.
The
ââ
Authorisation processing times are too long.
ââ
The geographical limitation to the validity of work and residence authorisations is a
barrier to market unity.
The biggest strong point is the UGE, the unit that specialises in processing
authorisations affected by matters of economic, social or labour interest, for which a
specific procedure is followed.
In the light of these findings, on 28 June, the Government approved the draft law
on support for entrepreneurs and internationalisation, which includes a section on
international mobility. This draft law adopts a multidisciplinary approach and introduces
the perspective of foreign trade promotion.
The draft law regulates cases affected by matters of economic interest, facilitating and
streamlining the processing of work and residence authorisations â valid across national
territory â in order to attract investment and talent to Spain. A series of categories have
been defined for this purpose:
ââ
Investors
ââ
Entrepreneurs
ââHighly qualified professionals
ââResearchers
ââ
Workers engaged in intra-corporate transfers
European Migration Network
Authorisations will be processed very quickly by the UGE, thereby creating a model of
selective migration linked to business operations. A system based on business demand
rather than points was chosen so that the companies themselves could seek out the
highly qualified professionals. These authorisations are not subject to the requirement
of the National Employment Situation because they are considered to contribute to
economic growth.
Given that this study was carried out during the passage through parliament of the
draft law on support for entrepreneurs and internationalisation, reference is made both
to current legislation (the Aliens Act, Organic Law 4/2000, âLOEXâ) and the draft law
(âLAPIâ).
10
11. Attracting Highly Qualified and Qualified Third-Country Nationals
S
ection 1ââ National Policies and Measures
T
his section reviews the national policies and measures that Member States employ
in order to attract highly qualified and qualified third-country nationals. Reference
is made to the International Standard Qualifications as regards education (ISCED) and
occupation (ISCO-08) and/or the respective salary threshold when outlining the target
group of these policies and measures (see examples above).
1.1.â Policies
Q 1.â
Are there national policies in place for the attraction of highly qualified and
qualified third-country nationals?
Yes, although they are currently under review.
Q 1.a.â If Yes, please indicate the following:
â˘â
National definition of highly qualified third-country nationals,
including references to relevant international standards such as
ISCED/ISCO and/or salary thresholds;
â˘â
National definition of qualified third-country nationals, including
references to relevant international standards such as ISCED/ISCO
and/or salary thresholds.
There are three basic elements to the concept of highly qualified professional under the
current system (LOEX, Organic Law 4/2000):
ââ Educational level:
A higher education qualification is required:
Those awarded by a higher education course lasting at least three years that provides
the level of qualification needed to join an advanced research programme or to practise
a profession requiring a high level of training.
Gross annual salary of at least 1.5 times the average gross annual salary. The salary
threshold may be 1.2 times the average gross annual salary set for occupations in which
there is a particular need for workers from third countries and who fall under Groups 1
and 2 of the International Standard Classification of Occupations, ISCO.
11
European Migration Network
ââ Salary:
12. Attracting Highly Qualified and Qualified Third-Country Nationals
ââ Experience:
Exceptionally, if the applicant does not hold a higher education qualification, professional
experience of at least five years comparable to the higher education qualification and
related to the activity for which the authorisation is issued.
ââ Other
There is no definition for âhighly qualified professionalâ in the draft law on support for
entrepreneurs and internationalisation. Residence authorisations for highly qualified
professionals may be requested by companies that need to recruit non-EU professionals in
Spain when certain criteria are met (large business, strategic industries, business projects
of general interest, etc.).
Q 1.b.â Yes, do the policies distinguish between highly qualified and
If
qualified third-country nationals?
Q 1.c.â If Yes, please indicate the rationale for their distinction
Article 38b of the LOEX refers specifically to highly qualified professionals and sets out
a specific system for these workers in relation to temporary residence and work, which
is developed by Chapter V of Title IV of the implementing regulations of the RLOEX (the
Aliens Act implementing Regulation).
European Migration Network
It does not, however, establish a specific system for qualified staff although, in the context of
work and residence authorisations, Article 36.3 LOEX states that âwhen a third-country national
proposes to work whether in a self-employed or employed capacity, exercising a profession for
which a special qualification is required, issuance of the authorisation shall be conditional upon
the possession and, where appropriate, official approval of the relevant qualification and, if so
required by law, membership of the relevant official professional collegeâ.
Q 1.d.â Yes, what is the main rationale for these policies? What is the
If
objective? Please consider whether this rationale is linked to circular,
temporary or permanent migration
To date, Spanish migration policy has focused on managing labour flows based on the
needs of the National Employment Situation (Art. 2a, 2b) LOEX). This model was designed
to manage the labour migration of the past fifteen years, in which the Spanish economy
required large numbers of foreign workers.
12
13. Attracting Highly Qualified and Qualified Third-Country Nationals
Now, however, the internationalisation of business dictates the need for a faster, more flexible
system specifically designed to attract talent that can contribute to growth and economic
progress. The approach is selective as opposed to quantitative (as is the case of general labour
migration). It was therefore decided to adopt a new model (LAPI), solely for qualified migration.
This new model is aimed primarily at temporary migration, which is the more common
mode of migration in the context of international labour mobility, although it does not
preclude the possibility of third-country nationals acquiring long-term residency if the
requirements are met.
Q 1.e.â Yes, briefly outline the main features of the policies. Please
If
consider whether the following exists:
â˘â
Points-based system (i.e. a system that admits third-country nationals
who have a sufficient number of qualifications and experiences from a
list that typically includes language skills, work experience, education
and age1);
No.
â˘â
Employer-led system (i.e. a system that allows employers to select
the workers they need, subject to, government regulations2);
Yes.
Both in the existing system and in the new draft law, the procedure is designed in such a
way that it is the employer who selects the worker and subsequently requests the residence
authorisation for highly qualified professionals for the worker in question. The authorisation
is granted if the legal requirements are met.
â˘â
Hybrid system (i.e. combination of points-based and employerdriven model 3);
No.
â Definition from: http://www.migrationpolicy.org/pubs/rethinkingpointssystem.pdf
1
â Ibid
2
â Ibid
3
13
European Migration Network
Q 2.â
Are other groups of third-country nationals included in the national policies
on attracting (highly) qualified third-country nationals?
Yes.
14. Attracting Highly Qualified and Qualified Third-Country Nationals
Q 2.a.â Yes, please indicate what other groups are included (i.e. investors,
If
entrepreneurs, international graduates, transferred workers etc.)?
The LOEX, in addition to the specific system for the temporary residence and work of
highly qualified professionals holding an EU Blue Card, sets out other systems for attracting
certain groups of highly qualified third-country nationals:
ââ
Temporary residence and work authorisation for research (transposes the content
of Council Directive 2005/71/EC on a specific procedure for admitting third-country
nationals for the purposes of scientific research).
ââ
Temporary residence and work authorisation in the context of the provision of
transnational services: foreign workers who travel to places of work in Spain and who
depend by means of an explicit employment relationship on a company established in
a country outside the European Union or the European Economic Area.
ââ
Temporary residence authorisation with the exception of work authorisations. These
groups include:
â˘â
Foreign technicians and scientists, invited or employed by the State, Autonomous
Communities or local authorities or agencies for the purpose of conducting and
developing research mainly with the backing or participation of the above.
â˘â
Foreign teachers invited or hired by a Spanish university.
â˘â
Foreign management staff and teachers of cultural and educational institutions,
whether private or dependent on other states, of renowned prestige and officially
recognised by Spain, that carry out cultural and educational programmes from their
respective countries in Spain and whose activity is limited to the development of such
programmes.
European Migration Network
ââ
Temporary residence and work authorisation for salaried employment of a fixed duration
that applies, among other cases, to:
â˘â
Contract work for specific project activities relating to the assembly of industrial or
power plants, construction of infrastructure, buildings and power grids, telephone
networks, gas systems and railways, and the assembly and maintenance of production
equipment and its commissioning and repair.
â˘â
Temporary activities carried out by senior management staff.
ââ
Temporary residence and work authorisation for self-employed workers.
14
15. Attracting Highly Qualified and Qualified Third-Country Nationals
Together with the residence authorisation for highly qualified professionals, the draft Law
on Support for Entrepreneurs and Internationalisation provides for:
ââVisa and residence authorisations for investors.
ââResidence authorisations for business activities, for foreigners seeking to engage in a
business activity as entrepreneurs.
ââResidence authorisations for training or research.
ââResidence authorisations for intra-corporate transfer.
ââ
Possibility of exception from the application of the requirement of the National
Employment Situation for strategic sectors.
Q 3.â the policies in your Member State focus on specific areas of occupations?
Do
Yes.
If Yes, please briefly indicate the specific areas of occupations and their link
with the policies
The LOEX and its implementing Regulation provide for specific treatment for certain
occupations (researchers, scientists, artists, athletes, university teachers, etc.) and sectors
considered strategic, such as information and communications technology, renewable
energy, environment, water, health sciences, biopharmaceuticals and biotechnology,
aeronautics and aerospace.
The draft Law on Support for Entrepreneurs and Internationalisation has opted to set flexible
thresholds for residence authorisation applications for highly qualified professionals. It does
not include a set list of occupations so as to adapt to the changing needs of international
business operations.
Q 4.â
Has the transposition of EU Directives4 led to more favourable legislation/
measures/conditions for specific groups of (highly) qualified third-country
nationals?
â E.g. EU Blue Card Directive and Researchers Directive
4
15
European Migration Network
Not yet, although it is included in the draft Law on Support for Entrepreneurs and
Internationalisation.
16. Attracting Highly Qualified and Qualified Third-Country Nationals
Q 4.a.â Yes, please indicate the relevant Directives and the more favourable
If
legislation/measures/conditions which were created for these specific
groups (i.e. EU Blue Card Directive and Researchers Directive)
The draft Law on Support for Entrepreneurs and Internationalisation provides for parallel
models with regard to the Blue Card Directive and for researchers.
Q 5.â
Are the national policies addressing the aspect of brain drain in the countries
of origin?
Article 38 c) 3 of the LOEX states that the issuance of authorisations for highly qualified
professionals âmay take into account the need to ensure sufficient human resources in the
country of origin of the third-country nationalâ.
Q 7.â Have your national policies been the subject of public debate?
Yes.
Q 7.a.â Yes, please briefly indicate the main features of the policies which
If
were debated as well as the reasons for such debate and the level
at which these occurred (e.g. Parliament, society, media). Please
support your answer with reference to research or any other sources
of information
The new model is being regulated through the processing of the new law (LAPI). The draft
law was the subject of a report by the Economic and Social Council (a body on which
social agents are represented). As the bill passes through Parliament, it is being discussed
by political groups both in Congress and the Senate.
European Migration Network
Q 7.b.â Yes, please briefly indicate possible impacts of the debate on the
If
national policies
The point generating the most debate is the creation of a specific model for highly
qualified migration. Back in 2007, the creation of the Large Business and Strategic Groups
Unit was challenged by the social partners. The Supreme Court judgement endorsed
the creation of the UGE and considered the design of the immigration policy to be a
competitive element.
16
17. Attracting Highly Qualified and Qualified Third-Country Nationals
Q 8.â
Does your Member State employ concrete measures in order to satisfy the
policy goals?
Yes.
Q 8.a.â Yes, please indicate the measures that contribute to the implementation
If
of the national policies and indicate their specific goals
In the implementing regulations of the LOEX, the main measure to facilitate the entry of
highly qualified third-country nationals is the Large Business and Strategic Groups Unit
(UGE). In procedures managed by the UGE, the National Employment Situation is not
applied and processing times are much faster. A quality system and service charter have
also been developed.
This system has been refined and improved in the draft Law on Support for Entrepreneurs and
Internationalisation. Once it is approved, the National Employment Situation will not apply for
this type of authorisation, the role of the employer in the migration process will be reinforced,
processing times will be reduced and there will be an increase in the use of electronic means.
Q 8.b.â Yes, are there any measures aimed at facilitating the integration of
If
(highly) qualified third-country nationals?
There are no measures specifically aimed at the integration of highly qualified professionals.
Q 9.â public policies exist in your Member State that specifically aim at
Do
positively influencing the immigration decision of (highly) qualified thirdcountry nationals?
Yes.
Q 9.a.â If Yes, please also indicate such incentives
The measures favouring the immigration of highly qualified professionals both in the
current system and in the LAPI include:
ââ Facilities for family reunification.
ââ
Non-discrimination and equal treatment. Article3 of the LOEX establishes as a general
interpretative criterion that foreigners shall be understood to exercise their rights under
17
European Migration Network
ââ Specialised, centralised and faster processing through the UGE.
18. Attracting Highly Qualified and Qualified Third-Country Nationals
law on equal terms as Spanish citizens. And the article 14.2 of the LOEX also recognises
the principle of equal treatment among legally resident third-country nationals with
respect to access to social services and benefits, whether basic and general or specific.
Lastly, Chapter IV of Title I in the LOEX refers to anti-discrimination measures.
1.2.â Relations with third countries and labour migration agreements
Q 10.â Do the policies in your Member State focus on specific third countries?
Yes.
Q 10.a.â Yes, please list these third countries, providing a brief indication of
If
the reasons for focusing on specific third countries?
Not with regard to highly qualified workers, except for the comments in answer Q 11.
Q 11.â
Has your Member State entered into labour migration agreements relating
to attracting qualified and/or highly qualified third-country nationals to the
national territory?
Yes.
Q 11.a.â Yes, what role does these labour migration agreements play in
If
executing your Member Stateâs policies?
Spain has signed international agreements to promote mobility among qualified young
people.
These are intended to give young people the opportunity of an international professional
or personal experience that can improve their training, skills acquisition and future access
to the labour market.
European Migration Network
Q 11.b.â If Yes, please fill out the following:
ââ Agreement No.1
Third country: Canada.
Date of agreement: 10 March 2009 (in force since 1 February 2010).
Purpose of agreement: to expedite the administrative procedures applicable to
the entry and stay of young people wishing to gain work experience in their field,
18
19. Attracting Highly Qualified and Qualified Third-Country Nationals
complement their post-secondary education or further their knowledge of the language,
society and culture of the destination country.
Number of third-country nationals who have benefited from this measure:
There is an annual quota of 1,000 places.
Was the agreement adopted in the framework of Mobility Partnerships?
ââ Agreement No.2:
Third country: New Zealand.
Date of agreement: 23 June 2009 (in force since 21 April 2010).
Purpose of agreement: to encourage mobility among young people visiting the other
country who could carry out occasional work in the destination country.
Number of third-country nationals who have benefited from this measure:
Under this Agreement, the Kingdom of Spain will issue up to 200 visas each year to
citizens of New Zealand.
Was the agreement adopted in the framework of Mobility Partnerships? No.
Q 12.â
Has your Member State adopted legislations facilitating labour migration
from specific third countries (âcountry-specific legislationâ)?
Q 12.a.â If yes, please elaborate concisely
Not specifically for highly qualified workers.
Q 13.â
Has your Member State entered into other more favourable arrangements
with non-EU/EEA countries and/or regions relating to attracting qualified
and/or highly qualified third-country nationals to the national territory?
The aforementioned agreements with Canada and New Zealand (see Q.11).
Q 13.a.â If yes, please elaborate concisely
European Migration Network
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20. Attracting Highly Qualified and Qualified Third-Country Nationals
S
ection 2.ââ Evaluation and Effectiveness of Measures
T
his section reflects on the effectiveness of national measures as described in Section 1
and the methods used for evaluation. This analysis shall help to identify good practices
and lessons learnt in Section 4.
2.1 .â Evidence of effectiveness based on statistics
A template table for statistics will be provided.
Please provide statistics that reflect the scale and scope of highly qualified and qualified
labour immigration of third-country nationals using statistics provided by Eurostat and
other relevant national statistics that are available5. Please present the following:
â˘â
The number of third-county nationals employed and self-employed in the respective
Member State in the relevant ISCO groups (i.e. those related to qualified and highly
qualified employment according to national definitions) over the last 5 years aggregated
by sex and age group.
Table 2.1.1: Employment of Third-Country Nationals in high-skilled occupations (1 000)
Occupation according to ISCO categorisation
2008
2009
2010
2011
2012
OC1 Legislators, senior officials and managers
63.1
61.3
54.5
25.3
23.1
OC 2 Professionals
45.7
49.7
66.8
71.2
51.9
OC 3 Technicians and associate professionals
50.2
48.2
52.9
51.2
41.3
159.0
159.2
174.2
147.7
116.3
Total
Source: Eurostat
Table 2.1.2: Employment of Third-Country Nationals in high-skilled
occupations and sex (1 000)
2008
2009
2010
2011
2012
Male
European Migration Network
Sex breakdown
92.3
96.3
101.0
84.2
71.1
Female
66.7
62.9
73.2
63.6
45.1
159.0
159.2
174.2
147.7
116.3
Total
Source: Eurostat
â Please take into account the comments made under section V. Available Statistics.
5
20
21. Attracting Highly Qualified and Qualified Third-Country Nationals
Table 2.1.3: Employment of Third-Country Nationals in high-skilled
occupations and age (1 000)
Age breakdown
2008
2009
2010
2011
2012
25-34
69.8
57.6
69.1
57
46.6
35-44
52.9
59.5
62.6
56
47
45-54
24.8
33.7
32.5
24.8
15.6
55-64
11.4
8.4
9.9
10
7.1 (u)
Total
159
159.2
174.2
147.7
116.3
Source: Eurostat
Sources: Employment by sex, age, professional status and occupation (1 000)â in
â
http://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=lfsa_egaislang=en
â˘â
The number of third-country nationals employed and self-employed in the respective
Member State over the last 5 years aggregated by relevant ISCED level of education (i.e.
those associated with qualified and highly qualified employment according to national
definitions), sex and age group.
Table 2.1.4: Employment of highly educated Third-Country Nationals (1 000)
Level of education according to ISCED
categorisation
2008
2009
2010
2011
2012
First stage of tertiary education (ISCED level 5)
314.5
296.8
319.5
316.0
274.1
Second stage of tertiairy education (ISCED level 6)
6.6 (u)
5.5 (u)
5.9 (u)
4.3 (u)
3 (u)
Total
321.1
302.3
325.4
320.3
277.1
Source: Eurostat
Table 2.1.5: Employment of highly educated Third-Country Nationals by sex (1 000)
2008
2009
2010
2011
2012
Male
161.5
139.8
138.8
146.8
131.4
Female
159.6
162.5
186.6
173.5
145.7
Total
321.1
302.3
325.4
320.3
277.1
Source: Eurostat
21
European Migration Network
Sex breakdown
22. Attracting Highly Qualified and Qualified Third-Country Nationals
Table 2.1.6: Employment of highly educated Third-Country Nationals by age
Age breakdown
2008
2009
2010
2011
2012
25-34
142.8
118.6
133.7
122.9
100.5
35-44
113.1
113.2
125.8
122.9
111.8
45-54
53.7
54.6
50,2
58.7
50.3
55-64
11.5
15.9
15.7
15.8
14.4
Total
321.1
302.3
325.4
320.3
277.1
Source: Eurostat
Sources: Employment by sex, age and highest level of education attained (1 000)â in
â
http://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=lfsa_egaedlang=en
â˘â
The number of first residence authorisations issued for relevant reasons (e.g. highly
skilled workers, EU Blue Card) over the past 5 years aggregated by sex and age
group.
Table 2.1.7: Overall trend of first permits issued to third-country nationals
for remunerated activities
2008
Total number of first permits issued for
remunerated activities
2009
2010
2011
2012
96,319
102,736
85,154
90,095
:
Source: Eurostat
Table 2.1.8: First permits issued to third-country nationals for remunerated
activities by reason
2008
European Migration Network
Remunerated activity reasons: Highly skilled
workers
2009
2010
2011
2012
2,884
2,071
1,244
1,650
:
:
:
0
107
:
Remunerated activity reseasons: EU Blue Card
Source: Eurostat
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23. Attracting Highly Qualified and Qualified Third-Country Nationals
Table 2.1.9: First permits issued to third-country nationals for remunerated activities
by reason
2008
2009
2010
2011
2012
Age
breakdown Male Female Total Male Female Total Male Female Total Male Female Total Male Female Total
25-29
:
:
:
:
:
:
10,255 10,385 20,640 11,252 11,188 22,440
:
:
:
30-34
:
:
:
:
:
:
9,568
9,686 19,254 10,967 10,413 21,381
:
:
:
35-39
:
:
:
:
:
:
6,098
7,327 13,426 6,647
7,337 13,988
:
:
:
40-44
:
:
:
:
:
:
3,623
5,191 8,814 4,022
5,238 9,267
:
:
:
45-49
:
:
:
:
:
:
1,993
3,185 5,180 2,183
3,288 5,473
:
:
:
50-54
:
:
:
:
:
:
1,038
1,767 2,808 1,090
2,023 3,114
:
:
:
55-59
:
:
:
:
:
:
449
942 1,392
450
1,023 1,475
:
:
:
60-64
:
:
:
:
:
:
177
383
167
:
:
:
561
396
565
Source:Eurostat
Sources: irst permits issued for remunerated activities by reason, length of validity and citizenship - annual data in
F
http://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=migr_resocclang=en
Q 14.â there any evidence (quantitative and/or qualitative) of a link existing
Is
between the measures outlined in Section 1 and the immigration of highly
qualified and qualified third-country nationals?
Yes.
Q 14.a.â If yes, please elaborate concisely
Considering the last year for which data are available (2011), Table 2.1.7 shows that the
total number of residence and work authorisations issued for remunerated activities was
90,095, of which, as disaggregated in Table 2.1.8, 1,650 authorisations were granted to
highly skilled workers and 107 to Blue Card holders. In other words, of the total number of
authorisations granted, just 1.95% were issued to highly qualified workers.
This means that the current system of residence and work authorisations for this group of
third-country nationals (described in Section 1 of this study) has not allowed to meet the
aim of attracting highly qualified workers to Spain.
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European Migration Network
Q 15. Is there a quota for highly qualified and qualified third-country nationals?
No.
24. Attracting Highly Qualified and Qualified Third-Country Nationals
Q 15.a.â If Yes, is the quota exhausted?
Q 16.â there any evidence (quantitative and/or qualitative) of a link existing
Is
between the labour migration agreements (also in the framework of
Mobility Partnerships) outlined in Section 1 and the immigration of highly
qualified and qualified third-country nationals?
No.
Q 16.a.â If yes, please elaborate concisely
If (statistical) evidence as requested above regarding concrete measures and
labour migration agreements is not available, please outline and analyse any
other statistics which may provide indications of the effectiveness of the national
policies and measures
2.2.â National methods of evaluation
Q 17.â
Does primary research (using any methods) exist in your Member State
evaluating the national policies, related practical measures and labour
migration agreements (also in the framework of Mobility Partnerships)
implemented to attract highly qualified and qualified third-country nationals?
Yes.
Q 17.a.â If Yes, which methods have been used?
Spain uses the number of residence and work authorisations issued to third-country
nationals as an indicator for the analysis and evaluation of its migration policy. By studying
all of the residence and work authorisations issued and their distribution by groups, as in
this study on highly qualified workers, it is possible to assess the national migration policy
aimed at attracting qualified and highly qualified foreign workers.
European Migration Network
Q 17.b.â Yes, what is the outcome regarding the effectiveness of these
If
measures and labour migration agreements?
Comparisons using this indicator (number of issued residence and work authorisations)
show that the measures implemented by Spain to date are insufficient.
Pinpointing this situation has been a key element to the regulatory reform currently being
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25. Attracting Highly Qualified and Qualified Third-Country Nationals
developed to transform Spainâs migratory policy into a competitive element that can attract
the talent and knowledge of third-country nationals, thereby driving the internationalisation
of our economy.
2.3.â
Policy makersâ or other stakeholdersâ (i.e. academics,
non-governmental or private sector representatives) experience
Q 18.â evidence (see 2.1 and 2.2) is not available, what is then the national policies
If
makersâ or other stakeholdersâ experience and assessment regarding the
(perceived) effectiveness of measures (see also questions under 2.2)?
The information received through the potential recipients of these policies (export companies,
companies involved in strategic sector business, etc.) and from foreign consulates and
trade offices abroad has been especially useful in evaluating the policies. The economic
agents believe that there are loopholes in the current regulations and that they do not
meet the growing needs of the Spanish economy. Companies also consider the UGE to
have established itself as a good practice by facilitating the processing of authorisations for
skilled foreign workers.
European Migration Network
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26. Attracting Highly Qualified and Qualified Third-Country Nationals
S
ection 3.ââ Challenges and Barriers
T
his section reflects on possible challenges and barriers that may affect the attractiveness
of a Member State for highly qualified and qualified third-country nationalsâ
immigration.
3.1.â Possible challenges and barriers
Q 19.â
Have challenges and barriers in your country been identified based on
previous research which affect the attractiveness of your Member State
for (highly) qualified third-country nationals?
Yes.
Q 19.a.â If Yes, please indicate these factors
1.â Regulatory framework: the current legislation (LOEX and its implementing regulations)
is a barrier to the internationalisation of Spanish companies. This situation has led to the
approval of the draft law on support for entrepreneurs and internationalisation, which
introduces a system whereby the perspective of foreign trade is integrated into immigration
policy.
The main weaknesses of the LOEX regulatory framework are:
ââ current system lacks the flexibility and responsiveness required by the current global
The
economic climate.
European Migration Network
â˘â
The general system for determining whether a position can be filled by a nonresident third-country national in Spain (National Employment Situation and Shortage
Occupation Lists) is designed to manage bulk labour migration.
â˘â
There is no more favourable national system for highly qualified workers than the
one set out in the âBlue Cardâ Directive.
â˘â
The requirement of a salary 1.5 times the average salary of the profession makes it
difficult to recruit highly qualified workers.
â˘â
There is no specific legal treatment for the âqualified workerâ figure.
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27. Attracting Highly Qualified and Qualified Third-Country Nationals
ââ does not meet the internationalisation needs of business.
It
â˘â
The system lacks a clear orientation towards the promotion of business operations.
ââ
Authorisation processing times are too long.
ââ
The geographical limitation to the validity of work and residence authorisations is a
barrier to market unity.
The biggest strong point is the UGE, the unit that specialises in processing residence and
work authorisations affected by matters of economic, social or labour interest, for which a
specific procedure is followed.
2. An economic climate that could adversely affect the countryâs ability to attract qualified
and highly qualified workers.
By contrast, it is thought that the Spanish language, living conditions and business sector
in Spain are key strong points for attracting qualified professionals.
Q 20.â such evidence is not available, what is then the national policies makersâ
If
or other stakeholdersâ experience and assessment regarding the challenges
and barriers which affect the attractiveness of your Member State for
(highly) qualified third-country nationals?
The response has been the adoption of the draft law on support for entrepreneurs and
internationalisation.
European Migration Network
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28. Attracting Highly Qualified and Qualified Third-Country Nationals
S
ection 4.ââ Conclusions
T
he Synthesis Report will outline the main findings of the Study and present conclusions
relevant for policymakers at national and EU level.
Q 21.â
What conclusions would you draw from your findings that are relevant
to the aims of this Focussed Study? Can you identify good practices and
lessons learnt with regard to attracting highly qualified and qualified thirdcountry nationals? What is the relevance of your findings to (national and/
or EU level) policymakers?
Based on the description of the Spanish legal framework on the immigration of qualified and
highly qualified professionals (Section 1), the numbers of residence and work authorisations
issued to this group (Section 2) and the diagnosis of the strengths, weaknesses, threats and
opportunities affecting Spainâs ability to attract highly qualified and qualified third-country
nationals (Section 3), the first conclusion is that the qualified migration policy currently in
force in Spain is insufficient and has not served as an effective tool for attracting leading
professionals to the country, as evidenced by the small numbers of residence and work
authorisations issued for highly qualified workers in 2011: 1.95% of the total.
European Migration Network
One possible cause of the failure of Spainâs current migration model to attract qualified
workers is that it has traditionally focused on unskilled migration. Now though, the new
international and domestic contexts require a change of orientation in the model that gives
specific treatment to qualified and highly qualified migration with its own regulations and
a faster, more specialised system.
In the current climate of economic crisis, the internationalisation of Spanish companies
has increased exponentially and they now carry out more of their business abroad. This
increased internationalisation has led to the need for a faster and more flexible framework
focusing on international trade needs that will help attract qualified and highly qualified
workers for high value-added work.
The current draft law on support for entrepreneurs and internationalisation, which contains
a section on international mobility, is a key factor in this context. It regulates certain
cases affected by matters of economic interest, facilitating and streamlining residence
authorisation processing â valid across national territory â in order to attract investment
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29. Attracting Highly Qualified and Qualified Third-Country Nationals
and talent to Spain. The measures are aimed at investors, entrepreneurs, workers on intracorporate transfers, highly qualified professionals and researchers.
Nonetheless, the diagnosis made in 2012 also highlighted some of the more positive
aspects of the model. The second conclusion is that the UGE has established itself in recent
years as a best practice for facilitating residence and work authorisation processing for
this group, giving a speedy response to the needs of companies seeking to bring highly
qualified professionals to Spain. Precisely because it is considered a best practice, the
aforementioned draft law on support for entrepreneurs and internationalisation provides
for the processing of residence and work authorisations through the UGE with very short
resolution times, which will lead to the creation of a model of selective migration linked
to business operations. Hence, new thresholds have been drawn up for the processing of
cases by the UGE, thereby increasing the systemâs flexibility. A system based on business
demand rather than points was chosen so that the companies themselves could seek out
the highly qualified professionals. These authorisations are not subject to the national
employment situation because they are considered to contribute to economic growth.
European Migration Network
29