€18-il miljun għall-inklużjoni ta’ persuni b’diżabilitajiet u vulnerabbiltajiet fid-dinja tax-xogħol.
Jobsplus is seeking to engage the provision of medical services within the Inclusive Employment Services Unit.
Malta magħżula biex tospita s-sitt laqgħa Ministerjali tal-Unjoni għall-Mediterran (UfM) dwar l-impjiegi u x-xogħol.
Jobsplus launches €12 million Training for Employment (TfE) Project
This report provides a comprehensive overview of the ALMAlta project, highlighting its key benefits and outcomes. It includes a counterfactual analysis to assess impact and shares insights from partners and participants.
Jobsplus marks another milestone in youth development with the ALMAlta pilot project closing.
Malta Labour Migration Policy: wara 300 sottomissjoni fil-konsultazzjoni pubblika, ikomplu l-laqgħat mal-imsieħba.
Iffirmat ftehim bejn l-OHSA u Jobsplus għal aktar kollaborazzjoni dwar is-Saħħa u s-Sigurtà fuq ix-Xogħol
Imġedda u msaħħa l-iskema Garanzija għaż-Żgħażagħ biex aktar żgħażagħ jilħqu l-potenzjal tagħhom.
Iffirmat ftehim għal aktar kollaborazzjoni bejn Jobsplus u l-Kunsill għall-Ħiliet Nazzjonali
Discover how we can assist employers with all matters relating to recruitment, locally and from within the EU.
Il-prinċipji tal-Malta Labour Migration Policy diskussi mal-MCESD
Re-Opening of the In-Work Benefit for Employees Working Atypical Hours
Permessi ta’ xogħol għall-ħaddiema tal-Y plates u food couriers.
Jobsplus was awarded the equal pay certification by the National Commission for the Promotion of Equality. This certificate was awarded for the first time to three companies including Jobsplus. The certificate obtained by Jobsplus is valid for three years.
Single Permit measures for cab drivers and food couriers.
Permessi ta’ xogħol għall-ħaddiema tal-Y plates u food couriers.
Zero tolerance for abuse of workers - Identità and Jobsplus note with satisfaction the outcome of joint investigation on abuse of foreign workers.
This concept note outlines the strategic plan for Jobsplus 2024 2028 ~ Enhancing Jobsplus in the National & European Context which aims to reinforce Jobsplus as a significant force both nationally and within the European network of PES. Grounded in a commitment to innovate, enhance service excellence, support employee well being, and national leadership, this plan aligns with the shared values of the EU PES network and our mission to meet the dynamic employment needs of our nation.
The aim of this research project was to provide a clear picture of Maltese youths aged between 16 and 29 who are not engaged in any formal employment, education or training (NEET). For the purposes of this project, special care was taken to develop a questionnaire that drew from instruments which had been successfully applied in similar research exercises abroad. The instrument was designed and tailored for the particularities of the local Maltese context and more specifically for the NEET group.
This report provides an overview on NEETs at the EU Level as well as analysis on recent trends, policy developments and future prospects in Croatia, Cyprus, France, Italy, Poland and Malta. This study forms part of SMARTLY project which is Co-funded by European Union
This report provides a cross analysis of the common competencies and perspectives related to Green Jobs by relevant stakeholders from the 6 project countries. This study forms part of INTERCEPT project which is funded though the EEA and Norway Grants. INTERCEPT project is aimed at unleashing the potential of NEETs aged 25-29 in the green sector. The project will carry out research on NEETS and green companies, identifying needs and opportunities in this area: it will select 300 NEETs in Italy (provinces of Grosseto and Siena), Malta and Lithuania, train and enroll them in 3-month paid internships in green businesses. This is a pilot experience, so its effectiveness will be tested and evaluated locally. At the end of the project, all the data collected in the 3 local pilots will be used to develop policy recommendations for the European Institutions.
This report provides literature review on Green Jobs as well as an analysis on the trends, needs and challenges of NEETs in Malta, Italy and Lithuania. This study forms part of INTERCEPT project which is funded though the EEA and Norway Grants. INTERCEPT project is aimed at unleashing the potential of NEETs aged 25-29 in the green sector. The project will carry out research on NEETS and green companies, identifying needs and opportunities in this area: it will select 300 NEETs in Italy (provinces of Grosseto and Siena), Malta and Lithuania, train and enroll them in 3-month paid internships in green businesses. This is a pilot experience, so its effectiveness will be tested and evaluated locally. At the end of the project, all the data collected in the 3 local pilots will be used to develop policy recommendations for the European Institutions.
This report provides an overview on the perspectives of various companies, employers, training providers and agencies in Malta in relation to Green Jobs. This study forms part of INTERCEPT project which is funded though the EEA and Norway Grants. INTERCEPT project is aimed at unleashing the potential of NEETs aged 25-29 in the green sector. The project will carry out research on NEETS and green companies, identifying needs and opportunities in this area: it will select 300 NEETs in Italy (provinces of Grosseto and Siena), Malta and Lithuania, train and enroll them in 3-month paid internships in green businesses. This is a pilot experience, so its effectiveness will be tested and evaluated locally. At the end of the project, all the data collected in the 3 local pilots will be used to develop policy recommendations for the European Institutions.
This is a report about living and working conditions in Malta for EU Nationals. Our report is available in English, however this is available in other languages on the EURES Portal, www.eures.europa.eu.
The Occupational Handbook is a source of information related to 246 occupations found in the Maltese labour market. These 246 occupations cover more than 90% of the labour force.
The National Commission for Further and Higher Education (NCFHE), Jobsplus and Malta Enterprise (ME) embarked on an Employee Skills Gap Survey. The objective is to gauge the extent of the existing skills gap, to contribute effectively to improvements in the educational system in Malta to make it more responsive to the needs of the labour market and to provide policy makers with the information necessary to identify the potential shortcomings of the Maltese labour market that could be hindering companies from finding employees with adequate skills. This exercise is deemed particularly important in light of the relatively strong and sustained growth recorded by the Maltese economy over recent years which requires an increasingly diversified set of skills to enable companies to meet market demand.
What has been the impact of the economic crisis on skill mismatch? Is there a cost in getting the unemployed quickly into any job? Why is skill mismatch prevalent among the EU workforce? To answer these and other timely questions on skill mismatch, Cedefop carried out the European skills and jobs (ESJ) survey. Success in raising employment levels and living standards in Europe depends on effective support policies as well as positive macro-economic strategies. In this respect, this year’s Employment and Social Developments review addresses a range of issues.
The National Commission for Further and Higher Education (NCFHE), Jobsplus and Malta Enterprise (ME) embarked on an Employee Skills Gap Survey. The objective is to gauge the extent of the existing skills gap, to contribute effectively to improvements in the educational system in Malta to make it more responsive to the needs of the labour market and to provide policy makers with the information necessary to identify the potential shortcomings of the Maltese labour market that could be hindering companies from finding employees with adequate skills. This exercise is deemed particularly important in light of the relatively strong and sustained growth recorded by the Maltese economy over recent years which requires an increasingly diversified set of skills to enable companies to meet market demand. The Employability Index is one of the measures aimed at facilitating the transition from further and higher education to employment. The intended benefits of the Employability Index were highlighted in Malta’s National Reform Programme published in 2015.
It starts by looking at the contribution of entrepreneurship and self-employment to job creation and growth and the need to tackle the difficulties faced by the self-employed and notably micro and small companies. It then looks at the role of labour legislation in supporting more and better jobs and the need to strike the right balance between flexibility and protection. It then moves on to look at the best actions to avoid unemployment turning into long-term unemployment and inactivity. More broadly, given technology change, globalisation and population ageing, which translates into a reduction in the working-age population, the EU needs to increase employment and increase productivity. Mobility and migration can play an important role here. In relation to this, Europe needs to improve skills and better match skills with evolving demands. It also needs to promote labour market participation of older workers and women. Social policies, including pension policies and family policies (for example, child care and long-term care), can support longer working lives and increase employment of women. Promoting social dialogue and the involvement of social partners in the development of employment and social policies may help the implementation and effectiveness of such policies.
The Employability Index will offer more guidance to students on the choices of jobs that are available for the various lines of studies by indicating to the student the potential of finding a job within the line of study being chosen. This study aims at identifying students that may be at high risk of experiencing underemployment due to a mismatch between their educational attainment and their occupation.
Labour market outcomes have been improving against the background of a modest recovery. The unemployment rate in the EU appears unusually reactive to the weak recovery. Yet, it stood above pre-crisis levels, at around 9.5% in the EU and 11% in the euro area in May 2015. Labour market disparities have started to fall across the EU and the euro area.
The 2014 Employment and Social Development Review provides a broad overview of the challenges facing the European Union over the coming years as it slowly emerges from the worst recession in its history. It highlights the scale of the challenges, but also the benefits of continuing to invest in education, training and wider labour market and social policies alongside the actions being taken to restore economic growth in the light of the Union’s 2020 employment and social goals.
Formally adopted by the Council on 22 April, 2013 (Council, 2013a), following a proposal made by the European Commission (EC) in December 2012 (EC, 2012c), the Youth Guarantee aims to offer a good continued education, apprenticeship, training or employment opportunity to all unemployed young people within four months of their leaving employment or education.
The 2013 ESDE report offers an in-depth and wide-ranging review of key labour market and social challenges facing the EU as it slowly emerges from recession. Where will Europe’s new jobs come from in an increasingly competitive global economy? Will active inclusion policies support help address rising levels of poverty among those of working age? Will the improvement in the position of women on the labour market during the crisis be sustained or slip away with the recovery? Is the divisive issue of undeclared work being effectively addressed? Will all Member States progress equally, or do the weakest risk falling further behind? Have national social security systems been effective and efficient in maintaining incomes during the recession and in addressing their longer-term goals? Do we need to adapt the ways we measure economic and social progress in order to take proper account of inequalities? The report will be available in printed and electronic format in English. All the graphs and tables can be downloaded both in gif and excel format by accessing the individual chapters.
DG Employment builds on the first Employment and Social Developments in Europe (ESDE) Review in this second edition, by conducting an analysis of the economic and social situation in the EU. Following a year which has seen several Member States witnessing escalating debt crises, public spending is decreasing. With different parts of the EU seeing different social and employment trends, finding the right policy responses in certain key areas is crucial. Long-term employment exclusion, its impact on the labour market and the broader social dimension, is considered in this context. The functioning and efficiency of various social protection systems is also examined, with a particular focus on the effect of distributional and design aspects. Finally, the Review looks at the impact of wage developments and the problem of skill mismatches as well, concluding a fair and equitable structural adjustment agenda is needed. This publication will be available in printed format in English.
A summary of the Employability Index Report can be found here Three round-table workshops were held with Employers, HR Managers and Employees following the Nista’ campaign. This is a qualitative post-mortem study of the campaign.
This quantitative research study was aimed at gauging the respondents’ awareness following the Nista’ campaign. It was also aimed at obtaining information on their beliefs on whether a balance between work and family can be achieved and on obtaining information on what respondents think is hindering women from returning to work.
The economic, financial and sovereign debt crises and subsequent austerity measures underline the need for a more integrated approach to employment and social policy. This review merges two previous European Commission reports on these areas. It begins with an overview of the current European employment and social situation before looking at recent shifts in Europe's job structure and in income inequality. The review then examines patterns of poverty and social exclusion in Europe and the phenomenon of in-work poverty. Issues of active ageing, intra-EU labour mobility and the impact of enlargement are also covered. The review is available in English only.
A publication for women wishing to re-enter the labour market. Booklet published as part of the Nista' campaign.
Nistá - 'Sharing Work-Life Responsibilities' is a social marketing campaign, targeting specific audiences to promote work life balance. This work life balance can only be achieved by input from all parties, females, males, employers and society at large.
A pre-campaign research study commissioned to gain a better understanding of people's views on sharing work/life responsibilities. This research is part of the Nista' Campaign.
Cedefop’s new skill demand and supply forecast up to 2020 sets the scene for anticipating future trends. The aim of this report is to provide policy-makers, employers, skills providers, employment services and individual learners with better information to make more informed decisions.
Produced annually by the Directorate-General for Employment, Social Affairs and Equal Opportunities, the Employment in Europe report is now in its 22nd year. It has become one of the main tools of the European Commission for supporting Member States in analysis, formulation and implementation of their employment policies. Employment in Europe 2010 begins by assessing EU labour market adjustment since the onset of the economic crisis, taking account of the crisis’ impact and future prospects. It also analyses EU and Member State policies aimed at mitigating the effects of the crisis and supporting recovery, and looks ahead to their gradual phasing out. The Report then examines the need to reduce segmentation in labour markets and improve the job situation of young people before drawing conclusions on the way forward.
This is a manual to help employers and HR practitioners recognize, prevent and deal with gender discrimination at work. This manual includes a checklist to avoid discrimination on the basis of gender differences, examples of good and bad practices on the workplace, updated information on gender equality legislation which is of relevance to the labour market, a sample of an equal opportunities policy which can be adopted by local organisations and a sample of a harassment prevention policy which can also be adopted in the local scenario.
The Youth Employment Strategy 2008-2009 is aimed at young people aged between 16 and 25. This document gives an overview of our initiatives for the youth and of the major labour market trends in respect of young people. This strategy sets out those actions that we intend to take in the months to come for our young clients.
This study focuses on the experiences, decisions and attitudes of Maltese men aged between 55 and 60 years and who were neither working nor actively in search of work.
Jobsplus commissioned this report with the aim to understand the current state of the sector and to define the sector in terms of employment and skills required.
This is a study focusing on work aspirations of Maltese women. While Jobsplus is at the forefront to encourage more females to enter into the labour market, it is hoped that these findings will assist policy makers and all those interested in the subject to obtain a better picture of the work aspirations of Maltese women and to devise relevant and effective policies and strategies.
Lone Mothers on Benefits: Their Work Aspirations and Experiences studies single mothers, their employment opportunities and the social benefits they receive.
The overall objective of this study is to map out and survey developments tied to environment-related employment both in Malta and internationally, carry a SWOT analysis, and outline to the Jobsplus the feasibility and subsequent design of employment schemes and training programmes leading to environment-related employment.
The Gender Equality Action Plan provides a detailed outline of our strategic gender equality objectives that have been identified as necessary measures to be undertaken in meeting both our broad and distinctive duties. This document sets out the Corporation’s revised gender equality scheme for 2009-2010 and also includes an update of progress made over the past two years since the last Gender Equality Action Plan was published in 2007. Momentous progress has been made in a number of valid areas over the past years. As a result of this positive feedback Jobsplus continued to engage its customers, staff and stakeholders in all the development phases of the action plan.
This publication illustrates a number of success stories of individual clients who directly benefited from projects funded by the European Social Fund of the European Union. Jobsplus was one of the first local entities who directly benefited from EU funds after Malta’s membership in the EU in 2004.
The Research Study on Obstacles to Mobility was commissioned by Jobsplus to study any obstacles faced by jobseekers who would like to work abroad. It also identifies persons who have past experience in working abroad and those who actually wish to work overseas. The study analyses the respondents’ awareness and usage of the EURES services.
Is a publication summarizing the results of a study commissioned by Jobsplus on the benefits and implementation of telework options in Malta, together with best practices in the area of teleworking.
Studies the experiences of youth on their transition from school to work.
A study by Mark-Anthony Falzon – a social anthropologist at the University of Malta on Women and Men in non-traditional occupations in the Maltese Labour Market.
Working towards gender equality in the labour market is one of our principal commitments.A close look at local statistics reveal that female representation in careers related to science, engineering and information technology is much lower than in other careers. The Women and Men in the IT Labour Market is not a representative survey, but is highlighting good practices of organisations and women who are making a success in the local IT industry.
Provides a better understanding of the particular problems and challenges faced by persons with disability in their job search. This study paves the way for new policies aimed at strengthening these persons’ work potential in the local labour market.
Attempts to provide information on apprenticeships in general and studies the views of both employers and apprentices on the local apprenticeship framework.
This publication is a manual in regards to Gender Sensitive Vocational Guidance.
