Improving Active Labour Market Policies in Spain

Annex A. Standardised descriptions of good practices at the programme level

This annex presents fact sheets for the active labour market programmes that have been identified as overall good practices and that stand out across several qualitative assessment criteria. It first provides a table listing all good practices identified during the assessment exercise, including both overall good practices and those identified at the level of specific assessment criteria. The latter correspond to the good practices presented in Sections 3 of each thematic chapter, where each criterion is assessed in detail.

For each programme identified as an overall good practice, the annex provides a fact sheet indicating all the criteria in which good practices were observed, and highlighting the most notable features. It offers a concise overview of the strengths of each programme, focussing on the areas where they excel and outlining the key approaches and strategies that contributed to their success.

Table A A.1. The list of identified good practices

Management level	Territorial scope	Programme name	Programme Code
Criterion 1: Evidence‑based design
Regional	Extremadura	New territorial projects for rebalancing and equity for vulnerable groups: people with disabilities.	C23.I04.P01
SEPE‑ FUNDAE (National)	National	TIC: Training for digital transformation	C19.I03
SEPE‑ FUNDAE (National)	National	Turismo: Training programmes for people employed in the tourism sector	C23.I03
Criterion 2: Engaging service providers
Regional	Castilla-La Mancha	Subsidies for the implementation of actions to improve employability and integration aimed at vulnerable groups	C23.I04.P01
Regional	Castilla-La Mancha	Socio‑occupational insertion with commitment to hiring of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Regional	Extremadura	New territorial projects for rebalancing and equity for vulnerable groups: people with disabilities.	C23.I04.P01
Criterion 3: Identification and outreach to target population
Regional	Asturias	Integrated itineraries of active inclusion oriented to the labour insertion of vulnerable people	C23.I04.P01
Regional	País Vasco	Training and insertion programme with commitment to hiring for women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Criterion 4: Assessment and referral of participants
Regional	Navarra	New territorial projects for rebalancing and equity for vulnerable groups	C23.I04.P01
Regional	Murcia	Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Criterion 5: Integrated and holistic support
SEPE (National)	National	Digital literacy for women hired under the Plan for the Promotion of Agricultural Employment	C19.I03
Regional	Extremadura	New territorial projects for rebalancing and equity for vulnerable groups: people with disabilities.	C23.I04.P01
Regional	Canarias	TIGOTAN 2.0 Project San Juan de la Rambla itinerary	C23.I04.P01
Criterion 6: Case management and follow-up support
Regional	Asturias	Integrated itineraries of active inclusion oriented to the labour insertion of vulnerable people	C23.I04.P01
Regional	Comunidad de Madrid	Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Criterion 7: Partnership with employers
Regional	La Rioja	Opening the doors to the IT world	C23.I04.P01
Regional	Cataluña	Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Regional	Comunidad de Madrid	Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Criterion 8: Monitoring and Evaluation
Regional	Islas Baleares	Territorial projects for vulnerable groups for people aged 30 and over, long-term unemployed	C23.I04.P01
SEPE (National)	Ceuta, Melilla and selected provinces in Aragón, Cataluña, Comunidad de Madrid, Canarias and Andalucía	Training and insertion programme with commitment to hiring for women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Criterion 9: Criteria specific to the transversal objectives of RRP
Regional & SEPE	Andalusia, Ceuta, La Rioja, Comunidad de Madrid, Valencia	Support for women in rural and urban areas	C23.I02.P01
Overall good practices
Regional	Asturias	Integrated itineraries of active inclusion oriented to the labour insertion of vulnerable people	C23.I04.P01
Regional	Extremadura	New territorial projects for rebalancing and equity for vulnerable groups: people with disabilities.	C23.I04.P01
Regional	Canarias	Job placement project “Opening doors, opening opportunities”	C23.I02.P02
Regional	Comunidad de Madrid	Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation	C23.I02.P02
Regional	Navarra	GAIA project “Training for women victims of gender-based violence, human trafficking or sexual exploitation”	C23.I02.P02
Regional	La Rioja	IN ITINERE LAB: a mobile laboratory to support the improvement of women’s employability	C23.I02.P01
Regional	Valencia	Support for women in rural and urban areas	C23.I02.P01
SEPE (National)	National	TándEM: Training in alternation with employment for young people	C23.I01.P01

Source: Authors from information collected through questionnaires and consultations.

i. Territorial projects for vulnerable groups in Asturias

 

Good practice: Integrated itineraries of active inclusion oriented to the labour insertion of vulnerable people in Asturias (C23.I04.P01)
Programme description: The programme develops individualised and personalised itineraries for unemployed people, with a focus on the long-term unemployed and the inactive Responsible body: The Public Employment Service in Asturias (SEPEPA)
Evidence‑based design Design and monitoring framework informed by previous successful experiences: The design of the programme has been informed by previous successful experiences in the Spanish context carried out by third sector entities. These previous experiences showed positive results of combining counselling and training services and were supported by evaluations from the European Social Fund. The monitoring and evaluation framework of this programme has also been informed by these previous successful cases and goes beyond minimum requirements established by the RRP framework.
Engaging service providers Rigorous provider selection: Service providers are selected by an expert committee following clear-cut criteria with a well-defined system of points. The assessment criteria include the coherence and adequacy of the proposed project and its innovative character; the organisation of the project, including time and human resources; the qualification and experience of the working team; the existence of an established network with local employers; and possible cost reductions. Performance‑based payment model: The payment model is designed to incentivise providers to deliver outcomes that are consistent with the programme’s core objective of achieving stable employment for participants. Payments are linked to the achievement of three key milestones, set at one month, three months and six months after the end of the programme, with no payment foreseen if less than 30% of participants are integrated into the labour market. Concerning participation in itineraries, a minimum number of actions have to be undertaken to consider an individual as a participant and receive a payment. For training, a certain share of the training hours must be completed to receive a payment.
Identification and outreach to target population Combination of multiple identification channels: Asturias employs a combination of administrative data and networks of specialised third-sector entities to identify potential participants. The identification process includes: (1) administrative data screening by SEPEPA, (2) use of an existent agreement with social services to identify and reach beneficiaries of the regional minimum income scheme who can also benefit from the programme and (3) partnerships with third-sector entities for the identification of individuals who might not yet be registered with public services but are in contact with these entities. Multi-faceted outreach strategy: The programme includes a strategy for individualised outreach. Participants are contacted up to three times at different days and times to maximise the chances of receiving a response. If participants do not answer, a follow-up WhatsApp message containing information about the programme is sent. The content of these communications is designed using principles from behavioural economics to ensure engagement and effectiveness. This approach is complemented by dissemination through online platforms such as Meta with the goal of reaching individuals who have not yet engaged with public or private entities.
Assessment and referral of participants Thorough assessment of participants using digital tools: The initial assessment consists of a semi-structured interview that employs a digital tool and methodology specifically developed by the service provider for working with vulnerable groups. This process takes a holistic approach, including questions not only on the labour market dimension, but also on social aspects and health. Self-assessment of digital skills: The initial assessment is complemented by the use of self-assessment questionnaires on digital competences that allow to adapt the materials of the itinerary to the specific needs of participants Adaptable and dynamic individual itineraries: Information from the initial assessment is used to personalise both the content and the pace of individualised itineraries. Furthermore, itineraries can be revised when the circumstances of a participant change.
Integrated and holistic support Extensive network of partners: The programme shows strong collaboration between the service provider, social services and third sector entities. In cases when needs are detected, the network is used to refer participants to health services, social services, NGOs or specific services in cases of work-life balance or gender-based violence. Referral to external services is done in two stages: (1) advising the participant to contact the resources directly; and (2) informing SEPEPA of the needs detected, which leads to activating the social services at the regional or local level.
Case management and follow-up support Continuous and flexible case management: Each participant works closely with a job counsellor to develop an Individual Action Plan during the first session of the programme. After that, case management meetings are held frequently, in most cases once per week. All counsellors are equipped with mobile phones, which allow them to communicate with participants via WhatsApp. This approach allows for flexibility and adaptation of the communication to the needs of participants. Systematic follow-up support framework: The programme provides consistent follow-up during the first two months after participants secure employment, with check-ins with participants foreseen once or twice per week. Additional follow-ups are scheduled at the three‑ and six‑month marks. Furthermore, if the service provider detects that a participant becomes unemployed during this period, they are immediately reintegrated into the programme’s itinerary.
Partnership with employers Extensive prospection aligned with labour market needs: Labour market trends are used to identify potential sectors of labour market prospection, with the goal of reaching firms and sectors with a high hiring potential. The programme has a dedicated team that analyses current job vacancies, attends job fairs and analyses statistical data to have a comprehensive vision of labour market demands. Insights from these analyses are used to inform training design to suit both the needs of participants and employers. Communication with employers to enhance prospection: Employers are contacted through emails, in-person events and professional social networks such as LinkedIn. Furthermore, the programme’s team offers free services to employers to fill in their vacancies with programme participants. In these communications, programme workers highlight the value of transversal competences and try to help companies and people to find ways to ensure that employment is compatible with the personal situation of workers.
Monitoring and evaluation Use of digital tools enhances monitoring: The programme has its own Customer Relationship Management (CRM) where all the activities that take place in the programme are collected immediately. This allows for daily, weekly, monthly and quarterly reports with specific Key Performance Indicators (KPIs). Insertion data is reported in the same system and participants’ employment histories are collected, one month, three months and six months after recruitment. The use of this CRM allows for smoother reporting both to SEPEPA and SEPE information systems. Independent evaluation that covers a broad range of indicators: An independent external evaluation has been conducted to measure key elements such as the satisfaction of participants (collected through calls), the satisfaction of employers, a profile and analysis of participants, an analysis of insertion rates, and a multivariate analysis of explanatory variables of labour market insertion. Integrating stakeholder feedback into the evaluation framework: The programme integrates stakeholder feedback into the evaluation framework, using such tools as a digital anonymous suggestion box, a satisfaction survey of participants and employers and a focus group, implemented by an external provider.
RRP objectives Fostering digital transformation and social and territorial cohesion: The programme contributes to the RRP objectives of digital transformation and social and territorial cohesion. Digital transformation goals are achieved through a compulsory workshop on digital training; while social and territorial cohesion is fostered through the targeting of the programme to vulnerable groups. Furthermore, the programme also contributes to green skills by offering a specific training on photovoltaic panels, and holding environmental awareness sessions. Finally, gender equality is taken into account transversally in both group and individual sessions, with specific actions on work-life balance.

ii. Territorial projects for vulnerable groups in Extremadura

 

Good practice: Rebalancing and equity for vulnerable groups in Extremadura (C23.I04.P01)
Programme description: The programme develops individualised and personalised itineraries for people with disabilities. Responsible body: The Public Employment Service in Extremadura (SEXPE)
Evidence‑based design Design informed by extensive evidence and tested approaches: The design of the programme has been carefully shaped and fine-tuned by drawing on lessons from previous active labour market policies (ALMPs) implemented by SEXPE for jobseekers with disabilities. It integrates the feedback from service providers engaged in the previous programmes, findings from participant satisfaction surveys, analysis of the data from the PES Information System (SISPE) and insights from forward-looking studies by the Observatory for Innovation and Foresight of the Labour Market in Extremadura. The programme is also aligned with the strategic objectives of the Employment and Business Competitiveness Strategy of Extremadura (2020-2025). Robust monitoring system to ensure transparency and accountability: SEXPE has developed a specialised computer application that tracks a wide range of quantitative and qualitative data. Together with a comprehensive "Manual for Action Development", it provides clear guidance to service providers to ensure consistent and thorough monitoring of the programme’s actions, promoting transparency and contributing to the effectiveness of the programme.
Engaging service providers Rigorous provider selection: Service providers are selected through a transparent and competitive process using a well-defined scoring system. The selection criteria focus on past performance in the implementation of active employment and social policies, commitment to labour market integration, number of previously approved projects in the same field, quality of management practices and the provider’s financial contribution to the total funding of the programme. This system ensures that only the most capable providers with a strong track record are selected. Performance‑based payment model: The payment model is designed to incentivise providers to deliver outcomes that are consistent with the programme's core objective of achieving stable employment for participants. Payments are linked to the achievement of key milestones, encouraging timely and effective service delivery. The model also includes penalties for non-compliance, reinforcing accountability and ensuring efficient use of public funds. Comprehensive quality monitoring: Continuous monitoring of service providers is facilitated by the dedicated computer application that tracks performance indicators. In addition, participant feedback is regularly collected through multiple surveys, ensuring that service quality is consistently assessed and maintained throughout the programme.
Identification and outreach to target population Targeted recruitment through multiple channels: Participants are primarily recruited through SEXPE employment centres, which use SISPE to identify and contact eligible jobseekers. In addition, non-jobseekers are recruited by service providers or referred by local social services, extending outreach beyond traditional channels. Broad outreach strategy: Employment centres contact potential participants directly and hold face-to-face information sessions with joint labour and social teams, ensuring clear communication about the programme. Dissemination is further supported through online platforms, including the websites of SEXPE and the Regional Government of Extremadura, and through social networks and community assemblies of service providers.
Assessment and referral of participants Thorough assessment of participants using digital tools: SEXPE technical staff use digital questionnaires, developed in partnership with the University of Extremadura, and SEPE's profiling tool Send@ to assess generic and transversal skills of potential participants and direct them to the programme for vulnerable groups or other programmes that can enhance their employability. During participation in the programme, the specialised computer application collects and evaluates detailed data on participants' skills, availability, training, professional background, motivation and expectations to design individualised itineraries. Dual-path referral system: Service providers refer participants to other active employment measures (e.g. training or non-work practices) as part of their individualised itineraries. For more specialised interventions, such as experiential programmes or vocational schools, a referral report is sent to the SEXPE employment centres to ensure a structured and targeted approach to participants' activation.
Integrated and holistic support Wide-ranging service provision accounting for familial barriers: Teams of employment and social professionals design individualised itineraries covering a wide range of services, including acquisition of generic and transversal competences, digital skills training, job search coaching, mentoring, supported employment, job placement and prospecting. Financial support is available for participation, families with young children or single parents, transport and meals. In addition, itineraries may involve family members when necessary to detect and address barriers that limit participants’ employability beyond the individual level. Collaborative partnerships and efficient data sharing: The programme is supported by a network of partners, including SEXPE, non-profit entities responsible for implementing the programme and municipal social services. The entities integrate information from local social services and the Directorate General for Social Policy, Childhood and Family of the Regional Government of Extremadura to ensure that the individual needs of each participant are addressed. Data on the developed itineraries are shared through the dedicated computer application provided by SEXPE to ensure seamless coordination and monitoring. Finally, the information on the execution of the itineraries is recorded in the history of each participant through the PES Information System (SISPE).
Case management and follow-up support Continuous and flexible case management by a multidisciplinary team: Participants receive ongoing support from a team of social and/or employment specialists. Throughout the 12-14 month programme, participants maintain direct and regular contact with their assigned team, with the frequency and mode of interactions (e.g. in person, by phone, or online) adjusted based on individual needs. A personal employment contract is signed to formalise the participant's commitment and plan.
Partnership with employers Proactive engagement with employers: Service providers work closely with employers through demand-supply matching to ensure that participant profiles are in line with company requirements. Specialised technical staff make regular company visits to inform employers about the programme, identify recruitment needs, collect job offers and promote suitable candidates. In addition, SEXPE organises seminars for the business community to raise awareness of ALMPs and encourage the hiring of unemployed people, including participants of the programme for vulnerable groups.
Monitoring and evaluation Ongoing monitoring and feedback system: SEXPE continuously monitors programme implementation through mandatory reporting by service providers via the dedicated application. In addition, bimonthly reports track key indicators, including data on number of participants, content and progress of the itineraries, number of completed itineraries and insertions. Detailed reports from service providers on the implementation and results as well as participant satisfaction surveys provide opportunities for real-time and future adjustments to the programme, leading to improved guidance and overall service quality.
RRP objectives Bridging social gaps by targeting employment outcomes: The main objective of the programme is to promote territorial and social cohesion by improving the employability of vulnerable people with disabilities. This is achieved through individualised and personalised itineraries that include active employment measures such as guidance, development of generic, transversal and professional skills, job search assistance and training. The programme supports digital transformation by providing targeted digital skills training to participants identified as having gaps during the diagnostic phase, focusing on information gathering, communication, content creation, security and problem solving. To ensure a strong focus on employment outcomes, the programme aims to achieve a job insertion rate of 15% for participants who complete their itineraries.

iii. Training programmes with commitment to hiring and insertion of women victims of gender-based violence, human trafficking or sexual exploitation in Canarias

 

Good practice: Job placement project "Opening doors, opening opportunities" in Canarias (C23.I02.P02)
Programme description: The programme offers training with hiring and insertion commitment for women victims of gender-based violence or trafficking and sexual exploitation. Responsible body: Canary Islands Employment Service (Servicio Canario de Empleo, SCE)
Evidence‑based design Design informed by a broad range of evidence and data sources: The programme design draws on a combination of international evidence, including Eurostat data and the 2022 UN report on human trafficking, alongside national reports and analyses from sources such as the Spanish Ministry of the Interior, the National Statistics Institute (INE), the Canary Islands Employment Observatory (OBECAN) and the Canary Islands Institute of Statistics. This evidence provides a clearer understanding of the target population's needs, enabling more effective targeting of the programme's services.
Identification and outreach to target population Outreach strategy focusing on specialized entities: The programme relies on specialized entities working with women victims of violence to raise awareness of the programme. The service provider contacted these specialized entities through fairs and roundtables. Furthermore, information about the programme is disseminated through the service provider’s website and specific campaigns in social media platforms like Facebook and Instagram.
Assessment and referral of participants Thorough assessment of participants: There is an initial assessment and diagnostic through a semi-structured interview that leads to a personalized itinerary. As part of this interview, participants are asked on elements such as their nationality, age, level of studies, work experience or whether they have dependent children. This interview is complemented by a self-assessment of own skills and attitudes. Referral protocols for supplementary services: Referral to services within the programme takes place in the form of individualised itineraries designed in function of the initial assessment. Furthermore, the service providers count with referral protocols that allow to refer participants to other services when specific needs were identified.
Integrated and holistic support Services cover a broad range of areas: The programme covers four phases that have been established with the goal of responding to participants needs: (1) bonding phase, which includes the initial assessment; (2) training actions oriented towards the labour market; (3) labour market prospection; and (4) hiring commitments. Furthermore, supplementary services can be offered, including mental health support, legal assistance and socio-sanitary care. In addition to the programme’s services, participants receive a grant for participation and support with covering work-life balance costs. Extensive network of partners: The programme has established a series of collaborations with other entities working with different groups of women victims, focusing on dissemination activities and roundtables. The entity in charge of the provision of services is also a participant of the Canary Islands Employability Network (REC) and is in constant contact with the SCE with the goal of finding synergies on job prospection for participants.
Case management and follow-up support Continuous case management by a multidisciplinary team: Participants receive ongoing support from a multi-disciplinary team formed by a social counsellor, a social worker and an economist. All members of the case management team have previous experience in working with women in situations of violence. Case management sessions take place on a weekly basis. Flexible framework for follow-up support: The follow-up support actions of the programme take place during the first months of insertion, and include a weekly contact with participants, that can take place either by phone or in person. In addition, the entity in charge of providing services provides psychological and legal support to participants if this is needed during the follow-up period.
Partnership with employers Extensive prospection aligned with labour market needs: Labour market trends are used to identify potential sectors of labour market prospection, with the goal of reaching firms and sectors with a high hiring potential. Prospection actions entail contacting firms through means such as telephone calls, online forms, emails, face-to-face visits, and leaflet campaigns with key information about the programme. Entities deliver regular prospection reports to inform the SCE about the firms that have been contacted. Promotion of inclusivity among firms: As part of the programme, the SCE has developed a brief to encourage collaboration on the part of companies, encouraging their corporate social responsibility. This brief provides specific and detailed information on the subsidies for which companies are eligible when hiring job candidates that are accredited as victims, such as reductions in social security contributions, and other advantages of corporate social responsibility.
Monitoring and evaluation Comprehensive monitoring framework through a combination of approaches: The monitoring of the programme includes very detailed monitoring indicators, including labour market integration, which is checked against social security data. The programme also collects detailed individualised reports on the qualitative progress of participants. Furthermore, information is gathered on the content of the training phase, participants’ grades from the trainings, professional certificates issued and the hours of non-labour professional practice carried out by each participant. Results of monitoring are then used to feed and shape the design of new editions of the programme. Dissemination of monitoring and evaluation results: A report on the results of the monitoring of the programme is uploaded on the website of the service provider. It includes information on the activities performed and their results, the number of women who participated in the programme, the grants awarded to them and the use of the programme’s funding, including any amount that has been deducted from the initial amount foreseen.
RRP objectives Fostering gender equality and digital transformation: The programme aims to promote gender equality and digital transformation. Gender equality is promoted through group workshops that focus on women’s autonomy, self-esteem and empowerment, motivation, self-perception and problem-solving. The target of 50% labour market insertion for participant women further enhances the goal of gender equality by bringing women closer to the labour market. Furthermore, digital transformation is supported through workshops on transversal digital skills, use of personal laptops and raising awareness on issues like privacy and prevention of online violence. A specific 6-hour course on Digital Literacy is provided, together with a follow-up workshop to reinforce what has been learned.

iv. Training programmes with commitment to hiring and insertion of women victims of gender-based violence, human trafficking or sexual exploitation in Madrid

 

Good practice: Good practice: Training with commitment to recruitment and integration of women victims of gender-based violence, trafficking or sexual exploitation in Madrid (C23.I02.P02)
Programme description: The programme provides integrated itineraries of social and labour insertion to improve employability of women victims of gender-based violence. Responsible body: General Subdirectorate for Evaluation, Monitoring and Control of Training, Government of the Community of Madrid
Evidence‑based design Programme design based on evidence and stakeholder input: The programme design is based on the SEPE’s Specific Technical Specifications governing the tender for this programme and the experience from previous programmes with recruitment commitments and active job search training. To further improve service quality and participant motivation, the design includes service enhancements informed by bibliographic research and stakeholder consultations (e.g. new services such as self-defence and peer group meetings). In addition, the processing of financial support has been adapted to ensure compliance and timely delivery. Collaboration with the Directorate General for Equality, employers' organisations and trade unions has helped to shape the technical content of the tender and the legal basis for financial support, as well as to align training with occupations in high demand.
Engaging service providers Transparent tendering process with clear selection criteria: The selection process follows a competitive tendering procedure in accordance with the public procurement law. The evaluation criteria are clearly defined and focus on price, quality certifications, experience of the service provider and the involvement of a multidisciplinary team of professionals, including psychologists, social educators and social workers, preferably with expertise in gender equality or gender-based violence. Each criterion is assessed using a points-based scoring system. The selection criteria and scoring system ensure the selection of the highest scoring and most qualified provider, such as the Spanish Red Cross. Accountability through payment by results: Monthly payments are made based on submitted invoices after verification of services provided. Penalties are applied if targets are not met (e.g. low insertion rate, unmet participant numbers or high staff turnover). Payments are directly linked to hiring commitments and effective labour market integration.
Identification and outreach to target population Individualised outreach through dedicated agents and services: Each employment office in the Community of Madrid has dedicated career counsellors for victims of gender-based violence who identify potential participants through secure access to victims' data, ensuring both privacy and data protection. This approach allows for administrative data screening while protecting sensitive information. During personalised appointments, the counsellors provide participants with detailed information about the programme and assess their motivation and commitment to support the selection process. The Spanish Red Cross also conducts outreach through its own networks and provides comprehensive application assistance. The recruitment is strengthened by collaboration with social services that specialise in supporting women victims of gender-based violence.
Assessment and referral of participants Well-defined assessment and referral protocols: The recruitment process begins with a personalised interview to identify participants’ needs, followed by psycho-social support sessions that include a self-assessment of skills. In the second phase, an employability assessment is carried out, a professional profile is defined, and a personalised insertion itinerary is developed, including a referral to five different training programmes.
Integrated and holistic support Comprehensive support services: The programme offers a wide range of services aimed at labour market insertion and training but also provides financial assistance, active job search workshops, support sessions with other women victims of gender-based violence in advanced stages of recovery, training on establishing routines, managing household formalities, developing healthy lifestyles, creating a personal image for job interviews, self-defence training, as well as advice on different services provided by the public administration. The programme provides a dedicated job search space to foster a collaborative and supportive job search environment together with colleagues. In addition, the Spanish Red Cross uses its own resources to address other needs of participant, such as transportation and childcare.
Case management and follow-up support Ongoing accompaniment by a specialist team: The specialist team, consisting of a social educator, a social worker, a psychologist and a job prospector, provides individualised support to participants in their respective areas. The team meets weekly to coordinate their activities. Participants receive individual face-to-face sessions as needed and are followed up weekly by phone and email. Structured and adaptable follow-up framework for employment retention: The programme provides continuous, tailored follow-up, ensuring regular points of contact and support to facilitate long-term employment retention. A special document called “Accredited Document of Follow-Up for Employment Integration” records interactions between the service provider, participants and employers, with follow-ups scheduled at one, three and six months after the start of employment. The document records detailed information on follow-up meetings, their duration, means of contact, updates on participants’ wellbeing, work situation and proposed actions for ongoing support. Additional support is provided as needed to address challenges and ensure sustainable employment, including counselling, psychological support and skills development. Regular communication helps to resolve problems and promote long-term success in the workplace.
Partnership with employers Extensive business collaboration network: The Red Cross employs a business collaboration team consisting of ten people, one of whom is specifically dedicated to the programme for victims of gender-based violence. The team organises meetings with target companies to disseminate information and encourage companies to offer job opportunities tailored to participants' profiles. The Red Cross is part of the Women's Institute’s initiative "Companies for a society free of gender violence", which brings together more than 80 companies to promote the social and labour integration of women victims of gender violence. Fostering active employer engagement: Companies are encouraged to participate in various activities within the programme, such as organising company visits to inform participants of different occupational sectors, providing sessions to promote health, well-being, emotional management, and conflict resolution, offering workshops on personal branding. In addition, the business collaboration team organises various events for companies, such as the Scape Room on diversity, the photographic exhibition "Talent without limits", the annual Red Cross Job Fair. This collaboration deepens employer engagement and encourages them to invest in a skilled and diverse workforce.
Monitoring and evaluation Detailed monitoring of training and outcomes: Each participant's training is tracked individually, recording key details such as dates, duration, learning outcomes and the issue of professional certificates. In addition, the programme collects qualitative reports from counsellors on the development of participant skills, including soft skills. Labour market insertion is measured by tracking participants' registration in the social security system, with data verified through both employer and participant information, and cross-checked with social security databases.
RRP objectives Aiming for sustainable employment outcomes: The programme sets an ambitious target of 50% of women who complete the programme successfully entering the labour market. This target not only drives the effectiveness and impact of the programme, but also supports ongoing follow-up with participants after programme completion, further enhancing their long-term integration into the labour market.

v. Training programmes with commitment to hiring and insertion of women victims of gender-based violence, human trafficking or sexual exploitation in Navarra

 

Good practice: GAIA project "Training for women victims of gender-based violence, human trafficking or sexual exploitation" in Navarra (C23.I02.P02)
Programme description: The programme provides integrated itineraries of social and labour insertion to improve employability of women victims of gender-based violence. Responsible body: Employment Service of Navarra (SNE-NL)
Evidence‑based design Drawing on experience with similar programmes: The design of the programme is informed by lessons learned from a previous initiative implemented by SNE-NL 'What I am drives me. Together it's easier'. In this programme, PES counsellors provided personalised guidance to women victims of gender-based violence, integrating job search strategies with personal development. The programme also fostered a group dynamic of mutual support among women with similar experiences. PES counsellors played a key role in the design of the new programme, leveraging their expertise and insights to ensure that the specific needs of the target group are effectively addressed.
Engaging service providers Payments linked to key milestones and outcomes: The programme's payment structure is divided into three service categories, each of which is linked to the participant's achievement of key milestones, such as completion of digital literacy or job search skills workshops or a minimum number of professional training hours. Payments also cover services directly related to labour market integration, such as employer prospecting, intermediation, and hiring commitments. The payment model incentivises employment outcomes by applying reductions if less than 50% of participants achieve labour market integration. Quality assurance through regular monitoring and on-site visits: The programme ensures quality through regular meetings between SNE-NL and the Pamplona City Council, with all actions recorded in SNE-NL's applications ("ORIENTASARE" for guidance and "IRIS" for training). On-site visits further reinforce programme standards and contribute to ongoing quality control.
Identification and outreach to target population Identification through specialised service: The Pamplona City Council identifies participants for the programme through the Municipal Service for Women's Affairs (SMAM), which is a public service that provides comprehensive and personalised care to women in vulnerable situations. If necessary, additional participants are suggested by SNE-NL from its administrative database. Participation in the programme is voluntary, and all participants' data remain confidential and accessible only to the programme tutors.
Assessment and referral of participants Comprehensive initial assessment for tailored itineraries: An initial assessment is carried out at the start of the programme to gather information on each participant's current situation, needs, expectations, availability and goals, helping to personalise the programme from the outset. The ORIENTASARE application is used to assess work skills, social skills, training needs, motivation and job search skills. All programme staff are trained to carry out these assessments to ensure equal opportunities and treatment of participants. The resulting itineraries include individual-level identification of professional alternatives, training, and job search actions.
Integrated and holistic support Comprehensive support services: The programme provides a wide range of services aimed at improving participants' personal and professional development. Key services include: personal development workshops on social skills, reproductive health and gender-based violence; digital literacy courses; individual employability diagnostics and personalised insertion itinerary; job search training; vocational and job training, including professional internships; and soft skills workshops to improve communication and interpersonal skills.
Case management and follow-up support Support from a multidisciplinary team: Participants benefit from a multidisciplinary team of professionals, including social workers, social integration technicians, employment technicians and psychologists. Each participant is assigned a personal tutor or case manager, who provides a trusted point of contact while the team of experts offers specialised support tailored to the participant’s needs. This approach helps to address the multidimensional challenges faced by the target group. In addition, social integration and employment technicians provide follow-up support to both participants and employers during the recruitment process to ensure mutual satisfaction and contribute to successful labour market integration.
Partnership with employers Hiring commitments and practical training by employers: This programme’s early labour market prospection and intermediation activities sometimes resulted in hiring commitments being signed before training started, allowing training to be tailored to the specific needs of vacancies. In addition, employers were directly involved in providing practical training, getting to know participants and enabling them to carry out the “real world” functions of the occupation for which they were being training. Finally, the programme sought to inform employers about financial incentives, such as reductions in social security contributions and regional subsidies, for hiring participants from the target group.
Monitoring and evaluation Detailed monitoring through IT tools and in-depth assessments: This programme allowed service providers to use the IT applications ORIENTASARE and IRIS to upload participant information directly into the PES information system (SISPE). The smaller scale of the project facilitated more effective monitoring, allowing detailed tracking of participants' progress and qualitative assessment of outcomes beyond job finding. Employability assessments were carried out at the beginning and end of participants' itineraries to evaluate improvements in employability and skills acquisition. In addition, the programme tracked participants' well-being and autonomy.
RRP objectives Aiming for sustainable employment outcomes: The programme sets an ambitious target of 50% of women who complete the programme successfully entering the labour market. This target not only drives the effectiveness and impact of the programme, but also supports ongoing follow-up with participants after programme completion, further enhancing their long-term integration into the labour market.

vi. Support for women in rural and urban areas in La Rioja

 

Good practice: IN ITINERE LAB: a mobile laboratory to support the improvement of women's employability in La Rioja (C23.I02.P01)
Programme description: This is a comprehensive programme aimed at women in vulnerable situations living in rural areas, consisting of the implementation of personalised socio-labour itineraries. Responsible body: Regional Government of La Rioja, Ministry for Regional Development, Directorate-General for Employment, Social Dialogue and Labour Relations
Evidence‑based design Design informed by previous experiences and local stakeholders: The design of the programme was developed by the service provider, drawing on previous experiences working in the same territory, as well as throughout Spain with similar target groups. The design strongly relied on established networks of partners, with local businesses and action groups playing a key role in shaping the programme design.
Engaging service providers Performance-based payment model: The payment model is designed to incentivise providers to deliver outcomes that are consistent with the programme's core objective of achieving stable employment for participants. Payments are linked to the achievement of key milestones such as labour market insertion. The model requires at least 20% of participants to achieve labour market integration, with proportional adjustments to the payments if targets are not met. Comprehensive quality monitoring: Regular visits are organised to almost all services of the programme to check their quality, the materials used and the adequacy of the venues and facilities. Furthermore, service providers are required to conduct very exhaustive satisfaction surveys among participants, that are complemented by an additional survey by the PES.
Identification and outreach to target population Combination of multiple identification channels: The programme is targeted at unemployed women registered in population areas of under 5 000 inhabitants. To identify potential candidates, La Rioja employs a combination of administrative data and networks of specialised entities. The identification process includes (1) administrative data screening by employment offices, and (2) use of the service provider’s network to reach women outside of the employment services network who might not yet be registered as jobseekers but are in contact with these entities. Multi-faceted outreach strategy: The programme combines direct, individualised outreach with broader campaigns carried out by service providers. Potential participants are contacted directly through email, SMS or WhatsApp with information about the programme. Furthermore, information about the programme is disseminated through the employment services’ website and specific campaigns launched by service providers.
Integrated and holistic support Broad range of services offered: The programme covers a broad range of actions targeted at improving the skills of participants, including (1) actions related to transversal skills, including self-awareness, equality, finance education and teamwork; (2) labour counselling, including CV creation, interview preparation; (3) training on digital skills; (4) professional training that varied depending on itinerary. Furthermore, extra services were provided on a case-by-case basis for participants with specific needs in areas such as transport, legal counselling or work-life balance.
Case management and follow-up support A network of mentors complements case management: Each participant has a reference tutor who acts as a case manager, with a minimum number of hours dedicated to case management and accompaniment. Furthermore, the programme has an innovative mentoring scheme provided through a network of volunteers and collaborators with experience in a particular professional area. This mentoring is carried out through in-person and online meetings and entails counselling on specific sectors and providing important information to participants to help them transition towards the achievement of their professional goals.
Partnership with employers Focus on matching needs of employers with those of participants: The programme combines two complementary goals, by (1) aiming to improve the employability of women in rural areas and (2) focusing on the labour force needs of businesses in rural areas. To bring these objectives together, the training content was defined following prospection and discussion with the local employers. Furthermore, all women participated in practical traineeships directly with these employers, leading to very close contact between the programme participants and the firms.
Monitoring and evaluation Integrating stakeholder feedback into the evaluation framework: The programme combines a series of tools for collecting stakeholder feedback as part of the evaluation framework. Programme participants receive a survey covering the usefulness of contents, their learning experiences, the didactic resources, the tele-training platform, the programme’s coordination and their perception of the usefulness of the programme and how it has impacted their employability, motivation and network of contacts. The feedback is also collected through questionnaires addressed to training staff and through an additional satisfaction survey of the participants carried out by regional PES.
RRP objectives Fostering green and digital skills and social and territorial cohesion: 35% of the programme itineraries focus on green skills, and another 35% on digital skills although, given the reduced size of participant groups, most itineraries entail a combined approach of green and digital elements. Furthermore, social and territorial cohesion is one of the core goals of the programme. The focus on green and digital skills ensures that participants are equipped for future job markets, contributing to both environmental sustainability and technological advancement. By targeting women in rural and urban areas, particularly those in municipalities with less than 5 000 inhabitants, the program addresses regional disparities and promotes social cohesion. This targeted approach helps bridge the gender gap in employment, supports the revitalization of rural areas, and contributes to the overall economic and social development of these regions.

vii. Support for women in rural and urban areas in Valencia

 

Good practice: Support for women in rural and urban areas in Valencia (C23.I02.P01)
Programme description: The programme provides personalised and integrated itineraries of guidance, counselling and training actions to women jobseekers in rural and urban areas. Responsible body: Valencian Employment and Training Service (LABORA)
Evidence‑based design Design based on previous comprehensive programmes for vulnerable groups: Drawing from EU and national regulations, the programme builds on the success of existing comprehensive support programmes, such as LABORA's Integrem and OPEA (Orientación para el empleo y autoempleo), which focused on personalised employment itineraries for vulnerable groups, including women. Collaboration with trade unions to ensure quality employment: The framework of the programme was significantly shaped by public consultations with trade unions prior to the publication of the call, resulting in the inclusion of their suggestions regarding work-life balance and recruitment to ensure quality employment outcomes for women.
Engaging service providers Resolution system for a more equitable provider selection: Although Valencia used a non-competitive concurrence procedure, it introduced a resolution system for provider selection that goes beyond the “first-come first-served” approach. If multiple applications are received on the same day, criteria such as gender equality plans, work-life balance initiatives, representation of women in leadership, and efforts towards ecological or digital transitions are considered. This ensures a more equitable and more strategic allocation of resources. Performance-based payment model: The payment model is designed to incentivise providers to deliver outcomes that are consistent with the programme's core objective of achieving stable employment for participants. Payments are linked to the achievement of key milestones such as labour market insertion. The model requires at least 20% of participants to achieve labour market integration, with proportional adjustments to the payments if targets are not met.
Identification and outreach to target population Dual identification strategy: The programme targets unemployed women registered in population areas of under 5 000 inhabitants. To identify potential candidates, LABORA uses administrative data screening to create a list of eligible candidates based on the programme's criteria, which is shared with providers. Providers also have the option of independently selecting potential candidates and sending them to employment offices for registration and assessment. This dual identification approach enhances outreach by making full use of PES administrative data while allowing flexibility for providers to leverage their local knowledge. Proactive outreach for participant engagement: Service providers use a combination of emails, phone calls, and text messages to maximize participant engagement. Providers are required to select at least five potential candidates for each position offered on the programme and make a minimum of three attempts to contact each candidate at different times, either by phone or text message to keep records. This approach, supplemented by mass email campaigns and social media outreach, increases the likelihood of contacting potential participants and securing their participation in the programme.
Assessment and referral of participants Well-structured initial assessment: The initial assessment includes a two-hour personal interview covering an employment diagnosis and the development of a personalised plan. This plan outlines a minimum set of actions based on individual needs. The assessment follows a structured protocol provided by LABORA, which includes guidelines on how to conduct the interview. In addition, participants complete a self-assessment of their skills. All data and plans are recorded in the IT application “Colaborem” to ensure consistency and track progress.
Integrated and holistic support Wide range of services for women's employment: The programme offers a comprehensive approach to improving employability through a personalised employment plan. This includes employability diagnosis and design of the personalised employment itinerary, individual and group job orientation actions, training in fields relevant to local job markets, prospecting of the labour market to identify job opportunities, accompaniment and support, financial incentives to encourage women's participation as well as specific support grants for transportation and work-life balance.
Case management and follow-up support Dedicated case management: Each participant is assigned a dedicated case manager or tutor with a minimum number of case management hours to ensure consistent, personalised guidance and monitoring throughout the programme. This approach allows for tailored support that effectively addresses specific needs and challenges and promotes successful outcomes.
Partnership with employers Proactive labour market prospecting and candidate presentation: Labour market prospection is carried out to identify personnel needs, required profiles and to attract job offers, with candidates being proposed to employers with multiple vacancies. The programme goes further by facilitating interviews between participants and employers and offering practical skills tests through simulations of real-life situations. This direct engagement increases participants' chances of securing employment by demonstrating their skills directly to employers.
Monitoring and evaluation Systematic monitoring through IT applications: For programmes targeting rural and urban women, the monitoring framework collects general information about the programme, detailed participant-specific information, including demographic data, programme implementation details, and employment outcomes. The programme in Valencia stands for its systematic monitoring process. Service providers use LABORA's IT applications (Colaborem and eSidec) to track individual and group actions, training activities and to enter participant information directly into the PES databases. LABORA ensures the correct implementation of the programme through ongoing control and verification activities.
RRP objectives Addressing objectives through well-defined targets: Following the legal framework for programmes targeting rural and urban women, this programme addresses the key objectives of the RRP through clear and measurable targets. It tackles regional disparities by prioritising participants in municipalities with less than 5 000 inhabitants and directing at least one third of the investment to these areas. It promotes environmental sustainability and technological progress, by requiring that 35% of the programme itineraries focus on green skills, and another 35% on digital skills. Finally, at least 20% of women participating in the individualised itineraries are expected to achieve professional integration contributing to the effectiveness of the programme in achieving the desired impact on women’s employment and reducing the gender gap.

viii. TándEM in the provincial directorates of SEPE

 

Good practice: TándEM training programme (C23.I01.P01)
Programme description: The programme provides training in alternation with employment to young people. Responsible body: State Public Employment Service of Spain (SEPE)
Evidence‑based design Design based on many years of experience and input from stakeholders: The programme builds on SEPE's long experience with mixed employment and training programmes since 1985 and incorporates best practices from international programmes targeting youth. Consultations with stakeholders, including ministries and social partners, helped shape the design of the programme. The design of the programme also benefited from the information on the results from the implementation of the workshop schools programme and the feedback from beneficiaries who had participated in previous editions.
Engaging service providers Rigorous oversight for quality assurance: SEPE's 52 provincial directorates conduct at least two visits per each TándEM project to monitor training in real work environments, ensuring that the programme's dual focus on training and employment is maintained. When problems are identified, SEPE teams work directly with the responsible entity to take corrective action, escalating to the SEPE central unit and higher-level supervisors as necessary to ensure effective remedial action. Module-based payment system accounts for dropouts: The programme uses a standardised module-based payment system across Spain, with a fixed monthly module rate per participant, which covers training costs, education materials, staff salaries, and insurance. It also subsidises 75% of the minimum wage, including social security contributions, for young participants who are hired under the alternating training contract modality. Payments are made in stages, starting with an initial payment for the first 3-6 months and adjusted for subsequent periods based on participant retention. Dropouts reduce future payments and service providers must reconcile any unspent funds. The dropout rate must not exceed 16%.
Identification and outreach to target population Targeted recruitment and broad outreach strategies: The TándEM programme targets unemployed people under the age of 30 who are registered as jobseekers, with further selection criteria tailored by a working group composed of service providers and General Directorate or Provincial Directorate of SEPE. These selection criteria are set at the programme level to maximise the match between participants’ profiles and the programme content. Participants are identified through the administrative registers of employment offices, with outreach combining direct contact and wider dissemination through SEPE's website, social networks, the Empléate portal and other campaigns organised by service providers and regional PES to increase programme coverage.
Integrated and holistic support Focused training with additional support services: The main focus of the programme is the provision of alternating training and employment in areas with good professional prospects for young people who lack such experience. In addition to training and employment, participants may also receive professional and entrepreneurial support, psychological support, basic education for those with low levels of education, a salary, study aid, and transportation support, thus addressing multiple needs beyond training. For many young people, this programme is their first professional experience increasing their chances of integration into the labour market. SEPE has actively promoted the programme through meetings with youth-focused institutions to raise awareness of the programme among relevant stakeholders, fostering greater engagement and participation.
Case management and follow-up support Case management and follow-up by a dedicated team: For each TándEM project, the service provider is required to establish a dedicated technical team (Equipo Técnico de la Iniciativa, ETI), which provides professional guidance and psychological support tailored to the needs of participants. The configuration and functioning of the ETIs vary depending on the specific target group of the training provided and may include a multidisciplinary team consisting of administrative staff, teachers, psychologists, counsellors, etc. At the end of the project, the ETIs provide two months of follow-up support to help participants secure employment or pursue self-employment, facilitating a smooth transition to sustainable employment.
Partnership with employers Strong collaboration with employers from public and non-profit sector: Despite the lack of direct engagement with employers from private sector, the programme fosters strong collaboration with employers from the public and non-profit sectors, who play a pivotal role in the programme by providing hands-on real-world training that contributes to the development of community projects of general and social interest. The programme prioritises the development of green and digital skills, ensuring alignment with current labour market demands in Spain.
Monitoring and evaluation Comprehensive monitoring of training and employment activities: The programme monitors both the training and employment activities of young participants by collecting detailed information on service providers, participants, training activities, as well as details of employment contracts, including the employer's VAT number, type of contract, job description and start and end dates of their employment relationship. Monthly updates ensure effective monitoring of contract status, including any terminations or dropouts.
RRP objectives Training for the green and digital transition with a focus on social and territorial cohesion: The programme offers young people a mix of training and employment, with 25% of the programme dedicated to green skills (e.g. gardening, forestry, sustainable waste management, energy-efficient renovation) and 25% to digital skills (e.g. from basic digital literacy to specialised training, including AI-related professional activities and ICT network maintenance). These projects, implemented in different regions and often targeting particularly vulnerable young people (e.g. people with disabilities, Roma, immigrants), including sparsely populated areas, support the dual transition to a green and digital economy, while promoting social inclusion and reducing territorial disparities.