Com plan revised EN 29 07 08 - old.fonduri-ue.roold.fonduri-ue.ro/posdru/images/downdocs/com_plan_e.pdf · Development (SOP HRD) and the Operational Programme for Administrative Capacity

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Putting communication at the heart of delivery

Communication Plan for

Sectoral Operational Programme

Human Resources Development

2007-2013

Romania

UNIUNEA EUROPEANĂ MINISTERUL MUNCII, FAMILIEI ŞI EGALITĂłII DE ŞANSE

AMPOSDRU

FONDUL SOCIAL EUROPEAN

POS DRU

2007-2013

INSTRUMENTE STRUCTURALE

2007 - 2013

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Contents

1. Introduction.......................................................................................................4

2. Legal framework ...............................................................................................5

3. Context .............................................................................................................6

4. Target groups ..................................................................................................10

5. Aims ...............................................................................................................10

6. Strategy of information and publicity measures ...............................................11

6.1. Strategy for potential beneficiaries..................................................................12

6.2. Strategy for beneficiaries ................................................................................14

6.3. Strategy for general public ..............................................................................14

6.4. Strategic approach of information and publicity measures...............................15

7. Content of information and publicity measures................................................16

8. Messages.........................................................................................................21

9. Activity plan ...................................................................................................21

10. Budget.............................................................................................................22

11. Monitoring and evaluation...............................................................................23

12. Responsible bodies..........................................................................................27

Annex 1 – MA and IBs contact details ......................................................................30

List of tables Table 1 - EC, Eurobarometer 66, National report Romania 2006 .................................8

Table 2 - Description of IP measures and relation with target groups.........................17

Table 3 - List of I&P measures in relation with aims .................................................20

Table 4 - Communication styles over objectives.......................................................21

Table 8 – Output and result indicators………………………………………….....28

Table 9 – Impact indicators………………………………………………………..29

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List of Acronyms

ACIS Authority for the Coordination of Structural Instruments

ESF European Social Fund

EU European Union EC Reg. no1828/2006 Commission Regulation (EC) no 1828/2006 of 8

December 2006 setting out rules for the implementation of Council Regulation (EC) No 1083/2006 laying down general provisions on the European Regional Development Fund, the European Social Fund and the Cohesion Fund and of Regulation (EC) No 1080/2006 of the European Parliament and of the Council on the European Regional Development Fund

IB Intermediate Body

IP Information and Publicity

KAI Key Area of Intervention

MA Managing Authority

MA SOP HRD Managing Authority for Sectoral Operational Programme Human Resources Development

MEF Ministry of Economy and Finance

MoLFEO Ministry of Labour, Family and Equal Opportunities

NGO Non-governmental organizations

NMS New Member States

PA Priority Axis

SOP Sectoral Operational Programme

SOP HRD Sectoral Operational Programme Human Resources Development

SMEs Small and Medium – sized Enterprises

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1. Introduction European Social Fund (ESF) is one of the two structural funds (the other one being the European Regional Development Fund – ERDF) that supports the regional and cohesion policy of the European Union for the 2007-2013 period, together with the Cohesion Fund and other financial instruments. Created in 1957, the ESF is the EU's main source of financial support of the efforts to develop employability and human resources. It helps Member States to fight unemployment, to prevent people from dropping out of the labour market, to support adaptability of workers and enterprises within EU in order to face global challenges, as well as to promote the social inclusion of vulnerable groups (e.g. Roma, disabled people, youth over 18 years old leaving the state child protection system, women a/o).

The action taken by the Community aims at reducing the economic, social and territorial disparities in countries and regions whose development is lagging behind in connection with economic and social restructuring, demographic challenge and ageing of the population. Financial instruments shall each contribute in an appropriate way to achieve three objectives:

• Convergence;

• Regional competitiveness and employment;

• European territorial cooperation.

The entire territory of Romania is under the Convergence objective, which aims at increasing the convergence of the least-developed Member States and regions, by increasing adaptability of workers, enterprises and entrepreneurs, enhancing access to employment and sustainable inclusion on the labour market, especially of disadvantaged people, promoting partnerships, pacts and initiatives, expanding and improving investment in human capital and supporting the capacity building of social partners and civil society representatives.

In Romania, the ESF action is carried out through specific programming documents: National Strategic Reference Framework (NSRF), Sectoral Operational Program for Human Resource Development (SOP HRD) and the Operational Programme for Administrative Capacity Development (OP ACD).

In relation with the provisions of articles 1461 of the Treaty establishing European Community, ESF supports the policies of Member States which are closely in line with the guidelines and recommendations under the European Employment Strategy and the relevant objectives of the Community in relation to social inclusion, non-discrimination, promotion of equality, education and training, in order to better contribute to the implementation of the objectives and targets of the Revised Lisbon Strategy.

In line with the general objective of the Revised Lisbon Strategy to make the EU "the most dynamic and competitive knowledge-based economy in the world capable of sustainable economic growth with more and better jobs and greater social cohesion, and respect for the environment by 2010" and with the Integrated Guidelines for Employment 2005-2008, SOP HRD 2007-2013 aims at implementing the objectives and measures of the National Reforms Programme within 2006-2010 period.

Moreover, new lessons have been learnt from the Community initiative Equal. In the 2007-2013 programming period, ESF through SOP HRD 2007-2013 supports the identification of

1 “In order to improve employment opportunities for workers in the internal market and to contribute thereby to raising the standard of living, a European Social Fund is hereby established in accordance with the provisions set out below; it shall aim to render the employment of workers easier and to increase their geographical and occupational mobility within the Community, and to facilitate their adaptation to industrial changes and to changes in production systems, in particular through vocational training and retraining”.

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policy issues, innovative actions, methodologies for transnational cooperation and their subsequent mainstreaming at local, regional, national and European level in order to address Romanian education, vocational training and labour market challenges, especially by paying particular attention to social dialogue and social inclusion of vulnerable groups, such as Roma minority, disabled people, youth over 18 years old leaving the state child protection system etc.

The Managing Authority for Sectoral Operational Programme for Human Resources Development (MA SOP HRD) is responsible for implementing SOP HRD 2007-2013. By putting communication at the heart of SOP HRD delivery, the Managing Authority is informing all interested actors: potential beneficiaries, beneficiaries and public, especially citizens, social partners and other civil society representatives, regarding the ESF financing opportunities and results achieved in its implementation.

Better communication of European policies became particular important in the last years, when the European Commission issued a set of documents on “communicating Europe”:

• “Action plan to improve communicating Europe by the Commission” (ref SEC(2005)985 of 2005, July 20th), a very detailed document on the communication strategy towards citizens, containing specific measures to be taken;

• “White paper on a European communication policy” (ref COM(2006)35 of 2006, February 1st), containing the Commission priorities on issues/areas to be focused when programming communication actions, as well as instruments and channels through which messages have to be disseminated so as to develop dialogue with civil society;

• “Plan D for Democracy, Dialogue and Debate” (ref COM(2005)494 of 2005, October 13th), used by the Commission for stimulating a wider debate between the European Union’s democratic institutions and citizens, complementary to the already existing or proposed initiatives and programmes such as those in the field of education, youth, culture and promoting active European citizenship. Plan-D together with the Action Plan on communicating Europe seeks to improve the way that the Commission presents its activities to the citizens.

• EU Visibility Guide of the European Commission in 2005 setting rules for increasing visibility of EU funded actions.

The rules concerning programming period 2007-2013 put communication on the very first line. Articles on information and publicity of EC Reg. no 1828/2006 have been completely integrated into the Communication Plan for SOP HRD.

The Romanian Government defined a set of guidelines for information and publicity activities through the National Communication Strategy for 2007 -2013 for Structural Instruments in Romania, approved by Governmental Memorandum in the Government Executive meeting on the 29 November 2007.

2. Legal framework

Information and publicity actions mentioned in the present Communication Plan aim the Sectoral Operational Program for Human Resources Development (SOP HRD), managed by the MA SOP HRD within the Ministry of Labor, Family and Equal Opportunities (MoLFEO). They are part of the general framework of the communication actions on ESF in Romania for

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2007-2013 programming period.

The SOP HRD Communication Plan is elaborated in line with European regulations relevant to information and publicity on structural funds, and with national laws and practices. The legal framework is specified below:

European legal framework: • Regulation (EC) no 1081/2006 of the European Parliament and of the Council

of 5 July 2006 on the European Social Fund and repealing Regulation (EC) no 1784/1999;

• Council Regulation (EC) no 1083/2006 of 11 July 2006 laying down general provisions on the European Regional Development Fund, the European Social Fund and the Cohesion Fund and repealing Regulation (EC) no 1260/1999;

• Commission Regulation (EC) no 1828/2006 of 8 December 2006 setting out rules for the implementation of Council Regulation (EC) no 1083/2006 laying down general provisions on the European Regional Development Fund, the European Social Fund and the Cohesion Fund and of Regulation (EC) No 1080/2006 of the European Parliament and of the Council on the European Regional Development Fund;

• Decision no 5811/22.11.2007 for the approval of Sectoral Operational Programme Human Resources Development;

National legal framework: • The Government Decision no. 497/2004 regarding the setting up of the

institutional framework for coordination, implementation and management of structural instruments, with subsequent amendments and completions;

• The Government Decision no. 381/2007 regarding the functioning and organization of the Ministry of Labor, Family and Equal Opportunities (MoLFEO);

• The Government Memorandum regarding the approval of the National Communication Strategy for Structural Instruments;

• Framework Document for Implementing the Sectoral Operational Programme Human Resources Development 2007 – 2013, approved by the common order of the minister of labour, family and equal opportunities and the minister of economy and finance no 254MoLFEO/1169MEF/2008.

3. Context

To describe the context, the following main sources were considered: a national survey on European funds coordinated by the Ministry of Economy and Finance and elaborated by Gallup Organisation, a Eurobarometer report and SOP HRD Ex-ante evaluation report. Also, this section contains a brief description of the information and publicity activities implemented before SOP HRD official approval, in November 2007, by the European Commission.

a) Rationale

During 2006, by request of Ministry of Economy and Finance, a survey2 was elaborated having as target the population from urban areas and four major groups of potential

2 The Gallup Organization Romania, European Funds, 2006 August

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beneficiaries of European funds, representing: public administration, NGOs, business and research/academic environment. The general objective of the survey was to find the target information level on the European funds and to analyze the attitudes of target groups regarding this subject.

The findings of the survey proved that there is a positive perception on using the European funds (both pre- and post-accession). The financing priorities of post-accession funds are well-known at the level of public administration (88%) and NGOs (68%), followed by research and education structures (47%), and business sector - SMEs (30%).

It is noticed that, among the categories of beneficiaries that have applied for financing within pre-accession period, public administration is leading, followed by NGOs. Companies, together with research and development institutes are on the last places. Also, it has been noticed that the level of information on post-accession funds follows almost the same ranking. The report concludes that lack of experience and of proper information have an influence on the perception regarding the European funds.

All institutions (75%) are interested in accessing structural funds within the next years, and many of the interviewees stated that they have already prepared projects in order to apply for financing (79% public administration, 75% NGOs, 68% education institutions and only 42% private companies).

Regarding the intervention area of structural instruments, the interviewees from urban areas consider that priorities should be linked to human resources: jobs creation (21% considered this as a first priority and 58% among the first priorities) and the education system (34% mentioned it between the first three choices).

More than 80% of interviewees expressed interest in receiving better information about structural and cohesion funds and mentioned the need of guidance when writing projects.

Survey findings showed that excessive bureaucracy and documentation, lack of quality and thorough information about financing opportunities, eligibility criteria and the application process (frequently matched with fraud and corruption, especially by private companies) were mentioned as problems of European funds administration during pre-accession period.

The information instruments frequently used are the internet (66% for public administration, 42% private companies, 83% NGOs and 68% research and education institutes), seminars and conferences (7%for public administration, 2% private companies, 2% NGOs and 4% research and education institutes) and media (8% for public administration, 52% private companies, 9% NGOs and 19% research and education institutes), and other channels like: periodical direct information from different organizations representing both public and private sector, consultancy and brochures and leaflets.

According to the study, the main information source used by all target groups is the internet (more than 50% of respondents of each category). Also, more than half of interviewees use the internet daily. The website of European Commission or of different ministries are important information sources for public administration, NGOs and research and education institutes.

Web portals for information and networking activities are well-developed at SOP HRD potential beneficiaries’ level. The most relevant ones are:

• in the education field o www.edu.ro, the Electronic Education System of the educational portal

of the Ministry of Education, Research and Youth

o www.cnfpa.ro, the online national register of authorized vocational training providers of the National Council for Adult Vocational

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Education and Training

• in the employment field o www.semm.ro, the Electronic Service for Labour Mediation

• at local public administration level o www.falr.ro, the Romanian Federation of Local Authorities web portal o www.uncjr.ro, the National Union of County Councils in Romania

o www.amr.ro, the Romanian Municipalities Association

o www.aor.ro for the Romanian Towns Association o www.acor.ro for the Romanian Association of Communes

• at business sector level o www.ccir.ro for the Romanian Chamber of Commerce and Industry

o www.business-entrepreneur.ro is the reference web site for the SMEs

• at civil society level o www.ces.ro stands for Economic and Social Council in Romania

o www.mmssf.ro hosts the web portal of accredited social services providers.

Moreover, all central public administration institutions use Local Area Network (LAN) and also have their own web sites. Also, all civil servants working in central and local public administration use PCs in their current activity (250,000 use currently e-mail and 260,000 use internet frequently).

Regarding cultural behaviours of Romanians and their access to communication channels and means, the most frequently used information channels by Romanian families are TV (96.2%), cable TV (78,5%) and radio (71,5%).3

Another source considered was the Romanian National Report of the “Standard Eurobarometer 66” survey4. Findings from this survey show that Romanians (67%) continue to trust the European Union. At the end of 2006, the state of mind of Romanian society was featured both by trust in the future guaranteed by the status of being an EU Member State and by mistrust in the country’s institutions (especially those responsible for law-making and law-applying). Table 1 - EC, Eurobarometer 66, National report Romania 2006

Optimism is high: 30% of Romanians, compared with only 20% in the EU, believe that the country will be economically better off after 12 months.

3 The Cultural Behaviours Barometer 2006, Institute for Study and Research on the Cultural Domain of the Ministry of Culture 4 The survey was requested and coordinated by the Directorate General Communication and produced for the Delegation of the European Commission in Romania. It was carried out in Romania between 7 and 29 September, 2006 (for the whole 30 Countries between September 6 and October 10, 2006) by TNS CSOP, by interviewing 1047 persons aged at least 15.

Romania NMS EU15

Trust in the EU % 67 59 42 Satisfied with life % 48 72 85 Optimistic about personal life in next year % 40 31 35 Trust in Justice % 26 34 48 Trust in the Parliament % 24 19 36

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The issues that Romanians are interested in are addressed by EU policies: immigration, pensions, health and regional development.

The Ex-ante evaluation report of SOP HRD, released in January 2007, was also considered. It underlines that the Communication Plan should address especially social partners in industry sectors and actors in the rural areas.

b) Previous actions

Defining the context, it is also useful to take into account that over the last two years MA SOP HRD implemented information and publicity activities targeting potential beneficiaries and the public. The objectives of these activities were to disseminate information and to raise awareness regarding the forthcoming financing opportunities provided by SOP HRD.

During 2006 and 2007, MA SOP HRD representatives promoted SOP HRD financing opportunities through public presentations within different seminars, conferences, workshops and roundtables. During 2007 the MA SOP HRD organized training sessions for almost 1600 project promoters on project elaboration and submission. Also, similar information was publicised through specialized web sites, such as www.euractiv.ro and www.hotnews.ro/eurofonduri.

In March 2007, it was organized the launching conference for the SOP HRD. On this occasion the first elements of the communication measures were presented: the ESF SOP HRD website concept, the visual identity and the slogan “Investing in people”.

Moreover, during April-July 2007, the MA SOP HRD collaborated with the TAIEX Office of the European Commission and with the Managing Authority for Operational Programme Administrative Capacity Development within the Ministry of Interior and Public Administration Reform for the organization of eight regional events in each socio-economics region of Romania, in order to promote the European Union financing opportunities through European Social Fund. The events gathered almost 640 participants from public administration, civil society and business sector.

In October 2007, MA SOP HRD organized an event for the ESF 50’ years anniversary under the title “Investing in people”. A two-week photo exhibition5 in open air was organized, in Bucharest, University Square, in front of the National Theatre. The public was the target group for this exhibition. In the opening of the event, the ESF 50’ years anniversary speech of the European Commissioner for Employment, Social Affairs and Equal Opportunities, mister Vladimir Spidla, was presented. The SOP HRD was communicated through photos of Romanian people representing different target groups, accompanied by popular sayings relevant to ESF policy and explicative texts on the actions foreseen by the SOP HRD. Special panels were also dedicated to the role of the ESF in Europe throughout 50 years.

Finally, during 2007, MA SOP HRD designed the ESF SOP HRD Romanian logo, elaborated, published and distributed a SOP HRD leaflet, and a poster “Investing in people!” and launched the SOP HRD official website that aims to become the main informational point regarding SOP HRD funding opportunities for potential beneficiaries, beneficiaries and public. Its design is user friendly and ensures easy access to information: content structure, navigation menu, colors and visuals. The website has been designed as a portal for facilitating project ideas exchange, promoting best practice culture and partnerships, as well as for providing useful information about call for proposals, legal framework, application procedure, eligibility criteria, news and events.

5 Also published on SOP HRD website – www.fseromania.ro

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4. Target groups

The target groups for the SOP HRD Communication Plan, in line with EC Reg. no 1828/2006 and of Regulation (EC) no 1080/2006 of the European Parliament and of the Council on the European Regional Development Fund, art. 5 - 7 and with SOP HRD are strategically classified as:

• potential beneficiaries;

• beneficiaries;

• public.

For communication effectiveness, the identification and categorization criteria of each target group were defined as follows:

• Potential beneficiaries refer to the types of eligible beneficiaries indicated in each Priority Axis of the SOP HRD.

• Beneficiaries are those eligible beneficiaries who received funding from the SOP HRD, according to EC Reg. no 1083/2006, art. 2.

• General Public is represented by all citizens including the potential participants and participants to SOP HRD projects, as they are classified as target groups in the SOP HRD, who might participate or should influence others to paticipate to ESF funded projects in order to reach the SOP HRD general objective6. For a better communication they shall be further profiled and prioritized in annual action plans, following programme achievements and annual priorities for strategy.

The Communication Plan also addresses the following targets because of their power of influence on the general public:

• Media representatives, who inform on SOP HRD issues;

• Opinion makers, who can influence on the public opinion perception of the SOP HRD;

• Institutional system representatives, who are connected with ESF or Structural Instruments (except those which are potential beneficiaries under SOP HRD).

The categories of potential beneficiaries, beneficiaries and public will be operationally defined in the implementation process of the Communication Plan, following their listing and grouping in each Priority Axis and Key Area of Intervention of the SOP HRD. When implementing the Communication Plan, measures will be adapted to the information needs of each target, in line with SOP HRD priorities.

5. Aims The general aim of the Communication Plan is to increase awareness and knowledge of the

6 The general objective of SOP HRD is the development of human capital and increasing competitiveness, by linking education and lifelong learning with the labour market and ensuring increased opportunities for future participation on a modern, flexible and inclusive labour market for 1,650,000 people.

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opportunities, benefits and results of ESF for the development of human resources in Romania by underlining the role and the added value of the European Community assistance at national, regional and local level, and to promote and facilitate the submission of good quality projecs for funding in line with the SOP HRD implementation objectives.

To achieve the general aim a set of specific aims will be pursued:

• To ensure general access for all potential beneficiaries to useful information on the financing opportunities offered by the joint assistance from the Community and the national budget through SOP HRD, using appropriate measures and providing adequate informative support and assistance;

• To provide informative support for beneficiaries in implementing their projects. It involves also raising beneficiaries’ awareness regarding their responsibilities to publicize the ESF funding, following the provisions of art. 8, EC Reg. no1828/2006.

• To raise public awareness regarding the SOP HRD funding opportunities and achievements, and the visibility of European Union support to regional development and to economic and social cohesion in Romania;

• To ensure a transparent implementation of SOP HRD, providing clear and detailed information on the implementation of the program, the eligibility conditions, the description of the procedures for examining projects proposed for funding, the selection criteria, the beneficiaries7 of its funding, the information contact points available at national, regional and local level8. The transparency principles shall be applied to all implemented information measures. It also involves contributing to the coherence of Structural Instruments` communication system by calibrating and adjusting the communication activities for SOP HRD to the activities of the other MAs and of ACIS.

The relations between aims and target groups are shown in the following table.

Aims Target groups

General access Informative support

Public awareness

Transparency

Potential beneficiaries X X X Beneficiaries X X General public X X

6. Strategy of information and publicity measures The Communication Plan of the SOP HRD is about putting communication at the heart of its delivery. It aims to promote and facilitate projects proposals’ submissions, to assist beneficiaries in their projects’ implementation and to ensure the visibility of opportunities, benefits and results of ESF for the development of human resources in Romania, while raising the public awareness and knowledge about the SOP HRD funding opportunities and enhancing the role and the added value of the European Community assistance at national, regional and local level, as well as the national funding support.

In order to achieve this, the Communication Plan’s aims and target groups will be in line with the SOP HRD priorities.

7 According to point (d), paragraph 2 of art. 7, CE 1828/2006 8 According to paragraph 2 of art. 5, CE 1828/2006

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Raise public awareness

Implement transparently

Inform effectively! Put target groups information needs at the heart of SOP HRD

delivery!

Ensure the visibility of EU support to

Romanians development!

Support potential beneficia

ries

Ensure general access to all potential beneficiaries to SOP HRD financing opportunities!

Provide informative support to

beneficiaries in implementing their projects!

Work with

beneficiaries

Potential

PARTNERSHI

P ACTIVITIES

WEBSITE

EVENTS

HELP DESK

WEBSITE

GUIDELINES

NETWORKS

ADVERTISING CAMPAIGNS

BROADCASTS

MEDIA

RELATIONS


BROADCASTS

MEDIA RELATIONS

General public

benef iciary General public

It can change

your life!

Investing in people!

Benef iciary


BROADCASTS

MEDIA

RELATIONS

6.1. Strategy for potential beneficiaries

Potential beneficiaries are strategically important taking into consideration that the overall success of SOP HRD, in terms of results and impact, is directly linked to the number and quality of projects submitted.

Strategic measures for potential beneficiaries aim at raising their awareness regarding funding opportunities and at ensuring their access to useful information for applying.

They also involves ensuring the transparency of the eligibility conditions, the procedures for examining applications for funding, the selection criteria, the information contact points available at national, regional and local level and the beneficiaries of ESF funding. Measures for raising awareness shall stimulate their interest for applying.

To reach, to raise interest, to inform and to promote the financing opportunities to the greatest number of potential beneficiaries will be a first priority. Communication activities will be

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adapted to each segment of this target, mostly relying on partnerships-delivered communication measures.

Raising awareness campaigns will be delivered by establishing partnerships in communication activities. The involvement of economic and social partners, non-governmental organizations, educational institutions, trade and professional associations and organizations representing business will ensure a multiplying effect of information measures, spreading the messages and the information to a greater number of potential beneficiaries that will be reached also through the organizations they belong or are proxy to. Therefore, partners and their communication channels will play a relevant role in involving a greater audience. Using partnerships in communication activities do not have only the benefit of maximizing the dissemination of information effect, but also the one of enriching its effectiveness, because of the confidence the potential beneficiaries have in the partner organizations they are directly linked to.

Measures aimed at ensuring general access will mainly provide information to the potential beneficiaries that will help them understand better the SOP HRD funding opportunities, to define their project ideas, to elaborate and submit them. General information will be provided together with “how-to-do” information in order to stimulate potential beneficiaries to apply for funding.

The communication mix for potential beneficiaries will focus on strategic measures such as web site, help desks, face to face events and partnership-delivered communication activities. The complete set of measures dedicated to potential beneficiaries is listed in the next section. The following measures illustrate the use of the strategic ones.

MA SOP HRD and IBs’ web sites. All potential beneficiaries will find general information that will help them to apply for ESF in the MA SOP HRD official web site and more specific information in the web sites set up by the IBs. The web sites will also redirect potential beneficiaries to all relevant communication channels.

Help desk officers support within MA and IBs. Potential beneficiaries that have become interested in accessing SOP HRD and writing project proposals will be directed through SOP HRD internet website and call center to help desks officers that will ensure day by day contact with potential beneficiaries through direct e-mails, phone numbers and front desk activities, as well as training sessions. The help desk, as well as the web site, will be connected to the Structural Instruments` info center, call center and web site, to ensure the celerity and the correctness of the information.

Face–to-face events, such as caravans, conferences and workshops. They will be implemented at national, regional and local level, based on potential beneficiaries information needs, in order to raise their interest and to motivate them to apply successfully for ESF funding. Workshops and conferences will be personalized and will be delivered mainly by IBs and communication partners. Caravans aim at raising awareness, provide general information in order to apply for funding and redirect the interested potential beneficiaries to the information channels more close to them in the territory, also relying on partnership-delivered measures.

Partnership-delivered communication activities. Existing institutional networks within MA and potential beneficiaries’ organizations will be used to communicate relevant information on SOP HRD to potential beneficiaries through network partners’ communication channels. Networks will also provide useful information on potential beneficiaries’ informational needs and will be used to disseminate best practices and lessons learnt.

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6.2. Strategy for beneficiaries

The experience of beneficiaries under SOP HRD may constitute the basis for creating a best practice and lessons learn culture.

Strategic measures for beneficiaries aim at supporting projects’ implementation and raising awareness on their responsibilities to publicize the ESF funding, following the provisions of art. 8 EC Reg. no.1828/2006.

The communication mix is based upon strategic measures such as web site, manuals, guidelines and networking activities.

Beneficiaries are approached as actors for building a best practice culture in the SOP HRD field and for the creation of communities of practice, which are useful for better quality implementation at project level, results dissemination and networking.

The complete set of measures dedicated to beneficiaries is listed in the table at the end of the section, while the following illustrates the use of the strategic ones.

MA SOP HRD and IBs’ web sites. All beneficiaries will find general information to implement their projects in the MA SOP HRD official web site and more specific information in the web sites set up by the IBs. The web sites will also redirect beneficiaries to all the other relevant communication channels.

Beneficiaries’ manuals and guidelines. They include also implementation manuals, toolkit for implementing information and publicity activities, visual identity manual, and best practices collections. These materials support complete, effective and efficient implementation of projects and ensure a common understanding of the communication instruments and messages that need to be implemented within project level communication activities.

Beneficiaries’ networks. MA will promote and support the establishment of beneficiaries’ networks as future communities of practice and lessons learnt. Their role will be mainly to create a collaborative environment for informal learning on SOP HRD projects implementation, by sharing experiences in managing SOP HRD funds, while providing input to MA SOP HRD over projects’ successes, challenges, innovations and difficulties. Networks will help spreading the information within who already has received a grant, with a multiplying “word of mouth effect”. Communication flows will be activated with web forums, workshops and conferences. These networks will also be used to disseminate best practices.

6.3. Strategy for general public

The male and female European citizens have a powerful effect on SOP HRD and ESF promotion and visibility. The general public can influence the demand for ESF funded projects and stimulate the potential beneficiaries to submit qualitative and innovative projects within SOP HRD, thus contributing to ESF awareness and its visibility . They are the participants of SOP HRD, the only European programme investing in people. Therefore, the public attitudes and behaviors towards ESF funded projects should contribute to achieving the objectives of cohesion policy.

Strategic measures for the general public will raise awareness regarding SOP HRD funding opportunities and the role of the EU, while contributing to the program visibility in the media.

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By doing this, it will also have a positive secondary effect by stimulating the demand of citizens (approached from the participants point of view in the Communication Plan for communication reasons) regarding ESF operations, thus leading to an increased submission of projects and wide dissemination of EU financing support. Clear messages on the opportunities of change that the SOP HRD can provide through ESF funded projects, directly conveyed to the participants, can have a powerful feedback on potential beneficiaries, both stimulating projects submission and raising expectations on their quality.

The complete set of measures dedicated to general public is listed in the table at the end of the section, while the following illustrates the use of the strategic ones.

General public will be approached mainly through advertising campaigns and broadcasts. Advertising messages and channels will be personalized, following the information needs identified through surveys, studies and monitoring results. Some of the face to face events, especially exhibitions will be an opportunity to meet participants and general public in their life context and to understand directly their information needs.

Media representatives and opinion makers will be approached mainly through media relations, mailing, press conferences and face to face events.

Media shall be considered as a long-term partner, not as a channel that explains and disseminates the messages. Media representatives will be addressed to amplify the public evidence of the implementation of the SOP HRD, also providing them occasions and tools to improve their knowledge about the SOP HRD and ESF. MA SOP HRD and IBs will provide clear and unbiased information together with real life examples of how people live can be positively affected by the SOP HRD. Opinion makers will be addressed mainly with public relations activities, such as face to face events and mailing.

Institutional system representatives will be addressed with partnership-delivered communications, mailing, face to face events and participating to the Structural Instruments communication network under the coordination of Ministry of Economy and Finance – ACIS (Authority for the Coordination of Structural Instruments). It involves also the collaboration with the European Commission Representation in Romania.

6.4. Strategic approach of information and publicit y measures The general approach of the communication strategy will be the following:

• Making use of the appropriate mix of measures for each target group. Communication activities will refer to target groups features and their information needs, adopting different strategies and type of measures for each case. Content, communication styles and messages will be differentiated to maximize the communication effectiveness. Personalization will be a key principle in communicating SOP HRD and ESF, providing adapted and accessible information.

• Adopting a listening approach in order to adapt communication measures alongside program implementation. The target groups’ point of views, perceptions and information needs will be analyzed throughout surveys and two-way communication tools, mainly the web sites, the face-to-face events and the help desk.

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• Disseminating best practices and lessons learned in order to encourage and support the submission of good quality projects and to raise the public awareness.

• Prioritising target groups, following their specific weight in the SOP HRD and their strategic role in informational flows, influence chains and starting the snow ball effects in submitting proposals, participating to the programme and recognizing EU added value.

• Promoting partnership-delivered communication activities by involving national, regional and local authorities, development agencies, trade and professional associations, economic and social partners, non-governmental organizations, organizations representing business and educational institutions, as well as other institutional system representatives, connected to ESF or Structural Instruments.

• Assuring the program immediate recognition among all target groups by a unique visual identity of the SOP HRD.

7. Content of information and publicity measures

The Communication Plan will adopt a wide range of measures. The MA SOP HRD will ensure the implementation of the Communication Plan in collaboration with non-governmental organizations, economic and social partners, trade and professional associations, according to art. 5, EC Reg. no 1828/2006.

The MA SOP HRD will deliver and manage the measures presented below also using external technical assistance.

In line with article 9, EC Reg. no 1828/2006, the MA SOP HRD ensures the compliance with SOP HRD Visual Identity Manual containing technical characteristics of information and publicity measures for the operation. According to the Visual Identity Manual, all information and publicity measures aimed at beneficiaries, potential beneficiaries and the public shall include the following:

(a) the emblem of the European Union, in accordance with the graphic standards set out in Annex I, EC Reg. no 1828/2006 and reference to the European Union;

(b) the emblem of the Romanian Government, together with reference to Ministry of Labour, Family and Equal Opportunities and MA SOP HRD;

(c) the emblem of ESF in Romania and reference to: "European Social Fund/SOP HRD/2007-2013”;

(d) the Structural Instruments emblem in Romania and reference to “Structural Instruments/ 2007-2013”.

Also, SOP HRD beneficiaries are obliged to implement the Visual Identity Manual provisions, according to the contract signed with MA SOP HRD.

In the following table, measures are described and put into relations with target groups and aims.

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Table 2 - Description of IP measures and relation with target groups

Target type

Type of measure Measure Rationale

Pot

entia

l be

nefic

iari

es

Ben

efic

iarie

s

Par

ticip

ants

Med

ia

repr

esen

tativ

es

Opi

nion

mak

ers

Inst

itutio

ns

Help desk

Information, first level guidance and training for potential beneficiaries and beneficiaries. Information channels by front-desk, email and telephone. Realized by national and regional desk officers

To provide personalized information and assistance

To provide easy access to information

X X

The web site provides all the information available on SOP HRD, being the complete repository and universal access point to the program

Web site

The web site will display the list of beneficiaries of SOP HRD financing (art. 7, EC Reg. no 1828/2006), together with the name of the projects, the amount initially allocated and the amounts actually paid out at the end of the projec

To provide accurate and official information and tools in a single spot

To support networks

To listen to the public

To redirect to all set of communication measures produced within the SOP HRD

To provide specialized information

X X X X X X

Participation at events and organization of exhibitions to inform about the SOP HRD and to disseminate informational materials

Conferences

Information and training seminars

Launch event 2007/ Annual major national events regarding SOP HRD 2007-2013 presenting the results of the SOP HRD

Flying the flag of the European Union for one week starting 9 May, in front of the premises of MA and

IBs

Face to face events

Special events to strengthen communication activities in the transnational cooperation context

To give personalized, accessible, adapted information and assistance


To make institutions and policies closer to the public

To increase the public awareness regarding the EU role

X X X X X X

18

Target type

Type of measure

Measure Rationale

Pot

entia

l be

nefic

iarie

s

Ben

efic

iarie

s

Par

ticip

ants

Med

ia

repr

esen

tativ

es

Opi

nion

mak

ers

Inst

itutio

ns

Informational caravans crossing the national territory to reach the less informed and more isolated target groups

Thematic networks among potential beneficiaries and beneficiaries going toward communities of practices (using the network of regional Pacts and local partnerships for Employment and Social Inclusion)

Networks

Operated by electronic and paper mailing, web forums, face to face meetings

To stimulate snow ball effect

To disseminate personalized information

To enable information and experience exchange

To stimulate informal learning environments


X X

Advertising campaigns

Advertising campaigns to communicate SOP HRD key messages and information, at national, regional and local level, using media such as TV, radio, newspapers and outdoor publicity

Inform great numbers of target groups

Raise awareness

Enhance visibility of the EU

Promote positive perceptions of SOP HRD

X

X

19

Target type

Type of measure

Measure Rationale

Pot

entia

l be

nefic

iarie

s

Ben

efic

iarie

s

Par

ticip

ants

Med

ia

repr

esen

tativ

es

Opi

nion

mak

ers

Inst

itutio

ns

TV and Radio broadcasts

Broadcasts such as news magazines and talk shows, informing on SOP HRD, providing real life examples from projects etc.


Raise awareness


Promote positive

perceptions of SOP HRD

X

X

Media relations

Public relations activities and media relations supporting SOP HRD visibility

Stimulate the public debate on SOP HRD

Raise awareness



X X

Best practices and success stories collection of SOP HRD projects

X X X X

Official SOP HRD documents X X

Guides and manuals on SOP HRD X X

Leaflets and brochures X X X

Publications

SOP HRD Newsletter(s)

Support project submission

Provide examples

Provide specialized information

Raise awareness



X X X X X

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Target type

Type of measure

Measure Rationale

Pot

entia

l be

nefic

iarie

s

Ben

efic

iarie

s

Par

ticip

ants

Med

ia

repr

esen

tativ

es

Opi

nion

mak

ers

Inst

itutio

ns

Studies, research and surveys on SOP HRD themes

X X X

CDs and DVDs containing publications’ collections

CDs and DVDs with edutainment games on SOP HRD Off line

Multimedia

Support project submission

Provide examples

Provide specialized information


Raise awareness

X X X

Give aways

Promotional materials

Corporate identity materials

Raise awareness


Point at website

X X X X X X

Table 3 - List of I&P measures in relation with aims

Type of measure General access Informative

support Public awareness

and visibility Transparency

Help desk X X X

Web site X X X X

Face to face events X X X X

Networks X X X

Advertising campaigns X X X

TV and Radio broadcasts X X X

Media relations X X

Publications X X X X

Off line Multimedia X X X X

Promotional materials X

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8. Messages The central message of the communication plan will always remind the relevance of investing in people as the main strategy for human resource development in Romania.

The slogan for SOP HRD is “Investing in people!”. This is the main message for the 2007-2013 programming period.

Communication activities shall focus on highlighting the investment of the European Commission on Human Resources and on promoting the wide range of opportunities and instruments made available by the ESF through SOP HRD for improving education, vocational training, employment and social inclusion of Romanians. Messages will be revised and adapted following the evolution of target groups’ characteristics and the public opinion perception of SOP HRD.

A core set of indicative messages will be used to complement the central one when launching specific communication initiatives:

o INVESTING IN PEOPLE!

o IT CAN CHANGE YOUR LIFE!

The communication styles will be differentiated among the specific aims, as presented in the following table. The main communication style of the MA SOP HRD and of the IBs will be the informative one: objective, reliable, neutral and focused on useful information, news and data.

Table 4 - Communication styles over objectives

Styles

Aims

Informative Educational Emotional

General access X X X

Informative support X X

Public awareness and visibility X X X

Transparent implementation X

9. Activity plan

The activity plan is aimed at distributing activities in the programming period in a coherent, sustainable and adaptable way, in the framework of SOP HRD objectives and strategy.

Co-financing schemes are new and their scale is bigger than any other experienced before in Romania, both as number and budget of financed operations. The first phase of SOP HRD

22

operations will establish the benchmark of its perception among the public and potential beneficiaries. During the first years of the programming period the main aims will be to facilitate potential beneficiaries’ access and to promote a positive perception of the ESF SOP HRD and the EU role and added value.

Measures will focus on informing the potential beneficiaries, helping them to understand SOP HRD, to define their project ideas, to elaborate and to submit their projects and to establish partnerships at all levels. General information will be provided together with “how-to-do” information, as the more effective way to raise interest and move to action the potential beneficiaries. Large use of best practices, European and national, shall be made to offer examples of projects that can be financed by ESF-SOP HRD.

Every year, MA SOP HRD will elaborate an Annual Communication Plan where activities and results to be achieved for each activity will be specified. In that way, face to face events, advertising campaigns and other IP measures will aim each year at a specific theme and specific target groups, in line with SOP HRD objectives and progress achieved in implementation.

The activity plan presented below in the GANTT diagram illustrates the activities delivered during the programming period and the starting and the ending point of each type of activity .

Table 5 - Activity time plan ACTIVITY 2007 2008 2009 2010 2011 2012 2013 2014 2015

Help desk

Web site

Face to face events

Advertising campaign


Media relations

Publications

Off line Multimedia


Studies and research

Monitoring and evaluation

10. Budget Taking into consideration the proposed Activity Plan, it should be clear that funds will be used exclusively for ESF and SOP HRD promotion.

The costs in the table below refer to eligible expenditures under SOP HRD 2007-2013, PA 7- Technical assistance, KAI 2 - Support for SOP HRD promotion and communication

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Table 6 – Activity indicative budget (2007-2013)

Euro Communication activity Total Community Funding

(ESF)

National counterpart

%

Help desk 4,879,406 3,659,554 1,219,851 7

Website 2,033,086 1,524,814 508,271 3

Face to face events 12,943,980 9,707,985 3,235,995 20

Advertising events 23,583,796 17,687,847 5,895,949 36

TV and radio broadcasts 8,132,343 6,099,257 2,033,086 12

Media relations 609,926 457,444 152,481 1

Publications 3,300,376 2,475,282 825,094 5

Off-line multimedia 813,234 609,926 203,309 1

Promotional materials 812,178 609,134 203,045 1

Studies and research 3,253,723 2,440,293 813,431 5

Monitoring and evaluation of IP measures

5,082,172 3,811,629 1,270,543 8

Total 65,444,221 49,083,166 16,361,055 100

11. Monitoring and evaluation The information and publicity process will be monitored and evaluated, following the European regulations. According to the article 4 of the EC Reg. no. 1828/2006, MA SOP HRD shall:

• inform the Monitoring Committee on the Communication Plan and progress in its implementation, on the IP measures carried out, on the means of communication used, providing examples of such measures;

• include in the Annual Reports and in the Final Report examples of IP measures, the arrangements for the publication of the, together with the name of the projects, the amount initially allocated and the amounts actually paid out at the end of the project (referred to in Art. 7 (2), (d) of the EC Reg. no. 1828/2006) and the content of major amendments to the Communication Plan;

• include in the Annual Report for the year 2010 and in the Final Report a chapter assessing the results of the information and publicity measures in terms of visibility and awareness of SOP HRD and of the role played by the Community.

The monitoring and the evaluation will be under the responsibility of the MA. The IBs will cooperate with MA SOP HRD in the monitoring and evaluation process. Monitoring will be carried out by systematic data collection. All activities will have tools for data collection that will be aggregated in a monitoring central database. MA SOP HRD will submit periodical reports to the Monitoring Committee.

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Activities implemented within the communication plan will be evaluated during and after their delivery. Evaluation will be about their efficiency, effectiveness and relevance, in terms of visibility and awareness regarding SOP HRD and the role played by the Community.

A first task of the evaluation phase will be to describe the baseline position and setting target groups for each type of indicator. Evaluation will be undertaken periodically, as an on-going process. The table below summaries the monitoring and evaluation model for IP measures.

Table 7 - Monitoring and evaluation model

Monitoring Evaluation

Who Internal management of MA and IBs External and independent evaluator

When On going During and ex-post evaluation

Why

Check and communicate progress

Update plans

Take remedies for critical issues

Verify if the aims are met and strategy is appropriate

Provides inputs for communication plan revision

What Data repository

Data reports

Surveys

Research

Studies

The following table indicates the type of indicators that will be used for monitoring and evaluation:

• Efficiency: output indicators, which measure the activities implemented in physical units;

• Effectiveness: result indicators, which are related to the direct and immediate effects of an activity on the reached target groups;

• Relevance: impact indicators, which measure consequences of IP activities among the reached target groups regarding transparency awareness ("knowing more" about the means of access to SOP HRD) and awareness ("knowing more" about the European Union action through the SOP HRD, beyond the immediate effects).

The output and result indicators will be measured by the monitoring system, whereas impact indicators by on-going and ex-post evaluations implemented in accordance with MA SOP HRD Multi-annual Evaluation Plan. Also, evaluation of information and publicity measures will be outsourced to specialized research institutes, which will conduct surveys by means of relevant techniques, both quantitative and qualitative. A mid-term evaluation will be undertaken in 2009 and an ex-post evaluation after 2013.

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Table 8 – Output and result indicators

Output Indicators (indicative) Result Indicators (indicative) Type of Activity

Type Baseline Reference year (2015)


Help desk No of phone calls and e-mails received

- 50 000 No help-desk users

- 45 000

No of pages/views - 360 000

No of users - 250 000

No of registered users

- 30 000

No of document downloads

- 50 000

Web site

No of published web pages

- 600

No of links pointing to the website

- 50 000

No of attendees - 20 000

Face to face events

No of events

-

340 No of media reports/articles generated

- 400

No of forums -

15

No of members - 200 Networks

No of meetings (virtual or face-to-face)

- 180

No of attendees to meetings

60 300

No of informed people

- 1 000 000

Advertising campaigns

No of campaigns - 15 No of media reports/articles generated

- 200

No of broadcasts

- 240 No of people

reached

- 1 000 000


No of minutes broadcasted

- 2400 No of media - 100

26

Output Indicators (indicative) Result Indicators (indicative) Type of Activity



No of days broadcasted

- 72

reports/articles generated

No of press releases

- 550

Media relations

No of press conferences organized

- 120

No of media reports/articles generated

- 100

No of publications produced

- 200

Publications No of copies printed

- 875000

No of copies distributed

- 875000

No of publications produced

-

200

Off line Multimedia

No of copies printed

- 200 000


- 200 000

No of product types produced

- 200


No of items produced

- 200000


- 200 000

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The impact indicators are presented below: Table 9 –Impact indicators

Impact Indicators


% of people aware of ESF and SOP HRD financing opportunities - 7

% of approved financing application forms - 50

% of people belonging to target groups satisfied by the received information regarding SOP HRD

- 50

% of evaluators satisfied by the quality of project proposals received - 50

12. Responsible bodies The institutions responsible for information and publicity activities are:

• ESF Coordination Directorate, within MoLFEO;

• MA SOP HRD, within MoLFEO;

• The Intermediate Bodies:

o IB SOP HRD Directorate within Ministry of Research, Education and Youth (MoERY);

o National Centre for Technical and Vocational Education and Training, within MoERY;

o IB SOP HRD Directorate within National Agency for Employment (NAE);

o IB SOP HRD North-East Region within MoLFEO;

o IB SOP HRD South-East Region within MoLFEO;

o IB SOP HRD South Muntenia Region within MoLFEO;

o IB SOP HRD South-West Oltenia within MoLFEO;

o IB SOP HRD West Region within MoLFEO;

o IB SOP HRD North-West Region within MoLFEO;

o IB SOP HRD Central Region within MoLFEO;

o IB SOP HRD Bucharest-Ilfov Region within MoLFEO;

o Two IBs to be identified.

MA SOP HRD will collaborate with the Authority for Coordination of Structural Instruments, in order to coordinate this Communication Plan with the National Strategy for Communication on the Structural Instruments in Romania. In this respect, the MA SOP HRD has designated representatives for the participation in the Working Group for communication on Structural Instruments, organized at national level, with members from all Managing Authorities and from the Authority for Coordination of Structural Instruments.

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In order to guarantee an efficient and unitary communication for the ESF interventions in Romania, the ESF Coordination Directorate (Head of Mission) from the Ministry of Labour, Family and Equal Opportunities ensures horizontally the coordination of the IP measures for the two operational programmes financed from ESF in Romania: SOP HRD and the Operational Programme Administrative Capacity Development (OP ACD), managed by the Ministry of Interior and Administrative Reform. The main responsibilities of the ESF Coordination Directorate regarding the coordination of IP measures implemented by both MAs are: ensuring the information flow on IP issues between the EC and the two MAs and participating to the monitoring, reporting and evaluation of the annual and multi-annual Communication Plans of the two MAs. In this respect, an IP officer from Head of Mission was designated.

The IP activities of the MA SOP HRD will be carried out by the MA and IBs. The coherence, effectiveness and accuracy of the content of communication plan’s measures (i.e. concepts, messages, texts) will be ensured by information and publicity officers coordinated by the IP Unit in the MA, that will be responsible for the collection and the distribution of the information throughout the MA SOP HRD communication system.

The officers responsible for IP activities in the Head of Mission, the MA and in the IBs, are listed in the Annex no 1. The list is available on MA SOP HRD website.

The MA SOP HRD will address national level activities, whereas IBs will manage the measures that need to be delivered at national, regional and local level and the measures with a thematic approach, tailored for the key areas of intervention for which they are responsible. MA will manage the measures aimed at general information on SOP HRD, informative support to beneficiaries, awareness and visibility raising for the general public. IBs will adapt communication tools and activities to potential beneficiaries’ and beneficiaries’ specific needs, while spreading the information to the target. IBs will also collect and send to the MA SOP HRD (for specialized domains) their conclusions regarding target groups’ information needs.

The distribution of roles and responsibilities over activities will be as follows:

Type of Activity Who/What

Help desk

MA: responsible for programming, organisation, content, delivery, monitoring for strategic projects and assistance for IBs for grant projects

IBs: responsible for programming, organisation, content, delivery, monitoring for grant projects

Help desk support

MA: responsible for programming, organisation, content, delivery and monitoring of the help-desk assistance provided to all help desk units in the MA and IBs, ensuring general coordination, standardisation and specialized support.

IBs:responsible for delivery and reporting

Web site MA: responsible for programming, organisation, content, delivery, monitoring

IBs: responsible for programming, organisation, content, delivery, monitoring

National face to face events

MA: responsible for programming, organisation, content, delivery, monitoring

IBs: cooperation for organisation, delivery

Regional and thematic face to face events

MA: just supervision of content


National networks MA: responsible for programming, organisation, content, delivery, monitoring

IBs: cooperation for organisation, content and delivery

29

Thematic or regional/local networks

MA: supervision of content


National publicity campaigns


IBs: cooperation for programming

Thematic or regional publicity campaigns

MA: coordination of programming and content





Media relations

MA: responsible for programming, organisation, content, delivery, monitoring; coordination of local media relations

IBs: responsible for local media relations;

National Publications MA: responsible for programming, organisation, content, delivery, monitoring


Thematic or regional publications



Off line Multimedia MA: responsible for programming, organisation, content, delivery, monitoring


National promotional materials


Thematic or regional promotional materials



The MA is responsible to establish and promote visual identity rules that will be implemented through all IP officers of MA SOP HRD and IBs as well as by SOP HRD beneficiaries.

The MA SOP HRD will also inform beneficiaries that approval of funding is also an acceptance of their inclusion in the list of beneficiaries published in accordance with point (d) of Article 7(2).

The beneficiaries of the projects financed under SOP HRD have the following responsibilities:

• informing the public about the assistance obtained from the SOP HRD, according to art. 8 EC Reg. no. 1828/2006;

• complying with the technical characteristics of IP measures according to art. 9 EC Reg. no. 1828/2006;

• complying with the visual identity rules set up in the Visual Identity Manual for Structural Instruments in Romania.

30

Annex 1 – MA and IBs contact details

ESF Coordination Directorate (Head of Mission) Adress: Calea Plevnei, no. 46-48, sector 1, Bucureşti

Phone number: (+40 21) 315 02 09, (+40 21) 315 02 08

Fax: (+40 21) 315 02 06

E-mail: [email protected]

Website: www.fseromania.ro

Contact persons: Adela Dorobantu

MA SOP HRD contact details Adress: Calea Plevnei, no. 46-48, sector 1, Bucureşti

Phone number: (+40 21) 315 02 09, (+40 21) 315 02 08

Fax: (+40 21) 315 02 06


Website: www.fseromania.ro

Contact persons: Mihaela Hancia

Regional Intermediate Body SOP HRD North-Est Adress: Str. General N. Dăscălescu no. 15, Bl.T1, Piatra NeamŃ, Jud. NeamŃ

Phone: (+40 233) 231 950, Fax: (+40 233) 231 950


Website: www.fsenordest.ro

Contact person: Ioana Simona Andoreanu

Regional Intermediate Body SOP HRD South-Est Adress: Calea Călăraşilor no. 13, Brăila, Jud. Brăila

Phone: (+40 239) 613 301

Fax: (+40 239) 613 301


Website: www.fsesudest.ro

Contact person: Gabriel Nicolae Ciubuc

Regional Intermediate Body SOP HRD South-Muntenia Adress: Str. Portului no. 2A, Călăraşi, Jud. Călăraşi

Phone: (+40 242) 314 048

Fax: (+40 242) 314 431


Website: -

Contact person: Rodica Patra

31

Regional Intermediate Body SOP HRD South-West Oltenia Adress: Str. Traian Demetrescu no. 14, Craiova, Jud. Dolj

Phone: (+40 351) 442 203

Fax: (+40 351) 442 202


Website: -

Contact person: Bogdan Sorin Petre

Regional Intermediate Body SOP HRD West Adress: Bulevardul Mihai Viteazu nr. 30 B, Timişoara, Jud. Timiş

Phone: (+40 256) 293 686

Fax: (+40 356) 080 248


Website: www.oirposdru-vest.ro

Contact person: Ioan Nicolae Bitea

Regional Intermediate Body SOP HRD Noth-West Adress: Str. Somesului no. 42, Cluj Napoca, Jud. Cluj

Phone: (+40 364) 409 339

Fax: (+40 364) 402 788

E-mail [email protected]

Website: www.runv.ro

Contact person: Andrei Kelemen

Regional Intermediate Body Center Adress: Str. Nicolae Titulescu no. 10D, Alba Iulia, Jud. Alba Iulia

Phone: (+40 0358) 401 655

Fax: (+40 0358) 401 656


Website: www.oirposdrucentru.ro

Contact person: Alexandra Maria Manea

Regional Intermediate Body SOP HRD Bucharest-Ilfov Adress: Str. Spătaru Preda no. 12, Sector 5, Bucureşti Phone: (+40 21) 319 12 80

Fax: (+40 021) 319 12 81


Website: www.oiposdrubi.ro

Contact person: Roxana Aszaloş

32

National Intermediate Body SOP HRD Ministry of Education, Research and Youth Adress: Str. Spiru Haret no. 12, Sector 1, Bucureşti

Phone: (+40 21) 311 75 25

Fax: (+40 021) 311 75 26


Website: www.posdru.edu.ro

Contact person: Florin Bratiloveanu and Cristian Alexandrescu

National Intermediate Body SOP HRD National Center for Technical and Vocational Educational Development Adress: Str. Spiru Haret nr. 10-12, Sector 1, Bucureşti

Phone: (+40 21) 311 11 61; (+40 21) 311 11 62

Fax: (+40 021) 312 54 98


Website: www.tvet.ro

Contact person: Alexandru Giurgea

National Intermediate Body SOP HRD National Agency for Employment Adress: Str. Avalansei nr. 20-22, Sector 4, Bucureşti

Phone: (+40 21) 311 07 73

Fax: (+40 021) 311 07 73


Website: www.fse.anofm.ro

Contact person: Gabriela Şuvar

The list will be completed with the contact details of the two IBs which will be selected under a public procurement procedure.

Documents

Com plan revised EN 29 07 08 - old.fonduri-ue.roold.fonduri-ue.ro/posdru/images/downdocs/com_plan_e.pdf · Development (SOP HRD) and the Operational Programme for Administrative Capacity