Indicator
Public employment services (PES)
Implemented
Not Implemented
Not Applicable
| Level | ALB | BIH | KOS | MNE | MKD | SRB |
|---|---|---|---|---|---|---|
| A performance management system or an assessment of PES activities and capacities is in place. *Partly in place | ||||||
| PES has dedicated staff dealing with employers. | ||||||
| An IT-based system to match jobseekers and vacancies is implemented. | ||||||
| An in-depth diagnosis of employment barriers and potentials of vulnerable jobseekers is carried out by PES staff and activities adapted accordingly. *Planned | ||||||
| A profiling tool is being used. | ||||||
| PES staff attends regular capacity building activities. | ||||||
| The Public Employment Service (PES) fulfils standard responsibilities to serve jobseekers and employers (namely registering jobseekers and vacancies, offering counselling services to jobseekers and employers, and referring to ALMPs), and has clear objectives. | ||||||
| There is good institutional co-ordination between PES and other government bodies, as well as education institutions. | ||||||
| Digital services (registration of jobseekers and vacancies, online job portal, information on programmes etc) are available and being used by an important share of jobseekers and employers. *Only digitalisation or registration | ||||||
| PES’ human and financial resources are adequate for executing its responsibilities, and caseload is not higher than 200 jobseekers per counsellor. | ||||||
| PES services are differentiated by specific segments of jobseekers and segments of companies. |
Note that for Bosnia and Herzegovina, “State” stands for the state level, while “FBiH” stands for the Federation of Bosnia and Herzegovina and “RS” stands for Republika Srpska - the two entities of Bosnia and Herzegovina. Note that the presented scoring criteria system is not a full representation of the scoring methodology used to determine the score for an indicator. For more information, see the Methodology section.