Annexes to COM(2023)716 - Eu talent pool - Main contents
Please note
This page contains a limited version of this dossier in the EU Monitor.
| dossier | COM(2023)716 - Eu talent pool. |
|---|---|
| document | COM(2023)716  |
| date | November 15, 2023 |
1.6. Duration and financial impact of the proposal/initiative
limited duration
- in effect from [DD/MM]YYYY to [DD/MM]YYYY
- Financial impact from YYYY to YYYY for commitment appropriations and from YYYY to YYYY for payment appropriations.
unlimited duration
- Implementation with a start-up period from 2026 to 2028.
- followed by full-scale operation.
1.7. Method(s) of budget implementation planned46
Direct management by the Commission
- by its departments, including by its staff in the Union delegations;
- by the executive agencies
Shared management with the Member States
Indirect management by entrusting budget implementation tasks to:
- third countries or the bodies they have designated;
- international organisations and their agencies (to be specified);
- the EIB and the European Investment Fund;
- bodies referred to in Articles 70 and 71 of the Financial Regulation;
- public law bodies;
- bodies governed by private law with a public service mission to the extent that they are provided with adequate financial guarantees;
- bodies governed by the private law of a Member State that are entrusted with the implementation of a public-private partnership and that are provided with adequate financial guarantees;
- bodies or persons entrusted with the implementation of specific actions in the CFSP pursuant to Title V of the TEU, and identified in the relevant basic act.
- If more than one management mode is indicated, please provide details in the ‘Comments’ section.
Comments
The development phase of the EU Talent Pool is expected to last two years during which the EU Talent Pool IT Platform will be established, next to the EU Talent Pool Secretariat and other governance fora. The EU Talent Pool is expected to be operational as from the beginning of 2028.
Indirect management will be applicable as from 2028, as there is an intention as from 2028 to support financially international or EU- based actors present in the third countries that could help displaced people in need of international protection to make use of the EU Talent Pool opportunities, thus supporting the development of the complementary labour pathways.
2. MANAGEMENT MEASURES
2.1. Monitoring and reporting rules
Specify frequency and conditions.
Funding implemented under the direct and indirect management will be implemented under the AMF Thematic Facility, which also falls under the general monitoring and evaluation mechanism of AMF. Streamlined templates and rules will be established in order to collect indicators from the grant and contribution agreements’ beneficiaries at the same pace as for the shared management, in order to ensure the disclosure of comparable data.
When the Union contribution will be provided through shared management, the following rules shall apply: Funding implemented by Member States under shared management will follow the rules set out in Regulation (EU) 2021/1060 of 24 June 2021, referred further as the CPR regulation, in Regulation 2018/2016 (Financial Regulation) and in Regulation (EU) 2021/1147 of 7 July 2021 establishing the Asylum, Migration and Integration Fund, referred further as AMIF Regulation. In line with the CPR regulation, each Member State has already established a management and control system for its programme to ensure the quality and the reliability of the monitoring system. Therefore, for shared management, a coherent and efficient reporting, monitoring and evaluation framework is in place. Member States are required to set up a monitoring committee to which the Commission may participate in advisory capacity. Monitoring committees will review all issues that affect programme progress towards achieving its objectives. For the HOME affairs funds, Member States submit to the Commission their annual performance reports on the implementation of the programme and the progress in achieving the milestones and targets. Such reports should also raise any issues affecting the performance of the programme and describe the action taken to address them.
2.2. Management and control system(s)
2.2.1. Justification of the management mode(s), the funding implementation mechanism(s), the payment modalities and the control strategy proposed
The control strategy will be based on the Financial Regulation and on the CPR regulation. For the part implemented through direct and indirect management under the thematic facility, the management and control system will build on the experience gained in the implementation of the current MFF.
When the Union contribution will be provided through shared management, the following rules shall apply: the Member States will receive an additional contribution for interoperability of their national systems with the EU Talent Pool IT Platforms, for their National Contact Points as well as administrative support for issuing the “EU Talent Partnership passes” in the context of the Talent Partnerships (where appropriate). The corresponding amounts will be allocated to the Member States through the amendment of their programme. These programmes are managed under shared management in line with Article 63 of the Financial Regulation, the CPR regulation and the AMIF regulation. The payment arrangements for shared management are set out in the CPR regulation.
Any irregularities detected by the Commission or the European Court of Auditors after the transmission of the annual assurance package may lead to a net financial correction.
2.2.2 Information concerning the risks identified and the internal control system(s) set up to mitigate them
As the EU Talent Pool will involve creating a specific EU Talent Pool IT Platform that would need in addition to be interoperable with relevant Member States’ national systems and require them to designate the National Contact Points, there is a potential risk that, if the cooperation of the Member States is insufficient, development of the EU Talent Pool will not be on schedule.
The importance of the preparatory work will be therefore crucial. The Commission should start as quickly as possible preparing the ground-work for the relevant governance and IT arrangements.
Frequent meetings and regular contacts will be required between the Commission and the Member States to ensure that all relevant decisions are taken swiftly and do not negatively affect the timing of the implementation.
DG HOME runs an annual risk management exercise to identify and assess potential high risks. Risks considered as critical are reported annually in DG HOME management plan and are accompanied by an action plan stating the mitigating action.
2.2.3. Estimation and justification of the cost-effectiveness of the controls (ratio of "control costs ÷ value of the related funds managed"), and assessment of the expected levels of risk of error (at payment & at closure)
The ratio of “control costs/value of the related funds managed” is regularly reported on by the Commission. DG HOME’s 2022 Annual Activity Report reports 0.45% ratio in relation to shared management, 0.83% ratio in relation to direct management grants and 0.12% ratio in relation to indirect management.
2.3. Measures to prevent fraud and irregularities
Specify existing or envisaged prevention and protection measures, e.g. from the Anti-Fraud Strategy.
DG HOME will continue to apply its Anti-Fraud Strategy in line with the Commission's Anti-Fraud Strategy (CAFS) in order to ensure inter alia that its internal anti-fraud related controls are fully aligned with the CAFS and that its fraud risk management approach is geared to identify fraud risk areas and adequate responses.
3. ESTIMATED FINANCIAL IMPACT OF THE PROPOSAL/INITIATIVE
3.1. Heading(s) of the multiannual financial framework and expenditure budget line(s) affected
- Existing budget lines
In order of multiannual financial framework headings and budget lines.
| Heading of multiannual financial framework | Budget line | Type of expenditure | Contribution | |||
| Number | Diff./Non-diff.47 | from EFTA countries48 | from candidate countries and potential candidates49 | fromother third countries | other assigned revenue | |
| 4 | 10 02 01 | Diff./Non-diff. | YES/NO | YES/NO | YES/NO | YES/NO |
- New budget lines requested
In order of multiannual financial framework headings and budget lines.
| Heading of multiannual financial framework | Budget line | Type of expenditure | Contribution | |||
| Number | Diff./Non-diff. | from EFTA countries | from candidate countries and potential candidates | from other third countries | other assigned revenue | |
| [XX.YY.YY.YY] | YES/NO | YES/NO | YES/NO | YES/NO |
3.2. Estimated financial impact of the proposal on appropriations
3.2.1. Summary of estimated impact on operational appropriations50
- The proposal/initiative does not require the use of operational appropriations
- The proposal/initiative requires the use of operational appropriations, as explained below:
EUR million (to three decimal places)
| Heading of multiannual financial framework | 4 | |||||||||
| DG: HOME | 2024 | 2025 | 2026 | 2027 | Total 24-27 | 202851 | 202952 | 203053 | Total 24-30 | |
| Operational appropriations | ||||||||||
| 10 02 01 - Asylum, Migration and Integration Fund (AMIF) | Commitments | 0,000 | 0,000 | 12,309 | 12,309 | 24,618 | 23,513 | 23,513 | 22,262 | 93,906 |
| 10 02 01 - Asylum, Migration and Integration Fund (AMIF) | Payments | 0,000 | 0,000 | 1,361 | 6,075 | 7,436 | 6,884 | 7,958 | 10,823 | 33,101 |
| Appropriations of an administrative nature financed from the envelope of specific programmes | ||||||||||
| 10 01 01 - Support expenditure for the Asylum, Migration and Integration Fund (AMIF) | CA=PA | |||||||||
| TOTAL appropriations for DG HOME | Commitments | 0,000 | 0,000 | 12,309 | 12,309 | 24,618 | 23,513 | 23,513 | 22,262 | 93,906 |
| Payments | 0,000 | 0,000 | 1,361 | 6,075 | 7,436 | 6,884 | 7,958 | 10,823 | 33,101 | |
| TOTAL operational appropriations | Commitments | 0,000 | 0,000 | 12,309 | 12,309 | 24,618 | 23,513 | 23,513 | 22,262 | 93,906 |
| Payments | 0,000 | 0,000 | 1,361 | 6,075 | 7,436 | 6,884 | 7,958 | 10,823 | 33,101 | |
| TOTAL appropriations of an administrative nature financed from the envelope for specific programmes | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | |
| TOTAL appropriations under HEADING 4 of the multiannual financial framework | Commitments | 0,000 | 0,000 | 12,309 | 12,309 | 24,618 | 23,513 | 23,513 | 22,262 | 93,906 |
| Payments | 0,000 | 0,000 | 1,361 | 6,075 | 7,436 | 6,884 | 7,958 | 10,823 | 33,101 |
| Heading of multiannual financial framework | 7 | ‘Administrative expenditure’ |
EUR million (to three decimal places)
| DG: HOME | 2024 | 2025 | 2026 | 2027 | Total 24-27 | 202854 | 202955 | 203056 | Total 24-30 | |
| Human Resources | CA=PA | 0,086 | 0,433 | 1,037 | 1,470 | 3,026 | 1,903 | 1,903 | 1,903 | 8,735 |
| Other administrative expenditure | CA=PA | 0,000 | 0,000 | 0,078 | 0,078 | 0,155 | 0,061 | 0,102 | 0,061 | 0,379 |
| TOTAL DG HOME | CA=PA | 0,086 | 0,433 | 1,115 | 1,548 | 3,181 | 1,964 | 2,005 | 1,964 | 9,113 |
| TOTAL appropriations under HEADING 7 of the MFF | (Total commitments = Total payments) | 0,086 | 0,433 | 1,115 | 1,548 | 3,181 | 1,964 | 2,005 | 1,964 | 9,113 |
| TOTAL appropriations under HEADINGS 1 to 7 of the MFF | Commitments | 0,086 | 0,433 | 13,423 | 13,856 | 27,798 | 25,477 | 25,517 | 24,226 | 103,019 |
| Payments | 0,086 | 0,433 | 2,475 | 7,623 | 10,617 | 8,848 | 9,963 | 12,787 | 42,214 |
As of 2028, the annual cost of the proposal is estimated at 25 million, which is proposed to be financed through the subsequent MFF, without pre-empting the agreement on the MFF and programmes. In addition, there is an intention as from 2028 to support financially international or EU- based actors present in the third countries that could help displaced people in need of international protection to make use of the EU Talent Pool opportunities, thus supporting the development of the complementary labour pathways. It is not possible at this stage to quantify this amount in detail.
3.2.2. Estimated output funded with operational appropriations
Commitment appropriations in EUR million (to three decimal places)57
| Indicate objectives and outputs | 2026 | 2027 | 202858 | 202959 | TOTAL | ||||||||
| | Type | Number | Cost | Number | Cost | Number | Cost | Number | Cost | Number | Cost | Number | Cost |
| ALL OBJECTIVES: Governance – Human resources | |||||||||||||
| National Contact Points (Member States, to be covered by AMIF) | 4,856 | 4,856 | 14,567 | 14,567 | 14,567 | 53,413 | |||||||
| Subtotal | 4,856 | 4,856 | 14,567 | 14,567 | 14,567 | 53,413 | |||||||
| SPECIFIC OBJECTIVE NO 2: IT costs re-using certain EURES components | |||||||||||||
| Europass adaptation and integration | 0,087 | 0,087 | 0,175 | ||||||||||
| Pre-screening tool creation | 0,112 | 0,112 | 0,225 | ||||||||||
| TCNs CVs database | 0,112 | 0,112 | 0,225 | ||||||||||
| EURES job vacancies' databe adaptation and integration | 0,300 | 0,300 | 0,600 | ||||||||||
| EURES search/matching engine adaptation and integration | 0,225 | 0,225 | 0,450 | ||||||||||
| Core system | 2,175 | 2,175 | 4,350 | ||||||||||
| Interoperability between the EU Talent IT Platform and other systems | 0,075 | 0,075 | 0,150 | ||||||||||
| Interoperability between the EU Talent IT Platform and relevant Member States national systems | 2,088 | 2,088 | 4,176 | ||||||||||
| Operations (Maintenance) | 0,926 | 0,926 | 0,772 | 2,624 | |||||||||
| Infrastructure | 0,315 | 0,315 | 0,315 | 0,315 | 0,315 | 1,574 | |||||||
| Additional features implementation | 1,645 | 1,645 | 0,548 | 3,837 | |||||||||
| Subtotal for specific objective N°2 | 5,490 | 5,490 | 2,886 | 2,886 | 1,635 | 18,386 | |||||||
| SPECIFIC OBJECTIVE NO 3: Other Activities | |||||||||||||
| Communication | 0,487 | 0,487 | 0,487 | 0,487 | 0,487 | 2,435 | |||||||
| Translation | 1,300 | 1,300 | 1,300 | 1,300 | 1,300 | 6,500 | |||||||
| Training | 1,600 | 1,600 | 1,600 | 4,800 | |||||||||
| Horizontal coordination | 0,176 | 0,176 | 0,176 | 0,176 | 0,176 | 0,880 | |||||||
| Online information | 1,057 | 1,057 | 1,057 | 3,171 | |||||||||
| Subtotal for specific objective N°3 | 1,963 | 1,963 | 4,620 | 4,620 | 4,620 | 17,786 | |||||||
| SPECIFIC OBJECTIVE NO 4: | |||||||||||||
| Administrative support for issuing the “EU Talent Partnership passes” (costs for the Member States, to be covered by AMIF) | 1,440 | 1,440 | 1,440 | 4,320 | |||||||||
| Subtotal for specific objective N°4 | 1,440 | 1,440 | |||||||||||
| TOTAL | 12,309 | 12,309 | 23,513 | 23,513 | 22,262 | 93,906 |
3.2.3. Summary of estimated impact on administrative appropriations60
- The proposal/initiative does not require the use of appropriations of an administrative nature
- The proposal/initiative requires the use of appropriations of an administrative nature, as explained below:
EUR million (to three decimal places)
| 2024 | 2025 | 2026 | 2027 | TOTAL 24-27 | 202861 | 202962 | 203063 | TOTAL 24-30 | |
| HEADING 7 of the MFF | |||||||||
| Human Resources | 0,086 | 0,433 | 1,037 | 1,470 | 3,026 | 1,903 | 1,903 | 1,903 | 8,735 |
| Other administrative expenditure | 0,000 | 0,000 | 0,078 | 0,078 | 0,155 | 0,061 | 0,102 | 0,061 | 0,379 |
| Subtotal HEADING 7 of the MFF | 0,086 | 0,433 | 1,115 | 1,548 | 3,181 | 1,964 | 2,005 | 1,964 | 9,113 |
| Outside HEADING 7 of the MFF | |||||||||
| Human Resources | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 |
| Other administrative expenditure | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 |
| Subtotal Outside HEADING 7 of the MFF | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 | 0,000 |
| TOTAL | 0,086 | 0,433 | 1,115 | 1,548 | 3,181 | 1,964 | 2,005 | 1,964 | 9,113 |
The appropriations required for human resources and other expenditure of an administrative nature will be met by appropriations from the Commission Services that are already assigned to management of the action and/or have been redeployed within these Commission Services, together if necessary with any additional allocation which may be granted to the managing Commission Services under the annual allocation procedure and in the light of budgetary constraints.
3.2.3.1. Estimated requirements of human resources
- The proposal/initiative does not require the use of human resources.
- The proposal/initiative requires the use of human resources, as explained below:
Estimate to be expressed in full time equivalent units
| 2024 | 2025 | 2026 | 2027 | 202864 | 202965 | 203066 | |
| Establishment plan posts (officials and temporary staff) | |||||||
| 20 01 02 01 (Headquarters and Commission’s Representation Offices) | 1 | 2 | 5 | 7 | 9 | 9 | 9 |
| 20 01 02 03 (Delegations) | |||||||
| 01 01 01 01 (Indirect research) | |||||||
| 01 01 01 11 (Direct research) | |||||||
| Other budget lines (specify) | |||||||
| External staff (in Full Time Equivalent unit: FTE) | |||||||
| 20 02 01 (AC, END, INT from the ‘global envelope’) | 0 | 1 | 2 | 3 | 4 | 4 | 4 |
| 20 02 03 (AC, AL, END, INT and JPD in the delegations) | |||||||
| 01 01 01 02 (AC, END, INT - Indirect research) | |||||||
| 01 01 01 12 (AC, END, INT - Direct research) | |||||||
| Other budget lines (specify) | |||||||
| TOTAL | 1 | 3 | 7 | 10 | 13 | 13 | 13 |
The human resources required will be met by staff from the Commission Services who are already assigned to management of the action and/or have been redeployed within these Commission Services, together if necessary with any additional allocation which may be granted to the managing Commission Services under the annual allocation procedure and in the light of budgetary constraints.
Description of tasks to be carried out:
| Officials and temporary staff | - Support to negotiations of the legislative proposal in the European Parliament and the Council - Drafting delegated and implementing acts + negotiations over years 2026 - 2027 - Setting up governance structure and comitology - Implementation of the tasks of the EU Talent Pool Secretariat, including the planning and coordination of the activities of the EU Talent Pool - Data protection (including drafting and finalising controllership agreements) - Contract management of service providers and IT coordination (internal IT Steering Group and submission to IT board) - Cooperation and support with establishing the National Contact Points related activities - Administrative support for issuing the “ EU Talent Partnership passes” - Support to Member States participating in Talent Partnerships Specific regime for Talent Partnership (pass requirements, information campaign) |
| External staff | - Support to negotiations and preparation ahead entry into force - Preparation of training needs and capacity building modules - Support with setting up indicators framework, monitoring and evaluation - Communication strategy and organisation of events, networking |
3.2.4. Compatibility with the current multiannual financial framework
The proposal/initiative:
- can be fully financed through redeployment within the relevant heading of the Multiannual Financial Framework (MFF).
The costs of the EU Talent Pool proposal will be covered by AMIF without jeopardising the existing envelope
- requires use of the unallocated margin under the relevant heading of the MFF and/or use of the special instruments as defined in the MFF Regulation.
Explain what is required, specifying the headings and budget lines concerned, the corresponding amounts, and the instruments proposed to be used.
- requires a revision of the MFF.
Explain what is required, specifying the headings and budget lines concerned and the corresponding amounts.
3.2.5. Third-party contributions
The proposal/initiative:
- does not provide for co-financing by third parties
- provides for the co-financing by third parties estimated below:
Appropriations in EUR million (to three decimal places)
| Year N67 | Year N+1 | Year N+2 | Year N+3 | Enter as many years as necessary to show the duration of the impact (see point 1.6) | Total | |||
| Specify the co-financing body | ||||||||
| TOTAL appropriations co-financed |
3.3. Estimated impact on revenue
- The proposal/initiative has no financial impact on revenue.
- The proposal/initiative has the following financial impact:
- on own resources
- on other revenue
- please indicate, if the revenue is assigned to expenditure lines ◻
EUR million (to three decimal places)
| Budget revenue line: | Appropriations available for the current financial year | Impact of the proposal/initiative68 | ||||||
| Year N | Year N+1 | Year N+2 | Year N+3 | Enter as many years as necessary to show the duration of the impact (see point 1.6) | ||||
| Article …………. |
For assigned revenue, specify the budget expenditure line(s) affected.
Other remarks (e.g. method/formula used for calculating the impact on revenue or any other information).
1COM/2020/609 final.
2Employment and Social Developments in Europe 2023 Annual review. As substantiated by the lists of widespread and acute shortage occupations contained in Eures 2022 report on shortages and surplus occupations, see below, for more details: EURES-Labour Shortages report (europa.eu).
3The Green Deal Industrial Plan of 2023 acknowledges that the green transition will amplify demands for new skills at all levels. For instance, there is a particular need to recruit more information and communications technology (ICT) specialists in Europe to fulfil the needs of industrial ecosystems. In fact, in 2021, about 60% of EU enterprises that recruited or tried to recruit ICT specialists had difficulties in filling ICT vacancies. As the Commission plans to play a leading role in the worldwide transition to Web 4.0 and virtual worlds, there is a growing need for highly skilled specialists in technologies related to this process, such as extended reality, cloud, 5G, distributed ledger etc.
4The COVID-19 pandemic accentuated long-standing shortages in sectors such as healthcare and ICT. Eurofound, Tackling labour shortage in EU Member States, 2021, p. 6.
5The European Skills Agenda launched in 2020 presented the EU objectives for upskilling and reskilling in the next five years. The Skills Agenda also provides for the activation of the inactive EU population by promoting their integration into the labour market.
6COM/2022/657 final.
7The European Parliament resolution of 20 May 2021 on new avenues for legal labour migration (2020/2010(INI)); European Parliament resolution of 25 November 2021 with recommendations to the Commission on legal migration policy and law (2020/2255(INL).
8Opinion of European Economic and Social Committee on the Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions — Attracting skills and talent to the EU of 28 February 2023, EESC 2022/02745. Opinion of the European Committee of the Regions on legal migration: Attracting skills and talent to the EU, COR 2022/03942.
9Talent partnerships (europa.eu).
10C/2020/6467.
11The European Skills Agenda launched in 2020 presented the EU objectives for upskilling and reskilling in the next five years.
12COM/2023/161 final.
13COM/2023/62 final.
14COM/2023/168 final.
15https://ec.europa.eu/info/law/better-regulation/have-your-say/initiatives/12594-Public-consultation-on-legal.
16Questions concerned the identification of occupations in which the EU will mostly need to recruit third-country nationals in the coming years, the main objectives the EU Talent Pool should achieve and possible admission criteria to the EU Talent Pool, with a final open question on how to improve the EU legal migration policy.
17The OECD feasibility study covered the assessment of three possible scenarios for the development of the EU Talent Pool as well as the cost-benefit analysis for each version. The study assessed in detail the possible legal framework, governance, scope of application as well as functionalities of the future EU Talent Pool. See OECD feasibility study on the Talent Pool.
18https://ec.europa.eu/info/law/better-regulation/have-your-say/initiatives/13716-EU-Talent-Pool_en.
19It would facilitate access to employment in the EU and limit administrative burden of multiple national procedures.
20In particular with regard to recruitment practices and working conditions.
21Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data, and repealing Directive 95/46/EC (General Data Protection Regulation) and Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data, and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC.
22With regard to the costs after 2027, they are indicative and do not prejudge the available budget for the initiative under the future MFF.
23As explained in detailed in the Staff Working Document accompanying the legislative proposal, this assumption was based on a number of considerations. Whilst the initiative would be designed to be attractive for as many Member States as possible, it is likely that their participation would be a gradual process with only some Member States joining in the first years of operation and a progressive increase expected in the long run. Therefore, it was assumed that Member States with a stronger interest may join from the outset, while others will follow after. In the long run, a higher uptake of the initiative is foreseen as demonstrated by the fact that the large majority of Member States consulted welcomed the initiative. In addition, it can be reasonably assumed that several Member States will join in view of the pressing needs related to the challenging demographic situation which would require to rely on legal migration to address future skills and labour shortages that cannot be sufficiently addressed by the EU domestic workforce.
24It is estimated that 13 staff would be needed in the Commission for all tasks related with the EU Talent Pool. This staff will arrive gradually, depending on the stage of the evolution of the initiative. Until 2027 there would be 10 staff needed. Costs after 2027 are indicative and do not prejudge the available budget for the initiative under the future MFF.
25OJ C , , p. .
26OJ C , , p. .
27OJ C , , p. .
28Commission Recommendation (EU) 2020/1364 of 23 September 2020 on legal pathways to protection in the EU: promoting resettlement, humanitarian admission and other complementary pathways.
29“Complementary pathways” are safe and regulated avenues for persons in need of international protection that complement resettlement by providing lawful stay in a third country where their international protection needs are met. Complementary labour pathways enable persons in need of international protection to access existing labour migration pathways, utilise their skills, and help address labour shortages in the receiving countries. See also: https://www.unhcr.org/complementary-pathways.html.
30COM/2020/609 final.
31COM/2022/657 final.
32Regulation (EU) 2016/589 of the European Parliament and of the Council of 13 April 2016 on a European network of employment services (EURES), workers' access to mobility services and the further integration of labour markets and amending Regulations (EU) No 492/2011 and (EU) No 1296/2013 (OJ L 107, 22.4.2016, p. 1, ELI: http://data.europa.eu/eli/reg/2016/589/oj).
33Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data and repealing Regulation (EC) No 45/2001 and Decision No 1247/2002/EC (OJ L 295, 21.11.2018, p. 39, ELI: http://data.europa.eu/eli/reg/2018/1725/oj).
34Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of natural persons with regard to the processing of personal data and on the free movement of such data and repealing Directive 95/46/EC (OJ L 119, 4.5.2016, p. 1, ELI: http://data.europa.eu/eli/reg/2016/679/oj).
35Directive 2008/115/EC of the European Parliament and of the Council of 16 December 2008 on common standards and procedures in Member States for returning illegally staying third-country nationals (OJ L 348, 24.12.2008, p. 98, ELI: http://data.europa.eu/eli/dir/2008/115/oj).
36Decision (EU) 2018/646 of the European Parliament and of the Council of 18 April 2018 on a common framework for the provision of better services for skills and qualifications (OJ L 112, 2.5.2018, p. 42, ELI: http://data.europa.eu/eli/dec/2018/646/oj).
37Directive 2011/98/EU of the European Parliament and of the Council of 13 December 2011 on a single application procedure for a single permit for third-country nationals to reside and work in the territory of a Member State and on a common set of rights for third-country workers legally residing in a Member State (OJ L 343, 23.12.2011, p. 1–9, ELI: http://data.europa.eu/eli/dir/2011/98/oj).
38Directive 2014/36/EU of the European Parliament and of the Council of 26 February 2014 on the conditions of entry and stay of third-country nationals for the purpose of employment as seasonal workers OJ L 94, 28.3.2014, p. 375, ELI: http://data.europa.eu/eli/dir/2014/36/oj).
39Directive (EU) 2021/1883 of the European Parliament and of the Council of 20 October 2021 on the conditions of entry and residence of third-country nationals for the purpose of highly qualified employment, and repealing Council Directive 2009/50/EC, OJ L 382, 28.10.2021, p. 1, ELI: http://data.europa.eu/eli/dir/2021/1883/oj).
40Directive (EU) 2016/801 of the European Parliament and of the Council of 11 May 2016 on the conditions of entry and residence of third-country nationals for the purposes of research, studies, training, voluntary service, pupil exchange schemes or educational projects and au pairing (recast) (OJ L 132, 21.5.2016, p. 21, ELI: http://data.europa.eu/eli/dir/2016/801/oj).
41Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union (OJ L 186, 11.7.2019, p. 105, ELI: http://data.europa.eu/eli/dir/2019/1152/oj).
42Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services (OJ L 18, 21.1.1997, p. 1, ELI: http://data.europa.eu/eli/dir/1996/71/oj).
43Interinstitutional Agreement between the European Parliament, the Council of the European Union and the European Commission on Better Law-Making (OJ L 123, 12.5.2016, p. 1, ELI: http://data.europa.eu/eli/agree_interinstit/2016/512/oj).
44Regulation (EU) No 182/2011 of the European Parliament and of the Council of 16 February 2011 laying down the rules and general principles concerning mechanisms for control by Member States of the Commission’s exercise of implementing powers (OJ L 55, 28.2.2011, p. 13, ELI: http://data.europa.eu/eli/reg/2011/182/oj.
45As referred to in Article 58(2)(a) or (b) of the Financial Regulation.
46Details of budget implementation methods and references to the Financial Regulation may be found on the BUDGpedia site: https://myintracomm.ec.europa.eu/corp/budget/financial-rules/budget-implementation/Pages/implementation-methods.aspx
47Diff. = Differentiated appropriations / Non-diff. = Non-differentiated appropriations.
48EFTA: European Free Trade Association.
49Candidate countries and, where applicable, potential candidates from the Western Balkans.
50The tables in this section represent a scenario where 20 Member States participate. This does not prejudge Member States’ choices and the budget will be adjusted will be adjusted depending on the number of the Member States participating in the EU Talent Pool.
51The costs covering the period after 2027 are indicative and do not prejudge the available budget for the initiative under the future MFF.
52Idem.
53Idem.
54Idem.
55Idem.
56Idem.
57This table represents a scenario where 20 Member States participate. This does not prejudge Member States’ choices and the budget will be adjusted will be adjusted depending on the number of the Member States participating in the EU Talent Pool.
58Idem.
59Idem.
60This table represents a scenario where 20 Member States participate. This does not prejudge Member States’ choices and the budget will be adjusted depending on the number of the Member States participating in the EU Talent Pool.
61Idem.
62Idem.
63Idem.
64Idem.
65Idem.
66Idem.
67Year N is the year in which implementation of the proposal/initiative starts. Please replace "N" by the expected first year of implementation (for instance: 2021). The same for the following years.
68As regards traditional own resources (customs duties, sugar levies), the amounts indicated must be net amounts, i.e. gross amounts after deduction of 20 % for collection costs.
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