Call for Employers

ABOUT THE CALL

The main purpose of the Call for Employers is to provide technical and financial assistance to private sector employers in need of qualified labour force, through the organization of various work-based learning opportunities via the WBL Training Platform for current or future jobseekers, mainly focusing on youth under 30 years of age, but not excluding other potential participants, particularly from vulnerable groups. The E2E promotes decent work and will support companies who offer decent employment conditions.

WHERE IT WILL BE IMPLEMENTED

This Call for Employers shall be implemented in selected territories of Serbia through the E2E network of local partners – called “brokers”. The Eligible territories are presented within the Figure 1

Figure 1
Figure 1
Call for Employers - WBL Training Platform
WBL-Training-Platform_Apr23Download_Call for Employers

BUDGET: 75 MIO RSD

In total 75 Mio. RSD funds are available for this Call.
The E2E will provide support for employers who invest efforts in acquiring qualified work force among eligible beneficiaries.

WBL TRAINING PLATFORM

APPLICATION AND IMPLEMENTATION PROCESS/PROCEDURE

  • Step

    1

    Companies submit Expression of Interest via SmartME, local partners-Brokers or E2E Email Address

  • Step

    2

    Cooperation with Local Partners/Brokers for the development of a “Full Application” via SmartME

  • Step

    3

    Decision Board Committee (WBL approval or rejection) - (15 days) (twice a month 15th & 30th)

  • Step

    4

    Contracting under numerous requirements (max up to 3 months from Decision Board)
    TRAINING PROGRAM DEVELOPMENT: (5-15 days)
    SELECTION OF TRAINEES/BENEFICARIES
    SELECTION OF MENTORS
    BUDGETS

  • Step

    5

    START of Implementation (1-6 months)
    1st Instalment to companies – 50% of the overall final budget

  • Step

    6

    Final Assessment of Trainees by External Assessor

  • Step

    7

    Reporting Obligations & Final Payment

    Final Payment 50% upon approval of all reporting obligations

GENERAL INFORMATION

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NIRAS - IP Consult is a Germany-based consulting company that is mandated by the Swiss Agency for Development and Cooperation (SDC) to implement the program ‘From Education to Employment’ (E2E). The E2E improves the position of youth on the Serbian labour market through modernization of youth employment policies and the development of young skilled labour demanded by the private sector.

The main purpose of the Call for Employers is to provide technical and financial assistance to private sector employers in need of qualified labour force, through the organization of various work-based learning opportunities via the WBL Training Platform for current or future jobseekers, mainly focusing on youth under 30 years of age, but not excluding other potential participants, particularly from vulnerable groups. The E2E promotes decent work and will support companies who offer decent employment conditions.

This Call for Employers shall be implemented in selected territories of Serbia through the E2E network of local partners – called “brokers”.

Depending on the available funds, decentness of proposed workplaces and other specific conditions, applications from other territories may be taken into consideration.

This Call is designed for companies who are lacking competent workforce. By participating in one or more measures (Window 1-3) offered under this Call, selected employers may receive:

  • support to easier find and train new workforce for improving their productivity,
  • support to identify the company training needs and tailoring training programs,
  • professional HR support in the recruitment and pre-selection of suitable trainees from among eligible beneficiaries,
  • training of in-company instructors (mentors),
  • professional support in the development of the training/traineeship curriculum,
  • reimbursement of parts of the program costs such as: administrative costs, theoretical training, beneficiaries’ wages/salaries, relevant insurance, protective suits and equipment, engagement of mentors, material for practical training etc. See individual measures (Window 1-3) for details.
  • additional training time and/or adaptation of workplace for training of persons with disabilities.

Application for one or more of the offered windows shall be accepted from employers who fulfil the following administrative criteria:

  1. have the status of an entrepreneur or legal entity that actively performs a registered activity and belongs to the private sector (share of private capital in the ownership structure is over 50%),
  2. have been operating in Serbia or abroad, for at least 18 months prior to the date of application,
  3. have not been continuously recorded for more than 30 days in the last six months in the register of debtors of forced collection of the National Bank of Serbia,
  4. have a registered business unit in at least one of the E2E target territories (see Figure 1),
  5. have at least 5 full-time employees at the moment of applying, and having available staff for mentoring (maximum number of trainees cannot exceed 1/3 of the number of employees)
  6. are not engaged in activities related to games of chance, production or trade in weapons and/or support to political activities,
  7. reapplicants settled previous contractual and other obligations towards NIRAS-IP

Priority shall be given to employers who

  • have recorded revenues growth and/or have not had substantial layoffs since the latest APR report and current period (from CROSO),
  • offer more complex trainings/placements,
  • include more persons from hard-to place groups,
  • suggest trainings for green economy and digital workplaces (see Annex 2 for criteria).

During the evaluation process applicants that agree to open their doors for the Job Shadowing program for youth will be granted higher evaluation points and 2% less co-financing of the main windows.

NOTE: Companies will be encouraged and incentivized to adapt their workplaces to people with disabilities if needed, and/or request longer training durations for people with disabilities.

Several rules shall apply to all candidates trained under separate windows (1-3):

  • All candidates included in the trainings shall have a valid competence assessment for a particular occupation/workplace provided by the broker prior to the inclusion in the program,
  • All candidates shall be included in a program based on a contract signed with the employer and shall receive monthly salary/allowance and compulsory taxes/social contributions, accordingly, including an entry health (or sanitary) exam or other insurance based on the company-risk-assessment act,
  • Depending on the specific needs, candidates shall be eligible for additional allowance for transportation costs, childcare, prolonged training duration and/or adaptation of workplace for people PwDs,
  • Candidates who already participated in the E2E funded program shall not be eligible for participation under this Call, except for the Window 3 Upskilling/Reskilling.
  • Hard-to-place categories as defined under this call are listed in Annex 1

NOTE: Additional requirements apply for each of the WBL Training Platform Windows.

In total 75 Mio. RSD funds are available for this Call.

The E2E will provide support for employers who invest efforts in acquiring qualified work force among eligible beneficiaries. The budget for the training shall be the result of a joint funding of the following costs:

  • salaries/wages (min. overall allowances 35 TRSD per month per person),
  • costs of theoretical training
  • material and other implementation costs (appointing mentors) of the WBL program (20-30 TRSD per candidate per training month),
  • entry health/sanitary exam for trainees and additional insurance for trainees if needed,
  • other costs depending on the specific program/beneficiary needs.

The budget shall propose employer’s co-financing that shall be at least (according to the Accounting Law, as presented in the APR classifications):

a) 30% of the overall budget for entrepreneurs, micro and small companies

b) 50% of the overall budget for medium and large sized companies

The Work-Based Learning Training Platform covers various programs/windows depending on the specific characteristics of the beneficiaries and the needs of companies:

1. Standard E2E Work-Based Learning Program for 2-6 training months for unemployed persons without formal qualifications and work experience in the envisaged occupation.

2. Short-term traineeship for 1-2 months, with the option to extend up to 4 months for jobs that require higher education, particular for the following target groups:

a. unemployed persons with formal qualifications and/or work experience and for students of the final years of VET schools/university in the requested profile or

b. integration into workplaces that do not require previous formal qualifications/experience.


3. Upskilling/reskilling
for 1-4 months intended for current workers younger than 30 years and hard-to-place persons regardless of the age engaged on flexible forms or definite/indefinite employment contracts. Further info is provided in Window 3 description

Upskilling is the process of training workers new skills, for example due to the new equipment procurement. Upskilling may involve occupational as well as other skills (digital, language, organizational skills) .

Re-skilling is the process of training a worker to fill completely different occupation in the same company, due to the business development. It usually involves training on a new skill set to adapt to new functions.

Job Shadowing (bonus program) – “open door days” for pupils and students to visit employer’s premises and to spend 1-5 days for job shadowing with their assigned mentor. Employers applying to programs 1-3 shall be granted financial incentive if they apply for the bonus program in parallel. The bonus program may also be used independently outside of this call (please consult your broker).

Eligible companies shall be supported by the E2E local partners – called “brokers” – which are organizations mandated by NIRAS - IP to collect applications and develop full training programs jointly with each employer. Brokers organize and conduct several activities important for the training programs, such as:

  • Informing candidates, conducting competence assessment and pre-selection of each trainee,
  • Performing skills-gap analysis (SKA) and curriculum development / adaptation,
  • Conducting training of in-company instructors (mentors),
  • Administration and management of the contract, follow-up, monitoring of the training and reporting towards NIRAS – IP for each training programme.

Interested employers are invited to contact directly one of the brokers for assistance in Kragujevac, Kruševac, Pirot, Knjaževac, Požega, Niš or Šabac using the contact details on the last page. Applications can also be submitted directly through the SmartME application platform, in which case broker will be automatically assigned to assist further the process. Applicants need to specify concrete needs for their skills and envisaged number of candidates for each of the windows.

Business entities that meet the conditions for participation can apply for several windows at the same time by applying:

  • Under one application for up to three trainings for the unemployed (windows 1 and 2 on the Platform), with max. 60 trainees in total.
  • Under one application for up to three trainings for existing employees (window 3 on the Platform).

The precise conditions for applying and list of eligible beneficiaries are listed within each program window.

Step 1: EoI - Expression of Interest (template annexed within each window)

Interested employers are invited to fill and submit an Expression of Interest using the online-based fund management software SmartME or using the contact details on the last page.

Applicants need further to specify their concrete needs for skills and the preliminary number of trainees for each training program and/or number of employees for reskilling/upskilling.

Applicants submit separate EoIs for:

  1. trainings of the unemployed persons (windows 1 and 2) – up to three WBLs/traineeships,
  2. trainings of the existing employees (windows 3) – up to three programs of reskilling/upskilling.

Step 2: Full Application (templates annexed within each window)

Upon checking the eligibility criteria and potentials of the local labour market, the E2E local brokers will provide feedback, and coordinate the participation of other interested parties, such as the local/regional VET school for conducting e.g. the theoretical training or checking the availability of potential candidates for trainings, and compile the full programme offer in close cooperation with the chosen applicant. Full applications with budgets and supporting documentations are submitted exclusively by the broker via the online-based fund management software SmartME. The templates for full application and budget are provided in annexes within each window description.

Applicants submit separate applications for:

  1. trainings of the unemployed persons (windows 1 and 2) – up to three WBLs/traineeships,
  2. trainings of the existing employees (windows 3) – up to three programs of reskilling/upskilling.

Supporting documentation to be attached to the full programme offer:

  1. proof of minimal number of 5 full-time employees such as CROSO certificate; applicants are invited to respect national legislation in relation to personal data security requirements by making invisible all personal and other data that are not necesssary, i.e. personal ID number or address;
  2. Pictures of the workings situations, the workplace and training facility;
  3. Additional documentation for in-house training: proof of qualifications/expertise and work experience of mentor(s) – CV verified by an authorized person from the company;
  4. Additional documentation for Window 3 Reskilling/Upskilling
  • Information on suggested training program if outsourced to an JPOA training provider,
  • Statement about the status of suggested training candidates such as the structure of contracts and history of their employment status.

NIRAS-IP reserves the right to request other evidence relevant to the decision.

All personal data submitted to NIRAS – IP Consult will be processed exclusively for the purpose of participating in the Call for Employers, and in accordance with the Serbian Law on Personal Data Protection.

Access to personal data will only be given to authorized persons who are obliged to maintain the confidentiality of personal data and will not be disclosed to the third parties, unless it is necessary for the purpose of controlling the procedure of conducting the Call i.e. auditors, external evaluators, brokers.

NIRAS – IP Consult will keep personal data within the period provided by the Law, in addition to application of appropriate technical, organizational and personnel measures. Persons whose data are processed have the right to access, correct and delete their own data, the right to limit the processing of their data, the right to object and the right to a complaint to the Commissioner for Information of Public Importance and Personal Data Protection.

The evaluation of applications will be done in three consecutive steps through the online based fund management software – SmartME:

  1. Administrative check-up with reference to the eligibility criteria of this Call for Employers including on-the spot check for overall budgets over 5 Mio. RSD in value;
  2. Independent external assessment from at least three expert evaluators on the basis of given criteria, whereby each criteria is weighted with max. 5 points: i) perceived working conditions e.g. in terms of working space, safety and health requirements /regulations, available training equipment, availability of mentors, ii) company growth potential e.g. employment trends of the company in previous 2 years, sector perspective, potential for sustainable green and digital jobs iii) career perspective (e.g. financial compensation, future career paths, promotional options, type of contracts (unlimited), job decency in terms of working conditions), iv) inclusion potential, v) overall impression. Offers that receive a positive recommendation and at least 50% of the total amount (min. 15 points) from the majority of evaluators will be considered for approval in the final step.
  3. Decision making: the Decision Board, consisting of members of NIRAS – IP Consult and SDC representative, reviews eligible offers and approves them by majority of votes twice a month (15th and 30th).

Evaluations shall be done by order of arriving until the exhaustion of available funds. Decisions are made twice a month and applicants will be timely informed of the outcome of the evaluation process. NIRAS-IP reserves the right to ask for further documentation, further clarifications and/or an on-the spot check of an offer. Validity of decision is up to three months, and if the contract between brokers and company is not signed in that period, decision is void.

This Call is opened throughout the year. The deadline for applying is 30/06/2023.

Applicants whose offer is approved by the Decision Board will proceed with contracting. Contracts are concluded between the employer and the broker, meaning each program is defined under separate window with its budget.

All employers financed under this Call shall be requested to respect decent work fundamentals for their trainees and workers by providing healthy and safe working conditions, fair remuneration, social protection and prospects for personal development. Employers shall ensure equal opportunities and treatment for all and encourage social integration and freedom of expression and organization. Special attention shall be devoted to the respect for the physical and mental integrity by securing workplace that is free from violence, bullying, victimization and harassment.

NOTE: Evaluation and contracting procedure usually takes up to 6 weeks.

Obligations of the selected employers are provided within each of the programs on the Platform (1-3).

Please submit your interest for the WBL Training Platform via the 1st Step Expression of Interest (template annexed with each window) directly through the online application platform SmartME on our E2E homepage. The 2nd Step Full Application will be afterwards submitted by brokers in close cooperation with each applicant via SmartME

ANY QUESTIONS? - CONTACT US:

  • EMAIL: E2E@niras.com
  • PHONE: +381 66 8333 054
  • Women
  • Long-term unemployed of at least 12 months
  • Persons from rural areas of over 20 km away from the training centre and/or with no timely or affordable public transportation
  • Persons with disabilities
  • Victims of domestic violence
  • Single parents
  • Persons in the process of leaving or who left foster care in the last 12 months
  • Roma
  • Ex-prisoners /ex-protégées of a correctional institution
  • Returnees
  • Persons seeking asylum for 9 months and more / persons with approved right to asylum
  • Beneficiaries of social assistance
  • Non-qualified or low qualified persons (maximum achieved level of education of I or II)
  • NEET category of youth – not in employment, education or training
  • Redundant workers
  • Other marginalized groups in accordance with individual assessment.

"GREEN" JOBS IN THE PUBLIC CALL - Priority shall be given to employers who deal with:

  • production / installation / maintenance / operation of systems or parts of systems for the production of energy from renewable sources;
  • production / installation / maintenance / handling of systems or parts of waste and wastewater treatment systems or drainage systems;
  • manufacture / installation / maintenance / handling of air purification systems or parts;
  • maintenance and repair of electrical networks and electrical installations;
  • maintenance and repair of water supply network and installation;
  • recycling of materials (metal, glass, paper; wood; textile, biomass…)
  • production of biomass and biofuels;
  • vehicle maintenance operators;
  • logistics operators;
  • production of green products;
  • other.

Those employers will also have an advantage:

  • who do not endanger the environment in which they conduct business or even act to mitigate negative environmental impacts (e.g. carbon offsetting);
  • who apply environmental principles in the work of company;
  • support / participate in activities that improve the environment in the local community and beyond.

DIGITAL JOBS AND TRAININGS - jobs for which a person must possess highly specialized, advanced ICT skills, ie possess knowledge in the following areas:

  • programming
  • application development
  • digital business analysis
  • digital marketing and content creation
  • digital design and data visualization
  • management of digitized processes
  • data science
  • user experience design
  • robotics
  • development of algorithms and / or products that use artificial intelligence / machine learning
  • Internet solutions for intelligent devices - IoT (sensors, smart home devices), etc.

PROGRAM 1: Standard Work-Based-Learning Program (WBL)

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(Please first read “General Information” to the Call)

Companies that lack skilled workers are invited to apply to jointly develop work-based trainings in the duration of 2-6 months. Examples of training occupations are provided in Annex 1.

Eligible applicants shall be those private sector companies who:

  • fulfil the administrative criteria given in “General Information” of this Call,
  • are in need of new workers,
  • are able to provide work-based learning places in accordance with the E2E methodology (see Box 1), namely: i) ensure the participation of their staff for SKA analysis / curriculum development and ii) appoint in-company mentors and to allocate sufficient time for the training of mentors,
  • are ready to co-finance the training programme with the prescribed percentage,
  • do not propose to train persons who were employed or engaged in any other way (formally or informally) by this company in the same workplace/occupation as the proposed training within the last 24 months prior to the date of application.

Eligible training programs shall be developed in accordance with the E2E methodology: i) SKA Needs Analysis (SKA= Skills, Knowledge and Attitudes) in the companies, ii) developing occupational competence profile, iii) designing modern WBL curricula to acquire the competences within the requested profile.

Each WBL course consists of a theoretical training provided by the local/regional vocational school or externally engaged teacher and a practical training in the workplace at company’s premises. It provides opportunities to combine theory and practice, whereas more than 80% of the curriculum is work-based learning in the company. This allows trainees to learn in real-life situations and become part of a company and working culture. There is a prospect for accreditation of curricula in accordance with the new Law on NQF as JPOA.

shall fulfil the following conditions: i) have adequate qualifications and/or work experience and interest to become instructors with successfully completed training for mentors within the E2E program or within the Dual Education ii) be assigned to maximum 3 trainees (ratio 1:3). Please see Box 2 for information on in-company mentors’ training.

Trained in-company instructors (mentors) are an asset to a company that wants to approach and integrate new workers in a systematic way. Appointed in-company instructors for the E2E windows shall be invited to attend a 3-day mentor training related to the role of being mentor, how to successful communicate with trainee, structure the training planning etc. Mentors already trained by the E2E or through the Dual Education shall participate only in a 1-day training for the proposed curriculum.


Eligible beneficiaries shall be persons who fulfil all the following conditions:

  • unemployed up to 30 years of age or unemployed from hard-to-place category (as given in the “General Information” to this Call),
  • without formal qualifications and with no work experience in the proposed training occupation,
  • up to level IV of formal qualifications, unless long-term unemployed,
  • able and ready to accept a job (if offered) upon completion of the training.

NOTE: Eligible applications shall keep focus on youth and propose participation of at least 60% of persons under the age of 30.

For further details in relation to the application procedure, evaluation criteria, decision making and deadlines see “General Information”.

Templates for EoI, Full Application and the Budget are in annexes 2, 3 and 4 of this window.

Selected employers shall be obliged to:

  • appoint staff with adequate work experience to: i) contribute to the SKA analysis and curriculum development/adaptation and/or ii) to attend training for in-company instructors (mentors);
  • perform the final selection of trainees, based on the pre-selection done by the brokers of the E2E;
  • ensure co-financing with the prescriptive percentage as described in the text below;
  • coordinate and conduct the WBL course in accordance with the approved curricula;
  • issue contracts to trainees for the training period (including taxes and social contributions (such as health insurance), in accordance with applicable legal provisions and regulations related to labour, employment and health and safety at work, as well as all other legal provisions applicable to specific occupations and/or categories of trainees, whereby contracts concluded through a temporary employment agency shall not be considered eligible;
  • ensure regular monthly transfer of WBL trainee wages/salaries with taxes/social contributions to their bank accounts;
  • provide conditions for conducting final competence assessment of the trainees executed by an independent accessor organized by the E2E;
  • offer employment to all participants who satisfy the needs and the criteria set by the employer, which includes, but is not limited to, successfully completing the training;
  • provide regular reports and timely inform of any changes significant to project implementation; cooperate with local partners and NIRAS–IP in communication measures and provision of information related to monitoring and evaluation of the training.


1. First installment in the amount of 50% of the donor's contribution from the Final Budget upon:

  • Approval of the training program and the list of selected candidates by NIRAS-IP;
  • Approval of the list of trained mentors by NIRAS-IP;
  • Submitted correctly filled Request for payment of, as well as a copy of contracts with the trainees and applications for compulsory social insurance.

2. Second installment in the amount equal to the difference between the amount of realized costs reported and approved in the final financial report and the amount paid in the first installment after the successful implementation of the training program, based on:

  • Positive assessments of acquired competencies for at least 75% of trainees by an external assessor appointed by NIRAS-IP;
  • Verification of supporting documentation and (if applicable) a proof for the completed Job Shadowing program.

Eligible costs and co-financing rules: The budget for the training shall be the result of a joint funding of the following eligible costs for the duration of the approved training:

  • Salaries/wages: every trainee shall be entitled to a minimal gross amount of 35,000 RSD per training month. In justified cases this amount shall be increased by 5,000 RSD for additional transportation costs and/or by 5,000/10,000 RSD for childcare support for one/two+ children;
  • Contribution for training: compensation of material/energy consumption, machine depreciation, mentors’ hours, protective suits and productivity loss, as follows: i) up to 20,000 RSD per trainee/month in services (except workplaces with higher material costs) and ii) up to 30,000 RSD per trainee/month in production (except workplaces with lower material costs);
  • Theoretical training costs: compensation in the amount of 2000 RSD per training hour and group of up to 20 trainees. Theoretical training can be implemented by choosing between 2 options:

a) outsourcing theoretical training to an external organization registered for education/training preferably a local/regional VET school or engaging a preferably teacher/professor.

b) using in-house trainers e.g. company employees with proven didactical competencies for conducting theoretical training. NOTE: This option can only be used if the company has registered an internal training centre and commits to the obligatory co-financing for theoretical training of minimum 75%;

  • Entry health/sanitary exam: compensation of costs in case of training in workplaces that require entry exam in accordance with employer’s Act on Health and Safety;
  • Broker’s costs: compensation for i) outreach, preselection and entry competence assessment per trainee and for ii) management and administration of the grant contract with employer.

Depending on the size in accordance with the Law on Accounting, selected employer shall be obliged to co-finance the budget with min. 30% and 50%, for micro/small/entrepreneurs and medium/large, respectively, as well as budget lines for salaries/wages, contribution for trainings, and broker’s costs in the same percentage.

NOTE: Re-applying companies shall present higher co-financing (min +2,5%) with each new application. Companies applying for bonus program may apply with lower co-financing of (max -2%).

PROGRAM 2: Short-Term Traineeship

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(Please first read “General Information” to this Call)

Companies that lack skilled workers are invited to apply to organize traineeships in the duration of 1-2 months with an option to extend up to 4 months for higher level education jobs. Examples of training occupations are provided in Annex 1.

Eligible applicants shall be those private sector companies who:

  • fulfil administrative criteria as given in “General Information” of this Call;
  • need new workers;
  • can provide work-based learning places in accordance with training programme based on an agreed list of competencies and appoint in-company mentors;
  • are ready to co-finance the training programme with the prescribed percentage training program based on agreed list of competencies;
  • do not propose to train persons who were employed or engaged in any other way (formally or informally) by this company in the same workplace/occupation as the proposed training within the last 24 months prior to the date of application.

Eligible in-company professionals - mentors shall fulfil following conditions:

i) have adequate qualifications and/or work experience
ii) be assigned to max. 5 trainees (ratio 1:5),
iii)
attend two-day info-seminar.

Eligible beneficiaries shall be persons who fulfil all of the following conditions:

  • unemployed up to 30 years of age or unemployed from hard-to-place category up (as given in “General Information” of this Call);
  • in possession of some competences in the training occupation, acquired either through formal education or informally, including workplaces for which the entry level of qualifications is completed elementary schools;
  • students of final years of classical VET schools / professional and academic studies in the occupation for which they are studying and provided that they have not already acquired specific necessary competences during the education
  • are able and ready to accept a job (if offered) upon completion of the training.

NOTE: Eligible applications shall keep focus on youth and propose participation of at least 60% of persons under the age of 30.

For further details in relation to the application procedure, evaluation criteria, decision making and deadlines see “General Information”. Templates for Expression of Interest, Full Application and Budget are in annexes 2, 3 and 4 of this window.

Selected employers shall be obliged to:

  • appoint staff with adequate work experience to attend a two-day seminar for in-company instructors (mentors);
  • perform the final selection of trainees, based on the pre-selection done by the brokers of the E2E;
  • ensure co-financing with the prescriptive percentage as described in the text below;
  • coordinate and conduct the training in accordance with the approved list of competences;
  • issue contracts to trainees for the training period (including taxes and social contributions), in accordance with applicable legal provisions and regulations related to labour, employment and health and safety at work, as well as all other legal provisions applicable to specific occupations and/or categories of trainees, whereby contracts concluded through a temporary employment agency shall not be considered eligible;
  • ensure regular monthly transfer of WBL trainee wages/salaries to their bank accounts;
  • provide conditions for conducting final competence assessment of the trainees executed by an independent accessor organized by the E2E;
  • offer employment to all participants who satisfy the needs and the criteria set by the employer, which includes, but is not limited to, successfully completing the training;
  • provide regular reports and timely inform of any changes significant to project implementation; cooperate with local partners and NIRAS–IP in communication measures and provision of information related to monitoring and evaluation of the training.

The budget for the training shall be the result of a joint funding of the following eligible costs for the duration of the approved training:

  • Salaries/wages: every trainee shall be entitled to a minimal gross amount of 35,000 RSD per training month. In justified cases this amount shall be increased by 5,000 RSD for additional transportation costs and/or by 5,000/10,000 RSD for childcare support for one/two+ children;
  • Theoretical training costs: compensation in the amount of 2000 RSD per training hour and group of up to 20 trainees. In cases of using only in-house trainers, the obligatory co-financing for theoretical training is minimum 75%;

    NOTE: Full theoretical training is mandatory only for those candidates who have not acquired a VET school diploma or university degree in the occupation/workplace for which they will be trained. Other trainees need to receive only health and safety theoretical training, but without budgeting.

  • Contribution for training: compensation of material/energy consumption, machine depreciation, mentors’ hours, protective suits and productivity loss, as follows: i) up to 20,000 RSD per trainee/month in services (except workplaces with higher material costs) and ii) up to 30,000 RSD per trainee/month in production (except workplaces with lower material costs);
  • Entry health/sanitary exam: compensation of costs in case of training in workplaces that require entry exam in accordance with employer’s Act on Health and Safety;
  • Broker’s costs: compensation for i) outreach, preselection and entry competence assessment per trainee and for ii) management and administration of the grant contract with employer.

Depending on the size in accordance with the Law on Accounting, selected employer shall be obliged to co-finance the budget with min 30% and 50%, for micro/small/entrepreneurs and medium/large, respectively, as well as budget lines for salaries/wages and broker’s costs in the same percentage.

NOTE: Re-applying companies shall present higher co-financing (min +2,5%) with each new application. Companies applying for bonus program may apply with lower co-financing of (max -2%).

PROGRAM 3: Upskilling/Reskilling

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Companies are invited to apply for increasing competences of their existing workers for 1-4 months. In this way workers can learn new skills or broaden their knowledge to match the company’s requirements. The main outcome of this program shall be an improvement of the position of their existing workers within the company.

NOTE: An employer with up to 5 employees has the right to include one worker in the training. Employers with more workers can include in the training one worker per each 5 employees.

Upskilling is the process of teaching workers new skills, for example due to the new equipment procurement. Upskilling may involve occupational as well as other skills (digital, language, organizational skills).

Re-skilling is the process of training a worker to fill another position in the same company. It usually involves training on a completely new skill set to adapt to new functions.

Benefits for employers using reskilling or upskilling methods in the workplace are wide ranged:

  • retaining talented workers,
  • reducing recruitment costs,
  • overcoming constant digital changes and challenges,
  • enhancing attractiveness of a company as an employer offering continuous staff training.

Eligible applicants shall be those private sector companies who:

  1. fulfil administrative criteria as defined in the “General Information” of this Call,
  2. ensure participation of their staff for the development of a list of missing competences,
  3. appoint in-company professionals (mentors) whereby 1 mentor may be assigned to max. 5 employees (ratio 1:5) if the training is done in-house,
  4. are ready to co-finance the training programme with the prescribed percentage,
  5. issue an indefinite employment contract to trainees/indefinite employment contract with increased salary prior to the end of contract and retain workers in employment on the same contract conditions for at least 6 months after the end of the training.

Eligible training programs shall depend on the specific needs of a company/candidate. In this sense the program may be conducted through an in-house training, or through an accredited external training provider (JPOA). If done in-house, the training program shall be based on the competences (Training Needs Analysis) defined and developed by the company with assistance of the broker and approved by the NIRAS-IP Consult PIU. In case of certified training providers, accredited training program may be used.

NOTE: Basic IT training will not be eligible for assistance under this Call.

Eligible beneficiaries shall be workers who are under 30 years of age, and hard-to-place persons regardless of the age who are:

  • engaged through flexible forms of work engagement (occasional/temporary work, service contract) or employed on a definite period of time by the company, if they have been employed by the company for less than 12 months
  • employed on indefinite employment contract

NOTE: Workers engaged indirectly via temporary employment agencies may be included in the training provided that they are hired by direct employment contract (ugovor o radu) with the employer-applicant prior to the beginning of the training program.

Eligible in-company professionals - mentors if the training is done in house shall fulfil following conditions: i) have adequate qualifications and/or work experience ii) are assigned to maximum 5 trainees (ratio 1:5), iii) attend two-day training organized by the broker.

For further details in relation to the application procedure, evaluation criteria, decision making and deadlines see “General Information”. Templates for Expression of Interest, Full Application and the Budget are in annexes 1, 2 and 3 of this window.

Selected employers shall be obliged to:

  • appoint staff with adequate work experience to attend a two-day training for in-company instructors (mentors) for in-house training;
  • ensure co-financing with the prescribed percentage as described in the text below;
  • coordinate and conduct the training in accordance with the approved list of competences;
  • ensure regular monthly transfer of WBL trainee wages/salaries to their bank accounts (including taxes and social contributions (health insurance), in accordance with applicable legal provisions and regulations related to labour, employment and health and safety at work, as well as all other legal provisions applicable to specific occupations and/or categories of trainees,
  • provide conditions for conducting final competence assessment of the trainees executed by an independent accessor organized by the E2E;
  • for trainees who were on flexible contract forms or definite employment contract: issue indefinite employment contracts to at least 70% of the trainees prior to the end of contract and keep them in employment relation for at least 6 months after the end of the training;
  • for trainees who were on indefinite employment contracts: issue indefinite employment contract with increased salary to at least 70% of the trainees prior to the end of contract and keep them in employment relation for at least 6 months after the end of the training;
  • provide regular reports and timely inform of any changes significant to project implementation; cooperate with local partners and NIRAS-IP Consult in communication measures and provision of information related to monitoring and evaluation of the training.

Financial obligations and dynamics of payments towards of selected employers

NIRAS-IP allocates funds to the broker for each of the training programs based on the approved final budget corresponding to that training program in two installments as follows:

1. First installment in the amount of 50% of the donor's contribution from the Final Budget upon:

  • Approval of the training program and the list of selected candidates by NIRAS -IP
  • Approval of the list of trained mentors by NIRAS -IP
  • Submitted correctly filled Request for payment of, as well as a copy of contracts with the trainees and applications for compulsory social insurance.

2. Second installment in the amount equal to the difference between the amount of realized costs reported and approved in the final financial report and the amount paid in the first installmentof after the successful implementation of the training program, based on:

  • Positive assessments of acquired competencies for at least 75% of trainees by an external assessor appointed by NIRAS -IP
  • Verification of supporting documentation, including copies of employment contract for an indefinite period of time, as well as (if it was atached with the Budget) proof of finished Job Shadowing program.

Eligible costs and co-financing rules: The budget for the training shall be the result of a joint funding of the following eligible costs for the duration of the approved training:

  • Salaries/wages (for trainings conducted during working hours): every trainee shall be entitled to a minimal gross amount of 35,000 RSD per training month;
  • Contribution for training (if done in-house): compensation of material/energy consumption, machine depreciation, mentors’ hours, protective suits and productivity loss, as follows: i) up to 20,000 RSD per trainee/month in services (except workplaces with higher material costs) and ii) up to 30,000 RSD per trainee/month in production (except workplaces with lower material costs);
  • Theoretical training costs: compensation in the amount of 2000 RSD per training hour and group of up to 20 trainees. In cases of using only in-house trainers, the obligatory co-financing for theoretical training is minimum 75%;
  • Training provider costs (if done through JPOA): against an invoice (including theory and practice)
  • Broker’s costs: compensation for i) competence assessment per trainee and for ii) management and administration of the grant contract with employer.

Depending on the size in accordance with the Law on Accounting, selected employer shall be obliged to co-finance the budget with min. 30% and 50%, for micro/small/entrepreneurs and medium/large, respectively, as well as budget lines for salaries/wages, contributions to training, JPOA training provider costs and broker’s costs in the same percentage.

NOTE: Re-applying companies shall present higher co-financing (min +2,5%) with each new application. Companies applying for bonus program may apply with lower co-financing of (max -2%).

BONUS: Job shadowing

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Job Shadowing

Companies are invited to open their doors to the school community for job shadowing days. Shadowing opportunities for young people last between 1-5 days (4 hours per day).

Benefits of Job Shadowing

Job shadowing is a useful way for pupils and students to learn about a particular job of interest. It is a form of short on-the-job training that allows young persons to follow and closely observe a company employee performing the role.

It helps youngsters gain a real-life experience outside of the classroom and help them decide whether they want to pursue a particular career path before applying for further education, job or internship.

Benefits for companies

For employers, job shadowing is an investment in the future. Finding time to meet with young people (or those interested in a new career path) doesn't pay immediately, but to boost community outreach, entice future staff and boost your company brand may make it a worthwhile endeavour.

Companies applying for Window 1 or 2 within this Call can also apply for job shadowing for any position, regardless of the WBL/traineeship occupation. Successful applicants will be awarded with lower co-financing percentage of max -2% for the main training(s) if they realize job shadowing program during the implementation of the main contract.

NOTE: Companies may also apply for job shadowing program throughout the year by contacting the broker outside of WBL call. In this case companies do not need to meet eligibility criteria of this Call.

FREQUENTLY ASKED QUESTIONS

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General Information

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  • No, as an individual person or self-employed entrepreneur you cannot apply for offering a WBL training program.
  • The minimum requirement is that you as an applicant are a private company with at least 5 employees.

No, suitable companies need to be registered at least 18 months before the application submission.

Eligible Beneficiaries

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Please consult with the local partners (“brokers”) in the region and visit the Job Info Center for further advice in terms of individual Career Guidance and Counselling upfront and how to apply.

  • Yes, the E2E strongly encourages both employers and local partners (“brokers”) to integrate People with Disabilities (PwDs) of all ages.
  • Local partners are looking to support the training and employment for PwDs (inclusion).
  • Therefore local partner will get in touch with all potential trainees.
  • Please visit our Job Info Centers for further individual consultations.
  • There is additional options to get receive adaption of work-places or prolonged training durations.

No, beneficiaries included in the E2E measures cannot be simultaneously beneficiaries of other subsidized programs

Yes, persons within the final year of the University education or master students can be included in the traineeship (Window 2), under the condition that they are to be trained in the occupation they are studying for and provided that they are ready and willing to accept the job if offered after the training.

  • No, persons who are participating within “My First Salary” are already included in the training and their wage and insurance are subsidized by the Serbian budget. Therefore, they cannot be eligible for the training within E2E.
  • Equally, persons included simultaneously in any other measure subsidized either through the NES program or similar donor support, cannot be eligible for any of the programs within this Call.

Program Budget and Co-Financing Rules

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  • Yes, according to the Call, the theoretical training is obligatory part of any WBL.
  • Ideally, 80% of the training time should be spend in the practical part in the company, whereas 20% for theoretical knowledge and transfer.

Yes, the budgeting is the same. Window 2 “traineeship” also envisages theoretical trainings, only with shorter duration (depending on the proposed curricula)

Yes, persons already working in the company are budgeted with their current salary/wage.

In approval process:

  • CV with competences and skills
  • The employment contract, and
  • Decision signed by the authorized person in the company and the employee about an assignment of the employee from his regular task to WBL tasks containing the info on WBL programme, WBL theoretical training period and WBL theoretical hours.

At the end of the training program:

  • The company statement that the employee received his salary for the period of the WBL theoretical training,
  • Attendance lists of trainees per day containing training hours and signed by the theoretical provider and trainees,
  • The report on theoretical training provided
  • Learning materials for trainees
  • The contract will be a tripartite contract between the school, company and local partner.
  • The E2E will provide the local partner with the contract template.
  • The funds are being transferred to the school via the local partner.

In case of external provider for theoretical training the actual cost must be covered by the following supporting documentation.

In approval process:

  • CV with competences and skills

At the end of the training program:

  • Service contract
  • Calculation of gross and net income
  • Bank statement with both items paid: income taxes and net to external provider
  • Tax report after tax paid
  • Attendance lists of trainees per day containing training hours and signed by the theoretical provider and trainees,
  • Learning materials for trainees
  • The report on theoretical training provided
  • It would be ideal if a company would issue employment contracts for all trainees at the beginning of the training.
  • Companies are invited to issue employment contract as soon as possible, even during the training.

Training Platform Options – Windows 1-3

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  • No, it is not allowed to conduct job shadowing before the main training starts to be implemented as we have not any contractual obligations.
  • We want to support companies to organize job shadowing at their best convenience and at the convenience of beneficiaries.
  • For example, probably summer season will be less absorbed since job shadowing applies to pupils and students.
  • Broker submits full application on the single application template for up to 3 training programs for the unemployed (windows 1 and 2).
  • These 3 training programs may result in signing one contract with the company with up to 3 budgets for windows 1 and 2.
  • For programs upskilling/reskilling (Window 3) separate application template with up to 3 upskilling/reskilling programs. Similarly, broker sign one contract with the company for up to 3 budgets for upskilling/reskilling.

Yes, window 3 Reskilling-upskilling can be used also for soft skills (in that case it would be upskilling).

Role of E2E Local Partners – “Brokers”

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  • E2E covers 12 regions in Serbia, specified by the Call, and our local partners (Brokers) are the entry points for individuals searching for practises. They’re finding companies from these regions willing to have WBL trainings and connect them with young individuals.
  • Please visit our local job info center in the region for further info.

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