10. Believes that the Commission, the Member States, the industry and the trade unions should act jointly to retain and attract qualified workers, talented high-skilled scientists and managers to the steel sector, as well as young talent through apprenticeship schemes, thus ensuring a dynamic and innovative workforce; recalls the role of regional universities and industrial research institutes, whose excellence does much to create the regional preconditions for a competitive steel industry; urges the Commission and the Member States to implement immediate actions to avoid the loss of expertise and minimise the loss of jobs; calls for ...[+++]the improvement of planning and management of change by promoting training, upgrading skills and supporting retraining; is worried about the lack of systematic solutions to the generational change and future skills shortages, and about the loss of know-how and competences, and stresses the need to retain and develop the workforce and the skills vital for the future competitiveness of the sector; urges the Commission to promote, through the Erasmus for All and Erasmus for Entrepreneurs programmes, Sector Skills Alliances which, on the basis of data on skills requirements and their evolution, will be devoted to developing and implementing training programmes and common methods, including work-based learning; calls for steps to be taken to strengthen instruments to assist workers and promote vocational training in order to facilitate and support the redeployment of staff employed in the sector following corporate restructuring;

Officials and temporary staff || Policy development Policy implementation Planning, programming, monitoring and supervision Relations with Member States and stakeholders Negotiation, and representation of the Commission, with Third Countries Relations with other Union institutions and bodies

points out that both milk production and, in particular, milk processing involve high investment costs and labour-intensive production and processing, and therefore have long cycles and need planning security;

8. Acknowledges that, at the end of 2008, the Agency has implemented 25 recommendations from the Internal Audit Service (IAS) out of 32 since 2006; notes that the recommendations considered to be ‘very important’ relate to: the adoption of the Staff Regulation Implementing Rules regarding the recruitment of temporary staff in accordance with the Staff Regulations; the controls in the selection procedure to ensure more transparency and equal treatment of candidates; the development of a career planning strategy (including training, coaching and mentoring activities); and better human resources planning;

8. Acknowledges that, at the end of 2008, the Agency has implemented 25 recommendations from the Internal Audit Service (IAS) out of 32 since 2006; notes that the recommendations considered to be 'very important' relate to: the adoption of the Staff Regulation Implementing Rules regarding the recruitment of temporary staff in accordance with the Staff Regulations; the controls in the selection procedure to ensure more transparency and equal treatment of candidates; the development of a career planning strategy (including training, coaching and mentoring activities); and better human resources planning;

– (BG) The European Commission’s proposal to permanently reduce VAT rates for locally provided services, including labour-intensive services is timely and aims to achieve rationalisation and simplification through necessary changes, fine-tuning, and creating the potential for the growth in jobs in sectors with low-skilled workforces while restricting activities in the grey economy, retaining jobs and ensuring equal treatment of the Member States including their economic operators.