The measure has direct relevance to the Employment Guidelines under the European Employment Strategy and its targets of developing a skilled workforce, able of responding to labour market needs and increasing the labour market participation of men an women.

The measure is in line with the Europe 2020 Strategy and with the flagship initiatives "An Agenda for New Skills and New Jobs" and "Youth on the Move". In particular, it aims at facilitating young people without prior work experience to enter into the labour market and acquire on-the-job experience.

The fiscal consolidation programmes and the austerity policies implemented in Greece since 2010 had a profound impact on the labour market. Between 2007 and 2013 the Greek economy suffered a 25% cumulative loss of GDP, whilst the unemployment rate (ages 15-74) rocketed from 7.7% to 27.3%, by far exceeding the EU-28 and Eurozone averages (10.8% and 12% respectively). Young people were particularly hit by the recession. Youth unemployment rate (ages 15-24) rose to 56.7% in Jan. 2014 (even higher, 61.5% for young women) versus 22.1% in 2008. People in the 25-29 age group were also seriously affected, as the respective unemployment rate rose from 13.1% in 2008 to 43.5% in 2013.

Active labour market policies.

• Structural high youth unemployment
• Skills' mismatch
• Shortage of entry points into the labour market Lack of professional experience of new entrants
• Ineffective matching services provided by the PES
• Reluctance of companies to hire new labour in time of crisis

The programme is aimed at providing job experience opportunities to new labour market entrants and achieving a structured entrance of new young unemployed into the labour market, that will eventually result into their recruitment by private sector enterprises. At the same time, this policy initiative gives a more active role to training organisations that are called upon to play the role of an unofficial employment service, by bringing together job offers and job demand

• Theoretical training courses of 80 hours provided in 1,960 different classes.
• Placement of a total of 35,000 beneficiaries (30,997 so far) as trainees in private sector enterprises for a total of 500 hours(approx. 5 months)
• Guidance and educational mentoring
• Each trainee is entitled to a subsidy of 2.700 euro (for the beneficiaries that have completed higher education) or 2.400 euro (for the beneficiaries that have completed compulsory, secondary or post -secondary education) for the period of theoretical and on-the job training. However, this subsidy is subject to taxation and is given with a delay, thus causing some complaints on behalf of the beneficiaries. However, the management problems that have emerged have been solved successfully, during the implementation. For instance, during implementation, some beneficiaries requested to change the company of the internship. The Special Service for the Implementation of Actions Co-Financed by the European Social Fund responded to these requests, by giving a more active role to the supervisor of the internship, who became responsible for monitoring, guidance and support of trainees both before and during the internship. Furthermore, the delay of the payments was partly solved through the constant upgrade of the voucher - related information system that has been set up to deal with all stages of implementation. A great number of eligibility criteria and implementing conditions were checked online and cross-checked by means of the system.
• Subsidies to the enterprises that hire trainees upon completion of the traineeship scheme

Acquisition of professional skills and work experience for the new labour market entrants. Until this programme was introduced, only few students from specific Educational Institutes had the opportunity (and obligation) to receive on-the-job training as part of their course. This programme gave the opportunity to broad categories of young people to get hands-on job experience in a structured and organised way.

Work placement. The retention rate (once the training scheme is over) is estimated at over 20%.

Reduce operational administrative cost of probationary period. In time of crisis, a good chance for a trial period is provided, for both employees and employers