Within this section you can consult information regarding the management and implementation of SOP HRD: In conformity with the European regulations, The Managing Authority for Sectoral Operational Programme for Human Resources Development (MASOPHRD) is responsible for the management and implementation of SOP HRD and delegates a part of its responsibilities to the Intermediate Bodies. In order to ensure a more efficient implementation of SOP HRD and for supporting beneficiaries of non-repayable financings, MASOPHRD and the Intermediate Bodies have to followa series of strict working procedures which correspond to some management mechanisms. Management mechanisms: Management of SOP HRD-establishing the institutional and functional framework for implementing SOP HRD Monitoring SOP HRD- aiming to track the achieved progress in implementing the programme and comparing the achieved progress with the pre-set targets; Evauating SOP HRD-evaluating the operational programme regarding relevance, efficiency, efficacy of the financial support, as well as the impact and sustainability of the obtained results Financial management and control Information and publicity
The coordination entity of the implementation of structural and cohesion funds is the Ministry of Economy and Finance (MEF), through the Authority for Coordination of Structural Instruments (ACSI). In this context, ACSI negotiates with the European Commission the financial assistance granted to Romania through the structural instruments based on the National Strategic Reference Framework (NSRF). ACSI coordinates also the elaboration of the Operational Programmes ensuring the correlation between different programmes and the development of the institutional framework for implementing the structural funds. The Managing Authority for the Sectoral Operational Programme Human Resources Development is part of the Ministry of Labour, Family and Equal Opportunities (MoLFEO) structures set up based on GD 497/2004 regarding the establishment of the institutional framework for coordinating, implementing and managing the structural instruments. MASOPHRD elaborated the Sectoral Operational Programme Human Resources Development 2007-2013 based on the priorities of the National Development Plan 2007-2013, with the strategic development objectives set in the previsions of NSRF 2007-2013 as well as with other relevant documents in the area of human resources development. MASOPHRD manages the preparation, implementation, monitoring processes of the ESF interventions, through SOP HRD. For this reason, MASOPHRD designated 11 Intermediate Bodies (8 Regional Intermediate Bodies under the MoLFEO subordination, Ministry of Education, Research and Youth, the National Centre for Development of Vocational Education and Training and the National Agency for Employment) which, based on the specific competences in the area of human resources development and the experience in managing the non – repayable financial support, were delegated the implementation of some key areas within SOP HRD. At same time, another two Intermediate Bodies with NGO status will be designated through public auction. The Intermediate Bodies are responsible with: launching calls for proposals according to the Annual Working Plan approved by MASOPHRD, checking the beneficiary eligibility and evaluating technically and financially the financial applications, drawing up and signing the financial contracts, monitoring the results, checking the expenses and the refund applications, giving assistance to the beneficiaries in all the implementing phases of the projects. All the calls for proposals will be launched annually, the financial line remaining open until the exhaustion of the allocated funds, according with the deadline imposed by the rule n+3/n+2. How is realized the SOP HRD management? The SOP HRD management is realized through MASOPHRD and its Intermediate Bodies, structures which were delegated, according to Delegation Accords of Functions, the implementation of SOP HRD. More information about SOP HRD management can be found in the programming document SOP HRD. How is realized the monitoring of SOP HRD? Monitoring at the programme level is a continuous process which indicates if the programme registers progress or not, if it reaches it established targets, offering in this way the possibility to adopt in time the corrective measures. The monitoring system is based on a continuous examination of the context, inputs, outputs, results and impact of the programme, as well as of its interventions and is based on a pre-set indicators. Which is the monitoring system SOP HRD? The monitoring system SOP HRD has three components: a modern information system (Single Management Information System – SMIS) a decisional independent process ensured by a Monitoring Committee a reporting system to the European Commission of the registered progress in implementing SOP HRD
What is SMIS? The Single Management Information System (SMIS) is a national system based on an informational network which supports all the institutions that are implementing NSRF and the Operational Programmes. The system covers all the management levels (the Certification Authority, Managing Authorities, Intermediate Bodies s.o.) in all the stages of the programme (programming, auctions, contracting, monitoring, evaluation, payments, audit and control) having the form of a single mechanism for achieving the attributions regarding the management of the projects implementation. The SMIS architecture follows three basic principles: availability of data (data are directly available to an authorized user request); confidentiality of data (data are provided only to those authorized users to access that specific information); the integrity of data (data processing will be realized only by the authorized users). What is the Monitoring Committee? The Monitoring Committee (MC) is the organism constituted to ensure the conformity of SOP HRD with the Community and national legislation and to supervise the SOP HRD objectives, through a rational use of the allocated resources. The role of the Monitoring Committee is to be sure of the efficiency and quality of implementation of the operational programme, through supervising the execution of the stipulated tasks in the Community regulation in the respective area. Which is the reporting system to the European Commission? The reporting system to the European Commission involves two types of reports: annual reports final report
The annual reports for implementation will be provided by the MASOPHRD to the European Commission beginning with 2008 and until June 30, each year. The report will be analyzed and approved by the Monitoring Committee of SOP HRD before being transmitted to the European Commission. The implementation reports will include information regarding: the achieved progress in implementating SOP HRD and its priority axis compared with the established indicators, financial implementation (deduction of the expenses made on each priority axis, its distribution between national and European Social Fund contribution), the covered stages by MAPOSHRD and Monitoring Committee in order to ensure the quality and efficiency of the implementation (monitoring and evaluation measures, including the established data bases, a summary of all the difficulties encountered in implementation and all the measures taken, the use of the technical assistance and the actions taken for ensuring the programme publicity and providing the information about SOP HRD), a declaration regarding the accordance with the Community legislation for implementing SOP HRD. A final report will bebe sent to the Commission until March 31, 2017. The final report will contain complete information about the entire implementation period of SOP HRD between 2007 and 2015. How is realized the SOP HRD evaluation? In conformity with the European regulations, the evaluation is the instrument allowing to analyze the relevance, efficiency, efficacy of the financial assistance, as well as the impact and sustainability of the results. In accordance with the new European previsions, there are three types of evaluation at the programme level: Ex-ante evaluation (before implementing SOP HRD, realized by the European Commission) On-going evaluation (during the implementing period of SOP HRD and realized by the Member States) Ex-post evaluation (after the implementation of SOP HRD, realized by the European Commission).
The European Commission defined the evaluation as “an appreciation about some interventions in conformity with the results, the impact and needs it intends to satisfy”. The purpose of evaluation is to improve the efficiency and efficacy of the implemention by the public authorities. The evaluation ensures the efficient allocation of resources, the quality of interventions and the reporting of the results. In practice, the evaluations of the operational programmes are based on some guides elaborated by the European Commission, through which a set of procedures and instruments, general and specific in the specific area of structural funds is set up. The European Commission, in collaboration with the Member States, elaborates at present a new set of guides for evaluation applicable in the programming period 2007-2013. www.evalsed.ro: “the evaluation improves the efficiency of the programmes and provides information regarding the cohesion policy impact”. The ex-ante evaluation is realized before implementing SOP HRD, and its conclusions, presented in the form of a set of recommendations to be included in an ex-ante evaluation report, were taken into account when elaborating SOP HRD. The on - going evaluation is realized during the implementation period of SOP HRD and has three types: intermediate ad-hoc on horizontal themes
The intermediate evaluation seeks improve quality, efficiency and consistency of assistance, as well as strategy and implementation of the operational programme. The intermediate evaluations will support the management process of SOP HRD, through analyzing the problems which appear in the implementation period and through the elaboration of proposals regarding specific solutions to imrpove the operating system. Two intermediate evaluations of SOP HRD will be realized: one of them will be realized at the end of the 2009 year/ the beginning of 2010 year and another in 2012 year. The first intermediate evaluation will examine the registered progress regarding implementing SOP HRD and it will address the management aspects, while the second intermediate evaluation will be focused on the future priorities of the next programming period. Ad-hoc evaluations will be made when the monitoring system of the operational programme registers a significant deviation from the established initial objectives or in the situation in which there will be proposals for revising the programme. Also, ad-hoc evaluations can address implementation or management problems which concern a specific priority axis or a key area or can be thematic (address a certain aspect which can influence SOP HRD). The intermediate and ad-hoc evaluation will be managed by the Strategic Programming Direction within the Managing Authority and it will be realized by independent evaluators. Evaluation on horizontal themes are realized if evaluation has a horizontal character. These evaluations can analyze certain management aspects related to employment and equal opportunities. The evaluation on horizontal themes will be realized by external experts and will be coordinated by the Central Unit of Evaluation within the Authority for the Coordination of the Structural Instruments in collaboration with the responsible for evaluation within MASOPHRD. The institutional framework for evaluation has two levels: a general level for coordination, ensured by the Central Unit for Evaluation within the Ministry of Economy and Finance a functional level, ensured by the Strategic Programming Direction within MASOPHRD
The Coordination role of the Central Unit of Evaluation supposes the elaboration of the National Strategy of Evaluation, of horizontal evaluations, support for the institutional building activities to sustain and develop the operational capacity of the evaluation units established within Managing Authorities for Operational Programmes and providing assistance for the quality of all evaluations. The Strategic Programming Direction (SPD) within the Managing Authority SOP HRD will be responsible for achievement of the on-going, intermediate and ad-hoc evaluations. SPD will action in cooperation with the Monitoring Committee and will permanently interact with the Central Unit for Evaluation. SPD will be responsible with the elaboration and implementation of a multi-annual Plan for evaluation. This aims to identify the evaluation priorities and will have in view that the evaluation activity to be integrated in the implementation system of SOP HRD in an efficient manner. For realizing the on-going evaluations, MASOPHRD will collaborate with independent evaluators, and the results of the evaluations will be public. How is realized the financial management and control for SOP HRD? The system for financial management and control respects the European regulations in this area and it is based on the principle of a sound management. More information regarding financial management and control for SOP HRD can be found in the programming document SOP HRD. How are realized information and publicity? Information and publicity of SOP HRD are realized based on a Communication Plan for SOP HRD, elaborated in accordance with the European regulations in this area. More information regarding information and publicity for SOP HRD can be found in the programming document SOP HRD.
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