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Career Transition in Times of Crisis Leonardo partnership The French occupational training system’s organisation Caen 23 novembre 2009. LIFELONG LEARNING IN FRANCE. > Initial vocational training school and university based as well as apprenticeship > Ongoing vocational traing aims at:
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Career Transition in Times of CrisisLeonardo partnershipThe French occupational training system’s organisationCaen 23 novembre 2009
> Initial vocational training • school and university based as well as apprenticeship • > Ongoing vocational traing aims at: • - facilitating occupational integration or reintegration • helping to maintain employees in their job • enabling skill development and acces to the various levels of • professional qualification • contributing to ecomical , cultural development and individual • social advancement
> The state and the RegionsThey share responsabilities as regards the implementation of ongoing training > Corporate and labour unionsContribute to the setting up of measures regarding ongoing training. They are involved in their implementation and in the use of training taxes collected from enterprises by bilateral state registered organisations > Les entreprises They are both the main location where ongoing training is undertaken and together with the state and the region, they are the main fund providers for ongoing training
> Training beneficiaries-blue and white collars - Job seekers - self employed ( farmers , craftsmen, ….) - civil servants > For the employees of the private sector getting into training can be done in the framework of : -the training plan of the entreprise - the individual right to training called « droit individuel à la formation : DIF » - training leaves which every employee is entitled to
Chart of the occupational training schemes for the employees
> Fot the blue and white collars Actions regarding the enterprises’ « training plan » These actions are initiated by the employer. The employee is on a mission and is paid by the employer. The « DIF » : individual right to training The employee is entitled to 20 hours’ training a year, held concurently oughout 6 years up to 120 hours. The choice of training is decided with the employer. If the training takes place out of working hours the employee is allocated benefits on 50% of the time spent If the training is undertaken during working hours the employee is entitled to full payment.
Individual training leave This scheme enables the employee to follow a training course outside the training plan on his own requirement. The working contract is then suspended during the training. The CIF « congé individuel de formation » : enables the employee to benefit full time or part time from a training course The CBC « congé de bilan de compétences » enables the employee to get personal profiling regarding individual and profesional competences in order to support a professional project The CVAE « congé de validation des acquis de l’expérience » in view of being awarded partially or entirely a vocational diploma
> For the unemployed On certain conditions a job seeker is entitled to paid training. Pour the youngest from 16 to 25 getting into training can be done in the framework of : - A profesionalisation contract - Actions funded by the region For the over 26 job seekersgetting into training can be done through - Actions funded by the region or the state or cofinanced by both or in the framework of actions paid by the employment insurance.
Funding is supplied mainly by the state the region and the enterprise. > The state intervenes mostly in favour of the most fragile. It also supports corporate trade branches and enterprises to anticipate their needs in terms of qualification and training.
> The regionhave an overall responsability as regard ongoing occupational training for the 16 / 25 and over (adults)
> The enterprisesFunding from enterprises relies on compulsory rules to contribute to occupational training
INFORMATION ABOUT OCCUPATIONAL TRAINING
Specialised Information sites network thoughout the territory to address the needs of stakeholders and beneficiaries. > Regional level: the « CARIF » To inform public institutions , trainers, training organisations and les enterprises in the region >National level the « Centre Inffo » To set up a programme of développement regarding information , resources surveys in the field of occupational training > European level the « CEDEFOP » Capitalize and disseminate the information on the European level.
The beneficiaries are informed as regards to their specificities
OPCAs : Roles and missions (AGEFOS PME, AREF BTP…) > Collect and fund - Undertake the collection of enterprises ith less and over 10 staff in order to fund their training plan, the aternation training (contract of professionalisation, professionalisation period) , the CIF - Undertake the administrative and financial collection of the tax - Manage the funding demands for training with a strong concern fo the best service. > Inform & advise - Inform the enterprises about their rights and duties - Support the entreprises in their training projects
> Federate & Anticipate - set up collective actions - set up surveys to monitor jobs and qualifications evolvement > Organisation 41 national bodies for each corporate trade 2 inter trade bodies 26 FONGECIF 5 AGECIF 12 derogative corporate bodies
FONGECIF : Roles and missions > Support , inform and guide employees It offers personnalised support at each step of the project in - helping in setting up the professionnal project - guiding towards appropriate solutions according to the project - Informing on the various schemes proposed and their means of funding -providing expertise as regards the ongoing training offer > Professional projects funding - CIF congé individuel de formation - Congé bilan de compétences - Congé validation des acquis de l’expérience - Droit individuel à la formation
