You want to follow a training? You have every interest to make this commitment to your business, especially if your project fits within its priorities. Mode of employment.
Some of the devices and principles remain unchanged, others have been called into question by the act of 5 march 2014 on vocational training. Nevertheless, companies continue to train their employees, and their obligations in this area have even been amplified.
in order To assert your rights, you can perform a number of actions according to your need: you speak to your company or its OPCA, which collects and manages the funds, training, and decides on the funding of certain devices (individual training leave in particular). A negotiation will often be needed. As well as some patience if you want to benefit from the personal account of training which replaces the DIF: the reform was put into place gently…
Request to benefit from the training plan
Developed every three years, the plan (which is not mandatory) is comprised of the training activities foreseen by the company throughout the year (or three years). It includes adaptation actions at the workplace and development of skills of the employee.
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Wondering what the axes were chosen and put them next to your own project. For example, if the company to invest in a nouveeau computer system, wants to develop the skills of its employees, you can express your need for training in this area… But it may also involve an internship of management if there is a question that you climb in responsibility.
Some companies have a real policy of communication on the training plan vis-à-vis employees. The staff delegates, who must be consulted, also have a role in providing information.
In the most small, the plan is not always formalised. It is always advised to contact the department that handles this issue (management of personnel, accounting, etc.) and the management of the company. In all cases, two appointments are an opportunity to address the issue: the annual maintenance, and especially now the maintenance professional, introduced by the new law, which should take place every two years from your hire. (for employees already in post at the time of the promulgation of the act, the march 5, 2014, it must take place on 7th march 2016 at the latest). in
What types of training can I ask for ?
The requirement of training of employees has been strengthened by the law : every six years, the company must make an assessment of the professional background of each employee and provide proof of evolution and/or the maintenance of his skills. If you ask him to finance training, the interest of the company must match to yours. So there is no need to choose an internship fanciful. Prepare your pitch, to your boss and/or the human resources department, make a first choice of training in order to have all the information about the cost, the content of the training, its terms… and show what that might be interesting for it (acquisition of a new skill…). Do you register or pre-register not in an internship before finding out if she will be able to finance it.
other possibilities
other devices, financed by the OPCA, are provided to support the training that your company has to give its consent, if it is not on the calendar.
If you have a project conversion, for example, or want to follow a long training , the individual training leave ( CIF) is still in force.
If you want to validate your skills , and thus obtain all or part of a diploma or a certification, the Validation of acquired experience (VAE) may be requested. The company can offer the device to an employee (with the agreement of the latter) and in this case will be funded. You can also benefit from its support in the framework of the new account staff training (CPF), if you have enough training hours on your account. To do this, register on the site moncompteformation.gouv.fr. In this case you just have to hear with your business on the calendar.
Another possibility, less known, which can be initiated by the employee or the employer: the period of professionalization, which has also undergone changes since the law on vocational training (35 hours, it has increased to 70 hours) and is aimed at employees who need training to keep themselves in employment.
Try the co-funding
To put all the chances on your side, you can try to combine several sources of funding in order to enroll in the course you want. This possibility is amplified with the account staff training, which allows the employer to “abound to your account . That is to say, to add hours of training, that it will fund, on your account, for you to have a sufficient number of hours to prepare for the certification you are aiming for. It will be also possible to add your hours of CPF to complete training partially supported by a CIF. Finally, you can also propose to participate in the training, if you can afford it…
In all cases, and less than a block fort with your employer, it is advisable to discuss first with your training project. Even if it does not participate in its funding, some of the arrangements are sometimes possible, including opening hours, to facilitate youre approach.
be patient
However, things are not yet clarified, including the personal account of formation (CPF). All courses to which you have access are still not available on moncompteformation.gouv.fr, site where you must register to manage their hours, and your employer itself will not always be aware of the changes. For answers, you can ask him the details of his OPCA, which collects and manages the funding of training. Some communicate now with employees about the possibilities to finance their training courses, advises on the choice of a training organization and inform them about their current folders. Uniformation or Agefos-Pme even keep at their disposal a telephone reception.
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