Many different schemes provide funding for training programs.
- TRAINING PLAN
The plan addresses all of the firm’s employees. It is prepared every year by the firm based on the training needs determined in employees’ annual appraisal meetings. The plan sets out the training actions, the skills assessment, and the Validation of Professional Experience procedures that the employer will put in place.
The employer’s obligations in this area are:
- to ensure that employees adapt to their role,
- to support employee development and retention,
- to develop skills.
- JOB SEEKERS
This is the employment center that is responsible for the training of job seekers.
For more information consult your reference Pôle emploi.
- UPSKILLING “PROFESSIONALIZATION” PERIOD
This type of scheme focuses on keeping in work CDI employees who have one year of service in their firm but who are not sufficiently qualified in terms of the way their role is evolving, employees with more than 20 years of professional activity, employees over the age of 45, or employees who plan to create or take over a company.
The training activities should take place via alternating professional activity and training periods, and may include evaluation and support activities. Only training programs registered in the RNCP (the French National Directory of Professional Certifications) or Professional Qualification Certificates.
(Certificats de Qualification Professionnelle) qualify for this professionalization period, which must last for a minimum of 35 or 70 hours depending on the company’s headcount.
The programs can take place either during or outside working hours.
The funding provided by the OPCAs is based on an hourly rate of €9.15 if there is no divisional agreement in place.
- THE PROFESSIONNALIZATION CONTRACT
This contract is for individuals aged between 16 and 25 who want to complete their initial education or for job seekers aged over 26 years. Eligible training programs: any program leading to a professional qualification, taken by alternating professional activity with training periods taking place during working hours. Training periods last for between 15% and 25% of the contract length, exceeding 150 hours over a period of 6 months to 1 year; for CDD contracts, or the start of CDI contracts (possibility 24 months under certain conditions).
The remuneration received by the beneficiary in the context of this professionalization contract depends on his/her age and level of qualification. Financed by the OPCA funds, the professionalization contract is reimbursed at a flat rate of €9.15 (excl. VAT). This rate rises to €15 for the most vulnerable in terms of their employment situation. Divisional agreements may allow increased rates. In addition, the professionalization contract is exempt from social security contributions and is supported by aid from the job center for job seekers aged 45 and over. For job seekers aged 26 and over, the only benefit is the flat rate paid by the job center to the employer.
Training for artisans is expensed by the FAFCEA. If you are a craftsman building sector you are entitled to 150 hours of training financed by year for so-called technical training. Training related to sustainable development and accessibility for persons with reduced mobility are not limited.
More accommodation and transportation expenses may be reimbursed under certain conditions and upon presentation of receipts.
More information on the funding of training of artisans.
- SELF EMPLOYED PEOPLE
Since 1 January 2011, self-employed entrepreneurs are liable to contribute to the training of 0.3% (artisans), 0.1% (traders) or 0.2% (service providers and professionals) of annual turnover. It will pay, with other contributions, monthly or quarterly based on selected dates.
Training and self-entrepreneurs can be supported by the FAFCEA.
- The OPCA fund also supports other schemes with regional, national, or European co-funding.
For more information, please contact your OPCA directly through your HR or training department.