Centre-Inffo

01. About us

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Sommaire

A resource centre for processing and disseminating information in France, Centre INFFO was founded in 1976 by the Prime Minister. Its role is to devise and set up development programmes for information, documentation and studies in the field of continuing vocational training. It lies at the centre of France's information networks on continuing vocational education and training , involving key players and decision-markers.

Centre INFFO maintains special relationships with the State, employers and trade union organisations, and training professionals.

Organisation and Structure

Centre INFFO is a non-profit- organisation, under the aegis of the Ministry of Labour, Employment and Health. Its Board of Directors is made up of employer and employee representatives, members of the government services, scientific authorities and qualified figures.
It has a staff of 80 people with a wide range of skills, including specialists in law, documentation, databases, the training market and innovative practices, multimedia and publishing and journalism.

Partnership

Centre INFFO works in partnership with numerous institutions, including :

The information and guidance organisations of the Department for Education,
The public employment service,
The Chambers of Commerce, Industry, Guilds and Agriculture,
The information structures on training at a regional and local level,
Employers and workers representatives,
Universities and research centers, in France and in Europe. It is at the moment partner in different Leonardo projects.

Missions

Centre INFFO :

co-ordinates information and documentation on continuing vocational education and training,
edits and publishes periodicals, information documents, technical files and other information tools,
contribute to Government information services, awareness operations and campaigns,
provides information on the initiatives and operations of international, national and regional institutions,
organises study and information days.

Its targets are continuing education and training professionals who train, inform, advise and guide the end users.

Our Main Products

Les "Fiches pratiques de la formation continue" : providing comprehensive information on vocational training legislation, also available on line.
- Ordering publication

Inffo-Flash : a fortnightly magazine dedicated to the most recent events.
- Ordering publication

Actualité de la formation permanente : a bimonthly journal containing studies and articles written by CVT researchers and practitioners.
- Ordering publication

Surveys and practical guides on different topics.
Specific studies requested by private or public organisations.

Accessibility

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- Site

Terms of use

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- Site

Berufsbildung in Frankreich

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Vocational training in France : an answer to your questions
Centre-INFFO. Centre pour le développement de l'information sur la formation permanente
Paris : 2007, 4 p.

This brochure summarises the specific characteristics of initial and long life vocational training, the means of accessing to an additional information and to the main networks of education and technical teaching, as well as the actors of vocational training in France.

Berufsbildung in Frankreich
Antwort auf Ihre Fragen (.pdf)

La formacion profesional en Francia

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- Centro para el Desarrollo de la Informacion sobre la Formacion Profesional / Page de presentation de rubrique

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10. Contact

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National system

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Sommaire

Continuing vocational training and life-long learning

Throughout their life, people in France are entitled to life-long education. Life-long learning makes it possible for all individuals to benefit from training, either as part of a basic school or university education, intended for pupils and students, or as part of continuing vocational training, which targets young people or adults who have already entered the workforce. The current continuing vocational training system was launched at the beginning of the 1970s. It involves the central government as well as local administrations, public institutions, public and private schools, the business sector, trade associations, labour unions and representatives of family organisations.

The originality of the French continuing vocational training system lies in the important role played by collective bargaining agreements. In addition, its general structure provides a wide range of possibilities for obtaining training, depending on the status of the individuals.

The current continuing vocational training provisions result from collective agreements between the social partners and State-initiated laws and decrees. In response to the status and the specific training problems faced by individuals, the social partners and government have created and implemented a range of measures : alternance contracts (alternating work-study training) ; an Individual Training Leave benefit ; re-training agreements, etc. Continuing vocational training is an important economic activity, accounting for 1.7% of French gross domestic product.

Initial vocational training

The aim of initial education is to offer general or vocational education to young people, within the boundaries of selected programmes of studies.

School is compulsory until the age of 16. Upper secondary and higher education provide three vocational training possibilities for young people :

Vocational education leads to a certificate of vocational skills (CAP), vocational studies degree (BEP) or a secondary school vocational diploma (BAC Pro). These diplomas provide qualification in a professional area.
Technological education leads to a technician's certificate (BT) or a secondary school certificate in technology. A shortened higher education programme offers two degrees : the university diploma in technology (DUT) and the higher technician's diploma (BTS). These diplomas provide qualification in a technical field.
Higher education courses in a vocational field These three vocational training programmes can be part of a special kind of working contract : the apprenticeship contract.

Apprenticeship

Apprenticeship aims at providing young people between the ages of 16 and 25 with general, theoretical and practical training so that they may earn any degree, from the CAP/BEP (most frequently) to an engineering diploma.

Apprenticeships involve alternating work-study training. During the contract period, the young person is an apprentice : as such, he or she is both an employee of a firm and a student in an apprentice training centre (CFA), vocational school, or university.

Continuing vocational training

Continuing vocational training is designed for people who are entering or who are already part of the active work force.

It aims at :

facilitating their adaptation to technological developments or new working conditions
maintaining or improving their vocational qualifications ;
improving their chances of social and professional advancement.

The central government, the 26 regional governments, firms and social partners all work together in defining vocational training. policy While the central government votes the laws, it is the regional governments, since 2003, that are responsible for implementing vocational training.

Regional governments have general responsibilities and are free to develop their own training policy, especially as concerns continuing vocational training.

The policy of the central government is aimed at the unemployed and populations with special problems (the disabled, women, etc.). A national co-ordinating committee has been created in order to facilitate the development of coherent and harmonious State and regional programmes : the Committee for the Co-ordination of Regional Apprenticeship and Vocational Training Programmes.

Companies are the preferred sites for training, and, together with the central and regional governments, are major contributors to the funding of continuing vocational training.

Trade associations and labour unions help to develop continuing vocational training policy and co-operate in its implementation by creating and managing fund collection bodies. These bodies collect vocational training tax, which ranges from 1.5% to 0.25% of each enterprise's total annual payroll.

Training beneficiaries

Employees from the private sector, employees from the public sector, self-employed workers and job seekers benefit from training measures based on their status.

Private-Sector Employees

Wherever they work, employees can benefit from continuing vocational training during the course of their career.

The departure in training can be made :

Under the company training plan. The plan encompasses all training activities under the responsibility of the employer. The employee in training is on a professional assignment. He or she is paid by the firm.
Under the Individual Training Leave benefit (CIF). It's a recognised individual right for all employees to pursue training of their choice during their working hours.
Under the Individual Training Right benefit (DIF). Every employee acquires a training-time credit of 8 hours a year within the limits of 6 years, which allows all employees to pursue a vocational training.

Public sector employees

Public-sector employees can benefit from training either through a training plan implemented by the services of the State or the regions, or under a training leave.

The training plan encompasses all training opportunities offered by the government services to their employees. The employee is considered to be on duty during the training period. His or her salary is maintained. Training leave is an individual right that allows employees to receive training of their choice during working hours. The employee on leave receives compensation.

Self-employed workers

Self-employed workers (farmers, tradesmen - “craftsmen” - , shop-owners, professionals and other self-employed workers) can also have access to training. They must provide some degree of funding for their training by paying a contribution to a fund collection body.

Job seekers

All job seekers can, under certain conditions, receive paid training. Young people aged 16 to 25 can receive training, within the framework of special work contracts financed both by the firm, the State and the regions : alternating work-study training contracts.

Unemployed adults can seek training :

Within the framework of a special training contract, designed for those with difficulties finding employment ;
As part of training sessions funded by the central or regional governments.
Special leave for skills review enables workers or job seekers to review their personal and professional skills and build an individual training and professional plan.

Note

The company-access training course is designed for job seekers likely to fulfil employment requirements after receiving additional training. It is implemented by the National Employment Agency (ANPE) ;
The re-training agreement is a form of placement assistance for employees made redundant for economic reasons.

Who provides funding for Continuing Vocational Training ?

Continuing vocational training is primarily financed by the central and regional governments and by companies. The responsibilities of the State and the regions with regard to financing are set out by law.

Regional governments have general responsibilities in continuing vocational training. They are responsible for continuing vocational training for young people (between the ages of 16 and 25) and adults.
The central government participates in the training of those in difficulty, and provides financial support for professional bodies and companies.

Companies pay a levy as part of a legal obligation to participate in financing training.

Although the central and regional governments and companies participate each in their own area in financing continuing vocational training, co-financing is encouraged.

The central government

The central government allocates special budgets for :

Training opportunities for job seekers. The central government undertakes all or part of the training expenses, as well as the remuneration of trainees ;
Training possibilities are offered for specific population groups : the disabled, immigrant workers, incarcerated, the illiterate, etc. ;
Training opportunities in certain areas : for example, the new engineering programmes ;
Information about training ;
Grants to the regional governments ;
Support for the design and implementation of training plans within companies and within professional sectors.

Note

This financing is granted on a national and a local level by the central government, and in particular by the Ministry of Employment and Solidarity.
The European Social Fund grants subsidies. It allows the European Union to participate in training and employment policy of the member countries.The European Social Fund grants subsidies. It allows the European Union to participate in training and employment policy of the member countries.

Companies

All firms work together to develop continuing vocational training by participating annually in financing training and skills audit.

For firms with 10 or more employees, the legal obligation is 1.5% of the firm's gross annual payroll. In fact, some companies pay far more than this legal minimum. The average contribution is approximately 3%. For firms with less than 10 employees, the legal obligation is 0.25% of the company's gross annual payroll.

Through collective bargaining agreements, certain business sectors have set a contribution rate that is higher than the minimum required by law. Some of these contributions are paid to collection bodies, managed by social partners.

Company managers and self-employed workers pay a contribution of 0.15% of a special base to fund collection bodies.

Note

The fund collection bodies are created by employer and employee organisations. The central government maintains the right to examine and inspect these bodies in order to make sure that training plans, individual training leave benefit and alternating work-study training contracts are financed in all firms.

Who are the training providers ?

Two different types of organisations are involved in continuing vocational training : training organisations and skills review centres. There are over 45 000 training organisations on the free competitive training market, but only 7 485 of them provided training as their main activity in 2000.

Government-owned and government-assisted training organisations : Institutions under the aegis of the Ministry of Education.

Organisations under the responsability of other ministries :

AFPA (National Adult Training Association), under the responsibitity of the Ministry of Employment and Solidarity ;
Agricultural training and promotion centres, under the aegis of the Ministry of Agriculture ;
Chambers of Agriculture, Chambers of Commerce and Industry, Guild Chambers. Private organisations
Non-profit making organisations
Private organisations.
the self-employed.

Note

Skills review centres must meet certain standards, regarding methodology and professional ethics.

Who provides information about training ?

Institutions providing information about continuing vocational training are organised into specialised networks throughout France in order to respond to the information needs of both the actors and the beneficiaries of the French training system.

Information for the players in the continuing vocational training system can be obtained from the following structures :

At the regional level, the CARIFs

Regional training resource and information centres informs public institutions, trainers, training organisations and firms in their region. Website : http://www.intercarif.net

At the national level, Centre INFFO

Created in 1976, the Centre for the Development of Information about Training is commissioned to develop information, documentation and studies in the area of continuing vocational training. Receiving subsidies from the central government, Centre Inffo is a non-profit organisation in which the social partners are represented.

At the European level, CEDEFOP

Created in 1975, the European Centre for the Development of Vocational Training collects and disseminates information about continuing vocational training among the member countries. It carries out and supports comparative studies. It co-ordinates the study trip programme for vocational training specialists.
Website

Have also a look at A simplified diagram of the french education system Vocational Training's Public Authorities (diagram) Employement figures Training Levels Main terms Glossary of Acronyms consult documents and articles in Resources support for people in difficulty : abstracts of the journal AFP n°182 Links to our french site regional information centres : CARIF Useful adresses Our catalog

Regional system

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Sommaire

Regional governments are responsible, along with the State, for implementing vocational training. They have general responsibilities and are free to develop their own training policy for youth (between the ages of 16 and 25) and adults.

Decentralisation of government programs

The decentralisation of government programs has granted general authority on training matters to the regions. The decentralisation process, which began in the 1980s and was stepped up in the 90s, resulted in the creation of the 26 Regional Council taking on a central role in vocational training, for young people between the ages of 16 to 25 (courses and apprenticeship and alternating work-study training contracts), and for both, youths and adults, vocational training trainees. The French law dated December 20, 1993 governing employment and vocational training (known as the Five-Year Law) laid out the organisation for the gradual transfer of vocational training programs for young people from the State to the regional authorities. As of January 1, 1999, responsibility for implementing all vocational training and qualification programs targeting young people was transferred to the regions. The law dated February 27, 2002 governing decentralisation, has stated that administration of lump-sum payments to employers for the hiring and training of apprentices is to be handed over to the regions as of January 1, 2003. This initiative confirms the regions' role in managing apprenticeship-type training programmes. In order to carry out their new mission, the regions have had to set up their own administrative structures. Each region now has its own vocational training commission, department, or directorate.

Regional Councils

The Regional Council is a deliberative authority consisting of regional councillors who have been elected and divided into political groups. During a plenary session, the assembly, as specify by the law and the initiatives which it intends to support, makes choices for the region. It settles by proceeded debates, the regional issues and also gives its opinions on the problems slowing development and organisation within the region. Once a year, it is brought to evaluate the conditions on which states' credits are use with regard to regional or local interests. To organise its work, it calls upon a permanent commission and thematic committees, one of which has is responsible for training.

Working with the central government and the social partners, the Regional Councils co-ordinate all vocational training programmes in the region - both for initial and continuing education - proposed to young people aged 16 to 25. In addition, the central and regional governments negotiate the framework of State-Region Planning Agreement, adopted for 5 years, based on priorities set out jointly. A national co-ordinating committee has been created in order to facilitate the development of coherent and harmonious State and regional programmes : the Committee for the Co-ordination of Regional Apprenticeship and Vocational Training Programmes. At a regional level, every regional council has its own committee.

Regional committees for the co-ordination of employment and vocational training

(CRREF - Comité régional de coordination de l'emploi et de la formation)

In order to promote the co-ordination of vocational training policy and action, two laws (January 17 and 22, 2002) set up regional committees for the co-ordination of employment and vocational training . These committees are made up of state representatives in each region, regional assemblies, employers and trade unions organisations, and regional chambers of agriculture, commerce, industry, and trade. Their mission is to promote co-operation between the many organisations involved in vocational training in order to ensure better harmonisation of vocational training and employment policy. In particular, the committees are in charge of carrying out needs analyses, studies, monitoring, and evaluation targeting policy in this area. The creation of local (French department-level) committees has also been planned.

Regional plan for the development of the vocational training for Young People and Adults

(PRDFP : Plan régional de développement des formations professionnelles des jeunes et des adultes )

In addition, Regions elaborate a regional plan for the development of vocational training for young people and adults. This plan determines all the actions of initial and continuing training for young people, as well as information and guidance actions to be implemented using the resources in the regional fund (FRAFP). It is the regional tool that ties together the various training programmes offered to young people to foster access to the job market, implemented by such players as the Regional Economic and Social Committee ; the Academic Council of the Department of Education ; the Regional Committee on Agricultural Education ; Employer and Employee Unions ; Consular Chambers, etc.). As the office devoted to “adults”, the PRDFP covers all vocational training programmes aimed at facilitating access to employment, job preservation and return to the job market.

Regional Fund for Apprenticeship and vocational training

(FRAFP : Fonds Régional pour l'Apprentissage et la Formation Professionnelle)

The Regional Councils, as partners in training, contribute to the funding of continuing vocational training. Each Regional Council sets aside funds both for initiatives for young people aged 16 to 25, and for specific regional training priorities.