Training Plan For Employees

The training plan is carried out at the initiative of the employer and not the employee.

Good to know: a civil service administration can also provide its employees with a training plan.

The reasons for the continuing training plan

The training plan is initiated by the employer for one or more of its employees. The objectives of the training plan are:

* giving the employee the necessary tools to carry out his job;

* evolving the jobs of the company, and hence the employees;

* broaden the scope of the company, and hence the skills of employees;

* improving social dialogue between employer and employees through the setting up of joint training courses to develop social dialogue between the various actors in collective negotiation.

The development of the training plan

The training plan takes place during working time. It should be noted that the salary is maintained. Training may, in certain cases and subject to agreement between the company and the employee, exceed the actual working time within the limit of 50 to 80 hours per year.

Hours of training outside working time shall not be considered overtime. They are entitled to a training allowance equal to 50% of the actual net remuneration.

Refusal of continuing education

The employee can not refuse training as part of a training plan initiated by his employer. On the other hand, the company can not:

* impose hours of training outside working time. The refusal of the employee to carry out training outside his working time can not give rise to any penalty;

* compel the employee to follow a skills assessment;

* send an employee in training to keep him away from his job and his duties in the company (eg staff representative);

* oblige the employee to carry out a validation of prior learning.

Development of the company's training plan

The training plan must include all training, skills assessment and validation of prior learning that the employer plans to forward to his employees.

The training plan will therefore be used to frame the company's training policy. It is based on an analysis of the gaps between the required skills and those available in the company.

Generally, it is developed annually. However, it can be built over a three year period with a more detailed first year. It is a reference document for the preparation of the annual training programs. It corresponds to voluntarist choices decided by the head of the company.

This document may have several parts, such as:

* Analysis of training needs:

- problem of common dysfunctions in society;

- wishes expressed by employees;

- improvement of social dialogue practices between employers and employees;

- evolution of the job and the profession.

* The development and validation of the training plan:

- identify training actions;

- verify consistency with orientations and constraints.

* The budgeting of the training plan by providing a forecast to spread actions over time.