The main novelty is the introduction of the CPF (Personal Training Account), which replaces the DIF (Individual Right to Training) that was in force from 2004 to 2014. The CPF is created for all staff members from the age of 16 (or 15 in the case of apprenticeships) and it covers employees and jobseekers (self-employed workers and heads of companies are not currently covered by this arrangement, nor are civil servants).
It is funded along the same lines as the DIF was, on the basis of 24 hours per year for 5 years, then 12 hours/year (for a full-time equivalent) up to a maximum of 150 hours.
But the real novelty in this system is that it revolves around the staff member and no longer around the employer. The employee must request the mobilisation of their CPF but not through their employer, it is now done via a dedicated website. If the training takes place outside working hours, the employee is no longer obliged to inform their employer. However, they must fulfil certain criteria to obtain funding. The training must figure on a list of eligible training courses:
- Either a national inter-professional list or
- A regional list or
- A branch list (for each field of activity)
Moreover, a certain number of training courses that are part of the "common basic skills" will also be eligible for the CPF and usable by right.
A training project may not use up more than 150 hours for each application and former DIF hours are used up first since they will become null and void on December 31st 2020.
The idea behind the CPF - which is to encourage more staff members to attain a better level of qualification – implies that all training courses that are eligible to CPF must result in a certificate that is also recognised by this system. For languages, please contact us.
To accompany staff members in the development of their skills and in their professional lives, a CEP (Professional Evolution Council) has been created. This comprises Pôle Emploi, APEC, the "Missions Locales", Cap Emploi and the OPACIF offices. These bodies are in charge of advising staff members with regard to their careers and potential training requirements (completely independently from their employer) and to accompany them through the mobilisation of their CPF.
The mobilisation of the CPF must be carried out via the Internet site: www.moncompteformation.gouv.fr. When you connect to this using your Social Security number, you will be required to complete various sections and enter a password to secure your account. You will also enter your total DIF hours (shown on the compulsory statement provided by your employer by January 31st 2015 at the latest, which states the number of DIF hours recorded up to 31.12.2014). N.B. When you first use your CPF, you must show this statement to validate the number of hours, so take good care of it!
Next, to register your application, you must enter the code corresponding to the required training (the codes are being assigned in early 2015).
In most cases, the hourly rate covered by the CPF (or former DIF hours) will not be enough to cover the cost of the training. Bear in mind that top-up allowances may be granted by various arrangements and unlike the DIF, employees may finance part of the cost themselves. The employer may also contribute to the cost, on condition – obviously – that the training is useful to them and that the employee has informed them and asked for such funding. If you are an employee, don't hesitate to have a word with your employer or your manager...
Possible sources of top-up allowances can be found on this website: www.moncompteformation.gouv.fr .