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1 LE BILAN DE COMPÉTENCES Kuressaare, 27 février 2010 Sylvie Scheid and Retravailler team The abilities assessment.

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Presentation on theme: "1 LE BILAN DE COMPÉTENCES Kuressaare, 27 février 2010 Sylvie Scheid and Retravailler team The abilities assessment."— Presentation transcript:

1 1 LE BILAN DE COMPÉTENCES Kuressaare, 27 février 2010 Sylvie Scheid and Retravailler team The abilities assessment

2 2 Sommaire Définition and aims The three phases of achievment of skills assessment Modalities of achievment The law Ethical rules

3 3 Definition and aims Purpose : It is a process of assistance to decision making as regards career evolution and career renewal. It helps to confront ones personal desires, ones stock of skills and the fields of occupational mobility so as to decide on the best adjustment possible. Its issue is double: changing and having control of this change thanks to the assertion of ones identity.

4 4 Definition and aims Aims : at the end of assessment being able to specify A professional evolution plan. Its action plan. Investigations concern : Skills : capitalize the assets, identify the poles of competence, assess the skills useful for the project. Relation to work : objectivize identity issues, interests, domains of motivation. An approach which encourages a dynamics : building up the instinctive feeling of professional repositioning, entering into a process of change, anticipating.

5 5 Preliminary phase Global sake : Definition of setting, aims and modalities of work and individual into the process. Sub-purposes : Information / administrative reception. Pedagogical reception (explaining tools and methods) Search for expectations and analysis of needs. Capitalization of the model : Approach fittings

6 6 Investigation phase 1. Personal and vocational analysis Global sake : Identification of the features concerning professional profile and relation to work. Sub-purposes : Search for previous path. Analysis of true life and structuration of the experiment. Analysis of skills and competences. Capitalization of the training model : Clarification of the socioprofessional profile and of the points supporting the project.

7 7 2. Search for socio-economics surroundings Global sake : Mastering useful socio-économic informations for professional plan. Sub-purposes : Knowledge of socio-economic environment. Extension of professional options. Discovery of occupations. Access to training.. Capitalization : knowingly specification of professional leads Investigation phase

8 8 3. Decision making Global sake : Professional project working out and planning. Sub-purposes : Project working out. Measure of gaps and action planning Investigation phase

9 9 Synthesis phase Global sake : Confirmation of the project and elaboration of the synthesis document. Sub-purposes : Confirmation of the project. Statement of the project (project argumentation training) Obligatory drawing up a confidential synthesis document that sum up the supporting points and the action plan of the project (individuals exclusive belonging)

10 10 Achievment modalities Signing a tripartite agreement and quality commitment, Alternation between individual discussions and working sessions with suited diagnosis tools (special tests, activity analysis guidebook, personality profile, skills portfolio making, field surveys, information work) that can be individual or collective, according to the situation. Generally, an assessment duration varies between 16 hours to 24 hours, which are spread out over 5 to 8 weeks.

11 11 A tripartite agreement The tripartite agreement is signed between the assessment center, the user and the financing organisation. It must be in keeping with an exemplification settled by the national Labour Office. It specifies the implementing conditions of the assessment, the duties of the assessment center, the financing modes. In the framework of a training plan, it specifies which purpose is followed by the employer and the conditions of communication of the synthesis document.

12 12 The law concerning the skills assessment Law n° of 31 décember 1991 Specifies layout concerning skills assessment Article 16-1, article L of the Labor code. «the skills assessment aims to enable workers to plan out a professional project and, if necessary, a training plan ».

13 13 Ethical rules Decree n° of 2 october 1992 specifies : Contents of the three phases of the assessment, Contents and report modalities of the synthesis, Contents of tripartite agreement, Duties ascribed to providers, control of those organisations, Contents of request for absence allowance and contents of request for financing, Financing conditions in the framework of CIF (Individual Training Leave of absence).

14 14 Three types of ethic rules in skills assessment : 1.Users voluntary participation 2.Professional confidentiality observance 3.Assessment results ownership

15 15 Voluntary participation None can be forced to make a skills assessment Declarfation of voluntary participation is written in contracts (agreeement...), Providers are in charge of verifiying users voluntary participation before beginning assessement. (See article R of the Labour Code)

16 16 Professional confidentiality observance Trainers are legally bound by professional confidentiality (its violation can be condemned by penal court),

17 17 Assessment results ownership Results belong to user, Those results are translated into a detailed report and a synthesis document, the framework of which has been specified by the laws, The synthesis document cant be transmitted to anyone unless the user agrees to (See tripartite agreement) (See articles R and R of the Labour Code).

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