What remains of the personal training account?

Office notebook. Thursday February 22, the decree distributing budget cuts by ministry was published in Official newspaper announcing 1.1 billion euros less for the Work and Employment mission. A first victim of this turn of the screw had been designated three days earlier by the Minister Delegate in charge of public accounts, Thomas Cazenave, with “implementation this year” a financial contribution from employees to their personal training account (CPF), in order to free up 200 million euros.

For those who have not yet done so, there is still time to take advantage of it: the implementation of this announcement requires a decree expected in April. The assets will however be able to continue to be formed afterwards, but what will remain of the CPF?

Created in 2014 and entered into force in January 2015, the CPF entrusted the employee with responsibility for their professional training so that they can carry it out throughout their career according to their own needs without depending on the employee-employer subordination link. . It was a first in the history of continuing education. A bet on employee autonomy.

Distinct from training plans conducted by the employer, this system is linked to the individual. His training rights follow him from one company to another. The employee has a personal account on the digital platform Moncompteformation.gouv.fr credited by his employer(s) in the form of “training rights”. A windfall at their disposal, currently capped at 5,000 to 8,000 euros depending on the profile, to learn a foreign language, pass their driving license or any other certifying training to progress in their professional career.

Goodwill of the employer

The first to have it are the training organizations, which rushed to the CPF, fighting for their training to be recognized as “certifying”, condition sine qua non to benefit from financing. It even, for a time, became a hunting ground for crooks of all kinds who offered ghost training.

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The first years of life of the system, the employer and depositor of training hours which – first cut into the system – were converted into euros from 2019, on the basis of one hour of training at 15 euros, effectively excluding the most expensive training. Employees could therefore plan to train freely, but not too expensively.

As the share of workers with few or no qualifications is very high in France, the employability argument is relevant. And skills operators like companies have therefore begun to supplement insufficient funding, reintroducing the dependence of employee training on the goodwill of the employer.

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