The skills development plan replaces the training plan. It enables employees to take training courses at their employer's initiative, as opposed to training courses that they can take on their own initiative through their personal training account.

The beneficiaries:

Any employee may be targeted by a training course provided for in their company's skills development plan. In this case, the employee's departure on training is treated as the normal performance of his employment contract. They may not object to it (except in special cases).

The training courses concerned:

• compulsory or necessary training courses, which are those that are a prerequisite for carrying out an activity or a function in application of an international agreement or legal and regulatory provisions. They constitute effective working time and give rise to continued remuneration by the employer
  
• so-called non-compulsory training: they also constitute effective working time and give rise to continued remuneration, except when they take place outside working time.

The cost of the training is borne by the company.

The retraining period replaces the "Collective Transitions" and "Reconversion or promotion by alternation (Pro-A)" schemes.

This is a scheme designed to support professional mobility, whether internal or external to the company, and to promote the social or professional advancement of employees.

Transition period vs Transition Pro

• The professional retraining period is a company-led scheme
• The Professional Transition Project (PTP), managed by Transitions Pro, is an employee-initiated scheme

Public

All employees, regardless of their previous employment status, age or level of qualification.

This scheme enables employees to obtain one of the following qualifications:

• A professional qualification registered in the Répertoire national des certifications professionnelles (RNCP),
• A certificate of professional qualification (CQP/CQPI), whether or not it is registered in the RNCP,
• One or more blocks of skills,
• The CléA foundation of professional knowledge and skills

Period of retraining

This may include:

• Training activities, lasting between 150 and 450 hours over a 12-month period. A company or branch agreement may provide for a longer duration of training and a longer period of completion, up to a maximum of 2,100 hours of training, over a period not exceeding 36 months.
• Periods for acquiring know-how in a professional situation
• Actions to validate acquired experience (VAE)

Methods

Transformation may take place:

• Internal

- In the same company

- The employment contract is maintained

• External

- In another company

-. The contract may be suspended or transformed (fixed-term contract/permanent contract)

Financing of the retraining period

The OPCO covers the educational costs of the training activities carried out during the retraining periods in accordance with the conditions of the professional branch to which the company belongs.

If the professional branches fail to set a flat-rate amount for reimbursement, this is set at €9.15 per hour.

The employee may also use his CPF account to supplement the funding.

Beneficiaries

Any person aged 16 or over (15 for young people with an apprenticeship contract), who is employed, looking for work, a member of a liberal profession or self-employed, has a personal training account. 

Any person aged 16 or over (15 for young people with an apprenticeship contract), who is employed, looking for work, a member of a liberal profession or self-employed has a personal training account.