The management of competences for the development:

• INDIVIDUAL

• ECONOMIC

• TERRITORIAL

THE WORK ENVIRONMENT CHANGES...

- Economic globalisation

- Emerging new markets

- Acceleration of technological changes

EMPLOYEES MUST DEVELOP COMPETENCES TO PARTICIPATE ON:

PRODUCTION

CONTROL

CONCEPTION

AND SO DOES MAN...

IN THE NEW ORGANISATION OF LABOR, COMPANIES EVOLVE TOO...

MAN EVOLVES……AND HIS NEEDS TOO

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MAN EVOLVES……AND HIS NEEDS TOO

MAN EVOLVES…...HIS COMPETENCES TOO

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?HIS EXPERIENCES,

HIS COMPETENCES

AND HIS MOTIVATIONS

DIVERSIFY...

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MAN MUST BE MORE EFFECTIVE IN HISCAREER MANAGEMENT

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KNOWING ONESELF BETTER

REFLECTING UPON PROFESSIONAL EVOLUTION

ELABORATIONG A PLAN OF ACTION

NEGOCIATING A TRAINING OR AN EMPLOYMENT

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The “bilan de compétences” ,

an active methodology of recognition and professional orientation

KEY NOTIONS...

CREATION AND DEVELOPMENT

ESTABLISHMENT OF THE RIGHT TO LIFELONG EDUCATION(JUILY 1971)

DEVELOPING NEW SYSTEMS OF RECOGNITION AND VALIDATION OF ACHIEVEMENTS

VERIFY OR DEVELOP PROJECTSTRAINING AND EMPLOYMENT

(CAREER GUIDANCE)

BILAN DE COMPETENCES

EXPERIMENTATION(MARCH 1986)

SPREADING OF C.I.B.C.(JUNE 1989)

ESTABLISHMENT OF THE RIGHT TO BILAN DE COMPETENCES

(DEC. 1991)

ADAPTATION OF WORKERS TO TECHNICAL AND ECONOMIC CHANGES

EMPLOYEE

BILAN DE

COMPETENCES

EMPLOYER

O.P.A.C.I.F.

TRIPARTITEAGREEMENT

“CONGE BILAN”BILAN LEAVE

TRAINING PLAN

Individual's right to professional training (DIF)

EMPLOYEE

O.P.A.C.I.F.

BILAN LEAVE

• Long term contract: 24 month of activity (consecutive or not) in last 5 years, of which 1 in the present company. At least 5 years period between two BdCs, unless the employee has changed a job.

• Fixed term contract: 24 month of activity (consecutive or not) in last 5 years, of which 4 months in the present company.

• Temporary employment: 1600 hours during last 18 month, of which 600 within the company where the demand is done

PAST

PRESENT

FUTURE

LINKING

PROJECT

ANCHORAGE

PROJECTION

SYNTHESIS

CAREERDEVELOPMEN

T

BILAN DE COMPETENCES : MORE THAN A SUMMARY...

BILANDE

COMPETENCES

SELF-KNOWLEDGE

KNOWLEDGE OF THE ENVIRONMENTAND THE CONTEXT

of the person

BILAN DE COMPETENCES : MORE THAN A SUMMARY...

BILAN DE COMPETENCES : MORE THAN A SUMMARY...

BILANDE

COMPETENCES

GIVING A MEANING(give a value to the experiences, put in

coherence)

GIVING A DIRECTION(finalize the delivery

by a project,a plan of action)

PRELIMINARY PHASE

BILAN DE COMPETENCES : A REGULATED APPROACHIN 3 STEPS (art. R6322-35 à R6322- 37 of the Labour Code)

INVESTIGATIONPHASE

CONCLUSION PHASE

NEEDS ANALYSIS, INFORMATION ON THE COURSE OF THE BdC,

CONFIRMATION OF COMMITMENT

IDENTIFICATION AND / OR ASSESSMENT OF SKILLS, ABILITIES, PROFESSIONAL MOTIVATIONS

DETAILED PRESENTATION OF THE RESULTS OF THE NVESTIGATION PHASE, DEFINITION OF THE CAREER

PROJECT, DEFINITION OF THE STEPS OF REALISATION

BILAN DE COMPETENCES IN THE EMPLOYMENT POLICY

BdC for jobseekers – financed by the Labour Office (Pôle Emploi)

EXPECTED RESULTS: Principal career project (+ an alternative or transitional

project) expressed in terms of employment/occupation

Acquired competences related to the project + competences to be acquired

Detailed characteristics of the professional project: business sector, contract type, geographic mobility

The path of return to employment / training plan

BILAN DE COMPETENCES IN THE EMPLOYMENT POLICY

BdC for jobseekers – financed by the Labour Office (Pôle Emploi)

It’s imlicit goal is not to define a career project, but the positions to which the beneficiary may apply directly after the BdC.

Average length: 20h during the period of 42 days (6 weeks)