And here is again the assessment of competencies!

Despite the birth of the council in professional development, employees and job seekers can still achieve a balance of skills. Including, from 1 January, in the framework of the personal account of formation (CPF).

It was in a bad way, for the skills assessment. But since the January 1, 2017, and here it is again eligible to the personal account of formation (CPF). The professionals of the sector say that its "competitor" on the paper, the new guidance professional (CEP), does not constitute an infringement in practice, the two devices are complementary.

The balance of competencies, which serves to make the point about his professional life, its aspirations and drawn the outline of a new project, could, before the emergence of the CPF, to be funded by its predecessor, the individual right to training (DIF). A lot of people passing by. Of where the concerns, at the time of the transition to the CPF, January 1, 2015, when the balance sheet has been "forgotten" among the "training" eligible. "The opening to the CPF this January 1, is even more good news that the employee no longer has need of the approval of the employer when it is running its balance sheet outside of work time," notes Emeric Lemorton, director of the consulting firm, career transition Orient'Action. The time the DIF, it was still required.

CPF or leave balance, it all depends on his profile

Attention, however. If mobilize your CPF may seem the easy solution, this is not necessarily what is most relevant... when you can do otherwise. "It is grilling unnecessarily its cartridges, cutting edge Schany Taix, general delegate of the Fédération nationale des CIBC (centres of skills assessments). Better to spend in priority by a request for a leave balance in a Opacif such as Fongecif, Afdas..." they have acceptance criteria priority folders that do not vary much over time. At Fongecif Ile-de-France, for example, having more than 45 years, or 20 years of professional experience. "Our budget has changed little in recent years, also provides for Nicolas Rivier, head of the project in Paris. And our rate of acceptance of cases is in average of eight records out of ten." Of course, upstream, the organization communicates about its funding priorities, which discourages the public to be too remote of these criteria to make a request.

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Nicolas Rivier also guarantees that the Fongecif (operator COPSE, next to its mission of funding) do not push the audience to focus on the CEP rather than the skills assessment. "We suggest only to make a point with a counselor in career development to see if the mobilization of a balance sheet would be timely," he says. It is important to see if this really is the right time for the person, because this is not something that one has a vocation to do several times in his career. It is necessary, therefore, really be sure of their needs before sending his request and that it be accepted."

The CEP has not "replaced" the stock of skills

Contrary to what some managers in-company training are sometimes pass as a message internally to employees, the CEP has not, in any case not "replaced" by the balance of skills and does not constitute an obligatory passage before the last. All routes are allowed: opt directly for a skills assessment, start by a CEP, or to follow only, once its balance sheet is completed, the phase 3 of CEP, which is to be accompanied in the operational development of his project, to choose appropriate training, for example...

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"At the start, there were questions about the articulation between balance sheet and CEP, explains Schany Taix. Finally, in practice, this works rather well. The two devices differ in several respects. In a skills assessment, one has more time to regain self-confidence, awareness of his career and regain control of it. And the posture is not the same: you advance by yourself, instead of a third party, in this case, the advisor professional development, which gives us his opinion. It is in something deeper."

Soon balance sheets modular?

Still, the current form of the balance of competencies is not fully ensured for the future. A report should be out in march, to draw conclusions from an experiment on balance sheets "modular", is the implementation when requirements are expressed in the CEP. Formulas shorter (10 h and 14 h for example, instead of the 24 h of the form "classic") and dealing with specific themes, for example "check the feasibility of the project". Or assessments for educational content defined in consultation with the advisor, and professional development, the beneficiary and the centre of balance sheet.

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These formats are shortcuts skeptical, Emeric Lemorton. "The balance of skills traditional really matches up to the expectations of the employees, is it convinced of this. It is between six and eight appointments to define a project that can change your life over the next twenty or thirty years, and in which entering the game in the balance at home... it All requires a lot of time." If the balance sheet modular became the rule, it would lose a little, naturally, of this dimension.