DIF CASVP The protocol has been revised. This new version replaces the version in force since 01.07.2009.
The new rules focus on the preparations for competition (Article 7.4), discharge service for preparations for internal competitions by correspondence (Article 7.5), courses for upgrading and development (Article 7.6).
Since 2010, the DIF balance meter appears on each agent payslip in February.
I) Reminder of statutory provisions
The Act of February 2, 2007 to modernize the Civil Service established that "every agent receives each year and according to his working time of an individual right to training (DIF).
The statutory provisions relating to personnel administration in Paris, under Decree No. 94-415 of 24 May 1994 amended return for vocational training to two orders applicable to the Public of the State (Decree No. 85-607 of June 14, 1985 for officials, Decree No. 75-205 of 26 March 1975 for non-members).
These two decrees were repealed in late 2007 and replaced by new rules which determine in particular the terms of the DIF for these personnel.
The CASVP decided to enforce the regulations now in force in the State (Decree No. 2007-1470 of 15 October 2007 pour les fonctionnaires et décret n° 2007-1942 du 26 décembre 2007 pour les non-titulaires).
De même pour les agents relevant de la fonction publique hospitalière, le CASVP appliquera le décret n° 2008-824 du 21 août 2008 relatif à la formation professionnelle tout au long de la vie des agents de la fonction publique hospitalière.
Pour ce faire, un protocole d’accord sur la mise en œuvre du DIF avait été conclu au CASVP dès le 1er juillet 2009. Protocole qui doit faire aujourd’hui l’objet d’une révision afin d’homogénéiser practices between the agents of the City of Paris and those of CASVP following the framework agreement on continuing vocational training and skills development signed by the City of Paris May 12, 2010.
II) The objectives of the reform of vocational training and DIF
The objectives of this reform are numerous. It aims to facilitate both the understanding of new skills and needs of users. It should also encourage mobility agents, to advance their skill level and thus the quality of their service, and maintain their ability to perform their jobs face longer careers.
The creation of the individual right to training laid the first foundations of training throughout life. The objective is to reduce inequalities in access to training and open the possibility of building individual career paths to all officers who become involved in their formation. This right is exercised at the initiative of the individual and with the agreement hierarchy.
GENERAL PROVISIONS:
Article 1: Beneficiaries
- CASVP Any officer of the benefits of an Individual Right to Training for a period of twenty hours per year of full time service
- contract employees when they are operating in CASVP on the duration of the training and the latter is their primary employer
- Individual contractors who worked 12 months during the past 18 months, this condition appreciating at 31 December of the year, when they are operating at a minimum CASVP on the duration of the training and the latter is their principal employer.
Article 2: Determination of human
The DIF is annual, counted calendar year and capitalized.
Every agent receives each year of service 20 hours of DIF. It is calculated proportionally to the time worked. The meter started with SRI since 1 July 2007, while this agent has full-time since 1 July 2007 then received 30 hours on the meter at 1 January 2009.
- The law may be granted annually to a cumulative period of 120 hours. If the accumulation of unused rights continues, the time available DIF remains capped at 120 hours. For agents who have reached the limit, special attention will be paid on their requests for training
- administration officials must periodically report the level of rights they acquired under the DIF.
- officials have acquired a fixed term under the DIF may with the consent of the administration (as a convention with the obligation to serve or return back) use advance a further period not exceeding time acquired (principle of anticipation) and within the limit of a total of 120 hours.
The DIF " transferable "DIF previously acquired is invoked with the new administration or community stations. Conversely, agents or received back from posting may argue with the CASVP their acquired rights in other jurisdictions or communities.
At his departure from CASVP, the agent, if he goes into another jurisdiction, must be issued a certificate stating its balance of entitlement under the DIF.
If the officer leaves the CASVP and is unemployed or hired a private firm with which he can assert his rights in the SRI, it must be notified well in advance in order to use its rights acquired before the end of its function.
Article 3: Working Time
3.1) hours of training conducted under the DIF will take place primarily during the time Working with retention of earnings.
hours of training conducted under SRI during working time are treated as actual working time. A training day for the DIF like any other day of training will be equivalent to 7:48 in the application Chronogestor.
Under counter DIF, it will count to 7 hours of training time for a full day and 3:30 for a half day.
3.2) actions outside working hours may be retained within the DIF when the articulation of the curriculum or the organization of work dictate. These conditions should be justified by the director of the PUD and approved by the training office. In this case the hours of training conducted outside working hours result in the payment by the CASVP a training allowance equivalent to 50% of the hourly salary of the agent within 50 hours of annual training related to the foreseeable development of business and 80 hours of training on the acquisition of new skills.
However, this provision will not apply for training or preparations followed by correspondence can not open up right to this benefit training.
development courses, regardless of their schedules, will be treated as working time and therefore may not give entitlement to the allowance training
Section 4: Training activities eligible for DIF
DIF enables a training link with the objectives of growth of the agent and its aspirations of professional development. It is used at the initiative of the agent in accordance with its administration.
To be eligible for DIF, a training must be included in the training plan and meet one of the following categories
- the foreseeable development of business (raising skills technical officer to keep the level of demand required for the exercise of his trade or programs leading to changes induced by the introduction of a reform)
- improvement or acquiring new skills (this may be either the normal framework of continuous training provided to agents to facilitate their adaptation to employment or a personal project of a professional nature such as the acquisition of bases useful to have a contest or prepare for a career change)
- training exam preparation, administrative support ...
- achieving skills assessments
- Validation of Acquired Experience for the acquisition of a diploma, professional title or certificate of qualification entered in the national directory
Unlike any training deemed necessary by the Administration to holding the job of the agent can not meet the DIF.
Therefore, a single training activity may fall within the SRI for a given agent and not be for another.
Example: a request for training on desktop software Power Point:
- not increase the DIF for an agent performing secretariat function and who are asked to produce documents in support Power Point (training deemed necessary by the administration)
- may fall within the DIF for an agent who wishes to submit its report differently meetings (suitability for employment)
- report to the DIF for an agent without the use of such software on his job (new skills)
training
- considered useful but not vital to keeping the workplace
- to increase their skills in anticipation of future mobility, but not yet determined,
- Not being identified as priorities by the employer,
may be eligible under the DIF. It may then be proposed to the employee to use his DIF in this context. However, the officer remains the master of its decision and whether to use its FID.
A table in Annex 1 provides a breakdown of training, currently covered by a contract between those that might fall within the DIF and those that could not be.
Article 5: The maintenance training
The choice of the training followed in the SRI 's conduct including taking into account the wishes the employee during the annual training.
maintenance training is to determine the training needs of staff to the objectives set for them and their career plans. This annual service, led by the superior officer, may be associated with the maintenance assessment / rating of the agent.
During maintenance training will be reminded of the outcome of applications prior to staff training and then be debated training activities that appear necessary for the new period in view of its missions and its prospects. The interview will also allow the agent to submit applications for exam preparation, validation of experience, skills assessment ....
This interview training should be formalized in writing that the objectives of training offered by the agent and the hierarchy will be enrolled.
Article 6: Implementation of DIF
application of DIF is the initiative of the agent: The SRI is an expression of interest in learning from him. However, its implementation requires the agreement of the employer.
order for training to meet the DIF, it is necessary that it be placed on the training plan. During the needs assessment of the training plan, it is imperative to collect, during maintenance training, all the wishes of officer training and to indicate at this stage if his training is likely to fall or not DIF.
The agent is informed by his immediate superiors or the corresponding formation of the PUD as a result of requests for training for the DIF within a maximum period of three months from the date of Closing compendium of training needs.
Failure to respond within that period constitutes acceptance of the choice of the training given by the employee. The rejection of an application for training under the DIF will be a detailed opinion and motivated by the administration.
The rejection of a second request, if it occurs at least 12 months after the initial application of the same nature can be ordered after review of the relevant joint authority.
If the wish of the officer training is held during the validation of the training plan, the formalization of demand for training under the DIF of the agent can then be made throughout of the year. It must be in writing by sending the attached form 2, the Intranet duly completed and signed by the supervisor, the training office. When the computer application permits, the application may also be formulated in "line" with the agent's workstation via a terminal or computer service.
Rule 7: Rule Management DIF counter
7.1 - The officers who have acquired hours of training under the DIF can with the agreement of the administration, by using anticipating a period not greater than the time already granted. The total time used by this provision remains capped at 120 hours
7.2 - If an agent can get the training he desired in his DIF, the general rule he will be obliged to renew and formalize a new application the following year.
In rare cases and exceptions, if another session for the same type of training, under a contract, is represented in the year and that a place is vacant on CASVP will attempt to reinstate the person at the session, but this remains the exception.
If the agent can not get to the training he desired in his DIF due to sickness, personal reasons justified (transport strike ... ), or because of need of service must be justified and motivated by the department head, the counter DIF agent will not be counted.
Any other reason for absence will count meter DIF
7.3 - Review of APEL and competency
The decree of 15 October 2007 and its implementing circular state that for the realization of a skills assessment and the validation of knowledge and experience, the DIF can be mobilized in addition to a "lack of time allowed" by the administration of 24 hours . If these time courses are less than these times, these times will not DIF counted counter agent.
7.4 - Preparations contest
When they take place indoors and during their time of service, officers may be unloaded in a part of their obligations to participate. This discharge is authorized by law when the term sought by an agent is less than or equal to five days full time service in a given year. Meeting this demand can be deferred but interest in the operation of the service, such deferral can not however be opposed to an application for the third time.
addition DIF agent can be mobilized beyond this discharge five days and the maximum of 20 hours and whatever time of the preparation.
7.5 - Landfills service preparations for internal competition correspondence
A discharge time may be granted after review of the department head, personnel preparing an internal competition by mail. The officers admitted to this preparation may benefit during the period of preparation, 15 days of service facilities, on a one half day per week or one day every 15 days.
These service facilities may be granted only once to change the grade and not more than 3 times during the career (eg to prepare the contest administrative assistant, then administrative secretary and then attached).
must be 4 years of seniority in the public service (requirement to pass the competitions).
For staff preparing the same competition two years, these service facilities may be granted for only one preparation.
These 15 days can be combined together or with annual leave or exceptional.
The beneficiaries of such service facilities which, for unjustified reasons are not diligent in the duties and who would give up during the year, will be delisted this year of such training and service facilities they would be counted.
Like contest preparations, facilities services will be credited to the meter DIF agent. To be considered in the form of service facilities must be accompanied by the application of training under the DIF, duly completed and signed.
7.6 The course upgrading and development
The community also offers Parisian upstream to processed competitions, courses for upgrading or development that enable agents to gradually reach the level required for access to these preparations for competition. These courses and refresher courses require the mobilization of hours DIF.
In a logic of shared effort between the administration and staff, the method of deduction of human development courses is also flat-rate. The agent will therefore be charged to his account DIF 1 / 3 of the total duration of the course, remaining 2 / 3 being supported by the administration. Or 6 hours on the meter DIF agent 14 hours and supported by the Administration to track a refresher course.
However, subject to approval by the supervisor, the number of monitoring modules can be greater than 3 the same year.
These proposals envisaged for preparations to contest and development courses / refresher go well beyond regulatory requirements, but reflect the will of the Parisian authorities to continue to promote social advancement. It is proposed to implement these measures for all preparations to contest and courses which have started after 1 September 2010.
Article 8: Information Officer
8.1 On human DIF
beginning of each year n, the employer shall communicate in writing to each employee the balance of the number of hours under the DIF or the total interest capitalized unless the number of hours used under n-1.
8.2 On the use of DIF and training provision.
A caller "DIF" could be the corresponding training should be identified in each PUD, it will be responsible for:
- answer questions from employees
- assist them in formulating their career plans
- help them find the training provider required
- steer them in the choice of training
Article 9: General Provisions
This revision of the MOU is concluded for an indefinite period. It will subject to change based on revisions that may be made to the agreement on continuing vocational training and skills development signed by the City of Paris, in order to standardize practices among the officers of the City and those of CASVP.
CTP 7/12/2010
Training Request under the Individual Right to Training
APPLICANT
Name, First Name: SOI
Grade:
Function:
PUD:
Name of Supervisor:
TRAINING DESIRED
date and duration of training:
Organization Name:
Place Training:
Cost of Training:
This training relates to (tick one box):
The likely trend Trades
Improvement or acquisition of new professional qualifications
The contest preparation, exams ...
Achieving a balance of skills
A Validation of Acquired Experience
Other
Indicate the professional project targeted:
RESERVED TO LEAD HIERARCHICAL
not
Notice of supervisor:
Favourable Unfavourable
Motivation unfavorable opinion:
Application Date:
Signature of applicant
Signature of supervisor
RESERVED TO THE OFFICE OF THE TRAINING
N° de la demande :
* date à partir de laquelle démarre le délais de réponse pour l’administration à la condition que la demande soit complète. Toute demande incomplète sera renvoyée à l’agent
ANNEXE 2
Distribution chart formations according to their character "DIFable"
training can not meet the DIF for all staff using a computer on his post Working
- Word initiation
- Excel initiation
- Windows environment
- Outlook
- Firmware used CASVP (Piaf, Rh21, Actarus, Antigone, Prorisq ...)
- Business Object
- Agents dont la fiche de poste suppose l'utilisation approfondie de RH21/Antigone
- Relais technique pour l'agent qui assumera cette fonction
Formations pouvant relever du DIF si ces formations présentent :
soit un approfondissement technique des compétences, soit une amélioration ou acquisition de nouvelles qualifications
- Internet
- Power Point
- Word development
- Excel Development
training can not meet the DIF for
Technical evacuation and emergency control
All staff
- information and handling of fire extinguishers on site tank fires
own - Manipulations extinguishers in mobile unit 36
- Unit 72 (fire truck on site)
- Organization of security services on site
Nominees to work on electrical installations
- Electrical accreditation
- Electric enabling recycling
- Other clearances
- Manutention manuelle des personnes à mobilité réduite
Formations pouvant relever du DIF
Formations considérées comme non obligatoires et présentant :
soit un approfondissement technique des compétences
soit une amélioration ou acquisition de nouvelles qualifications
- PSC - 1
- Recyclage PSC-1
training can not meet the DIF for
Any person performing functions in their host workstation
- Home the public and management of difficult situations
- All staff performing duties in their home workstation
- Home Public difficult
- Home phone
- Maintenance in the intake process
- management of aggressive behavior and pathological
training can not meet the DIF for
Supervised hierarchical superior
Any part A or personnel performing management duties newly assigned
- Framing proximity
- Harassment and Discrimination
- Disability and incapacity
- Conduct meeting
- Evaluation and Rating
- Project management
- Care Recruitment
- Negotiation and social dialogue with the OS
Training of the DIF automatically covered
- Contest Preparation
- Education through the device of career
- Accreditation of prior experience
- Skills assessment
- Advanced Course (French, maths, law, computer, language ...)
The choice of defining these formations as "Difables" or not is specific to the rank and function of the agent to whom they are intended. Sheets of initial training courses currently being developed by grade and position define the nature difable for this type of training
- Knowledge of the elderly:
- Knowledge of social arrangements or medico-social
- administrative regulations, social, technical or budgetary
- intercultural approach
- Stress Management ...
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