Reference year 2019
1Scheme history
In 2015, a ‘Concept Note’ on dual learning was approved by the Flemish government, and from 2016 until 2019 pilot projects were put in place in order to refine the legal framework. Furthermore, the projects supported by the European social Fund developed instruments and collaborations in order to assist schools and sectoral organisations to start dual courses. From September 2019 onwards, dual learning is structurally embedded in the Flemish educational landscape by decree.
Dual learning was developed on the basis of the evaluation of the existing system of ‘learning and working’. It started with a ‘concept note’ approved by the Flemish government, which developed into a decree over time.
Dual learning is integrated in the educational landscape. In this scheme, any pupil considered ‘mature enough’ by the schoolteacher and/or student-counselor will be able to follow in-company training. The component of theoretical courses in the school/training center will be intertwined with the in-company training. Pupils can obtain an educational qualification, or relevant partial qualifications.
Educational providers are still the final responsible party throughout the training.
The goals of the scheme are:
- Improvement of screening and matching of pupils
- Harmonization of the possible contracts and clear status of the apprentice
- Simplification of the incentives for employers
- Strengthening the sectoral approach in the support of apprentices and apprenticeships (for instance in supporting apprentices’ placements but also strengthening the quality of in-company training).
- Uniform regulations on quality assurance and accreditation of the in-company workplaces
- Arrangement of the pupils accompaniment
- Strengthening of the matching process and the scheme ‘apprenticeship – Leertijd’
2Beneficiaries
The scheme is available for young people between the age of 15 and 25.
The Flemish secondary education system has 3 stages, each one lasting 2 years. Normally, students can start dual learning in the 1st year of the 2nd stage, when they are 15 years old.
This data can be verified on https://dataloep-publiek.vlaanderen.be
1,567 in 2019-2020
3Qualifications
Dual learning schemes are situated at level 2, 3 and 4 of the NQF
[1] http://www.vlaamsekwalificatiestructuur.be/wat-is-vks/kwalificatienivea…
354, ISCED level 2, 3 and 4.
The dual learning scheme is (almost) similar to the school-based VET scheme. Both schemes share the same final qualifications. The only difference is that the dual learning scheme includes a workplace-component, which the school-based does not.
Possible qualifications that can be obtained through dual learning:
- Diploma of secondary education
- A certificate ‘secondary-after-secondary’ (In case the dual learning is organised on the level of a ‘secondary- after-secondary’ education): This is an extra year in secondary education which leads to an extra qualification.
- A certificate of the 2nd year of the 3rd stage of secondary education.
- A proof of VET-qualification
- A proof of partial qualification.
- A certificate of the 2nd stage of secondary education
The access to higher education for apprentices in dual learning is the same as for pupils in the school-based (non-dual) scheme.
If dual learning at upper secondary level is followed in vocational education, access to higher education is only possible by following specific additional programmes, which have dual variants as well.
If dual learning at upper secondary level is implemented in technical general education, access to higher education is immediately possible.
Some dual courses last 1 school year, but others last 2 school years. It is possible to follow a dual learning scheme in the second stage of secondary education (third and fourth year; see Q6), and to add another ‘specialisation year’ or ‘secondary after secondary’ which lasts 1 school year. This is the standard duration, in practice it can be flexible.
4Governance
The Flemish Partnership Dual learning (Vlaams Partnerschap Duaal Leren) is a council with representatives of employers and employees, educational institutions, other providers of dual learning (training centres for entrepreneurial training, ‘Syntra’), the Regional public employment agency (VDAB), Department of Work, Department of education, SYNTRA Vlaanderen. This council provides advice concerning dual learning and related topics to the Ministers of Work and Education and develops a common vision on apprenticeships and dual learning. The Flemish Partnership Dual Learning has several legal authorizations:
1 ° the accreditation or cancellation of the accreditation of an enterprise;
2 ° the exclusion of an enterprise;
3 ° the monitoring of the implementation of the agreement of an apprenticeship (including dual learning) with regard to training at the workplace;
4 ° drawing up an annual monitoring report on dual learning in Flanders;
5 ° taking the necessary actions to inform the companies about dual learning in Flanders;
6 ° supporting and mobilizing companies with a view to strengthen, both quantitatively and qualitatively, the supply of workplaces;
7 ° providing advice on all matters concerning the workplace component of dual learning.
The organization of dual learning is a cooperation between several partners.
Every educational provider retains their autonomy in the organization of dual learning. The agency of Entrepreneurial Training - Syntra Vlaanderen is responsible for the coordination of the in-company training of dual learning in Flanders. The agency has to ensure the supply of qualitative workplaces for pupils in dual learning, in collaboration with different stakeholders.
AHOVOKS (The agency for Higher Education, Adult education and Qualifications) is responsible for the standard trajectories within dual learning (i.e. the curricula on which the pupils’ individual learning plans are based).
Professional sectoral organisations are involved in the development of ‘vocational qualifications’ and in the design of the related curricula for dual learning scheme.
For all three “apprenticeship” schemes in Be-Fl, but for the dual learning scheme in particular, The Flemish Partnership of Dual learning (Het Vlaams Partnerschap Duaal Leren) has a set of powers and responsibilities concerning the implementation of the apprenticeship scheme. It delegates a number of these authorities to sectoral partnerships (Sectorale Partnerschappen). The set of authorities delegated to the sectoral partnerships depends on the sectoral council and is stipulated in a contract between the sectoral partnership and the Flemish council of dual learning. In case the sector or enterprise is not part of one of the 16 sectoral partnerships, the Flemish partnership of dual learning will take up the responsibilities. The different roles/responsibilities are:
-inform sectors, companies (and schools)
-mobilize sectors, companies (and schools)
-accreditation of companies (including termination and exclusion)
-monitor in-company training (contracts, mentors, quality in general)
- advise on matters concerning dual learning and provide yearly monitoring report (Flemish Partnership only)
5Training at the workplace
In dual learning, it is compulsory to alternate training between two learning venues (school and company).
The standard form of alternation includes both venues every week. Certain courses opt for in-company training in ‘blocks’ during one or several weeks.
This arrangement is specified in the contract between pupil, school and employer.
For each programme under the dual learning scheme, a curriculum is developed, based on multiple professional qualifications of one or multiple partial qualifications. The appointed services of the Flemish community coordinate this process (called AHOVOKS), in consultation with the professional sectors, the different educational networks, a representative of the providers of dual learning courses ‘Syntra’, SYNTRA Vlaanderen, and the regional PES (VDAB), who also provides professional trainings.
The standard trajectories (to be then developed into curricula) are approved by the Flemish Government
The training plan is based on the regional (Flanders) developed curriculum but it can be personalised. The contract also includes an individual training plan, that is agreed on the level of school, company and pupil.
Employers should have an accreditation in order to provide in-company training in a dual learning scheme.
In order to obtain this accreditation, the company:
- Should appoint a supervisor/tutor on the workplace that is of impeccable behaviour, is at least 25 years of age and has at least 5 years of experience in the profession. (as an exception, the supervisor can be at least 23 years of age)
- Should comply to the standards of equipment and company organisation in order to provide a training according to the training programme.
- Should have a proficient financial basis in order to guarantee the continuity of the company
- Did not face any criminal convictions.
6Contract and compensation
In the dual learning scheme in Flanders, we use three different types of contract, each with its own status.
Most of the pupils use an alternation training contract, and have the status of ‘alternating pupil’, i.e. apprentice. However, according to social security-regulations, the pupil is considered a regular employee. Therefore, the pupil also is entitled to social security rights. Under this contract, pupils are covered on several fronts: paid leave, illness- and invalidity-allowance, unemployment allowance, accidents at the workplace and professional illness. From the year in which they become 19 years old, they also benefit from rights linked to retirement and health insurance.
Less pupils use the alternation internship contract. Since the hours on the workplace are less, the pupil does not receive an allowance. This implies that the pupils don’t build up social security rights, although it is imperative that a limited industrial accident insurance is provided.
In the context of the third possible contract, the ordinary part-time employment contract, pupils have the same status as a regular employee and build up the same social security rights. Employment contracts between employers and apprentices are regulated in the 1983 law on apprenticeships for professions exercised by employees receiving a salary.[1]
Source: https://www.socialsecurity.be/employer/instructions/dmfa/nl/latest/inst…
[1] http://www.ejustice.just.fgov.be/cgi_loi/change_lg.pl?language=nl&la=N&c...
All contracts are tripartite, signed by the apprentice, the employer and the school (generally, the director);
All contracts also include an individual training plan, that is agreed on the level of school, company and pupil.
There are 3 types of contracts for in-company training, which are:
- an Alternation training contract, which is a specific type of contract
- an Alternation internship contract, , which is a specific type of contract
- in certain sectors, a part-time ordinary employment contract is still used for dual learning.
The key requirements, as per regulation foresee that any dual learning contract mentions:
- Start and end date of the contract, subject of the contract
- Details of the employer and in-company supervisor
- Details of the apprentice
- Details of the provider of dual learning (school) and the apprentice counsellor (address, time, etc.)
- The allowance
- Schedule of in-company learning and school based learning
- Rights and Duties of both parties
- The training programme
- Specific regulations of the company
In an Alternation internship contract the same aspects are mentioned, besides the allowances, which is not applicable in an alternation internship contract.
The contracts are checked and registered by the Flemish Partnership for dual learning (see Q9).
Depending on the contract that is used there is no allowance, an allowance or a salary.
- Alternation training contract: allowance
- Alternation internship contract: no allowance,
- Ordinary part-time employment contract: salary
In case the apprentice receives an allowance (Alternation training contract):
- 29% of the GGMMI (guaranteed average minimum monthly income) in the first year of dual learning
- 32% of the GGMMI: after succeeding in the first year of dual learning, or after succeeding in the second year of the second stage of secondary education).
- 34;5% of the GGMMI: After succeeding in the second year of dual learning (or after already succeeding in the 1st year of the 3rd stage)
In case the apprentice receives a salary (par-time employment contract), this is set by collective agreements.
7Financing and incentives
Costs for in-company training (for those acquiring work experience in companies, not as part of training projects provided by public training services) are covered by companies hosting apprentices but tax reductions and subsidies are available through sectoral funds and government provisions as described in question 13 below.
Specific social security contribution reductions apply to mentors/supervisors of apprentices (besides the companies that are located in the Brussels Capital Region).
Workplace learning bonus (Stagebonus) for employers which are located in Flanders and provide in-company training in the three apprenticeship schemes with an Alternation Training Contract, an Alternation internship contract or an ordinary partime employment contract (All three contact types can be used for an apprenticeship).
Employers receive 500 EUR annually in the first and second year of the dual learning and 750 EUR in the third year.
The calculation of the company’s profit for tax purposes may be reduced by 20% of the salary costs of the apprentice.
Other incentives may be available at the regional level (e.g. Flanders) and from sector funds
The alternation training contract and the alternation internship contract are fulltime contracts and are applicable to the full training period, covering both the school-based component and on the in-company component.
In case of an ordinary part-time employment contract, this covers only the time in the company.