Tailor-made training pathway leading to employment in Brussels

The 'employment-training pathway' supports large Brussels companies (or clusters of smaller companies) that are planning to recruit at least eight people for specific positions and requiring training. These companies work with Bruxelles Formation to create a tailor-made training pathway.

The principle of the 'training-employment pathway' is the pooling of financial, human or material resources to pursue an objective inherent in the missions of Bruxelles Formation, and which takes the form of a partnership agreement between the involved parties (employer, Actiris, Bruxelles Formation and VDAB Brussels in some cases), which defines, among other things, the objective(s) pursued, the rights and obligations of each of the parties and the resources made available by the parties. There is thus no financial flow between the parties but a mutualization of the costs (from providing training rooms to equipment, etc.). Besides, also private stakeholders are involved and the first collaboration agreement with a company was signed in 2017.

Agreements are submitted to the Bruxelles Formation Management Committee for approval.

Employers are supported by a support committee, which exists out of Bruxelles Formation, Actiris and, when relevant, VDAB Brussel, is then set up to monitor the proper implementation of the action: it supports and monitors trainees throughout the training pathway (including during the in-company training period).

The target group for this training pathway are jobseekers registered with the Brussels PES. They are entitled to the same rights as any other conventional training offered by Bruxelles Formation, including a training allowance of EUR 2 per hour. Depending on their situation, they thus may also benefit from assistance such as unemployment benefit. However, the training itself is not remunerated. The training is covered by a training contract between the Bruxelles Formation and the learner.

´When examining a 'training-employment pathway', the following points are checked:

1. structural training offered at Bruxelles Formation cannot be transformed into a training-to-employment pathway, but the reverse is possible if there is a recurring need;
2. if an existing structural training programme covers 70 to 80% of what is required by an employer, two options are favoured:
   1. customize the end of training programme in conjunction with structural training;
   2. initiate a discussion on a proposed pathway based on existing structural training, with some minor and innovative additions, but always with a view to a real opportunity for employment.
3. there must be real added value on the job market: the skills developed during the course must be transferable;
4. there must be a clear commitment of the company, to offer a contract to at least 80% of the trainees after the completion of their training;
5. in the event of a proven shortage, a pathway can be followed if specific regulations limit the potential placement of job seekers. If not, structural training should remain the priority way of responding to a long-term shortage.

The training duration is determined during the programme development, and the location follows the same principle—it can take place either at Bruxelles Formation facilities or at the employer's premises.

In the 'training-employment pathway', the partners (employer, Bruxelles Formation, Actiris and VDAB Brussel) undertake to:

1. co-construct the training programme and any entry tests: prerequisites, educational objectives, professional and cross-disciplinary skills, etc.;
2. promote the programme;
3. organise and run information sessions;
4. organise the selection and possible screening of candidates;
5. co-supervise and monitor learners throughout the programme (including the work placement);
6. participate in the Support Committee.

Role of the employer (obligations):

1. define their needs in terms of profiles, skills, deadlines, etc.;
2. participate in the screening and selection of candidates;
3. supervise the learner with competent and trained staff (company tutor);
4. limit the learners' tasks to those set out in the programme;
5. hire a minimum of eight trainees and offer at least to 80% of the group probationary, fixed-term or permanent contracts at the end of the training course (deadline to be set in the agreement).

Role of Bruxelles Formation:

1. host the information session and entry test;
2. provide the space and equipment for the training;
3. issue and manage vocational training contracts for learners;
4. provide some or all of the training via in-house trainers or trainers recruited under public contracts.

Role of Actiris and VDAB Brussel (depending on the project):

1. send out a targeted mailing to promote the programme to the job seekers and find participants;
2. organise a pre-selection of candidates before the information session;
3. check aid conditions: Activa, ICT cheques, training cheques, etc.