Anticipating and Building Professional Development Pathways

Driven by the trust of our partners and the individual employment and domestic work sector branch, we are committed to providing individualized support to (future) employees in their understanding of professions and existing programs. Our goal is to support their integration, career change, or skills development by creating a professional development pathway that helps them enter the sector and succeed.

Professions with Multiple Faces and Skills

In our sector, no two employees are alike. This is both its richness and its complexity. We're talking about employees with often unrecognized skills - primarily women: immigrants, people in career transition, job seekers, young people, etc. Some have experience, others are new to the sector. How can we attract domestic work professionals or retain such diverse profiles? How can everyone find their path and express their talents and ambitions according to their experiences and expectations?

To address these issues, which become particularly meaningful as 2030 projections are alarming*, we consider it essential to offer tailored support, examine each person independently, and provide targeted solutions.

We implement everything possible, and we innovate to meet (future) employees' needs to clarify their career and professional development. We help them obtain personalized information and build a project coupled with a customized professional development pathway with the prospect of skills development and tailored qualifications. Recognizing skills means guaranteeing quality and long-term employment.

Individual Support Towards Professionalization

We have various support tools that we presented at the professional branch event on October 5:

• As Nadège Turco, our Deputy Director, reiterated during her speech: "Our foundation around skills has been built since 1994. Acquiring a qualification is very important because we often work with people with little or no qualifications. It reflects back to them a positive image of how the sector perceives them". René Bagorski, Director of Professional Certification for France Compétences, emphasized "the regulatory mission" of his body and mentioned "the recurring task of processing applications and the work of mapping between different certifications to promote individual mobility". Since 2009, we have offered segmentation by skill blocks, and we promote correspondences with three certifications that enable mobility within the sector.
• Recognition of Prior Learning also supports recognizing individual skills. Olivier Gérard, Project Manager France VAE, recalled its principle, which "puts the user at the heart of the system." By evolving RPL and notably creating a "pathway architect" position, we have worked to ensure everyone benefits from personalized support to build and follow their trajectory without interruption.
• The concept of pathway takes on its full meaning through the Sector-specific Career Guidance and Development Consulting (COEPS) mission: a telephone advisor, through several interviews, takes time to review the person's background (professional and personal experiences, studies, etc.) and wishes for the future, thus laying the foundation for a relationship of trust. "We look at skills; we build pathways," specified Nadège Turco.
• Other tools are also being studied, notably Open Badges: "Their objective is to make the informal visible: a skill, know-how, interpersonal skills, participation, role, achievement, commitment, contribution, project or interest," as Philippe Petiqueux, General Secretary of the Reconnaître Open Recognition Alliance association, explains.
• Finally, Nadège Turco mentioned the track currently being tested within the MyCred4Home European project: building micro-certification assessments for both formal and informal skills. These could be a springboard to support the professional development of employees in the domestic work sector.

Ambitions Driven by the Branch's Dynamism

At this event, Marielle Brouard, Chair of the Joint National Employment and Training Committee (CPNEFP) of the professional branch, reiterated that in our sector, "we must always be innovative in projects and programs."

This support for the solutions we propose and carry is precious. By placing their trust in us, the branch anticipates and acts in favor of (future) sector employees. One question remains: can we still innovate? And the answer is yes! Véronique Delaitre, Vice-Chair of CPNEFP, emphasized during her speech: "We have been carrying out the work-study project applied to our sector since 2011. It's a necessary program that we have adapted through the Apprenticeship Training Center, which relies on the network of training organizations". This work-study program will involve the Delegated Apprenticeship Supervisor and will launch in June 2024 with a first cohort in Ile-de-France. Development in other territories is then planned for the second semester of 2024.

*800,000 positions to fill in the domestic work sector by 2030