Share
Published on: 29/11/2022Updated on: 29/11/2022
Mandated by the professional branch of individual employment and domestic work, IPERIA has supported its professionalization policy, characterized by determination, attention to needs, and recognition of occupations and skills for over 25 years. With their trust, we design and propose each year -- in collaboration with the University of Home Care Services on the training component, a training and certification offer adapted to the needs of (future) sector professionals and their employers. What does the 2023 offer look like? What are the challenges? What's new? Let's take stock.
Observing Occupations and Anticipating Their Evolution
Social and societal changes disrupt many occupations, either disappearing or reinventing themselves. The professional branch of individual employment and domestic work is not immune to these transformations. Indeed, the occupations of childcare provider, dependency personal carer, childminder, and family assistant are evolving significantly: growth of shared childminding facilities, new family needs, the importance of digital tools, specific support for pathologies, multiple interactions of home care workers, various forms of housing, and environmental issues. Training and certification are two essential drivers for adapting to this new reality[1].Studies, expert collaboration, focus groups, monitoring, observation... IPERIA is connected with the reality of these occupations to understand their evolution, identify emerging needs, and create adapted skills certifications. Through this work, we are committed to supporting current and future employees in their professionalization by offering training and certifications that match their needs, career evolution, sector recruitment challenges, and employment dynamics.
2023: A Relatively Stable Training Offer
For 2023, the branch wanted to sustain and stabilize the existing offer. Enriched and adjusted, it emphasizes skills development and addresses skills recognition challenges through certification. It helps professionals develop precise, specialized, and adapted knowledge, meeting individual employers' needs.
"We've reached a maturity that allows us to offer a wide range of content providing vertical or horizontal development perspectives, whether for a newcomer or long-term employee," rejoices Nadège Turco, Deputy Director of IPERIA. The 2023 priority training and certification offer thus comprises:
- 3 professional qualifications created in 2009 and registered in the RNCP that guarantee core skills for sector occupations: "Childcare Provider / Childminder," "Dependency Personal Carer," and "Family Assistant."
- 21 other certifications, including 5 specialization certificates related to disability support, maintaining autonomy, or evolving work organization methods for childcare providers[3]
All these certifications are eligible for CPF and potential regional programs, for both employees or job seekers.
- 151 training modules accessible to employees through the skills development plan, of which 75 are integrated or directly linked to our certifications.
Certification Supporting Professional Career Security
With the paradigm shift from the professional training reform and the 2018 law for the freedom to choose one's professional future, the focus is on putting the individual at the heart of the approach,empowering them in their professional journey and employability.Now, the challenge is aligning individual employers' support skills needs with employees' professional pathways expectations.
To secure pathways, the branch wants to maintain a strong link between certification and training in its priority offer. "Under unprecedented pressure and growing recruitment needs, we are convinced that certification constitutes the focal point of a proactive employment policy in our sector that benefits employees, future employees, and individual employers. This is why we continue to position skills as the foundation of all training developments. If we had to summarize in one word the work we're conducting with IPERIA and the University of Home Care Services at our side, we would use the concept of pathway," explain Marielle Brouard and Véronique Delaitre, respectively president and vice-president of the branch's CPNEFP.
To facilitate employee access to skills recognition, the branch goes even further. In 2021, it established the principle of exceeding the 58 annual hours of the skills development plan for any more extended training pathway leading to certification (excluding qualifications).RPL, Parenting, and Language Skills Among New Features
Post-Jury RPL Support
In connection with experiments conducted with the Ministry of Labor (RPL by blocks, REVA), the branch wanted to strengthen the RPL system's appeal with a new post-jury support module. The objective was to limit dropouts and secure pathways again and always.
Supporting Parenting Daily
In early childhood, the topic of parenthood is now central and subject to numerous reflections and requests from professionals and families. Childcare providers and childminders will now find answers in the new module "Supporting Parenting Daily."Stabilization of Language Programs
After being revised and expanded in 2021 to engage new audiences in the sector and sustain employment, the language offer is now stabilized with five modules for non-native and French speakers with difficulties. We will recommend these modules within the Lab Migration for the domestic work framework according to the identified profiles and needs.
The 2023 training and certification program will be unveiled to the public on November 29 at www.iperia.eu and during the Personal Services and Domestic Work Show. Our development team will facilitate a micro-conference on November 30 from 2:45 PM to 3:15 PM., providing essential information for future sector employees to start their certification journey.
