Skills recognition: IPERIA's expertise sought after

The Association for Skills Support and Development (ADevComp) starts from the precept that in a changing world of work, skills are born, applied or transformed, requiring adaptation of strategies to support and manage them. This association, chaired by Jacques Faubert, was created in 2019 and brings together professionals in skills development support. It aims to promote the exchange of good practices and dialogue between companies and "supporters", as well as with academics and researchers engaged in analyzing, decoding, and illuminating changes in organizations and management.

"Make visible, showcase, and gain recognition" is how Jacques Faubert titled his document last October. A formula that perfectly echoes IPERIA's vocation for almost 30 years: promoting the professions of the individual employment and domestic work sector. Supporting, certifying, professionalizing, and making visible: these subjects form our DNA.

On June 20, by participating in a professional meeting organized by ADevComp in Saint-Denis, in the premises of Centre Inffo, Nadège Turco highlighted IPERIA's experience and expertise and exchanged views with other witnesses and key players involved in skills recognition.

During her speech, our director recalled that "RPL in our sector is an investment made by the branch's social partners since 2004 and, by extension, of IPERIA, which supports them", thus emphasizing our role as prescriber and supporter of professionalization pathways, our involvement in innovative experiments (the new RPL, micro-certifications), and our action for skills support serving sector employment. The professional branch of individual employment and domestic work is also invested in the RPL reform and has committed by covering salaries and living expenses for sector employees.

On the specific subject of the reform, ADevComp wanted IPERIA to share the results of the REVA experiment for RPL overhaul, in which we have been involved from the start, holding several key roles: observer, skills certifier, and pathway architect. Results have proven conclusive in our sector with the implementation of support throughout the process by the pathway architect, a key player whose role was created by the State. Our teams have been working on this for a long time, and have consolidated this model by supporting 234 eligible candidates through to the jury. The success rate so far is 99%, and this over shorter time frames, 7 months on average.

As Nadège Turco emphasized, "RPL encourages recognition of the professional identity of sector employees, many of whom have a low level of qualification but who are true professionals whose skills deserve to be recognized through this important program. It supports the integration of employees and job seekers, and it improves self-confidence and a sense of personal accomplishment. It's also ensuring long-term investment. It's a response to attractiveness and retention issues".

We are happy to share these convictions with ADevComp Association members and all their partners. See you soon for new discussions!