Page 11 - Euroguidance-Brochure-Recent-Developments-in-Guidance-Belgium

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• intervening with the public; Action tracks:
• being familiar with the job market culture; The main track lies in implementing a multimodal train-
• organising training activities on the labour market and ing course1, bringing together several training operators,
training; affordable and accessible to all, including cross-curricular
• supporting people with their career plan and their inte- training contents that support the guidance fundamentals.
gration pathway; A new training framework could be developed from a com-
• managing their own practice(s); mon base, which promotes a common vision and culture
• designing a guidance, information or training pro- of guidance. It would be complemented by a “toolbox”
gramme; system that would meet the specific needs of the different
• updating and developing their knowledge and skills. audiences and institutions.
• being able to build aand maintain a professional network
Exchange of practices and tools should be encouraged
We then met with training providers selected collectively to support meaningful global reflection and to build
based on the skills requirements of the participants and a common framework. In this context, a collaborative Recent Developments in Guidance - Belgium | Chapter 1 | Policy initiatives, networks and working groups
their audience. As part of this activity, we were able to platform could support a community of practices. This
consider only a small panel of continued training providers. should contain various resources, supporting practices and
Presentations followed a common pattern. We then con- providing tools for professionals. These resources would be
ducted an analysis of this offering, according to the needs informative (labour market information) whilst providing
and skills identified. knowledge on the socio-economic context, ethics, etc ...

Finally, three training activities were organised for the par-
ticipants of the working group. The aim was to experiment MORE INFORMATION?
with training, determine its added value, create a vision and
suggest improvements. • The results of the work onthe Year of Competences are
recorded in the thematic overview papers and in the
2013 Year of Competences Memorandum (see www.
RESULTS AND IMPACT anneedescompetences.be )

At the end of this year of collective work, we produced a • The document “Building joint training action - Report and
report of our entire approach and linked it to the work on recommendations following the work led by Interfédé in
guidance in the framework of “2013 Year of Competences” 2014 on the theme of guidance” is available on Interfédé’s
We also identified concrete action paths concerning the website: www.interfede.be
training of workers carrying out guidance roles. Here are
the main points.
CONTACT DETAILS
Observations:
Guidance professionals come from different fields, work Marina MIRKES – [email protected]
with a variety of audiences and develop diverse practices. Educational Coordinator at Interfédé
Thus, continued training should be addressed to profes- Rue Marie-Henriette, 19-21
sionals. Also, access to the profession should not only be 5000 Namur
provided through obtaining a specific qualification. A 0032/ 81.74.32.00
diversity of approaches should be fostered.
Participants in the process consider it important to develop
a common language between actors and users and the
creation of a common structure.
It is clear that there is currently no formal training focused
on the needs of professionals from diverse work contexts. In
addition, the existing training offer is fragmented.
1 Continued training is understood here in a broad sense: peer-evaluation, exchange of knowledge, pooling of practices, face-to-face training, etc. These different meth-
ods can of course be combined.

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