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Learning while working
88 Success stories on workplace learning in Europe

processes or qualification programmes. Validation makes trainers discover
untapped career potential and become more aware of their professional
strengths and ways to further improve their skills.

At the Austrian Academy of Continuing Education, adult educators and trainers in companies
can achieve the recognition of competences gained throughout their professional practice,
through a two-tier qualification structure, based on a certificate and a diploma. In France,
the Association for Vocational Training of adults has created a national certificate for CVET
trainers that trainers can obtain by attending formal courses or through the validation of the
experience acquired on-the-job. The trainer prepares a portfolio of achievements and work
experience and presents it to a committee that will decide to validate the work experience on
a partial or complete basis. Five years are granted to pursue further training and acquire new
experience that can then be reassessed. Attempting to build career prospects for trainers on
former professional experience is important, since many in-company trainers acquire training
competences on-the-job (Cedefop, 2010c, p. 41-47).

In recent years, in-company trainers have been the focus of policy initiatives
aimed at certifying their training competences and bringing their qualifications
forward. In several countries in-company trainers have the possibility to
acquire professional certification either at national or sector level (such as in
Denmark, Greece, Cyprus, Austria, Portugal and Romania) and be registered
with a professional body (Greece and the UK), which means a commitment to
continuing professional development. Certification processes usually include
training pathways allowing VET trainers to meet established competence
levels. It is too early to assess the benefits of certification processes, in
terms of career development, salary incentives, and enhanced recognition
and status, as these initiatives are relatively recent. These developments
go hand- in-hand with the establishment of quality assurance mechanisms
and the accreditation of training providers.

7.6. Conclusions and policy messages

High quality training in enterprises is both a policy objective and a means to
make skill development opportunities in companies more effective, equitable
and efficient. Training and professional development of trainers is an area
that requires increased strategic action at policy level. Current policy agendas
for upgrading skills and promoting lifelong learning are increasingly drawing
attention to the competence development needs of in-company trainers.