Public officials: the arrangements for personalized support for professional development

Public officials have benefited from a decree issued in Official Journal on 24 july 2022, a number of training and personalized support measures to promote their professional development. The way they unfold and can be used is now defined.

The career track record

Career reviews can be done through group work sessions or one-on-one interviews. It takes place in person or remotely, over the agent's service time. The organizer is bound by professional secrecy and discretion.

This assessment can be made by following the following four steps:

1. a first phase to inform the public official of the objectives of the scheme;
2. an analysis of his career path in order to identify and value his experiences, skills, professional values and motivations. This phase enables him to prepare himself to present his professional career orally;
3. the implementation of an action plan to enable him, depending on the situation, to draw up or implement his career development plan;
4. a conclusion phase during which the agent can take ownership of the results of his balance sheet and draft a summary document with the supervising professional. This document sets out in particular the main competences that he has mobilized during experiments of all kinds and the possible paths of professional development identified. The officer may forward this summary document to his or her supervisor and to his or her human resources department.

The Individual Skills Development Plan

The individual skills development plan shall aim at reducing the gap between the list of skills held by the public official and the list of skills expected for the post it targets. This plan may be based on the summary document produced at the end of the career review.

To develop this plan, the officer and his or her employment administration:

• rely on business repositories to determine skills acquisition objectives;
• identify appropriate training arrangements and modalities to support the learning sought;
• may consider setting up a mentoring scheme for accompanied learning;
• analyze the possibilities of organizing the individual and collective organization of work so that the staff member can apply the results of the training completed;
• organize professional immersion periods of 2 to 10 days (a maximum of 20 days over a period of 3 years). Immersion periods shall be included in the staff member's duty time, which shall in addition retain his normal remuneration.

The training courses

The courses offered include:

• theoretical and practical learning in a specific professional context;
• operational sequences which enable the public official to mobilize knowledge and know-how in the context of professional practice;
• a final examination, possibly preceded by assessments throughout the course.

They take place:

• in person;
• remotely;
• in a working situation;
• or in a hybrid manner, by combining two or three of these training modalities.

In the context of training carried out ‘in a work situation’: the staff member is supervised by a tutor; the various work situations related to the position are identified and analyzed in order to adapt them to a pedagogical aim; and reflection phases are organized in order in particular to explain learning and assess the achievement of professional objectives.