Have you heard of VAE (Validation of Acquired Experience)? It’s not a training course but rather a process allowing recognition of skills and qualifications acquired through professional experience, by matching them to an existing diploma or certification. To be eligible for VAE, you must have at least 3 years of professional experience directly related to the targeted certification. The candidate must then compile a file demonstrating the reality of their acquired skills, which will be examined by a jury. VAE is not a new system, but due to a long (6 to 12 months) and complex process, it has been little used until now, both by training organisations and candidates. This is why, on November 17, 2022, a reform was adopted to facilitate the use of VAE, simplify procedures and better support career paths. The stated objective is to increase from 30,000 VAE pathways per year to 100,000 by 2027.
What are the changes in the VAE reform?
- Simplification of procedures: VAE is now accessible to anyone demonstrating an activity (mainly professional) related to the targeted skills, without a minimum one-year experience requirement.
- Complete professional certification not mandatory: the candidate can validate one or more skill blocks, thus avoiding the failure of a project too ambitious compared to the framework.
- Reduced validation time: the total duration of the VAE pathway will be shortened thanks to a more flexible schedule and the removal of certain mandatory deadlines.
- Universal access to VAE: previously reserved for people engaged in active life, VAE now opens to everyone, without restriction of activity or status.
- Enhanced support from regions: regional intervention from the beginning of the procedure improves the admissibility rate of applications.
- VAE leave duration increased to 48 hours: instead of 24 hours, offering the candidate more time to prepare their validation.
- Diversification of funding: the Transition Pro association will be able to cover VAE costs up to a limit of €3,000.
- Creation of a VAE public service: managed by a Public Interest Group (GIP) bringing together the State, Regions, Pôle Emploi, and other stakeholders, this public service will guide and support candidates.
The advantages of the VAE reform
For companies, VAE is a skills management tool. It values employees’ achievements, strengthens the company’s image and facilitates internal mobility, thus helping to address recruitment difficulties.
For employees, VAE is a source of motivation and loyalty. Collaborators feel recognised and supported in their development, which encourages them to stay with the company.
What consequences for Training Managers, HR…?
With these changes, the role of training managers (TM), HR… is evolving. They are moving from an administrative role (identifying and organising training) to a more strategic role, anticipating changes in professions and skills needs.
They thus become “ambassadors” of the VAE, informing employees and internal partners, exchanging with their HR colleagues, and communicating with financial management about the challenges and implications of this reform.
Conclusion
In summary, the VAE reform brings profound changes, facilitating access to and recognition of skills. HR, TM and other key players will need to mobilise to inform employees and take full advantage of this opportunity, thus strengthening the valuation of skills within companies.
