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Training in companies

Through the training discounted by companies, they all have a credit for training their employees, which is made effective by applying discounts to Social Security.

Each company can plan and carry out the training actions it has considered or assign them to an organising entity. In any case, the actions must meet the needs of their employees’ competencies and be related to the activity of the company.

Furthermore, the right of information and consultation of the legal representation of workers must be respected.

The amount of this credit is calculated by applying the percentages corresponding to the size of the company's workforce to the contributions of the company and workers, according to the annual publication of the Spanish Finance Law. The Foundation provides companies with a simulator which allows them to calculate the credit they are assigned.

The system particularly supports SMEs in several ways:

• The percentage to calculate credit is higher the smaller the company size.
• Companies of more than five employees are obliged to co-finance their training, while companies of less than five employees are not obliged to co-finance it.
• A minimum credit, which is fixed each year by law and is currently €420 per year, is provided.

Individual training permits (ITP) are those by which the company authorises a working person, in order to promote their professional and personal development, to carry out a training activity in person. It usually has a long duration and must be recognised by means of a formal qualification or accreditation, including professional training titles and certificates of professionalism.

This permit may also be granted for access to the assessment and accreditation processes of work experience and other non-formal and informal learning, but the purpose of a ITP cannot be training that is mandatory for the employer.

Through the ITP, salary costs for working hours (both lesson time and travel time spent by the worker in training) may be eligible, depending on the credit of the company.

This initiative aims to provide working people with additional training or training for issues which were not suitably covered by the programmed training by the companies. This training meets the needs of adaptation to changes in the production system and the professional promotion and personal development needs of the workers themselves.

Subsidised training

The identification of needs, as well as the design and programming of this offer, is carried out with the participation of the most representative business and trade union organisations in each area or sector through joint sectoral structures and by the cross-sector organisations representing the self-employed and the social economy in their respective fields.

The implementation of this initiative is reflected in state-subsidised training plans aimed primarily at employed people, which are carried out with financing from competitive public subsidies between duly accredited or registered training centres and entities.

Training actions should be included in the SEPE Training Specialities Catalogue, including certificates of professionalism, and carried out in two types of programmes:

• Sectoral training programmes.
• Transversal training programmes.

 

Monitoring and Control

In order to ensure that training initiatives meet their objective, the regulations provide for monitoring that includes the verification of requirements and formalities or the evaluation of training results. To this end, every year the SEPE prepares monitoring and control plans for the different training initiatives and proposes joint objectives and measures with the Labour Inspectorate and Social Security.

The plans are being developed with the technical support of the Foundation, which provides technical assistance to the State Employment Service, both in its creation and subsequent coordination and implementation.

Monitoring is based on two axes:

• Improving the quality of training carried out and of the training centres and entities that carry out the actions, with the aim of detecting points of improvement and good practices that can be incorporated in future programmes or sessions. It is important to highlight the monitoring in relation to training linked to obtaining certificates of professionalism, in order to ensure that the certificates are correctly issued to the workers involved in the actions.
• Identifying areas of risk or practices that may lead to administrative or economic irregularities. In this case, in relation to the Labour Inspectorate and Social Security, which is the body responsible for monitoring compliance with social standards.

Evaluation of results and quality and evaluation of training actions

FUNDAE periodically and systematically evaluates the results and quality of the initiatives of the system of professional training for employment it manages.

FUNDAE also participates in the activities of the technical group of the Annual Evaluation Plan of the quality, impact, effectiveness and efficiency of the whole system of professional training for employment, which is coordinated by SEPE in collaboration with the agencies of the Autonomous Communities and the social partners.

The Foundation also systematically analyses the participants’ level of satisfaction with the training carried out: All participants in the training actions financed by the system of training for employment evaluate the quality of the training they receive by means of a questionnaire, which they complete at the end of the course and which rates aspects such as the organisation and content of the course, the trainers, the technical and teaching methods and the training as a whole.

One of the activities that FUNDAE has entrusted is carrying out communication actions that serve to extend the system and culture of professional training throughout the working life between companies and workers. To do this, a corporate website is maintained where all the information in the system is centralised, and is also the means of access to the initiatives of the system.

FUNDAE also manages several profiles on the main social networks, Twitter , Facebook , Linkedin , and maintains a community of followers by publishing relevant information related to training and the labour market. It also maintains a channel on YouTube , producing videos with information on training initiatives, tutorials and reports on events where FUNDAE participates.

FUNDAE also carries out other types of dissemination actions such as media and Internet advertising or presence in forums or specialised fairs for employment or training.

The corporate Blog is another tool to disseminate knowledge or news related to the system of training for employment.

Every year, FUNDAE carries out an important institutional activity that makes it possible to publicise the initiatives between associations, entities and training centres.

Furthermore, as a reference body for employment training, several public or professional, national, regional or local institutions request their presence at related events.

FUNDAE collaborates, along with other agencies, with business and trade union organisations, associations, universities, chambers of commerce and training centres with the aim of disseminating training initiatives and publicising changes, and establishing new lines of collaboration with these institutions.

FUNDAE promotes research, exchange, collaboration and dissemination of the training system at an international level.

Its international activity promotes the exchange of techniques, models, knowledge, experiences or good training practices throughout the working life with other countries.

To this end, FUNDAE is regularly present at seminars and activities in Ibero-American countries as part of its collaboration with the ILO/Cinterfor. It also schedules exchange activities or seminars with European and Asian countries establishing links for institutional collaboration.