natgillin/translations-raw huggingface dataset:
Den individuelle ret til en kvalificerende uddannelse er således ikke så meget en selvstændig foranstaltning som en helhedsordning, der tager sigte på at kvalificere de unge via de eksisterende strukturer og foranstalt­ninger.
Training entitlement, therefore, is not so much a measure as an overall scheme for enabling young people to acquire qualifications through existing structures and measures.
Individuelle uddannelsesforløb og uddannelsesindhold er således det centrale i ordningen.
At the heart of the scheme is the individualization of training routes and content.
For det første kan den kun indgås af offent­lige instanser - bortset fra staten - og private organisationer, som ikke arbejder med fortjeneste for øje.
The first is that it may be entered into only by public structures other than the State or private, non-profit-making structures.
For det andet finansieres en del af lønnen og de erhvervs­introducerende timer af staten og ikke af arbejdsgiverne.
The second is that the funding of part of the remuneration and all the hours of foundation study are taken over by the State rather than being contributed by employers.
Bortset fra disse to undtagelser gælder samme ordning som for orienteringskontrakten (se afsnit 2.2.52 ff.).
With these two exceptions, the conditions for the contrat d'orientation apply to the contrat local d'orientation (see 2.2.52 et seq.).
E) Solidarisk beskæftigelseskontrakt
(E) The contrat emploi-solidarité (CES — employment-solidarity contract)
Den er rettet mod unge mellem 18 og 25 år, i særdeleshed unge med kvalifikationer på niveau V, men også langtidsledige over 25 år, modtagere af mindsteindslusningslønnen og arbejdssøgende over 50 år.
It is directed towards young people aged 18 to 25, particularly those with a level V qualification, but also to the long-term unemployed aged over 25, those receiving the minimum integration income and unemployed people aged over 50.
Der skal være tale om samfundsnyttigt arbejde, som ellers ikke ville blive udført. Denne kontrakt er således ikke en kvalificerende foranstaltning.
That activity must meet community needs not being met elsewhere, which means that such a contract is not a measure offering qualifications.
Arbejdstiden er fastsat til 20 timer ugentlig. Lønnen svarer til SMIC og betales af den ansættende instans.
The working week is 20 hours, and the pay is equal to the minimum wage (SMIC), disbursed by the employer agency.
Staten godtgør 85% af lønnen, der er fritaget for sociale og fiskale ydelser.
The State refunds 85 % of the remuneration, which is also exempted from social security contributions and tax.
I kontraktperioden kan den unge deltage i uddannel­sesaktiviteter i den halvdel af tiden, hvor der ikke arbejdes.
During the contract, training may be arranged for the young person during the period of the week when he is not working.
Deltagelse i uddan­nelse giver ikke ret til løn, men til statsstøtte på 22 FF (ca. 3 ECU) i timen med et loft på 400 timer (gennemsnitsvarigheden er på 200 timer).
The young person is entitled not to remuneration but to a State grant of FF 22 (approximately ECU 3) per hour up to a maximum of 400 hours (the average duration being 200 hours).
Status over indslusningsforanstaltninger
A review of measures for the integration of young people
1) Lærlingeuddannelserne
(1) Apprenticeship
Fra dette tidspunkt er der hvert år undertegnet ca. 130 000 kontrakter (129310 i 1990), der berører i alt 230 000 elever, heraf 71% drenge.
Since that year, approximately 130 000 contracts have been signed each year (129 310 in 1990), covering a total of 230 000 young people, 71% of whom are boys.
CFA, der forvaltes af private organer (41 % af lærlingene) CFA, der forvaltes af håndværkskamre (36% af lærlingene) CFA, der forvaltes af offentlige undervisningsinstitutioner (8% af lærlingene) CFA, der forvaltes af lokale administrationer (6% af lærlingene) CFA, der forvaltes af handels- og industrikamre (8% af lærlingene) CFA omfattet af en statslig overenskomst (1 % af lærlingene).
278 CFAs run by private agencies (41% of apprentices) 73 CFAs run by Chambres de métiers (36% of apprentices) 61 CFAs run by public education establishments (8% of apprentices) 56 CFAs run by local authorities (6% of apprentices) 38 CFAs run by the Chambers of Commerce (8% of apprentices) 12 CFAs run under a national convention (1% of apprentices).
I landbrugssektoren er der 113 CFA (heraf 93 tilknyttet offentligretlige organer og 30 tilknyttet private organer).
The agricultural sector has 113 apprentice training centres (93 of which are attached to public-sector agencies, 30 to private agencies).
Fordeling efter uddannelsesbevis (1989)
The breakdown by diploma in 1989 was as follows:
Vigtigste sektorer, der modtager lærlinge
The main sectors taking apprentices are:
Byggeri Handel og distribution Bageri, konditori Personlige tjenesteydelser Mekanikervirksomhed Industri- og butiksslagtere Andre erhverv i levnedsmiddelbranchen
Building industry Business and retailing Baking, patisserie Personal care Engineering Butchery & slaughterhouse work Other food trades A point of note is the total absence of apprenticeship from the industrial sector.
2) Vekseluddannelserne
(2) Alternance training
Udvikling i antallet af kontrakter
Trends in the number of contracts
Kilde: Arbejdsministeriet.
Source: Ministry of Labour.
For så vidt angår den erhvervsforberedende praktikordning (SIVP), har den ganske vist givet hundrede tusinder af unge mulighed for at opnå arbejdskendskab gennem virksomheds­praktik, men den har ikke opfyldt målsætningerne om indslusning, da den som oftest har henvendt sig til en i forvejen kvalificeret målgruppe og ikke har kunnet undgå de utilsigtede virkninger, som nogle havde advaret imod lige fra begyn­delsen.
The SIVP (Stage d'initiation à la vie professionnelle) has helped hundreds of thousands of young people to acquire experience in the workplace, but it has not fulfilled the objective of their integration in the working world and on the whole has attracted a group of people who already have skills. Without avoiding the traps predicted by some people at the time, the measure was adopted.
Det er derfor naturligt, at den fra 1992 afløstes af orienteringskontrakten (jf. afsnit 2.2.52).
Its replacement by the contrat d'orientation (guidance contract) from 1992 on (see 2.2.52) is, therefore, a logical step.
3) Individuel ret til en kvalificerende uddannelse (CFI)
(3) Crédit formation individualisé (CFI — personalized training entitlement)
På to år er 224 425 unge modtaget under CFI-ordningen; heraf har 173 055 under­tegnet en uddannelsesaftale, og 105 000 har fået udarbejdet en kompetence­oversigt.
Over a two-year period, the CFI has led to 224 425 young people being taken on, 173 055 of whom entered into a personalized training entitlement commitment and 105 000 who have benefited from a skills audit.
Ordningen må således siges at have opfyldt målsætningerne, så meget mere som det rent faktisk drejer sig om unge med et lavt kvalificeringsniveau (mere end 50% af de unge befinder sig på kvalifikationsniveau VI).
As a preliminary step for young people, then, the measure can be regarded as achieving its objectives, especially as it has in fact catered for young people with a low level of skills (over 50% of the young people have a level VI qualification).
Da det drejer sig om meget lavt kvalificerede unge, er uddannelsesforløbene blevet længere end forudset.
It has accepted young people with a very low level of education and the training periods have proved to be longer than expected.
Og endvidere har princippet om den enkeltes ret til kvalificering medført en ikke-selektiv politik for udvælgelse af adgangsberettigede deltagere med en oppustning af deltagertallet til følge.
Because they have a right to a skill, the policy on admission to the scheme has been non-selective, this swelling the numbers.
Og endelig har ordningen ikke givet de forventede resultater med hensyn til kvalificering (kun 5 500 kvalifikationsbeviser på niveau V og 19 000 validerede deluddannelsesforløb).
Nor has the scheme produced the results expected as regards qualifications (only 5 500 level V certificates have been obtained and 19 000 partial validations).
Der må således stilles to spørgsmål til CFI-ordningen: Er adgangen til en kvalificerende uddannelse, hvis denne ikke kan erhverves i løbet af rimelig kort tid, den bedste løsning på indslusningsproblemet, og hvordan kan man i højere grad inddrage erhvervslivet i ordningen?
A twofold problem was put to the CFI: is access to a skill the best solution for a young person's integration if it cannot be rapidly achieved; and how can economic operators be made to take a more active part in this scheme?
2.2.94 Regeringen har derfor revideret ordningen på to områder. I en første periode stad­fæstedes beskæftigelsen som det prioriterede mål og kvalificeringen som et middel hertil.
The government has therefore embarked on a two-pronged reform of the measure.
Dernæst iværksattes i forsommeren 1992 et program for intensiv forberedelse til kvalificering og beskæftigelse (PAQUE).
Secondly, a 'programme de préparation active à la qualification et à l'emploi' (PAQUE) is to be set up by the summer of 1992.
Det er rettet mod unge, som ikke kan gå direkte ind i en kvalificerende uddannelsesforanstaltning på grund af manglende basiskundskaber eller sociale problemer.
This programme of active preparation for qualifications and employment is directed towards young people who cannot have direct access to a measure designed to impart skills because they lack basic education or have social difficulties.
Staten har indkaldt tilbud med henblik på udvælgelse af 350 uddannelsesinstitutioner, der i gennem­snit hver kan modtage 200 unge (dvs. 70 000 pladser i alt).
A tender has been launched by the State with a view to selecting some 350 agencies catering for an average of 200 young people (a total of 70 000 training places).
De foreslåede aktioner skal sammenkoble basisundervisning og introduktion til forskellige erhverv med henblik på at give de unge bedre mulighed for at vælge.
Under the proposed measures, basic education must be combined with the active discovery of several trades so that young people can make a choice of careers.
Staten har bevilget ekstra­ordinære midler til gennemførelse af dette program.
Special funding has been allocated by the State towards implementing this programme.
4) Den solidariske beskæftigelseskontrakt
(4) The contrat emploi-solidarité (employment-solidarity contract)
Disse kontraktordninger skal som led i bekæmpelsen af langtidsledigheden gøres permanente inden for bestemte sektorer (miljø, sociale iværksættere, sundhed, transport, turisme m.m.).
These contracts, under a programme to combat long-term unemployment, are due to be extended and developed in certain sectors (the environment, social leadership, urban security, health, transport, tourism, etc.).
Erhvervsvejledning af unge
Vocational guidance for young people
A) Erhvervsvejledning i skolen
(A) Vocational guidance in the school
Der findes nu omkring 580 CIO.
Today there are over 580 such centres.
Informationscentrene udøver hovedsagelig deres aktivitet i skolerne, men yder service til alle målgrupper.
Most of their work is done within schools, although they also cater for any kind of group.
Denne omfattende service giver i øvrigt problemer med hensyn til økonomiske midler og personaleuddan­nelse for disse centre, der for nogle år siden betjente 5% af de voksne målgrupper, men som i dag, i de afdelinger, der er beliggende i store bymæssige områder, hovedsagelig betjener arbejdssøgende.
This extended access, moreover, has caused the centres problems with resources and staff training. A few years ago only 5% of queries were from adults, whereas today (at least in the case of some centres located in larger towns) the majority of users are in fact jobless people.
CIO varetager forskellige opgaver: modta­gelse, information og dokumentation, individuelle samtaler med en erhvervsvej­leder m.m.
The centres offer various services: preliminary contact, provision of information and documentation, individual discussions with a guidance counsellor, etc.
De har udviklet et dokumentationssystem om de forskellige erhverv og uddannelser.
In particular they have developed a system of self-documentation on trades and training courses.
I 1991 var der én erhvervsvejleder pr. 1 500 elever.
In 1991, there was one guidance counsellor per 1 500 school pupils.
En erhvervsvej­leder har kontakt med én ud af tre elever i mellem- og realskolen (collège), én ud af fire i almene gymnasier, én ud af seks i erhvervsgymnasier, men fire ud af fem elever i 9. skoleår (9. skoleår ligesom 7. skoleår et vigtigt skolevejledningstidspunkt).
One pupil out of three at collèges consults a guidance counsellor, one lycée pupil out of four, one vocational lycée pupil out of six, but four out of five class III pupils go to see a counsellor (together with class V, class III is a key year for academic guidance).
Denne ordning, der iværk­sattes i 1986, er rettet mod unge, der forlader skolesystemet med et lavere niveau end studentereksamen eller et tilsvarende niveau.
Set up in 1986, this scheme is directed towards young people leaving school at baccalaureate or lower level.
Målet er gennem vejledning, uddannelse, information, støtte og rådgivning at tilskynde unge til at genoptage kontakten med deres uddannelsesinstitution.
Its objective is to suggest opportunities for guidance, training, information, aid and counsel to young people,
En fjerdedel er begyndt på en grundud­dannelse.
Over a quarter returned to education to take initial training.
De resterende er ledt over i praktik eller vekseluddannelse.
The others could be directed towards different placement or alternance training arrangements.
9% af disse unge har ikke kunnet få vejledning.
No guidance could be provided for 9% of the young people.
Klart nok er behovet for erhvervsinformation og -vejledning i skolerne langt fra opfyldt, hvilket understreger afstanden mellem uddannelsessystemet og erhvervs­livet.
It is apparent that the demand for information and guidance in the school environment, especially information on careers, is far from being satisfied, accentuating the widely criticized gap between the educational environment and the working world.
For at fremme en tilnærmelse mellem de to sektorer agter regeringen at systematisere erhvervsinformationsmøderne i Undervisningsministeriets institu­tioner.
To bring the two sides closer together, the government has announced its intention of arranging systematic careers information meetings in schools.
Disse informationsmøder skal forestås af erhvervsfolk og tage sigte på at udbrede kendskabet til erhvervene i byggesektoren og industrien.
The information is to be provided by practitioners, with the particular aim of making trade in the building and manufacturing industries better known.
B) Erhvervsvejledning uden for skolen
(B) Vocational guidance outside the school
Indførelsen af systematisk vejledning i 1980'erne er en vigtig nyskabelse i det franske erhvervsuddannelsessystem. Det er først og fremmest de unge, der nyder gavn heraf.
One of the major developments of the 1980s was the systematic incorporation of guidance into the French vocational training system, and it was young people who were the first beneficiaries of this development.
I 1981 indleverede Bertrand Schwartz en rapport til premierministeren om social og erhvervsmæssig indslusning af unge, hvori det presserende behov for at etablere service, informations- og vejledningscentre understreges.
In 1981, B. Schwartz submitted a report to the Prime Minister on the integration of young people into society and the working world, stressing the urgent need for contact, information and guidance agencies.
Sådanne centre skal omfatte alle aktører inden for området social og erhvervsmæssig ind­slusning.
These bodies, he said, should bring together all the parties involved in social and occupational integration.
I rapporten foreslås det at etablere lokale kontorer med tværfaglige arbejds­hold, hvis personale stilles til rådighed dels af statsadministrationen, dels af lokalmyndighederne.
He proposed the creation of missions locales (local missions) in the form of a multi-disciplinary scheme staffed by people made available both by the civil service and by local authorities.
I henhold til bekendtgørelsen af 26. marts 1982, der var en opfølgning af dette forslag, vil der således blive oprettet centrale service, informa­tions-og vejledningskontorer (PAIO) og lokalkontorer.
The ordinance of 26 March 1982 took up this proposal and created what were known as permanences d'accueil, d'information et d'orientation (PAIO — standing agencies for contact, information and guidance) agencies and missions locales.
PAIO har til huse i forskellige støtteorganisationer (sammenslutninger af uddannel­sesinstitutioner for efter- og videreuddannelse (GRETA), ungdomsinformationscentre, lokale arbejdsformidlingskontorer, rådhuse m.v.), som modtager stats­støtte, og i nogle tilfælde støtte fra lokale forvaltninger, til driften af erhvervsvejledningskontorerne.
PAIOs are sited in support agencies (GRETA, youth information centres, local agency for employment, the town hall, association, etc.) in receipt of aid from the State, and on occasion in local authorities.
De skal betjene unge mellem 16 og 18 år og i visse tilfælde 18-25-årige.
They are expected to cater for young people aged 16 to 18 and possibly aged 18 to 25.
PAIO informerer om uddannelsesmuligheder, såvel om selve uddannelsesforanstaltningerne som om de kompetente organer.
PAIOs inform young people about opportunities for taking up training, to include training measures and the competent agencies.
En aftaleprotokol indgået med den offentlige arbejdsformidling præciserer betingelserne for samar­bejdet mellem de to organer.
A protocol agreement with ANPE sets out procedures for cooperation between these two bodies.
Der findes i øjeblikket 541 PAIO med 1 500 ansatte.
At present there are 541 PAIOs employing 1 500 people.
Yderligere tredive forventes oprettet før udgangen af 1991. 87 departementer råder over mindst ét lokalt kontor.
About 30 additional local missions should have been set up the end of that year, and 87 départements have at least one local mission.
2.2.107 PAIO og de lokale kontorer har rådgivet og fulgt 450 000 unge i 1991, heraf 78% over 18 år, 52% unge kvinder og 54% unge med et lavere kvalifikationsniveau end CAR
78% were aged over 18 52% were girls 54% were young people with an educational level lower than CAP
Dette netværk af 25 regionale centre, der suppleres af ungdomsinformationssteder og informationsbureauer, er oprettet på initiativ af ministeriet for ungdom og sport i 1969 og har til opgave at rådgive og informere unge på alle dagliglivets områder.
Set up by the Secrétariat d'État à la jeunesse et aux sports in 1969, this network of 25 regional centres, plus youth information points and youth information bureaux, has as its terms of reference to welcome and inform young people in every field of daily life.
Hovedparten af aktiviteterne består dog i udarbejdelse og udbredelse af informationsark om erhverv og uddannelse.
Nevertheless, its work essentially focuses on the production and distribution of information sheets on trades and training courses.
Med cirkulæret af 3. september 1991 opret­tedes »knudepunkter« for beskæftigelses- og uddannelsesinitiativer for unge.
The ministerial circular of 3 September 1991 created what were known as 'crossroads' — carrefours — for youth employment and training.
Disse knudepunkter har til formål at bidrage til en optimal udnyttelse af ungdomsordningerne.
The aim of these crossroads was to mobilize all the schemes targeted at young people as far as possible.
De skal frem for alt styrke forbindelsen mellem uddannelse og beskæftigelse.
Above all, they should help to strengthen the link between training and employment.
Knudepunktet er ikke en supplerende struktur, men mødested og samarbejdspunkt mellem lokale strukturer, som skal bidrage til at gøre indslusningsforanstaltningerne mere effektive. I 1992 var 400 knudepunkter operative.
A carrefour is not an additional agency but a meeting point and a forum for cooperation among local structures. It should help to produce more effective routes towards integration into the working world.
Som nævnt i den historiske gennemgang er det franske efter­ og videreuddannelses­system baseret på et omfattende regelsæt.
As we indicated when reviewing the background to the French system of vocational training, its special feature is that France has a continuing training system which has given rise to the intensive production of regulations.
De erhvervsmæssige efter­ og videreuddannelser fungerer normalt efter modta­gerkategori.
The French continuing training system tends to operate on the basis of categories of beneficiaries.
De uddannelsessøgendes status afgør, på hvilket retsgrundlag uddannelsen afvikles.
The status of the person aspiring to training determines the legal framework in which that training is provided.
Der kan lokaliseres tre overordnede kategorier af målgrupper: ansatte i den private sektor, ansatte i den offentlige sektor og arbejds­søgende.
There are three main categories: employees in the private sector, public-sector employees and job-seekers.
I det førstnævnte tilfælde henhører uddannelsen under virksomhederne, i det andet under staten og i det sidste under de offentlige myndigheder (stat og regioner).
In the first case, training is the responsibility of the employer, in the second the administration and in the third case the authorities (the State and the regions).
Der er dog én undtagelse fra denne regel, idet staten som led i beskæfti­gelsespolitikken og regionerne som led i regionaludviklingspolitikken deltager i videreuddannelse af lønmodtagere.
There is, however, an exception to this distinction: under employment policy, the State is also involved in the training of private-sector employees, as are the regions under regional development policy.
Denne præsentation af efter­ og videreuddan­nelsessystemet afsluttes med en oversigt over foranstaltninger til forbedring af den enkeltes muligheder på arbejdsmarkedet (promotion sociale) og erhvervsvej­ledning af voksne.
This description of continuing training provision will end with social advancement measures and vocational guidance for adults.
Lønmodtageres deltagelse i uddannelsesaktiviteter sker enten på eget initiativ med hjemmel i den lovfæstede ret til uddannelsesorlov (afsnit 2.3.4 til 2.3.26) eller på arbejdsgiverens initiativ inden for rammerne af en uddannelsesplan (afsnit 2.3.27 til 2.3.34).
Employees have access to training either on their own initiative, pursuant to their statutory right to absence (2.3.4 to 2.3.26), or on the initiative of the employer under the training plan (2.3.29 to 2.3.34).
I) Forskellige orlovsformer
(I) Entitlements to absence
Retten til individuel uddannelsesorlov giver enhver lønmodtager ret til at holde fri fra arbejde for at deltage i uddannelsesaktiviteter.
All employees are entitled to absent themselves from work on individual training leave to take vocational training.
Det er den vigtigste form for frihed til uddannelse. Endvidere skal bl.a. nævnes retten til at holde fri for at få opstillet en kompetenceoversigt.
This is the main right to absence although mention should also be made of the right to leave for a skills audit as well as other specific forms of leave for employees.
a) Individuel uddannelsesorlov for ansatte med tidsubegrænset arbejdskontrakt (CIF­CDI)
(a) Individual training leave for employees with an indefinite-term contract
Selve princippet om denne orlovstype fastsattes i 1966, men gennemførelsesbe­stemmelserne fastsattes først med loven af 1971.1 starten var orlovsperioden ikke lønnet, men fra 1971 blev den først betalt af virksomheden og dernæst af staten.
Although the principle of individual training leave was laid down in 1966, the conditions under which it could be implemented were not fulfilled until the Law of 1971. At first, employees taking individual training leave were unpaid during that period, but from 1971 on they were paid by the employer and then by the State.