Employment policy
[La politique de l’emploi s’appuie sur des dispositifs créés au fil des besoins, qui restent parfois méconnus longtemps après leur création. Quelle est leur efficacité contre le chômage ? Elle n’est pas toujours évaluée. Le Monde publie une série d’articles sur les aides à l’emploi, pour tenter d’estimer ce qu’on en sait – leur objectif initial, leurs résultats.]
The objective of the device
Two very advantageous systems enable companies to train their future recruits: operational preparation for employment (POE) and training prior to recruitment (AFPR). They correspond to a sort of “learning period” paid for by Pôle emploi, before the final hiring of the employee.
Born in 2009 on the occasion of the law on vocational training, these two systems have never been called into question in their foundations, despite widely publicized excesses: in 2013, a Leclerc supermarket was accused of using workers recruited under the AFPR as free labour. Other similar cases came out in the press or were taken to court. Following their media coverage, some adjustments have been made over the years to better regulate these devices.
Operation
” I don’t have the impression that the POE and the AFPR are very well known”, is surprised Sonia Yangui, a lawyer expert in social law within the consulting firm SVP. However, the employer has everything to gain: while the future employee remains under the status of job seeker while he follows his training, which can last up to 400 hours, the cost of educational expenses is taken into account charge: 5 euros per hour in the event of internal company training and 8 euros when the employer uses an external training organization.
Operational preparation for employment is reserved for hiring on long-term contracts: it can be individual (we then speak of POEI), or collective when it is carried out by a skills operator (OPCO) or on training courses identified by an industry agreement.
To benefit from it, the employer must undertake to hire the candidate at the end of his training on a permanent or fixed-term contract or under a work-study contract of at least twelve months, lasting a minimum of twenty hours per week. Co-financing of training by the OPCO on which the employer depends is also possible.
The AFPR is the little brother of the POE for short contracts: although its terms are similar, this aid only concerns fixed-term contracts of six to twelve months, temporary contracts of at least six months or even professionalization contracts for less than twelve months.
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