02 mai 2009

Bologna Process: Leuven/Louvain-la-Neuve Communiqué adopted

Family Photograph29/04/09, the Ministers from the 46 countries participating in the Bologna Process adopted the Leuven/Louvain-la-Neuve Communiqué, setting out the priorities for the European Higher Education Area (EHEA) for the next decade. The text can be downloaded from the conference website.   Conference programme. Conference documentation.

Lifelong Learning in the Communiqué:
Preamble: 1. In the decade up to 2020 European higher education has a vital contribution to make in realising a Europe of knowledge that is highly creative and innovative. Faced with the challenge of an ageing population Europe can only succeed in this endeavour if it maximises the talents and capacities of all its citizens and fully engages in lifelong learning as well as in widening participation in higher education (p.1).
II. Learning for the future: higher education priorities for the decade to come
• Lifelong learning
(p.3)
10. Widening participation shall also be achieved through lifelong learning as an integral part of our education systems. Lifelong learning is subject to the principle of public responsibility. The accessibility, quality of provision and transparency of information shall be assured. Lifelong learning involves obtaining qualifications, extending knowledge and understanding, gaining new skills and competences or enriching personal growth. Lifelong learning implies that qualifications may be obtained through flexible learning paths, including part-time studies, as well as workbased routes.
11. The implementation of lifelong learning policies requires strong partnerships between public authorities, higher education institutions, students, employers and employees. The European Universities’ Charter on Lifelong Learning developed by the European University Association provides a useful input for defining such partnerships. Successful policies for lifelong learning will include basic principles and procedures for recognition of prior learning on the basis of learning outcomes regardless of whether the knowledge, skills and competences were acquired through formal, non-formal, or informal learning paths. Lifelong learning will be supported by adequate organisational structures and funding. Lifelong learning encouraged by national policies should inform the practice of higher education institutions.
12. The development of national qualifications frameworks is an important step towards the implementation of lifelong learning. We aim at having them implemented and prepared for self-certification against the overarching Qualifications Framework for the European Higher Education Area by 2012. This will require continued coordination at the level of the EHEA and with the European Qualifications Framework for Lifelong Learning. Within national contexts, intermediate qualifications within the first cycle can be a means of widening access to higher education.

Posté par pcassuto à 17:54 - - Permalien [#]


Comment faire jouer le DIF avant de quitter son entreprise ?

Le DIF permet aux salariés disposant d’une certaine ancienneté (un an) dans l’entreprise de bénéficier d’actions de formation professionnelle, rémunérées ou indemnisées, hors temps de travail ou durant celui-ci. Néanmoins, une démission ou un licenciement impliquent des différences de procédure dans la mise en œuvre du DIF.
En cas de licenciement: - L’employeur doit informer le salarié de ses droits en matière de DIF dans la lettre de licenciement. Le salarié dispose de son temps de préavis pour choisir la formation. L’entreprise doit payer le coût pédagogique dans la limite du montant de l’allocation formation (50 % du salaire net X le crédit d’heures). « Le montant est souvent faible » prévient Jean-Pierre Willems, consultant en droit de la formation pour Demos Group, « Exemple : pour un salarié payé au SMIC, 100 heures de DIF vont donner un budget d’environ 350 euros. Or il est impossible de financer 100 heures avec 350 euros ! Le salarié bénéficie donc en réalité d’un solde de ses droits, sur la base d’un montant plafonné proportionnel à son salaire. » Agnès Delavault.
Den DIF tillader ansatte med en vis længde (et år) i det selskab, der nyder godt af erhvervsuddannelse, er betalt eller kompenseres, uden for arbejdstiden eller i løbet af det. Men en fratræden eller afskedigelse involvere af proceduremæssige forskelle i gennemførelsen af DIF. Mere...

Posté par pcassuto à 07:51 - - Permalien [#]