Skills development and mobility

Continuious
learning

Continuous learning supports skills development and accompanies employees in professions that are changing as a result of various transitions underway at INRAE and in society. In line with the scientific and policy priorities of the INRAE2030 strategy, a skills development plan was established jointly by all of the Institute’s governing bodies and a wide range of trade groups, laying the foundation for a new training policy.
 

The training areas identified are:
 

- Skills development and changing professions
- Accompanying science
- INRAE and society
- Tools and innovation for training

Training at INRAE is organised at the local and national level:

- At the local level, each INRAE centre has a continuous learning team in direct contact with employees and groups and which works based on the policy of each site.

- At the national level, the national continuing learning team is in charge of cross-disciplinary requests from departments, missions, and research support directorates or coordinating ‘national’ initiatives.

A few examples of training initiatives:
 
From taking up a position to career changes and the development or acquisition of new qualifications, training initiatives provide employees with career support, including credit for life and work experience (Validation des Acquis de l'Expérience (VAE)), courses leading to qualifications, and preparation for exams and competitions.

  
The concept of research schools and other innovative mechanisms adapted to scientific groups fulfils various objectives including knowledge acquisition, assimilation of concepts, development of a ‘common culture’ and a theoretical and methodological framework, the exploration of new approaches and the identification of potential collective efforts. With a duration of 3 to 5 days, researcher schools aim to help individuals or groups acquire skills and apply them to research problems specific to INRAE scientists.

  
Besides face-to-face training, INRAE’s continuing learning programmes propose learning methods to reinforce training opportunities and to widely disseminate knowledge. The Institute also launched e-learning resources and training initiatives using a learning management system with a largely re-defined architecture. This platform offers various remote training programmes, which are available to all INRAE employees.

  
In an effort to innovate and transform training, INRAE has set up a Learning LAB: INRAE FORMATION. The lab is a third place for experimentation, innovation and transfer to support the transformation of lifelong learning. Working with Nantes Université, it brings together partners in higher education and research with whom the Institute can design new training methods based on new uses of digital technology in an interdisciplinary approach.

Career guidance

INRAE offers a local service to permanent and contract employees as well as interns who want to think about their professional status, take a step back from a particular context, make choices or define and implement a career plan. This approach is personalised, confidential, optional and neutral. An advisor is present at each INRAE centre.
 

Various means of support are available according to the questions on each employee’s mind, the situation in which they find themselves, and their objectives:
 

- Counselling
- Professional assessment (internal) and/or skills assessment (external)
- Project development
- Support to overcome a difficulty at work
- Job search strategy support (for contractual staff in particular)
- Information
 

Counselling workshops are also offered at the centres and at the national level (e.g.: ‘A smoother transition and planning for professional transition’ and ‘Your role in your work community’).

Internal
mobility

INRE proposes two main mobility schemes. Whether job-related, thematic or geographic, mobility is an integral part of a career, offering the opportunity to reconcile the changes and needs of the Institute with the skills and desires of each employee.

The annual mobility campaign (in French only): this scheme aims to offer a broad range of posts likely to satisfy various needs (over 200 positions). Job profile sheets include a description of the missions and expected duties as well as the geographical assignment. This scheme is open to all tenured civil servants or permanent staff under public law at INRAE, as well as the three levels of the civil service.
 

‘Professions of tomorrow’ (in French only) is a mobility scheme for INRAE engineers, technicians, researchers and permanent or contractual staff wishing to transition into new activities and who are ready to invest in a process of skills acquisition. It is an opportunity for employees to build new skills for a new career plan, by receiving tailored support in the form of specialised training, mentoring, tutoring, immersion, etc.