Apprenticeship and work-study training, the new keys to success in the administration

More and more young people are opting to enter working life while continuing their training. Whether in a traditional apprenticeship or a work-study programme, the aim is to put theoretical knowledge into practice with an employer and hopefully get hired.

These options are already quite widespread in the private sector, but the public service lags far behind. Aggressive targets have been set (1) and a dedicated scholarship initiative (PASS) should help bridge the gap.

A study carried out at European level shows that - although there are still real differences between the various countries - the trend is indeed increasing.

Germany, which has often been cited as an example over several decades, offers these arrangements on a massive scale in the public sector, for a wide range of administrative and technical jobs. The average length is three years for an apprenticeship after a certificate or baccalaureate and two years for a higher education work-study programme. They still account for the majority of hires and often lead to a contract or even permanent civil service status.

Along the same lines, Switzerland provides training in a wide range of professions within the departments of its federal administration, with a particular focus on those where candidates are in short supply.  Experienced civil servants, accompanied by HR colleagues, regularly visit educational establishments to attract candidates.

In another context, since 2015 the United Kingdom has also opted to promote this scheme. The Civil Service now offers a wide range of tracks for students, from the end of secondary school to Masters level. The government wants to profoundly change the image of apprenticeships, which should no longer be considered as a fall-back option for those who are experiencing difficulties in their education.

The perception that the model is better suited to the private sector can sometimes be reversed. After the financial crisis that severely affected Greece, the public sector now accounts for two-thirds of apprenticeships.

Encouraging departments to take part in this initiative is still an uphill battle, especially as they do not always see the benefits. In Norway, for example, in 2016 the government mandated that each administrative entity have at least one apprentice. In return, public procurements over 150,000 euros can only be made from companies that themselves train apprentices.

But the difficulty often lies in the perceived gap between the training provided and the duties performed by the administration. In Israel, a specific programme has been designed to attract future managers. Combining, over an 18-month period, academic knowledge (validated by a university diploma) with practical experience in the workplace ensures that participants who successfully complete the programme and agree to commit themselves for a minimum of four years will be hired.

Taking advantage of apprenticeships to develop skills while already in a job is an effective way to support a professional transition. This is the objective of Qualifica AP in Portugal. Thanks to a network of approved centres, staff can take advantage of a wide range of certification and diploma courses, as well as suggestions for courses to enhance their career prospects.

In response to the combined challenges of generational change and recovery from the health crisis, the United States recently initiated a public sector learning consortium. Led by the Council of State Governments and the Urban Institute, it promotes best practices implemented locally (in California, Kentucky, Massachusetts and Ohio).

¹ Several provisions of the Act of 6 August 2019 are intended to facilitate the development of apprenticeships within the three branches of the civil service.