Process mechanic for coating technology through qualification

Recruiting skilled workers from within your own company: In times of a shortage of skilled workers, this is a good opportunity for existing employees to gain further professional qualifications as process mechanics for coating technology.

Proven employees who do not have a vocational qualification as a process mechanic for coating technology, but who are super at their job, can be qualified as skilled workers - an excellent opportunity to recruit skilled workers from within the company's own workforce and to retain employees! A measure promoted by the Federal Employment Agency in accordance with the Qualification Opportunities Act (§ 81 SGB 3) offers an excellent opportunity for this.

Eligible for participation in a qualification with funding according to § 81 SGB III are employees who either do not have a vocational qualification or have a vocational qualification unrelated to the occupation, but have not worked in this occupation for more than 4 years. At the beginning of the measure, these employees should have worked in the sector for at least 2-3 years so that at the end of the measure there is a legal entitlement to admission to the external final examination, but also so that the necessary previous knowledge in the targeted occupation is available. A legal claim for admission to the external final examination exists if at least one and a half times the duration of conventional vocational training has been worked in the occupational field in which the vocational qualification is to be acquired. The work does not necessarily have to have been completed in only one company; only the work in the industry is decisive. However, according to Section 45 (2) BBiG, admission to the examination is also possible if the required years of work in building and corrosion protection have not yet been completed - this can be checked beforehand at the relevant Chamber of Industry and Commerce. A prerequisite is a good command of the German language.

The (temporary) training location is set up near a company's headquarters specifically for each measure. The start of the project and the schedule are coordinated individually with the company. If employees from several companies are participating, a central location is sought so that the participants have approximately the same distance to the theory lessons. Blended learning" is used in the program. Each participant receives a laptop at the beginning of the qualification, which enables them to take part in the theory lessons from home if necessary. The net duration of a qualification measure is 13.5 months. However, a longer (extended) version with periods of time during which no lessons take place is also possible. In this case, the number of teaching units remains identical to the 13.5-month duration. Following the qualification, the participants take their external skilled worker examination at the IHK (Chamber of Industry and Commerce). The vocational qualification acquired upon passing the examination is completely identical to that of an initial apprenticeship.

Employees are released from work by the company for the purpose of teaching in the measure and continue to receive their wages from the company (support condition). Nothing changes in the employment relationship and the employment contract with the participant and employee. The employment contract must continue for the duration of the training (funding condition). The participants are, after examination and fulfillment of the individual promotion conditions, fully promoted by the assumption of the course costs and further costs, which result additionally in connection with the further training. These include travel costs, accommodation and catering costs for necessary courses away from home, meaning that employees do not incur any costs for the qualification.

The company receives a wage subsidy of up to 100 percent for the time its employees are released from work to attend the courses. The amount of the subsidy is agreed between the employment agency and the company. As a result, the qualification is generally cost-neutral for the company. The theoretical training (90 days) takes place on a weekly basis on a full-time basis and is planned together with the company(ies). It comprises one third of the measure. The practical training (85 days) and the in-company learning phases (65 days) take place in the company.

arvaport GmbH advises both the client companies and the future participants not only during the qualification measure. The company already takes over the communication with the employment agency and the responsible offices (HWK, IHK) during the preparation / application of the projects. The application documents for the application of the subsidies for enterprise and participant are provided to the signature maturity.

To motivate employees, it should be noted that if they pass the final examination, the employment agency will pay them a so-called training bonus of €1,500.00. The payment is tax-free. (OM-07/23)