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Mise à jour le 14 September 2023 à 03:27 pm
Centre de Formations des Apprentis

L he Centre de Formation des Apprentis (CFA) is a training establishment providing sandwich courses for apprentices. At the CFA, we provide them with a general education supplemented by technological and practical training, enabling them to acquire a diploma and work experience that promotes integration into the corporate world.

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The Professional Licences at the Kourou IUT tell their story

Tools for apprentices

We provide apprentices with a number of documents to facilitate their integration, such as :

The apprenticeship booklet
It includes :

  • Objectives to be achieved by the apprentice ;
  • General information (status of the apprentice, the apprenticeship contract, the role of the CFA);
  • Information of an educational nature (the apprentice's progress at work, the timetable, the CAP);
  • Information on monitoring the apprentice's training, both within the company and with the apprentice training centre.

The liaison document
This document is intended to ensure the relationship between the company and the training centre, and is entrusted to the apprenticeship master. It summarises the apprentice's objectives.

The company-CFA shuttle form
It enables the apprentice to prepare for the implementation of activities and the gathering of information. This form is completed by the apprentice in collaboration with their training supervisor.

Documents to be given to alternating students

Once enrolled on the course, the work-study student will receive the following documents:

  • The training programme and objectives
  • A list of trainers, with their qualifications
  • Timetables
  • Assessment procedures
  • The contact details of the person responsible for relations with the work-study student (designated by the OPCA or public funding body)
  • Rules of procedure
  • Price list
  • Terms of payment
  • The financial conditions applicable in the event of early termination of the course
  • La trades student card (within 30 days of registration).

Training courses for components

Courses offered by the Kourou IUT

LP Computer Networks and Telecommunications Professions | Kourou
Training Secretary: Andréa CADELUS | Training Manager: Jean-Pierre WILLIAM


LP Energy Management, Electricity, Sustainable Development | Kourou
Teaching secretary: Andréa CADELUS | Training manager: M. Aïssa BENHAMOU


LP Métiers du Markéting Opérationnel | Cayenne
Teaching secretary: Mrs GEORGIN | Head of training: Bassirou DIOP


LP Organisation Management | Cayenne
Teaching secretary: Mrs GEORGIN | Head of training: Abdoul CISSE


LP Distribution Trade
Secretary educational : Mrs GEORGIN | Training coordinator: Mr Maal ABIA

Courses supported by the DFR ST

Master Énergie | Cayenne
Training Secretary: Andréa CADELUS | Training Manager: LINGUET Laurent


LP Civil Engineering | Cayenne
Teaching secretary: Andréa CADELUS | Training manager: M. Ouacène NAIT-RABAH

Courses offered by the DFR LSH

LP Tourism | Cayenne
Teaching secretary: Mme GEORGIN | Head of training: HADEY-SAINT-LOUIS Marie-Gabrielle


LP Protection and Development of Historical and Cultural Heritage | Cayenne
Training Secretary: Andréa CADELUS | Training Manager: BELLARDIE Tristan

Courses run by the DFR SJE

Master's degree in Business Management and Administration | Cayenne
Teaching secretary: Ms GEORGIN | Head of training: Koulani REZAIRE


Master's degree in Law with a major in Justice, Trials and Procedures (JPP) | Cayenne
Teaching secretary: Mrs GEORGIN | Head of training: Mr Frédéric BONDIL

Courses offered by the IUT de Guadeloupe

LP Human Resources Management | Guadeloupe
Teaching secretary: Ms Cynthia CANAVY | Head of training: VILLENEUVE-MARMOT Karine

Apprenticeship contract

The apprenticeship contract is a written employment contract of limited duration (CDL) or indefinite duration (CDI) between an employee and an employer in the private or public sector. It enables the apprentice to follow a sandwich course in a company under the responsibility of an apprentice master and in an apprentice training centre (CFA) for 1 to 3 years.

Who can be an apprentice?
The maximum age is 29 (i.e. 30 minus 1 day), but may be raised to 34 (i.e. 35 minus 1 day) in the following cases:

  • The apprentice wants to sign a new contract to gain a higher level of qualification than the one already obtained
  • The apprentice's previous contract was terminated for reasons beyond his control
  • The apprentice's previous contract was terminated due to temporary physical unfitness In this case, no more than one year must elapse between the 2 contracts. There is no age limit in the following cases:
  • The apprentice is recognised as a disabled worker
  • The apprentice plans to set up or take over a business requiring a diploma (e.g. Acre, Nacre or Cape individualised assistance scheme).
  • The apprentice is a person registered as a high-level sportsperson
  • The apprentice does not obtain the intended diploma or professional qualification. In this case, the apprenticeship can be extended for a maximum of 1 year with a new contract with another employer.

Apprenticeship contracts
The apprenticeship contract is a written contract under private law. It may be of limited duration (CDL). When it is open-ended (CDI), it begins with an apprenticeship period. The contract is signed by the employer and the apprentice. One copy is given to the apprentice, while the other is kept by the employer. An agreement between the apprentice training centre, the employer and the apprentice setting out the duration of the contract is appended to the contract. If the apprentice, the employer and the apprentice training centre agree, the contract may be extended by a maximum of 1 year to allow the course to be doubled if the apprentice fails to obtain the diploma, or to allow the apprentice to change direction.

Training at the CFA
Apprenticeship is based on the principle of alternating theoretical teaching at a CFA (apprentice training centre) and on-the-job training with the employer with whom the apprentice has signed an employment contract. The apprentice may start training within 3 months before or after the start of the apprenticeship contract. If this is not the case, the apprentice may start training at any time, depending on the timetable set up by the apprentice training centre. The time spent at the CFA and in the company varies according to the course chosen. For example, 2 days at the CFA and 3 in the company, or 1 month at the CFA and 1 month in the company.

In-company training
As part of the apprenticeship contract, the person directly responsible for training the apprentice and acting as tutor is known as the "apprenticeship master". The apprenticeship master's role is to contribute to the apprentice's acquisition in the company of skills corresponding to the qualification sought and the title or diploma being prepared for, in conjunction with the CFA. The employer provides practical training for the apprentice in the company. In particular, he assigns him tasks or positions enabling him to carry out operations or work in line with an annual progression defined by agreement between the CFA and the company.

Apprentice rights
Apprentices enjoy the same rights as the company's employees, provided they meet the conditions. They take part in the company's professional elections if they meet the electoral and eligibility conditions. Apprentices work the same hours as other employees. The legal working week is 35 hours. The time spent training in a CFA (apprentice training centre) counts as actual working time and is included in the working hours. Apprentices are paid a percentage of the minimum wage. Apprentices are entitled to the statutory 5 weeks' paid holiday per year. The employer has the right to decide when the apprentice can take his leave. An apprentice is entitled to maternity leave in accordance with the rules in force. Apprentices can also take paternity leave. In addition, apprentices are entitled to an extra 5 working days' leave in the month preceding their exams. These days are in addition to paid leave and are paid.

Professionalisation contract

The professionalisation contract is a work-study contract between a private-sector employer and an employee who meets certain criteria. The contract can be signed with any type of private employer, except private individuals. The professionalisation contract must be in writing and be either a fixed-term or permanent contract. The employee receives support from a tutor.

Who is eligible for a professionalisation contract?

Under 26

  • Young people aged 25 or over (26 minus one day) to complete their initial training
  • RSA recipients
  • Beneficiaries of the specific solidarity allowance (ASS)
  • Beneficiaries of the disabled adults' allowance (AAH)
  • People who have benefited from a single integration contract (CUI)

A young foreigner holding a temporary or multi-annual residence permit bearing the word "student" may enter into a professionalisation contract.

From age 26

  • Jobseekers aged 26 and over
  • RSA recipients
  • Beneficiaries of the specific solidarity allowance (ASS)
  • Beneficiaries of the disabled adults' allowance (AAH)
  • People who have benefited from a single integration contract (CUI)

The professionalisation contract
The professionalisation contract must be in writing and may be signed on a permanent or fixed-term basis. The contract designates a "tutor" within the company.

Good to know: a detailed description of the associated training and the training organisation concerned is appended to the contract.

Fixed-term contract (CDD)

The contract may be concluded for a period of between 6 and 12 months. However, the duration of the fixed-term contract can be extended to 36 months for :

  • Young people aged 16 to 25 who have left the education system without qualifications
  • Recipients of the revenu de solidarité active (RSA), the allocation de solidarité spécifique (ASS) and the allocation aux adultes handicapés (AAH).
  • People who have benefited from a single integration contract (CUI)

An extension is also possible if the second qualification is superior or complementary to the first, or if the beneficiary has been unable to achieve the qualification being prepared for reasons such as exam failure, maternity or adoption, illness, accident at work or failure of the training organisation.

Open-ended contract (CDI)

The contract includes training (vocational training) over a period of 6 to 12 months at the start of the contract. However, it can be extended to 24 months for :

  • Young people aged between 16 and 25 who have left the education system without any qualifications,
  • Recipients of the revenu de solidarité active (RSA), the allocation de solidarité spécifique (ASS) and the allocation aux adultes handicapés (AAH),
  • People who have benefited from a single integration contract (CUI).

The contract is extended during the work-study period. The employment contract continues as a conventional permanent contract. The contract may include a trial period. It may not include a training termination clause.

Training
The professionalisation contract is a work-study contract that combines the acquisition of :

  • Theoretical knowledge in lessons (general, vocational or technological education)
  • And practical know-how within one or more companies.

The aim is to obtain titles or diplomas corresponding to qualifications :

  • Registered in the National Directory of Professional Certifications (RNCP)
  • Or recognised in the classifications of a national branch collective agreement
  • Or on the list giving entitlement to a certificate of professional qualification.

Until the end of December 2021, an experiment will allow people to sign a professionalisation contract with a view to acquiring skills defined by the employer in agreement with the employee. These skills may differ from the qualifications listed above. Integration companies, temporary integration work agencies, intermediary associations and integration workshops and sites may take part in this experiment.

Good to know: holders of a professionalisation contract are not taken into account when calculating the number of employees simultaneously absent on training leave.

The company
A professionalisation contract can be signed with any type of private employer, except private individuals. Employer groups, temporary work agencies and seasonal employers are not excluded from the scheme. The scheme does not apply to public-sector employers (the State, local authorities, public administrative establishments (EPAs) such as hospitals or secondary schools).

Apprentices

Certain steps to take when looking for a company:

  • Applying to companies that are already well known or listed in directories
  • Contact the Chambers of Trades and Crafts, Chambers of Commerce and Industry, Chambers of Agriculture, etc.
  • Contact the professional unions for the trade in question
  • Contact Pôle emploi
  • Visit the regional council websites
  • Contact our CFA for effective help in finding an employer.

Companies

The role of the company in apprentice training

  • Take responsibility for supervising the apprentice in the workplace,
  • Passing on the company's know-how and culture,
  • To help apprentices acquire skills that correspond to the qualification sought and the title or diploma prepared.

Companies that can recruit apprentices

All companies in the private sector (services, food, liberal professions, etc.) can sign apprenticeship contracts and take on apprentices, including seasonal or temporary companies, as well as associations and public establishments whose staff are subject to private law. However, conditions such as equipment, working techniques, health and safety and the skills of the apprenticeship supervisor must be adapted to the training.

Benefits for the company

  • A competent and motivated young apprentice can help the company to become more productive and efficient, providing additional support and meeting the company's needs.
  • The company has between 6 months and 4 years in which to pass on its know-how to the apprentice, giving him or her an insight into the company's culture and enabling him or her to better adapt to its working methods.
  • Recruiting apprentices also has financial advantages for the company, such as exemption from social security contributions, tax credit, regional bonuses, etc.

Recruiting apprentices

Companies wishing to recruit apprentices must follow the steps below:

  • Define a job profile,
  • Publish vacancies and recruit at the right time,
  • Conducting job interviews,
  • Draw up the declaration of commitment,
  • Sign and register the contract.

Success rate

LP MGO

72%

LP MMO

78%

LP MCV

95%

LP CD

83%

Master's degree in energy

100%

LP MGO

72%

LP PROCEDEE

64%

Master MAE

92%

Master

38%

Vocational integration 2021-2022

Further study

70,49%

Unemployment

16,67%

Employee

27,91%

CFA-U courses

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logo CFA-U (centre de formation des apprentis)

CFA-U

University Apprentice Training Centre


Management

Mr Yannick NZALI-MIGUIM
Prefigurator
-
Ms Nerisa VIRGILE
Corporate Relations Officer
06 94 20 92 37
05 94 32 80 08
05 94 29 78 98


School

Ms Andréa CADELUS
Pedagogical secretariat Kourou
05 94 32 80 09
-
Ms GEORGIN Kelly
Teaching secretariat Cayenne
05 94 29 99 76
-
Ms Naïma SAINT-HILAIRE
Master MAE Manager


Opening hours
Monday-Tuesday-Wednesday-Thursday: 8am-12.30pm and 2pm-5pm
Friday: 8am-1.30pm

logo certification Qualiopi

Certification was awarded for :

  • training initiatives
  • actions enabling the validation of acquired experience
  • training through apprenticeships
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