Since Law no. 2018-771 of 5 September 2018, work-based training (AFEST) has been officially recognised as a fully legitimate pedagogical approach. By 2023, its adoption rate had reached 20% in France. AFEST certification, which validates the compliance and quality of a programme, has become a key benchmark for organisations wishing to deploy these programmes in line with the rules. Who can lead an AFEST, how do you train to become a reference person, and how flexible is this format in practice?
AFEST Certification: Definition and Implementation
Official Recognition Grounded in Real Work
AFEST certification is official recognition awarded to a training programme that meets the precise criteria established by law. Its aim is to guarantee the quality and relevance of the training offered to employees directly within their working environment. Through this certification, organisations offer personalised pathways, tailored to their specific needs and those of their teams. Learners benefit from programmes grounded in their professional day-to-day reality, encouraging better skills acquisition and immediate application in their work.
The certification sits within a broader pedagogical framework: AFEST must coexist with other training formats and integrates into a blended pathway that includes face-to-face or remote learning actions. It is not a standalone format but a complementary lever in service of continuous progression.
The Implementation Steps and the Role of Reflective Phases
Implementing AFEST within an HR department follows a structured progression. The first step involves analysing the professional activity of the employees concerned in order to identify the skills to be acquired and the working situations most conducive to learning. This is followed by the design of a pedagogical pathway suited to the professional context, during which a qualified reference person is designated to lead the training.
Reflective phases play a central role in this framework. These are structured periods, most often in the form of exchanges between the reference person and the learner, designed to analyse situations experienced at work and draw lessons from them. Assessment of learning continues throughout the process, and the entire approach must be documented to demonstrate the reality and compliance of the programme to funding bodies.
Becoming an AFEST Reference Person
Who Can Fulfil the Role of Reference Person?
The AFEST reference person is the individual responsible for the pedagogical management of the programme. This may be an internal tutor, a trainer, a subject-matter expert colleague or a field-based coach. Professionals external to the organisation can equally fulfil this role, provided they have comprehensive mastery of the relevant field and meet the requirements of the certification. The designation of the reference person is also one of the legal eligibility conditions for the programme: without an identified reference person, the programme cannot be recognised as AFEST under the law.
The reference person plays the dual role of pedagogical guide and facilitator of skills transfer. Their knowledge of the field is as important as their ability to support and structure learning within the real working context.
The Skills Developed in Reference Person Training
Specific training programmes are now available to prepare for the role of AFEST reference person. These pathways, which typically last only a few days, cover all the dimensions of the role.
On completing this training, the reference person knows how to analyse training needs, identify the skills to be developed and define pedagogical objectives suited to the working situation. They are prepared to choose appropriate learning formats and tools, to prepare learners and the working environment for the deployment of the programme. They know how to provide ongoing support and tailored guidance throughout the pathway, encourage learner autonomy and progression, and assess acquired skills using appropriate evaluation tools. These competencies enable them to oversee the entire process with method and coherence.
Process and Duration: What You Need to Know
An Immersive Format Based on Alternation
The distinctive feature of AFEST is its immersive and interactive character. Learners work within their professional environment to acquire concrete and immediately applicable skills. Under the supervision of their reference person, they analyse and carry out the tasks required, whilst benefiting from reflection time to draw lessons from their experiences. Assessment of learning takes place continuously throughout the process, and the skills developed are directly integrated into the learner's professional context, ensuring immediate practical application.
A Variable Duration, From One Day to Several Weeks
The duration of an AFEST depends on the skills the organisation wishes its learners to acquire. Some programmes extend over several weeks; others can be deployed in a single day. In the latter case, the four steps provided for by law must be respected within that timeframe: the analysis of the work activity, the designation of the reference person, the organisation of practical situation cycles with reflective phases, and the assessment of learning.
This flexibility makes AFEST a format accessible to organisations of all sizes and with widely varying availability constraints. The certification obtained at the end of the programme provides a guarantee of quality and professionalism: it demonstrates that the programme complies with legal obligations and that the training actions delivered meet the relevance and effectiveness criteria defined by the regulations.
