Action de Formation En Situation de Travail (work-based training, or AFEST) has been recognised as a fully legitimate pedagogical approach since Decree no. 2018-1341 of 28 December 2018. For organisations wishing to deploy it, several funding schemes exist, both internal and external. Understanding these options, the conditions to be met and how to combine them makes it possible to optimise the training budget whilst responding to the real needs of teams.
AFEST in Brief: Legal Framework and Eligibility Criteria
What the Law Defines as AFEST
AFEST is a training method that uses real work as a pedagogical resource to develop the professional skills of employees. It enables a precise professional objective to be achieved, whether developing operational skills or obtaining a qualification, directly within the employee's working environment. It may take place in person, partially or entirely remotely.
Originally designed to promote training for unqualified workers, AFEST has progressively extended to cover all profiles. It is frequently integrated into a qualification pathway, contributing to the formal recognition of skills acquired.
The 4 Regulatory Criteria of Decree 2018-1341
For a training action to be recognised as AFEST in the legal sense and be eligible for funding through public schemes, it must satisfy four criteria defined by Decree no. 2018-1341 of 28 December 2018.
The first is an analysis of the work activity to identify professional situations suited to a pedagogical objective. The second is the prior designation of a trainer who can fulfil a tutoring or field support role. The third is the implementation of reflective phases: structured periods for observing and analysing the gaps between expectations, actual outcomes and learning acquired in each practical situation. The fourth is the conduct of learning assessments throughout the programme, making it possible to validate progression and attest to the reality of the approach.
Available Funding Schemes
The Skills Development Plan
The skills development plan is the first funding lever to consider. It allows employees to attend training initiated by their employer, aimed at better adaptation to their role, updating their skills and contributing to the professional development of the organisation. This scheme covers all training actions organised by the employer, including mandatory training.
Within this framework, AFEST can be integrated into the training plan like any other pedagogical approach. It is often the first scheme mobilised, as it requires no external process and gives the employer direct control over the budget dedicated to skills development.
CPF, OPCO, Regional Funding and Apprenticeship Schemes
Several schemes can fund AFEST in addition to, or as a substitute for, the organisation's internal budget.
An OPCO (Skills Operator) can fund AFEST, provided the organisation meets the eligibility criteria defined by its relevant OPCO. For organisations with fewer than 50 employees, this funding may cover all or part of the programme costs.
The CPF (Personal Training Account) can be mobilised within a co-constructed framework: when an employee wishes to become an AFEST reference person, the qualifying training can be funded via their CPF, whilst training time is covered by the employer.
France Travail and Regional authorities are also funding options depending on the context and the profiles of the beneficiaries. Finally, experimental professionalisation contracts and Pro-A contracts, apprenticeship schemes for employees seeking professional retraining or career advancement, can incorporate AFEST sequences and open access to associated funding.
Optimising the Funding of an AFEST Programme
Assessing Needs to Target the Right Schemes
Funding optimisation begins with a rigorous assessment of needs. Identifying missing or underdeveloped skills, analysing the specific requirements of each role and aligning training objectives with the organisation's strategic priorities makes it possible to build a coherent and targeted AFEST programme.
Once needs are clearly defined, a tailored plan can be developed, incorporating practical situation phases and reflective periods. This advance planning ensures that training is aligned with real operational challenges and maximises the programme's impact on team performance.
The Conditions to Meet for OPCO Funding
OPCO funding is subject to several cumulative conditions. The first is compliance with the legal definition of AFEST: the programme must satisfy the four criteria of Decree 2018-1341. The second is the compliance of the learning pathway with the specific criteria and conditions of funding defined by the relevant OPCO. The third is the quality of the training provider: if the organisation uses an external provider, that provider must meet the requirements imposed by current regulations.
Diversifying funding sources is often the most effective strategy. Combining the skills development plan, OPCO funding, CPF and apprenticeship schemes makes it possible to deploy a more ambitious AFEST programme without placing the entire cost on the organisation's internal budget.
