Luxembourg Lifelong Learning Centre Launches Energy Transition, Computer Science Degrees

The Chamber of Employees (Chambre des Salariés - CSL) recently presented its proposals to strengthen the attractiveness of and access to vocational training, as well as key figures and announcements for the Luxembourg Lifelong Learning Centre.

The CSL said it welcomed the decision to pool the efforts of Luxembourg's Ministry of Education, Children and Youth and the professional chambers in a joint campaign to promote vocational training that will better highlight the opportunities offered by initial vocational training. To make these training courses even more attractive, the CSL has recommended the following:

- a revaluation of apprenticeship allowances;

- a guarantee of direct access to higher education: holders of a technician's diploma (DT) should benefit from direct access to higher education in their specialty, without having to take additional modules, in order to facilitate the transition to post-secondary education;

- the creation of a higher education offer under apprenticeship contract: the CSL said it insists on the establishment of higher education in alternation, under an apprenticeship contract. This would allow students to qualify more, while remaining under the status of apprentice, which the CSL said is more beneficial for them than the status of trainee;

- generalisation of on-the-job training: the CSL argued that on-the-job vocational training should be generalised to allow employees who work under permanent contracts to qualify, without having to terminate their employment contract.

To achieve the objectives set for adult participation in lifelong learning, the CSL has called for a right to training for all employees. People who wish to train often lack the time and financial resources to achieve their training objectives, the chamber said. In this context, the CSL has identified the following fields of action:

- a reform of individual training leave (CIF) to make it more adapted to the needs of employees and especially to allow participation in longer qualifying training;

- the creation of specific financial aid for continuing training to enable individuals to train;

- expansion of the offer of qualifying continuing training to cover more areas and meet the diverse needs of employees. Concretely, the CSL proposed generalising on-the-job training and reintroducing qualifying training in staggered hours allowing for professional reorientation (reskilling);

- improve the orientation of employees towards the training courses best suited to their needs and aspirations while keeping in mind the needs of the labour market.

The CSL said it was convinced that these measures would contribute to strengthening the attractiveness of vocational training and guaranteeing equitable access to continuing education for all employees.

The CSL added that it is actively committed to facilitating access to continuing vocational training through its training centre, the Luxembourg Lifelong Learning Centre (LLLC). For the 2023-2024 academic year, the LLLC reached a new record, with 15,356 participants enrolled in its continuing education programmes.

For the new academic year, and as part of its commitment to supporting employees in the green and digital transition, the LLLC is launching two new university courses with staggered hours:

- a Bachelor in Energy Transition and Efficiency Professions ("Métiers de la Transition et de l'Efficacité Énergétique"), in collaboration with the Institut Universitaire Technologique (IUT) Poincaré of the University of Lorraine;

- a Master in Computer Science - Data Sciences, Cloud Infrastructure and Security (Informatique - Parcours: Data Sciences, Infrastructure Cloud et Sécurité) in partnership with the Université de Technologie de Belfort-Montbéliard (UTBM).

In addition, following the introduction of "quality circles" in its evening course programme, the LLLC is offering six new training courses: Accounting Assistant ("Assistant comptable"), Accountant ("Comptable confirmé"), Project Manager ("Gestionnaire de projet"), Web Designer, Full Stack Web Developer and Cybersecurity Analyst.

According to the CSL, these new features reflect the LLLC's commitment to providing training aligned with changes in the job market, while supporting the continuing professional development of employees.