Developing Trainers’ Competences in Portugal Eduardo Figueira ACADEMUS

Summary Relevance of a CPD-FW for developing trainers’ competences Adequacy of a CPD-FW for private and public organizations Weaknesses and strengths of a CPD-FW for trainers Organizations interested to apply and promote a CPD-FW for Trainers Obstacles for implementing a CPD-FW for trainers Fundamental ideas for developing and implementing a CPD-FW for trainers

Importance of the CPD of Trainers for the RH development in general Training of trainers systems have not been integrating trainers' new roles Role and importance of individuals’ lifelong skills acquisition for trainers’ CPD Role and importance of the e-learning and b-learning for CPD of trainers Opportunities for better CPD for trainers Facilitate trainers mobility within EU members Relevance of a CPD-FW for developing trainers’ competences

Importance of the CPD of Trainers for the RH development in general Training of trainers systems have not been integrating trainers' new roles Role and importance of individuals’ lifelong skills acquisition for trainers’ CPD Role and importance of the e-learning and b-learning for CPD of trainers Opportunities for better CPD for trainers Facilitate trainers mobility within EU members

No feature of a CPD-FW may lead to a different implementation and operation in the public and private organizations However, characteristics of the two sectors may imply to introduce the CPD-FW in different ways: Public organizations regulatory norm in addition to coordinator’s awareness for the role of trainers’ CPD; Private organizations managers’ awareness for the role of trainers’ CPD in the company’s competitiveness; Adequacy of the CPD-FW for private and public organizations

There are no perfect or complete CPD-FWs Gaps will only be detected during its implementation The CPD-FW should essentially have a guiding nature List of competences and skills should be avoided. However, inclusion of clusters of essential competences and skills would be highly relevant Weaknesses and strengths of a CPD-FW for trainers

There are no perfect or complete CPD-FWs Gaps will only be detected during its implementation The CPD-FW should essentially have a guiding nature List of competences and skills should be avoided. However, inclusion of clusters of essential competences and skills would be highly relevant

Associations of Trainers Association of Human Resource Managers Workers Unions Institute for Employment and Training Entities for accreditation and certification of the Training Association of Teachers of Secondary Education Organizations interested to apply and promote a CPD-FW for Trainers

Difficult to say specifically what could be the obstacles But some may be expected: SME managers dont believe in role of training in business competitiveness Some responsible for public entities may pose difficulties for CPD of staff Obstacles for implementing a CPD-FW for trainers

1) Orienting guide for trainers’ CPD 2) Flexibility 3) Accessibility 4) Criteria for assessing CPD-FW implementation and effectiveness 5) Including good practices in the CPD-FW : for example : experience as trainer as an indicator of professional development and evaluating ratings on the trainers’ performance given by trainees 6) Accreditation of the training companies 7) Certification of trainers 8) Mobility of trainers between EU member states 9) Setting up a Pilot Project in several EU member states Fundamental ideas for developing and implementing a CPD-FW for trainers