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Workplace safety is a matter of utmost importance in all work environments. To ensure adequate and high-quality training, specific requirements must be met in order to assume the role of trainer in workplace safety.

An essential tool that allows us to identify the necessary qualification criteria is the Trainer Decree (D.I. 06-03-2013).

What does the Trainer Decree provide?

The Trainer Decree was published on 16/03/2013 (entering into force on 18/03/2014) and confirms the minimum requirements for the role of safety trainer in the workplace, as previously outlined in the State-Regions Agreement No. 128/CSR of 07/07/2016. This Decree is important because it identifies the skills and qualifications necessary to carry out this role in a professional, responsible, and most importantly, effective manner.

To simplify the interpretation of the required qualifications, the decree includes a summary table that outlines:

• An essential prerequisite: possession of a secondary school diploma (not required for employers providing training to their own employees).
• 5 possible criteria to “fulfill” based on 3 fundamental pillars:
  1. Knowledge/training
  2. Work experience
  3. Teaching ability

1. Knowledge/training

One of the main requirements outlined in the Trainer Decree is specific training and education in the field of workplace safety. Instructors must demonstrate a solid understanding of the regulations and the subject matter, which can be proven through prior experience as an instructor (at least 90 hours), a relevant degree, specific training courses, or an RSPP/ASPP qualification.

2. Work experience

The teachers also have the opportunity to demonstrate that they have worked directly in this field, acquiring practical skills and direct knowledge of the dynamics and situations. The decree also provides for this possibility, both in teaching (at least 90 hours) and in work assignments, ranging from at least 6 months if performing RSPP activities or 12 months as ASPP, to at least 3 years of work/professional experience in the sector.

3. The teaching ability

Essential for any type of teacher is the ability to communicate clearly and effectively and to convey information in a simple and understandable way. For this reason, the decree does not overlook this fundamental aspect and establishes the requirement of a specific teaching ability, which can be demonstrated through: a training course in teaching with a final exam of at least 24 hours; university courses in communication/psychology; prior teaching experience (32 hours for safety subjects; 40 hours for any subject) or even 48 hours of co-teaching in the subject matter.

Continuous updating

It is interesting to see that the decree also requires a three-year update of the teacher’s skills in order to stay informed about the latest developments. This is essential to provide quality training.

Conclusions

The Trainers’ Decree represents a milestone in the qualification of teachers in the field of workplace safety. Meeting the requirements established by this regulation is essential to ensure the highest level of professionalism and reliability in the sector. Only through adequate preparation and qualification can one make a significant contribution to accident prevention and the promotion of a safety culture.

Digital transformation in the world of work is involving Italian and European companies: the creation of training paths aimed at growth, innovation, and digitalization can be the right catalyst to increase and improve IT and communication skills. Due to the importance of digital skills, Edotto is working on notice 02/2023 – Diginnova Agile – FonARCom, which aims to enhance the digital competencies of employees. By providing training on specific topics, such as e-commerce strategies or communication skills, companies can ensure successful operations and stay competitive in today’s market. As stated by FonARCom itself, the financial allocation is €5,000,000.00 for a training plan contribution, ranging from a minimum of €5,000.00 to a maximum of €100,000.00. The maximum contribution per proposing entity is €200,000.00. Training topics can focus on innovation and business digitalization, business reorganization and related skill updates, and internationalization. It’s important to note that beneficiary companies for this notice can also be those belonging to a Business System (SDI) in the training plans presented by their SDI holder. Remember, the deadline for submitting training plans to the Social Partners for sharing is June 28, 2024. Digital training is a key lever for business success, and Edotto is committed to supporting companies: let’s make “match point” together!

 
Until a couple of decades ago, employee training was perceived by Italian companies, even the most enlightened ones, as just one of the many burdens they had to bear, a useless cost and a waste of precious time taken away from work, without recognizing its enormous potential for employees and, therefore, for productivity. Only a modest 4% of employees, in the early 2000s, declared to Doxa that they wanted to train constantly, while the vast majority was not even aware of the opportunities and benefits that the training sector offered for their professional growth. Awareness of the importance of training for work was therefore still unclear; let’s see what has changed over the years.

Continuous training: cost or benefit?

In the last decade, the world of work has been characterized by rapid changes, mainly driven by digitalization and the automation of production processes, which, for example through artificial intelligence, have had a significant impact on businesses and their operations, creating new opportunities but also new challenges for workers. In this scenario, continuous training becomes a crucial factor for staying competitive in the job market and keeping skills up to date. Continuous training allows workers to acquire new skills and develop problem-solving abilities, creativity, and critical thinking because:

• improves skills and, therefore, job security;
• increases productivity;
• promotes flexibility in a constantly evolving labor market;
• reduces turnover: employees who receive continuous training are less likely to leave the company, as they feel valued and see opportunities for growth.

This is how continuous employee training becomes an integral part of the company culture and can lead to a more skilled, productive, and innovative workforce.

Training as a subjective right in the National Collective Labor Agreement (CCNL) for Metalworking and Plant Installation.

Currently, several National Collective Labor Agreements (CCNL) have recognized the importance of continuous training as a strategic investment to update workers’ skills. However, it is with the CCNL of November 26, 2016, for workers in the private metalworking industry and plant installation that a series of individual educational paths are defined for the first time. These paths last a total of 24 hours over the three-year period 2017-2019 and apply to permanent, fixed-term, and part-time workers. From that moment on, training becomes a true subjective right for the worker to acquire technical, managerial, transversal, linguistic, or IT skills, as well as to bridge gaps in digital knowledge, promoting the acquisition of abilities that are useful in the corporate context. The initiatives must take place during working hours and be carried out through the activation of specific company projects or by joining interprofessional funds. Interested workers can exercise their right to continuous training by submitting a request to the company within ten working days from the start of the chosen activity. Authorized entities to activate training paths include:

• entities recognized by the Ministry of Labor;
• entities accredited according to regional regulations;
• entities holding valid quality certification for the locations where the training activities are carried out;
• public and private recognized universities and technical institutes that grant upper secondary education diplomas;
• the company.

As for the percentage of simultaneous absences from work by employees for participation in the aforementioned initiatives, a maximum threshold of 3% of the workforce in the production unit is established. Similarly to the collective labor agreement signed by Federmeccanica and Assistal, the national collective labor agreement for the electrical sector, for the 2019-2022 period, guarantees each permanent employee at least 28 hours of continuous training as an individual right.

Funded training, an opportunity for companies

The National Interprofessional Funds for Ongoing Training, the main tool for funding corporate training, are associations promoted by the main trade unions, established by law no. , and are financed by 0.30% of salaries subject to the INPS social security contributions,

• as insurance against involuntary unemployment. Among their various functions, the interprofessional funds:
• promote the qualification of workers’ skills and the competitiveness of companies.

Companies can join without additional costs and switch Funds, even transferring the accrued but unused amounts to the original Fund. Therefore, training is not only useful but also cost-effective!

Fonarcom

The FonARCom Interprofessional Fund for Continuing Education, in implementation of the provisions of Article. , is the reference fund for the current CCNL ICT Cifa Confsal, with validity from 21/07/2021 to 20/06/2024. Companies that complete their registration with FonARCom will allocate a monthly contribution of 0.30% of the taxable wages of each employee to the fund, meaning that training does not represent an additional cost for the company. This is because, in the absence of specific membership in an Interprofessional Fund, the contribution is still directed to INPS. The mission of FonARCom primarily consists of:

• financed continuous training activities;
• awareness and promotion of continuous training;
• financing of training actions agreed upon by the social partners at the individual, company, intercompany, territorial, and sectoral levels.

The main advantages compared to other funds are:

• the presence of only two entities (CIFA and CONFSAL) in the Board of Directors;
• quick evaluation of training plans and resource allocation methods adaptable based on the type of company;
• the possibility to finance training plans for mandatory training only;
• the possibility to expense part of the general costs and equipment used for training.

On Friday, we had the pleasure of participating in Nethesis‘ webinar on Funded Training.

Among the many courses we finance, with Nethesis, there’s the added benefit of being able to access discount vouchers and prizes!

If you want to learn more about funded training, here’s the intervention by Nicola Chiocchi.

The gallery with the best photos from the Edotto Partner Meeting at Teatro Torti: Watch now!

Interview with Lawyer Lucia Alfieri, Board Member of Fonarcom, and Dr. Gianni Gruttadauria, Coordinator Responsible for the Promotion of the Fund. Watch the full interview:

On September 22nd and 23rd, 2022, Edotto’s Partner Meeting event took place in the beautiful setting of the Teatro Torti in Bevagna. Two exciting days, enhanced by a special guest, Andrea Paris, who amazed everyone with his magic! Thursday the 22nd was the opportunity to discover the new companies of the Edotto Group that focus on:

• University courses and accreditations for training
• Certification of courses via blockchain
• Corporate welfare
• and, in a national preview, Yliway, the new platform for professional growth, was unveiled.

The event featured the following speakers:

• Lucia Alfieri, Board Member of Fonarcom, and Dr. Gianni Gruttadauria, Coordinator and Head of Fund Promotion at Fonarcom.
• Leonardo Nardella of Yuni
• Massimiliano Bizzocchi of IUL University
• Andrea Cinosi of Yliway
• Gianmarco Guerrini of Wefar.

On Friday, the 23rd, the technical sessions on funded training took place in the morning, where the following topics were discussed:

• the new features of Eduplan and the new commercial scenarios.
• of the simplified management of classroom documents.
• of training as a forward-looking vision for change.

In the afternoon, however, the focus shifted to fun: with a padel tournament, a bike ride through the Umbrian countryside, and a guided tour of the beautiful city of Assisi.

Employers who have already applied for access to the New Skills Fund are required to declare that the reported labor cost is calculated net of incentives, contribution reductions, and other public subsidies.

Continue reading on the website: https://www.edotto.com/articolo/fondo-nuove-competenze-spunta-un-nuovo-adempimento-per-il-datore-di-lavoro