Employers
Getting recognition for what your teams already know
An employee working for years holds skills that nothing attests. Validation of experience examines that experience block by block and establishes what is already acquired. The register holds 360 blocks across 72 titles: that granularity is what makes the exercise workable.
What the review looks at
The review looks at acts performed and documented, not at time served. That is what makes it demanding, and also what gives value to the document obtained: it attests to a practice, with the evidence that goes with it.
- The functions actually performed, described act by act
- The decisions taken and documented within those functions
- The employee's outputs: files, registers, reports, action plans
- The situations of responsibility held, with their perimeter
- The internal assessments attesting to a level of mastery
How an internal campaign runs
- 01
1 — Identifying candidates
The people whose experience visibly exceeds their job title. Line managers identify them in one meeting.
- 02
2 — Choosing the target title
The title whose blocks best cover actual practice. This choice determines everything that follows.
- 03
3 — Building the file
The employee gathers their outputs, the company attests to the functions performed. Two to three hours of support suffice.
- 04
4 — Block-by-block review
Each block is reviewed separately and receives a reasoned decision. Acquired blocks are validated as they stand.
- 05
5 — Pathway on the remaining blocks
What remains open becomes a short, targeted pathway, quantified in supervised hours. The employee keeps their validated blocks.
What validation brings the employer
- competency blocks reviewable
- 360
- supervised hours in the register
- 49 750
- supervised per credit
- 10 h
Across 72 titles: that granularity allows validating part without redoing everything.
This is the volume a partial validation avoids retaking from scratch.
The rule that lets remaining blocks be priced precisely, in hours and in amount.
Questions about validation of experience
How many staff does a first campaign involve?
A small group, chosen on clear-cut situations: people whose experience visibly exceeds their job title. A first campaign that succeeds on a few files installs the method, and managers then spot the next ones on their own.
What if not all blocks are validated?
Validated blocks are validated for good and appear in the person's file. Remaining blocks become a short, targeted pathway, quantified in supervised hours: a fraction of the title's full volume. The person therefore progresses in stages, never starting over.
What is the company's role in the file?
It attests to the functions performed, their perimeter and their duration, and supplies the internal outputs the employee wishes to submit. It is a short role in time — a few hours — and decisive for the file's strength: a precise attestation beats a bulky file.
Does the process happen during working hours?
That is your decision, and it strongly affects completion. Campaigns that release a few hours for building the file see markedly more files submitted. What follows — the review, then the remaining blocks — is then organised at the pace you set with the person.
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