1. Results of the European survey on the implementation conditions of the Directive 2003/59/EC on drivers’ vocational training in urban transport: characteristics and major trends Jean-André Lasserre AFT-IFTIM, France

2. February 2005… From awareness to an almost generalised transposition From an initiative of UITP’s Euro Team to a clearly bilateral action together with ETF From a logic of presenting the regulatory framework and the issues to an evaluating approach … February 2010

3. Statistical data on the labour market Transposition modalities (option) Training types and their impact on presently offered initial and continuous training Number of successful candidates to the CAP and failure rates Financing the training Nature of investments Impact of the directive on service quality and the quality of work Conditions governing the organisation of training Use of simulators Consultation of the social partners 26 questions 39 answers blue-collar / white- collar / public authorities 24 member states Approximately 30 case studies

4. Scarcity of and inequality in accessing the figures  Figures on the number of employees, the levels of recruitment, the age pyramid (forecasts / anticipations)  Figures on the number of CAP certificates issued (calibration / quantification of the effort)  Figures on the failure rates

5. Un partage équilibré entre les deux options… non sans un glissement de l’option B vers l’option A Option B (examens) Options A et B Option A (cours/examens) Balanced division between the two options … not without a shift of option B towards option A Option A (courses/test) Option B (test) Options A and B

6. A causal relationship between the chosen option and the system of vocational training (1/2)

7. A causal relationship between the chosen option and the system of vocational training (2/2)

8. Periodic training : Un léger avantage pour la continuité pédagogique et/ou la liberté de choisir Periodic Training: A slight advantage for continuity in teaching and/or freedom of choice

9. And a large number of other differentiating factors, which are related to teaching methods rather than to the organisation of this Periodic Training Training without test Mandatory test Driving test in the vehicle E-learning Company-based training (instructors) Possibility to use the simulator Driving instructors may train The trainers must have professional experience The trainers must pass a test The companies fund the training

10. Which explains the willingness to manage the certification of centres on a national level

11. In the large majority of cases, financing the training is the responsibility of the driver and the company

12. An interaction with national realities covering a variety of aspects ►Mandatory initial training, which will close the gap for 1/5 of the member states ►Initial and Periodic training requirements are higher than in the current training for 58% of the respondents of the survey ►Acknowledgement of qualifications in 50% of the cases ►A system, which does not substitute the formerly existing system, even though there might be a risk of challenging its quality for 30% of the participants of the survey with respect to Initial Training

13. An effective implementation of the Directive with a differentiation between member states means for more than 70% of respondents a necessity for investments in : Creating training centres Training the trainers Developing training supports

14. Results: Reduction of the number of incidents and accidents for 71% of the respondents Improvement of service quality for 71% of the respondents Improvement in the company image for 71% of the respondents and of the profession for 79 % of the respondents Reduction of fuel consumption for 63% of the respondents

15. But with a limited impact on….  Facilitating recruitment (26%)  Developing driver loyalty (45%)  Reducing absenteeism (42%)  Improving working organisation … even if almost two thirds think that it contributes to improve the quality of work

16. These slight differences have to be related to the :  Impact on the organisation of a more constrained labour market, and  Effects of the ageing of this population, which approaches an average age of 45 according to the existing figures

17.  More that national specificities, organisational models are emerging  The evolution of the level of qualification/quality of service/quality of work/organisation of the labour market is the common denominators  Justifying the role of the social partners, who are often consulted but not really involved  A Europe of big organisational families

18. And now let’s hand over to the audience … !