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VET Glossary
VET Glossary

Terms of the German VET system

The glossary is a source for terms and definitions which are used in the field of vocational education and training. Emphasis is placed on its usage in the context of the German dual system. The VET Glossary is a work in progress and updated and expanded on an ongoing basis.

A person whose function is to impart knowledge, know-how or skills to learners in an education or training institution.

Source: CEDEFOP 2014, Europe

Post-compulsory education and training, excluding degree and higher level programs delivered by further education institutions, which provides people with occupational or work-related knowledge and skills.
Also: Career and technical education (CTE) (USA); Further education and training (FET) (UK, South Africa); Vocational and technical education and training (VTET) (South-East Asia); Vocational education and training (VET); Vocational and technical education (VTE) (AUS).

Source: UNEVOC/NCVER 2009, Global

A person undergoing vocational training, either within a training institution or training organisation or at the workplace.

Source: EU Commission LLP 2007-2013, Europe

Stipend or other payment made by an employer or from public funds to an employee undergoing training for a certain period, usually outside the normal place of work.

Source: UNEVOC/NCVER 2009, Global

A legally binding agreement between an apprentice or trainee and an employer which defines the rights and responsibilities of each party. These include the employer guaranteeing to train the apprentice or trainee in the agreed occupation or training area, and to allow time off work to attend any required off-the-job training; and the apprentice or trainee agreeing to learn all aspects of the occupation or training area, and to work for the employer for a specified period. It supersedes the indenture system.

Source: NCVER 2013, Australia

Training contract in the context of the German VET System:
Prior to commencement of training, the parties providing training and the future trainees conclude a contract. If a trainee is aged under 18, the consent of the parents must be obtained in order to conclude the contract. The company training contract is concluded for a fixed term. It ends following completion of the contractually agreed duration of training or when the final examination is passed.
The contract states

  • the precise title of the training occupation,
  • the name and address of the company and of the trainee, the name of the trainer,
  • the point in time when training begins,
  • the duration of training,
  • how many hours the trainee will work,
  • the length of the probationary period (maximum permissible period of four months),
    the leave entitlement of the Trainee
  • and the amount of the training allowance, i.e. how much the trainee will receive per month.

The amount of remuneration paid must be appropriate. The primary point of reference is the collective wage agreement that applies to the occupation and region. Training advisors at the chambers frequently have so-called tariff lists for this purpose. The employers’ associations and specialist trade unions are also able to provide information on collective wage agreements.
The training allowance must be increased for each new year of training.

In addition to the training contract, companies are required to draw up a company training plan. This records what trainees should learn during which periods of time. It enables company owners, trainers and trainees to plan which stages of learning need to be integrated into the company work process at which times.

The company submits the training plan to the relevant chamber of commerce and industry or chamber of crafts and trades together with the training contract. The chamber supports and monitors training to ensure that conditions are fulfilled. It also conducts examinations.

Source: Jobstarter

Withdrawal from an education or training programme before its completion.

Source: CEDEFOP 2014, Europe

Individuals, enterprises and governments interacting with public and private providers for the delivery of training services and products leading to a diverse and flexible national skills pool.

Source: NCVER 2013, Australia

„Ausbildungsberuf“ is a German term which usually is translated by the term "training occupation". It means a scientific, social and labour market-based construct and a category of order agreed by consensus between the social partners and the state. With the help of "Ausbildungsberufe" the selection and bundling of activities and the associated necessary qualifications is carried out. Mastery of the work tasks combined in a "Ausbildungsberuf" is the objective of the respective vocational training ("professional competence to act")

Source: IAB

Any organisation or individual providing education or training services.

Source: CEDEFOP 2014, Europe

There are currently around 330 training occupations in Germany that enjoy national state recognition. For all training occupations, there are training regulations that stipulate in a binding fashion what must be learned within the respective occupation. This provides trainers with an overview of all contents that they need to impart to their trainees during training. Company owners obtain the relevant training regulations from the chamber responsible for their company.

The aim of the training regulations is to ensure that all trainees receive good professional training with comparable contents, regardless of the company in which such training takes place. This enables them to apply for jobs anywhere at a later date, and company owners also know precisely what applicants have learned. The regulations provide state-recognised occupations with a structure. The aim wherever possible is for each trainee to learn the fundamental principles of an occupation before going on to acquire the respective technical knowledge and gather initial professional experience.
The training regulations include the

  • title of the training occupation,
  • duration of training (two, three, or three and a half years),
  • the minimum skills, competencies and knowledge that trainees should acquire (training profile),
  • the content and time structure of training (general training plan) and
  • the examination requirements.

The general training plan forms the basis for the company training plan, which parties providing training are required to draw up for their trainees and submit to the chamber responsible together with the training contract.

The learning contents stipulated by the training regulations constitute minimum requirements. It may be in the company’s interests to teach their trainees more, such as company-specific knowledge or special skills. In addition, the company providing training may amend its plan during training for operational reasons.
After all, it is not always possible to plan three years in advance.

Source: Jobstarter

The Werkstatttage are a two-week workshop which provides young people with the opportunity to familiarise themselves with at least three occupational fields. During the workshop days, the young people are instructed by experienced in-company trainers who help them to disvoer their talents and interests.

Source: BOP