Name of Educational Leave Scheme

Paid Educational leave

• Introduction
• Legal framework
• Objectives
• Types of training
• Training providers
• Target sector(s)
• Target group(s)
• Eligibility criteria
• Stipulations for participants
• Duration of training
• Status of participants
• Application procedure
• Regulation, control and monitoring procedures
• Funding mechanisms
• Payment to persons on leave
• Statistics

The need for economic, social and cultural development in Portugal calls for the enhancement of the professional skills of those employed in public administration in order to render them more efficient and able to provide a better standard of service.

Legal framework Decree Law 184 of 2 June 1989 recognises the right of civil servants to receive vocational training within the existing framework for training management and rationalisation in order to update and promote the effectiveness and efficiency of government departments and contribute to the personal and professional development of their human resources. Decree Law 9 of 13 January 1994 follows the principles set out in Decree 184 and defines the general principles that are to govern training in public administration. It is aimed at civil servants and other employees in government service as well as those public bodies in the fields of personal services or public finance. The regime laid down also applies to candidates for posts in public service subject to a process of recruitment and selection. The more updated legislation is the Decree Law 50/98 of the 11th March.

To update and promote the effectiveness and efficiency of government departments and contribute to the personal and professional development of their human resources. To foster creativity, innovation, initiative, a critical sense and the quality of civil servants and other employees in government service. To encourage the development of civil servants and others employees in government service in personal, professional and cultural terms so as to equip them to perform the various tasks required of them. To provide civil servants with the qualifications necessary to embark on and progress in their careers and help to develop the horizontal and vertical links between formally established careers and to enhance the knowledge and culture acquired under the basic education system.

Initial and continuing training. This may take the form of, medium-length or extended courses, training modules that may be credited and accumulated, seminars, meetings, workshops, talks, and periods of training with public or private bodies at home and abroad. Much of the training is tailored in the needs of the particular departments and their staff.

Vocational training is provided by universities, specialised public or private institutions, social partners, at home and abroad, technical schools, etc. It may be provided on the job or through classroom or distance learning.

.Public sector.

Civil servants at all levels, including managers.

There are no special criteria which relevant individuals must fulfil e.g. number of years in employment. Everyone can be selected for vocational training.

Adherence to the training timetable.

Depends on the type of training. There is not a maximum or minimum time stipulated for vocational training.

People on educational leave are attending training as if they are working. They are still entitled to the same rights as those employed in the specific organisation.

The employer can also ask/order the employee go on training. Normally every Service has a training sector or there is a person in charge of training for all the civil servants of that Service. They coordinate between the civil servant and the Directors with regard to specialised and required training. Besides, civil servants have the possibility to be informed of relevant training activities carried out by private or public institutions, which interest them, and they put these forward for consideration by the Directors, who may accept or reject leave or its financial support.

The following means of assessment must be used according to the objectives of each type of training: Tests of knowledge to measure the relative effectiveness of each participant. Group dynamics, simulation or case study methods aimed at determining the progress achieved by participants. Questionnaires concerning the training designed to assess the reaction of trainees, the extent to which training achieves its objectives, and the technical and teaching level.

The bodies exercising a consultative function in the matter of vocational training for those in government service are the Intersectoral Training Council (CIE) and the Sectoral Consultative Councils (CCS). Heads of department are responsible for ensuring a follow-up at the workplace in order to ensure that the person concerned is equipped with the knowledge and skills necessary to do his particular job and that the means used are those most appropriate for enhancing the quality of service provided.

Accreditation of the bodies mentioned is based on an order from the member of the government responsible for public administration, subject to the opinion of the National Institute for Administration (INA) in the case of training aimed at those in central government bodies, and of the Centre for Local Authority Studies and Training (CEFA) in the case of training aimed at those employed by local authorities. )

The Directors decide whether to grant paid educational leave. There is also a specific programme which gives financial assistance, PROFAP - Programa integrado de formação para a modernização da Administração Pública (integrated training programme for the modernisation of public administration).

It is very difficult to assess how many public servants avail of this opportunity since applications are made internally to the various departmental training services.