Vocational Training (FP) in spain has evolved significantly, from being a secondary option to become a strategic for the labour market. The new Organic law on Vocational Training (LOFP)the system has become a model more flexible, modular and connected with production reality.The formative adaptable, FP integrates initial training and employment, to facilitate the refresher and access to work. Its structure in five degrees allows personalicen learning according to their needs and career. In addition, the FP and the link with companies in their relevance, ensuring improved employability. Despite the progress, the system still faces challenges as adaptation to less digitized and teachers. This reform positioned the FP as a key element in the economic transformation, innovation and social inclusion.

Keywords:

• Training
• Flexible itineraries
• Organization Act 3 / 2022
• FP Dual
• Labour market

Ideas-fuerza highlighted:
1 The FP. "ceases to be an alternative path to become a strategic area of economic and social development".
2 the new. "FP allows that training is available, and capitalizable acreditable adapted" individual needs.
3 . "The link between companies and educational facilities is essential to ensure that the FP responds to real demands of" labour market.
4 The microcredenciales. "and accreditation of skills facilitate continuous updating and recycling of workers."
5 The system. "modular FP reinforces the flexibility, while avoiding rigid itineraries and allowing a" customized training.
6 . "Invest in Training is not only improve education, is to bet for the talent, innovation and competitiveness in the country".

Vocational Training (FP) in Spain has lived in the shadow of university model is perceived as “ juvenile ” or second class citizens in many cases reserved for those who do not fit the traditional academic channels. However, this perception has changed significantly in recent years. Today, the FP is consolidated as a formative high prestige, employability, direct connection with the productive fabric and capable of adapting to technological and social change.
This change was not accidental or overnight. Responds to a gradual evolution educational reform-driven, the demand of companies and transformations of the labour market.

In this context, the adoption of the new Organic Law of Management and integration of vocational training (Organic Law 3 / 2022 ), in our country began an unprecedented transformation in the educational system, integrating FP educational and employment in a more flexible, modular and connected with the reality of the labour market. Its aim is not only to modernize the system, but upstream and flexibilizarlo, creating a model that combines training with job training, it is modular, acreditable and personalised service.
We are, therefore, to professional training that, while maintaining some recognizable features of your configuration has profoundly changed its logic. It seems, but it is no longer the same. The new model is aligned with the needs of the productive system and, at the same time, responds to the vital trajectories and practitioners from a diverse population. The FP ceases to be an alternative path to become a strategic economic and social development.
Phrases like “ Vocational Training (FP) not only gives students of the technical skills demanded by the labour market, but also boosting its ability to adapt and fosters innovation ” or “ FP is emerging as a key solution to the youth unemployment in Spain, thanks to their high levels of employability ” and “ today the FP took place. It has ceased to be seen as a second option to become a means of prestigious formative ” can be read and hear of great educational leaders with spanish international projection.
The new vocational training act establishes that 25 and 35 per cent of the practical training should be real businesses during school hours. The content of such practices emerge with the standards of professional competence which constitute the raison d'être of the varying degrees of FP in classrooms, and complement each other without any simulation in the real work.
According to the data collected in 2024 for the report How to further vocational training in Spain,prepared by the royal Elcano institute, FP is known as the main access to employment. It is estimated that more than half of future job opportunities addressed to persons with intermediate qualifications, especially in middle-level vocational training and higher education. These qualifications, increasingly valued by companies, have become a genuine passport to employment, with high demand in sectors such as health, social services, education and technology.
The most recent report of the observatory for vocational training, driven by Caixabank Dualiza Orkestra-Instituto and basque Competitiveness looks at how the FP could play a key role in the ecological transition, facilitating the development and advanced training of professional profiles that demand a new paradigm on the environment. It is estimated that over the next ten years will generate more than 3 , 47 millions of green jobs, of which approximately 1 million ( 28 , 8 per cent) will be directly related to the FP.

Vocational Training (FP) in spain has experienced significant growth in enrolment and social prestige in recent years in the course. 2017 - 2018 the number of pupils enrolled in FP reached 815 . 354 and a half later in the course 2022 - 2023 the number already amounted to 1 . 083 . 963 , representing an increase of 32 , 6 per cent over the past five years.FP + observatory 2 The Moncloa + 2 elEconomista + 2

This increase reflects a change in the social perception of the FP. According to a FAD, the Foundation 59 per cent of young people in spain appreciates vocational training, emphasizing its high rapid employability and employment.FAD

The FP has consolidated itself as an effective channel for occupational integration of the Randstad. Data Research indicate that the rate of employment of graduates of FP Is 79 , 5 %, while intermediate is 74 , 6 per cent. Randstad Research

In sectors such as health, technology and logistics, FP plays a crucial role. For example, it is estimated that in Spain will be required 80 . 000 assistants and caregivers to 2030 in terms of health, more than 100 . 000 experts on cybersecurity and artificial intelligence in the next five years, and 50 . 000 logistics until 2026 . Byte magazine YOU

At european level, countries like Germany and Austria have dual FP comprising academic training with the practice in companies. These models have proved effective in reducing youth unemployment and adaptation of training to the needs of the labour market.Royal Elcano Institute

In Spain, although it had implemented initiatives of FP dual, their development is still limited in comparison with those countries. However, the new law on the organization of Training seeks to strengthen this approach, promoting greater collaboration between schools and businesses to improve the employability of students.

What does the organic law 3 / 2022 , 31 march, on the FP?

It establishes a single integrated system of Vocational Training (FP) in Spain, which comprises the FP of the education system and FP for employment in a cohesive model. This system is designed to be flexible and tailored to the needs of professional qualification of people throughout their life, as well as the changing demands of the labour market and economy.

The main objective of this rule is to provide a system of vocational guidance and training that strengthens competitiveness and sustainability of the spanish economy. This will structure the educational opportunities in different degrees, allowing all training is acreditable, cumulative and capitalizable. In addition, it promotes the active participation of businesses in the practical training for students, stating that between 25 and 35 per cent of the practical training in real working environments.

The rule also stresses the importance of vocational guidance and the accreditation of skills acquired through work experience, as enablers of refresher and ongoing improvement of workers.

The recent act of Management and integration of vocational training (Organic Law 3 / 2022 ), poses a profound transformation radical but not the system. It is not a new leaf, but a reorganization and modernization that intends to make the FP more flexible, connected and adapted to current needs. We can already speak of itineraries.
One of the central changes is more flexible training itineraries. Students may combine modules and competencies of different levels and skills to build a custom path that suits you best professional and personal objectives. this opens the door to FP less rigid and more able to adapt to the diversity of profiles and circumstances.
The new law establishes a permanent and structured collaboration with business and productive fabric. This means that the FP will be more aligned with the real demands of the labour market and that students will have more opportunities to learn in real working environments, through and dual training between 500 and 1000 hours at grades D according to the modality.
The new modular catalogue of Training (CMFP) is the instrument of the system that captures the professional modules that are associated with standards of professional competence.
Today the CMFP is the mandatory reference for the design of the routes and offers training
The catalogue is organized according to the 3 levels of competence. Each unit of this catalogue is identified with a code and a unique name on it will be identified within a professional family, in addition, and a code related to the code and description of the standard of competence partner.
The modular model introduces innovative concepts such as microcredenciales who certify the acquisition of specific competencies quickly and cumulative. In Addition, it enhances the accreditation of professional skills learned both within and outside the formal system, facilitating an update and continuous retraining of workers throughout their working life.
All business modules of a professional family are designed from the standards of Professional Qualifications contained in the german national standards of Professional Skills (CNECP). These ensure that the training was aligned with the actual occupational profiles of the market.
Lastly, act integrates in a coherent training (for the students who enter their training) and vocational training for employment (aimed at employed or unemployed persons in need of recycled or upgrading of skills).
It is important to stress that the new law on the organization of Training does not entail a rejection or abandonment of its predecessor. Rather, it is a reorganization and a strategic update, building on the existing achievements and best practices for making them more functional and adapted to the current context.
This act the FP towards the future to incorporate flexibility and modularity, elements that were present before, but without the potential to become today. So, it retained the essence of formation and professional spanish FP, but it does that make tools more agile and able to respond to the economic, technological and social affairs of the twenty-first century.
In short, the new law is a bridge between tradition and innovation: a FP it resembles forever, but with a different logic that prepares to be actors in the labour market of tomorrow through recualificaciones and adaptations to the new circumstances.

The german national standards of Professional Skills (CNCEP)

Is the instrument of national vocational training system, which instructs the standards of Professional Skills (CCA) identified in the production system english, depending on the appropriate skills and the quality standard required for the professional practice, and which are susceptible to official recognition and accreditation.
These standards, once included in the CNECP, can be recognized and formally accredited, which provides that anyone can demonstrate what it is, even if it has acquired outside the educational system. This catalog does not imply the regulation of access to any profession or modify the working conditions.
The agency responsible for designing, revising and updating this catalogue is the national institute of qualifications (INCUAL).

Levels of professional competence

There are three levels of professional competence, in accordance with the german national standards of Professional Competence, in accordance with the established criteria of knowledge, initiative, autonomy and complexity of tasks, in each offer of training. The following table shows in detail the area of knowledge, skills and responsibilities and independence which covers each of these three levels.

Professional families

The system of vocational training english is structured as groups of professional activities that share a common area of knowledge, skills, technology and productive sector. This organization that allows to sort the standards, the profile of teachers and educational opportunities in terms of economic sectors and occupational activities. This will facilitate the design of degrees and certifications consistent and adapted to the world of work.
Currently, the system 28 professional families, ranging from traditional sectors to innovative and technological developments:
In the following table shows the number of CCA it currently holds each professional family disaggregated by level of professional competence.

As can be seen in the table, the total of single standards that make up the CNECP are 2 . 618 Cca. Ccas level 1 accounts 9 % 42 level% 2 and half of the CCA are level 3 .

Adaptive capacity and flexibility are the cornerstones of the new model of Vocational training. In a world marked by rapid technological changes and transformations in the labour market, it is essential that the training itineraries are not rigid, but able to meet the needs of each person and production reality.

The automation, digitisation and the advent of new technologies such as artificial intelligence are changing rapidly professional profiles defendants. For example, sectors such as cyber-analytical or data are experiencing a high demand for specialists trained in specific skills, which has led to many businesses such as telefónica or Indra, cooperate closely with FP to design programmes adapted and accelerate the formation of these profiles. Furthermore, the transition to renewable energy is creating new training opportunities in areas such as installation and maintenance of wind and solar infrastructure.

Students of FP have very different trajectories. For example, adults who work in traditional sectors such as catering and tourism are opting for recycled to areas with greater demand, such as logistics or the management of digital platforms, thanks to flexible itineraries to validate their previous experience and to combine business modules adapted. In Addition, specific programmes for the unemployed, driven by autonomous communities, such as Madrid and catalonia offer modular training facilitates the rapid integration in sectors with high demand, such as transport and distribution as pillars of the logistics sector.

Customize training involves modular design itineraries to combine different skills and levels, but that process must avoid excessive fragmentation. For example, in terms of health, the modular training allows a person can specialize first in nursing care and then, if you wish, complete their training for access to higher professional categories, ensuring a clear progression and official qualifications recognized. If all routes were written it would be implemented, in this way users, the system, workers, unemployed and productive sectors can take units Modular catalogue of Training and designed a training as required by the labour market. This model is not a clear reference by the classification of occupations with standardized various itineraries, but things will happen.
The balance between flexibility and simplicity is delicate. A very complex system can generate confusion and demoralising. Therefore, like andalusia autonomous communities are choosing integrated digital platforms to facilitate the student body guiding businesses and the management of the routes and the accreditation of skills, reducing bureaucracy and improve user experience.

The connection between vocational training centres and businesses is one of the fundamental pillars to ensure the relevance and effectiveness of the FP in the labour market. The new act is pushing this relationship as an element of structuring, promoting models that are members of academic training with practical experience real.

The model has dual training 1 . 000 hours of practice in the organizations for grades D, inspired by systems such as the austrian, german or is the principal formula to articulate this relationship. In that context, the number of alternates between learning in the educational institution and work experience, allowing a training specifically tailored to real needs of the productive sector. The act gives priority to the establishment of consortia that encompass sectoral, companies and administrations FP to design specific training pathways and respond in a coordinated manner to meet specific demands.
A prominent example is the consortium for vocational training in logistics (Logistics Valley), comprising industry leaders and educational programmes that promote dual cover the growing demand for professionals in the chain of supply and distribution According To data.logisticvalley.esthis initiative, has increased the rate of employment of its participants in a 85 per cent.
In the technology sector, companies like Amazon and telephone institutes collaborating with FP in training programmes and specific practices on cybersecurity and software development, which led to adapt quickly to offer new digital skills sued (amazon.jobs,telefonica.com).

The link with the productive system offers many advantages: increasing the employability of students, improves the quality of formation and facilitates the constant updating of educational content. However, there are risks associated. For example, some sectors, particularly those more or less traditional digitized still have difficulty integrating themselves fully in this dual model or modular. Moreover, not all companies have the structure or the resources to assume functions, training, which may limit the effective participation and generate territorial imbalances or sectoral policies.