The CPIH prepares for the future
Strong worldwide sales of watches, and in particular fine watches, means an ongoing shortage of a qualified workforce. The Convention Patronale de l’Industrie Horlogère (CPIH) has decided to take action.
Françoise Lafuma
"A survey conducted in 2005-2006, a very buoyant period for the sector, estimated that up until 2010 the industry would need an additional 2,100 qualified workers in all the watch-related professions," explains Ralph Zürcher, head of training at the Conventional Patronale de l’Industrie Horlogère (CPIH), the employers’ organisation for the branch. "And the situation today is even more strained." As needs translate into jobs, the number of watchmakers alone should grow by 30% over the next five years. The first measure to be implemented by the CPIH has been to encourage in-company schools and training centres to take on more apprentices who will then move into the branch. Other professions such as technical draftsman and micro-mechanic are suffering from the same chronic shortage of qualified staff, with numbers forecast to increase by 29% and 26% respectively to meet a growing sector’s needs.
A short apprenticeship
One of the solutions recently put forward by the CPIH was to launch a two-year course for precision fitters (opérateurs). This new short apprenticeship is aimed first and foremost at young people who have manual skills but whose academic results aren’t good enough to envisage the three or four years of study to become a watchmaker. "A pilot scheme is under way in La Vallée de Joux," notes Ralph Zürcher. This new curriculum should soon be sending young people into the world of work in good stead. Four companies are backing the project alongside the École Technique de la Vallée de Joux. This is the first stage towards the future two-year initial training ordinance currently being drafted with the Office Fédéral de la Formation et de la Technologie (OFFT).
"Other professions such as polishing also need to actively make themselves better known among young people. Information sessions are being organised with the companies and promotional activities are taking shape. Feedback for the canton of Neuchâtel is most encouraging," Ralph Zürcher is pleased to report. A brochure describing the job of polisher and finisher for watch exteriors should soon be published. It will set out the main aspects of these professions and guide candidates towards specialist schools and training centres.
For professionals too
"Professional knowledge for polishers", a specialist course scheduled for 2008 in La Chaux-de-Fonds, will give polishers already in work the theory they need to take their Certificat Fédéral de Capacité. "We must also fill the shortage of specialist micro-mechanics. This profession needs to boost its image among young people, especially as it’s in competition with other technical trades," comments Ralph Zürcher. The CPIH has put together a new set of guidelines for instructors to help train apprentice micro-mechanics in companies.
In the same vein, the CPIH is paying particular attention to expertise in watch decoration, in particular chamfering and guillochage. Since 2007, an independent craftsman has travelled to companies to instruct students in chamfering. Since 1994, the CPIH has also headed a course in guillochage. The instructor is a guillocheur from La Chaux-de-Fonds. Again, training is dispensed in the companies at a rate of one day a week for 18 months.
Postponing retirement
"Even though companies now have a more balanced age pyramid, the demand for new staff is still strong," continues Ralph Zürcher. Since 1995, the CPIH has proposed a modular training course aimed primarily at persons already in employment or who want to move into the watch sector. Unqualified and semi-qualified staff can hone their skills and work towards a recognised qualification thanks to a six-part course leading to a Certificat Fédéral de Capacité in watchmaking. The course is taught in Le Locle and Tramelan (Berne) in Switzerland, and in Morteau in France. Some 80 people complete the course each year.
"We also need to convince companies to further develop internal and external training for their staff, even though we believe that long-term needs for qualified staff are now covered," concludes Ralph Zürcher. One of the solutions to satisfy short-term needs, for a few years at least, would be for staff to stay on after retirement age. ■
