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Accueil La Capriola A high-end training program for high-end hotel services, Davos, Luzern Switzerland
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La Capriola
  • Engadinstrasse 2 7000 CHUR Suisse
  • +41 (0)81 530 01 63
  • fo@nulllacapriola.ch
  • Brigitte Pronebner
  • brigitte.pronebner@nulllacapriola.ch


A high-end training program for high-end hotel services, Davos, Luzern Switzerland

  • Labour : Employability
  • Europe : Switzerland
  • Fiche d'expérience

Par Brigitte Pronebner le 27/11/2017

The Capriola has developed this training program in an inclusive spirit, taking the same rules as regular training and leading to jobs in the world of hospitality and catering.

Interview with Mr. Conrad Cadonau

 

 

  1. The context

-How started the Capriola

Before you begin this training program, the initiators of the project were to make special efforts to convince different institutions of the State (office, Department), organize the Board of institution 'La Capriola', etc.

In 2003 we started with training in Davos and in 2011 in Lucerne.

What are your clients?

People with cognitive problems, a weakness to learn, and more recently, more and more people with psychological troubles.

These are young people between 16 and 22/24; young girls and boys, from the community.

 

What is the content of training?

The young adults receive two separate trainings

1 "training".

We, La Capriola, are the 'master' (the instructor) of apprentices, each 'having' an apprenticeship contract. Our apprentices follow their learning not only in Hotel. Skills are first the responsibility of the 'master' of the apprentices, La Capriola. The hotel is used as practice place.

The Capriola trains maximum 24 apprentices. In Davos as well as Lucerne we work with two hotels 4 * or 5 * stars, where are welcomed maximally 6 apprentices .

We have an instructor/trainer who accompanies punctually and individually apprentices during their work day in the hotel for 12 apprentices in Davos and Lucerne.

The instructor is a professionnal, formed in the hotel industry. He has a "generalist" background, he is hotelier.

 

 

Our trainees have the opportunity to learn in the

  • kitchen (Cook)

  • floor/lingerie (housekeeping / home economics)
  • Restaurant (service)

  • reception/administration (employee shopping)

    In Switzerland we have the possibility to follow the 'initial vocational training' on three levels:

  • federal <>of CFC capacity (3 or 4 years) federal training AFP <>(2 years)

    Training practice INSOS (Registrar) (training practice according to INSOS (Registrar) is a training adapted to the individual skills and professional low-threshold).

    For training according to 'INSOS' of the obligatory training regulations do not exist. Apprentices will be trained according to their individual abilities.

    The "certificate" is held by the Swiss confederation, the "practical training" is organized by INSOS (Association of national branch of institutions for people with disabilities)

    2 "live and leisure."

    Apart from vocational training, our apprentices live in a community, in rooms for two people. In the community they learn to solve/accomplish everyday tasks.

    In the community, social pedagogues take care of youth, many of whom are aged 16 to 22/24.

     

  1. The purpose of the training

 

-What were the expectations of the beneficiaries? Their families? Yours?

Apprentices have a small monthly salary between CHF 350-550, they receive from the hotel where they work. Their families don't have to pay anything. Disability insurance (AI) will pay a monthly rate with which we must cover absolutely all expenses of the company La Capriola.

 

-What is the main goal you want to achieve?

A free and independent life during free time and an independent commitment to first market.

 

-What assumptions you made during the design of this specific program?

Helping people with disabilities (say 'simple' disabilities) with a regular training,  commited to the labour primary market (from the beginning of vocational training to the final exams).

 

  1. Implementation, how it works

 

-What steps have been taken in this project?

We opened in 2003 the centre in Davos (Graubünden) in 2011 to Lucerne (city of Lucerne).

Our first intention was to set up vocational training as first step.

After the training, the question of integration to the world of work arose. And this time, without the disability pension.

 

  1. The means needed?

 

-Human:

Our partners are hotels with which we can organize the training. For the accompaniment of apprentices in the hotels we have two people with a 'hotel' training (workplace at 160 percent).

Young people live during their work days in our community (we got an apartment with 6-8 double rooms, a living room, a kitchen and an office for the administration of the centre. Apprentices are accompanied by social pedagogues (workplace to 350 percent)

This accompaniment is 7 days a week, and 24 hours (in the hotel of 06.00 - 24.00), as part of the normal working hours (8.2 hours per day / and used).

 

-Financial:

To open two centers (2003 in Davos, 2011 at Lucerne) we held fundraisers.

The current operation is more or less covered with disability insurance rates (if the annual occupation with our apprentices is about 96%-97%;  -> part 5!).

The Capriola needed authorisation from the cantonal office social (comparable with a "Ministry of Social Affairs'). We receives this authorization every time each 4 years.

 

  1. How do you evaluate today?

 

Have you achieved your original goals?

With regard to the idea, the vision we had, it became reality. Also the innovative thinking of the 'project' La Capriola is gradually perceived by social policy.

The beneficiaries have the opportunity to complete education recognized in the first labour market. And despite the handicap they must not work in a sheltered workshop. They are socialized from the first day of their training.

 

Has the project had the impact you expect?

Yes, for what concerns the collaboration with hotels and the success of the training, as well as the development of apprentices, Yes.

But financial uncertainty, it is huge. We carry a great financial risk, which is never taken into account in the amount of the price, the income we receive authority (disability insurance).

 

In your opinion, what changes are desirable?

A realistic occupation between 70-80% should be the base covering basic expenses. Currently we have a 96-97% occupancy (it's more than 23 of 24 places) to cover basic expenses, and that throughout the year. These are utopian conditions.

We try to cover the amount of missing money with shares of "fundraising" (fundraisers).

 

What difficulties did you face? What are the limits of this training program?

If understanding fails to management ( guidance) of the hotel, so it will be difficult to have a fruitful cooperation that is absolutely necessary for a successful training.

Although the Capriola is completely in line with the political leadership of disability insurance, economic success is not guaranteed because the idea is too innovative.

 

 

 

 

 

 

 

Langue d'origine : Français
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