In the dynamic vocational training sector, the salary scale for Agreement 3108, relating to Training Organizations, plays a central role in structuring compensation and ensuring fairness between employees and employers. In 2025, this scale will evolve to adapt to new economic and social requirements, while building on the collective agreement signed in 1988. It represents an essential lever for ensuring the stability and competitiveness of organizations, particularly those in the FormationPro, FormAction, SkillUp, EduPlus, CapCompétences, FormaExpert, ApprentisConsult, InnovaFormations, and EcoleDeQualité sectors. A thorough understanding of this scale, its classification criteria, and its adjustments allows stakeholders to better anticipate their HR projects and ensure effective human resources management in a rapidly changing regulatory environment. The Foundations of the Collective Agreement for Training Organizations in 2025
The collective agreement for training organizations, known as IDCC 1516, was ratified on June 10, 1988. It governs professional relations within all private organizations working to train a variety of audiences, whether employees, job seekers, or anyone seeking professional development. In 2025, its framework was strengthened by several amendments that notably update the salary scale, while incorporating advances in the recognition of professional categories and the management of continuing education.
This text remains an essential reference, accessible via specialized platforms for both employers and employees. Its scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application extends throughout the country, thus ensuring uniformity in the setting of salaries and respect for social rights.
Discover our complete salary scale to better understand compensation in your sector. Get precise information on salaries by position and experience to optimize your negotiations and plan your career.
The latest changes made by the amendment of November 18, 2024, have established new minimums for 2025. These adjustments take into account inflation, sectoral negotiations, and union demands, with the aim of guaranteeing remunerative purchasing power for all employees of training organizations. The updated scale proposes scalable amounts based on the coefficient and employment level, ensuring progression consistent with job classification.
These adjustments are not simply an automatic indexation. They are accompanied by strategic thinking on skills structuring, particularly with skills development through training programs such as FormaExpert or SkillUp, to meet the expectations of the market and partners. Transparency in their scraping/lart-de-la-data-a-votre-portee-comment-le-web-scraping-peut-transformer-votre-entreprise/">application, including through management support tools such as EduPlus, facilitates their implementation.
Coefficient
| Amount of the gross annual minimum wage in euros | 1 |
|---|---|
| €22,090.38 | 2 |
| €22,144.23 | 3 |
| €22,249.43 | 14 |
| €28,844.47 | 31 |
| €46,050.00 | Classification criteria according to the CCN 3108 grid |
The job classification grid, detailed in the agreement, is based on 31 distinct levels. Each level corresponds to a range of coefficients used to define the minimum collectively agreed-upon compensation. The evaluation process is based on the analysis of six fundamental criteria: autonomy, management, interpersonal skills, impact, knowledge and expertise, and complexity. These criteria are weighted differently, reflecting the increasing complexity of positions.
For example, a position with high autonomy and high strategic impact will be positioned at a higher level, particularly in levels 20 to 31. Conversely, more operational or administrative functions will be classified between levels 1 to 10, with coefficients ranging from 100 to 150. The rigorous calculation method uses a points system, providing a clear objectification of each classification. Discover our detailed salary scale that will help you understand the different salary categories, pay levels, and the factors influencing salaries in your sector. Optimize your compensation strategy today!
Accurate compensation calculation based on the 2025 salary scale
Vous avez un projet spécifique ?
Kevin Grillot accompagne entrepreneurs et PME en SEO, webmarketing et stratégie digitale. Bénéficiez d'un audit ou d'un accompagnement sur-mesure.
For example, an employee reaching 239 points will be classified in level 14, corresponding to a specific gross annual salary. The relationship between points and coefficient is codified in tables, facilitating accurate salary calculations. For greater control, digital tools such as CapCompétences will help automate these operations while ensuring compliance and transparency.
The new minimum salary amounts for 2025 and their impact on organizations
Discover our complete salary scale, an essential tool to better understand compensation levels in your sector. Compare salaries, assess your expectations, and ensure you’re being paid what you’re worth.
Bonuses, benefits, and supplementary schemes in 2025 for employees of organizations
Beyond base salary, several bonuses and benefits can supplement compensation, particularly through industry-wide or company-wide agreements. These include customary allowances related to fixed-term contracts, the increase for face-to-face teaching hours (PRAA), and pension and enhanced health coverage schemes. In 2025, these elements are more than ever a priority for attracting and retaining experienced professionals.
Description
Usage Allowance
Paid at the end of a fixed-term contract, equivalent to a percentage of total compensation
| Hourly Increase | 30/70 of the hourly salary for each hour of face-to-face teaching |
|---|---|
| Seniority Bonus | Varies according to seniority, up to 3 months’ salary for employees with more than 30 years of seniority |
| Exceptional Bonuses | Linked to family or professional events, negotiated on a case-by-case basis |
| HR Management and Salary Scale Issues in the Context of 2025 | Organization managers must integrate this scale into strategic human resources management. Transparency in classification, fair compensation, and the recognition of skills ensure both team motivation and increased legal compliance. It is becoming vital to use modern tools such as FormaPlus or EduPlus software to automate salary calculations, track coefficient changes, and manage bonuses efficiently. |
| Furthermore, a proactive skills development policy, with programs such as ApprenitsConsult or SkillUp, allows for the rapid adaptation of profiles to industry requirements while complying with the new salary scale. Upgrading through continuing education ensures greater attractiveness in the face of increased competition and increased client and partner demands. | Frequently Asked Questions about the Salary Scale for Agreement 3108 in 2025 |
Vous avez un projet spécifique ?
Kevin Grillot accompagne entrepreneurs et PME en SEO, webmarketing et stratégie digitale. Bénéficiez d'un audit ou d'un accompagnement sur-mesure.
How can I find out the exact minimum salary for each position?
The best approach is to use the updated salary scale, referring to the coefficient assigned to each position, as explained at https://kevin-grillot.fr/gestion-entreprise/grille-salaire-convention-3111/.
Are bonuses mandatory or optional?
These are agreements negotiated at the industry or company level and are important for motivating staff, but base pay must meet the established minimum.
- Is the points-based classification automatic? No, it requires a precise assessment of criteria, but tools like CapCompétences or FormaExpert make this process easier. How can I track salary trends in my sector?
- By regularly consulting the updated salary scale and referring to official decrees, particularly the one dated February 25, 2025.
📋 Checklist SEO gratuite — 50 points à vérifier
Téléchargez ma checklist SEO complète : technique, contenu, netlinking. Le même outil que j'utilise pour mes clients.
Télécharger la checklistBesoin de visibilité pour votre activité ?
Je suis Kevin Grillot, consultant SEO freelance certifié. J'accompagne les TPE et PME en référencement naturel, Google Ads, Meta Ads et création de site internet.
Checklist SEO Local gratuite — 15 points à vérifier
Téléchargez notre checklist et vérifiez si votre site est optimisé pour Google.
- 15 points essentiels pour le SEO local
- Format actionnable et imprimable
- Utilisé par +200 entrepreneurs
