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  • Université de technologie de Compiègne / Courses and training / UTC’s Degree apprenticeships

    • UTC’s Degree apprenticeships

    In addi­tion to acqui­ring reco­gni­zed scien­ti­fic and tech­no­lo­gi­cal skills, uni­ver­si­ty degree appren­ti­ce­ships enable stu­dents to learn pro­fes­sio­nal skills that are par­ti­cu­lar­ly appre­cia­ted by com­pa­nies. Since 2008, UTC-Com­piegne (Uni­ver­si­té de Tech­no­lo­gie de Com­piègne) has been fol­lo­wing this trend, offe­ring a new way to obtain its degree level diplo­mas through appren­ti­ce­ships, with the same high stan­dards, while rein­for­cing the pro­fes­sio­nal expe­rience and com­mit­ment of its students.

    Appren­ti­ce­ship at UTC

    The advantages of choosing an apprenticeship at UTC

    • Excellent trai­ning pro­vi­ded by UTC lec­tu­rer-cum-research scientists/engineers;
    • One to three years' pro­fes­sio­nal experience;
    • A glo­bal vision of the cho­sen pro­fes­sion through immer­sion in the com­pa­ny, sup­por­ted by human and social science courses.

    Success indicators

    • 10% suc­cess rate;
    • 100% net employ­ment rate for IM and GI appren­tices (2024 study);
    • 5% reo­rien­ta­tion rate;
    • 0.36% breach of contract rate.

    Practical informations

    • The regis­tra­tion pro­ce­dure for appren­tices is the same as for students.
    • Diplo­mas are iden­ti­cal to those obtai­ned through the tra­di­tio­nal route.
    • Tui­tion fees for appren­tices: none.
    • Most trai­ning costs are cove­red by OPCOs, with com­pa­nies asked to pay the remainder.
    • Appren­tices receive spe­cial assistance.

    Support for apprentices

    • Before admis­sion: gene­ral infor­ma­tion on UTC-Com­piegne and appren­ti­ce­ships / pre­pa­ra­tion for recruit­ment to the pro­gramme / per­so­na­li­zed fol­low-up / spe­ci­fic appren­ti­ce­ship recruit­ment days / contact with recrui­ting officers.
    • During the appren­ti­ce­ship: peda­go­gi­cal sup­port, on-the-job sup­port, per­so­nal sup­port (see role of sup­port staff).
    • After the appren­ti­ce­ship: Pro­fes­sio­nal inte­gra­tion sup­port. Fol­low-up over 3 years after graduation.

    Role of the UTC apprenticeship tutors

    • The UTC tutors moni­tor the appren­tices throu­ghout their apprenticeships.
    • They act as a link bet­ween the appren­tices, the host com­pa­nies and UTC-Compiegne.
    • They act as the stu­dents’ advisors;
    • They super­vise the stu­dents’ aca­de­mic and pro­fes­sio­nal training;
    • They are fami­liar with the host com­pa­nies and moni­tor deve­lop­ments in each apprentice's activities.

    Role of the apprenticeship company supervisors

    • They are res­pon­sible for coor­di­na­ting appren­ti­ce­ship trai­ning for the department;
    • They moni­tor the peda­go­gi­cal files of each appren­tice (advi­sing and vali­da­ting tea­ching choices each semester).

    Role of the apprenticeship company supervisors

    • They are res­pon­sible for coor­di­na­ting appren­ti­ce­ship trai­ning for the department;
    • They moni­tor the peda­go­gi­cal files of each appren­tice (advi­sing and vali­da­ting tea­ching choices each semester).
    Engi­nee­ring diploma

    Engineering diploma

    Tea­ching is desi­gned to inte­grate the skills acqui­red by the appren­tices “on the job”. Seve­ral pro­jects car­ried out in a peda­go­gi­cal context are pro­po­sed by part­ner companies.

    The appren­tices, while being ful­ly invol­ved in their trai­ning, are soli­ci­ted on many occa­sions. In the host com­pa­ny envi­ron­ment, they acquire their skills both in action and through action. The imple­men­ta­tion of active tea­ching methods in the class­room requires a high level of invol­ve­ment on their part. They are asked to invest per­so­nal­ly in the construc­tion of their skills range. They play an active role in the conti­nuous impro­ve­ment of the sys­tem. Spe­ci­fic sup­port helps them to deve­lop the auto­no­my they need to take charge of their trai­ning and rea­lize their career plans.

    Com­pa­nies are key part­ners in the conti­nuous impro­ve­ment of our trai­ning pro­grams. With this in mind, annual semi­nars aimed at appren­tice mas­ters pro­vide an oppor­tu­ni­ty to take stock of per­iods spent on the job, and to pre­pare for the year ahead. In addi­tion, the “Ingé­nieur et alter­nance” (“Engi­neer and sand­wich courses”) Day is held in the spring-time to take stock of the situa­tion with the various players invol­ved in appren­ti­ce­ship and to pre­pare appren­tice recruit­ment for the fol­lo­wing year.

    The pro­files of the engi­neers trai­ned cor­res­pond to the job des­crip­tions for mecha­ni­cal engi­nee­ring, IT, com­pu­ter and soft­ware engi­nee­ring and pro­cess engi­nee­ring.

    The content, orga­ni­za­tion and struc­ture of tea­ching at UTC-Com­piegne are desi­gned to give student engi­neers, in addi­tion to scien­ti­fic and tech­ni­cal skills, pro­fes­sio­nal skills that are par­ti­cu­lar­ly impor­tant for com­pa­nies. Appren­ti­ce­ship is part of this continuum.

    Technology and human sciences

    In addi­tion to scien­ti­fic and tech­ni­cal courses, huma­ni­ties and social sciences (UTC-TSH) are taught throu­ghout the three-year engi­nee­ring cycle.

    These courses enable appren­tices to fami­lia­rize them­selves with the socio-tech­ni­cal issues invol­ved in engi­nee­ring acti­vi­ties (eco­no­mics, phi­lo­so­phy of tech­no­lo­gy, infor­ma­tion and com­mu­ni­ca­tion sciences, etc.), as well as the metho­do­lo­gies imple­men­ted in the cor­po­rate world (pro­ject mana­ge­ment, etc.). The TSH courses also include lear­ning and/or impro­ving skills in English lan­guage.

    Trai­ning brochure
    Trai­ning brochure

    Investing in the future

    For the apprentice

    The appren­ti­ce­ship contract entails a for­mal com­mit­ment by the appren­tice, UTC-Com­piegne and the host com­pa­ny to a part­ner­ship desi­gned to help the appren­tices gra­duate with an engi­nee­ring degree. Strong ties are for­ged through nume­rous exchanges and a sha­red desire to help these future engi­neers to express their full potential.

    For the company

    Recrui­ting an engi­nee­ring appren­tice is an oppor­tu­ni­ty for the host com­pa­ny to anti­ci­pate and manage skills and train young per­sons in its know-how, culture and cor­po­rate values. It is also an oppor­tu­ni­ty to take a fresh, conti­nuous­ly upda­ted look at the company's pro­jects and changes.

    A genuine partnership

    The appren­ti­ce­ship contract com­mits the appren­tice, UTC-Com­piegne and the host com­pa­ny to a 3‑year part­ner­ship aimed at hel­ping the appren­tice gra­duate with an engi­nee­ring degree. Strong links, mate­ria­li­zed by nume­rous exchanges and a sha­red desire to help these future engi­neers express their full poten­tial, struc­ture these 3 years.

    Nume­rous, both large and small, com­pa­nies throu­ghout France, from a wide range of sec­tors, have cho­sen to com­mit to this part­ner­ship by recrui­ting one or more UTC appren­tice engineers.

    During the first year at UTC-Com­piegne, the appren­tices fol­low a trai­ning pro­gram that enables them to acquire the scien­ti­fic and tech­no­lo­gi­cal fun­da­men­tals requi­red of any engi­neer, plus refre­sher courses, accor­ding to spe­ci­fic per­so­nal needs, while inte­gra­ting into a pro­fes­sio­nal envi­ron­ment right from the start of his/her training.

    In the second year, the appren­tices choose a career (spe­cial­ty) path and acquire the skills nee­ded to become qua­li­fied engi­neers.

    The third year, which ends with a long per­iod in a host com­pa­ny, is thus condu­cive to the appren­tices’ deve­lop­ment in engi­nee­ring acti­vi­ties and the mana­ge­ment of auto­no­mous pro­jects within the com­pa­ny.

    As the cur­ri­cu­lum pro­gresses, the courses are increa­sin­gly ali­gned with the pro­fes­sio­nal issues faced by appren­tices. The abi­li­ty to work in an inter­na­tio­nal context is deve­lo­ped pro­gres­si­ve­ly over the 3 years, evi­den­ced by the appren­tices’ pre­sence on a forei­gn busi­ness site before the end of the cur­ri­cu­lum.

    The UTC appren­tice trai­ning pro­gram consists of 120 course cre­dits (CCs), comprising:

    • units of value (CCs, UV in French) spe­ci­fic to appren­ti­ce­ship trai­ning, favou­ring induc­tive peda­go­gy and which may or may not be com­mon to those taken by engi­nee­ring students;
    • pro­ject work­shops, group work on a pro­ject or pro­blem cor­res­pon­ding, if pos­sible, to an exter­nal order from a host part­ner company.

    In-com­pa­ny trai­ning accounts for 70 course cre­dits (CCs) awar­ded after vali­da­tion of pro­fes­sio­nal skills, spread over the three years of the contract.

    To recruit an appren­tice course engi­neer, the lat­ter, the host employer and the CFA (public appren­tice trai­ning autho­ri­ty) must sign an appren­ti­ce­ship contract. This is a 3‑year fixed-term employ­ment contract (CDD) giving the appren­tice the sta­tus of a sala­ried employee. The appren­tice is an employee who has signed a fixed-term contract. They the­re­fore are cove­red by social secu­ri­ty and have the same rights and obli­ga­tions as other employees of the host company.

    Under the terms of this contract, the appren­tice under­takes to work for his employer during the per­iods allot­ted to wor­king on site, and to fol­low all the courses and take all the exams sche­du­led by the aca­de­mic part­ner as part of his trai­ning. This contract is aimed at young people under 30 (up to 29 com­plete years of age). The apprentice's legal mini­mum month­ly remu­ne­ra­tion is cal­cu­la­ted as a per­cen­tage of the SMIC (natio­nal mini­mum wage in France), accor­ding to the company's col­lec­tive bar­gai­ning agreement.

    UTC's online job pla­ce­ment site pro­vides appren­tices with access to a large num­ber of assi­gn­ments offe­red by its part­ner com­pa­nies. This gives appren­tices the oppor­tu­ni­ty to iden­ti­fy an assi­gn­ment and a host com­pa­ny that match their aspi­ra­tions. The “Ingé­nieur et alter­nance” Day also helps appren­tices to build their ear­ly career path (CV and cover let­ter pre­pa­ra­tion, inter­view pre­pa­ra­tion, etc.), and pro­vides a spe­cial oppor­tu­ni­ty for appren­tices to meet com­pa­nies loo­king for jobs.

    Cost of apprenticeship for the company

    The contract-cost is defi­ned by the pro­fes­sio­nal sec­tor to which the host com­pa­ny recrui­ting an appren­tice belongs. The list of contract costs is avai­lable on the “France Com­pé­tences” website.

    These costs are finan­ced by the Opé­ra­teur de Com­pé­tences (OPCO) to which the host com­pa­ny belongs. Fun­ding is based on the man­da­to­ry quo­ta of the appren­ti­ce­ship tax paid each year by the company.

    Master's degree

    Master's degree

    UTC-Com­piegne has set up an appren­ti­ce­ship-based Master's pro­gramme for :

    • the second year of the IdS (Inter­ven­tion and Social Deve­lop­ment) Master's degree ;
    • the first and/or second year of the CH (UITC-Che­mis­try) Master's program.

    Mas­ter degree Appren­ti­ce­ship stu­dents are recrui­ted in the same way as any other UTC Master's stu­dents. As a result, the diplo­ma obtai­ned by the appren­tice at the end of the pro­gramme is the same for all UTC-Com­piegne students.

    The courses are desi­gned to inte­grate the skills acqui­red by appren­tices on the job.

    Ful­ly invol­ved in their trai­ning, appren­tices are soli­ci­ted on seve­ral occa­sions. At the com­pa­ny, they acquire their skills both in action and through action. The use of active tea­ching methods in the class­room requires a high level of invol­ve­ment on their part. Spe­ci­fic sup­port helps them to deve­lop the auto­no­my they need to take charge of their trai­ning and to ful­fil their career plans.

    Com­pa­nies are key part­ners in the conti­nuous impro­ve­ment of our trai­ning pro­grams. With this in mind, the annual appren­ti­ce­ship master's semi­nar helps pre­pare stu­dents for their per­iods in the workplace.

    The pro­files of the Master's stu­dents trai­ned cor­res­pond to the job pro­files of the two majors: Che­mis­try (CH) and Health Engi­nee­ring (IdS).

    The content, orga­ni­za­tion and struc­ture of tea­ching at UTC-Com­piegne are desi­gned to give Master's stu­dents, in addi­tion to scien­ti­fic and tech­ni­cal skills, those pro­fes­sio­nal skills that are par­ti­cu­lar­ly impor­tant for com­pa­nies. Appren­ti­ce­ship is part of this continuum.

    Technology and human sciences

    In addi­tion to scien­ti­fic and tech­ni­cal courses, the Master's pro­gramme includes courses in the huma­ni­ties and social sciences (UTC-THS).

    These courses enable appren­tices to fami­lia­rize them­selves with the socio-tech­ni­cal issues invol­ved in engi­nee­ring acti­vi­ties (eco­no­mics, phi­lo­so­phy of tech­no­lo­gy, infor­ma­tion and com­mu­ni­ca­tion sciences, etc.), plus the metho­do­lo­gies used in the cor­po­rate world (pro­ject mana­ge­ment, etc.). These TSH courses also include English lan­guage trai­ning.

    Investing in the future

    For the apprentice

    Thanks to this hands-on expe­rience, the appren­tices acquire pro­ven added value for the com­pa­ny and gains a head start in terms of their pro­fes­sio­nal inte­gra­tion. The nume­rous exchanges bet­ween the host com­pa­ny and UTC-Com­piegne are a real resource for its Master's pro­grammes, and contri­bute to the dyna­mics of peda­go­gi­cal inno­va­tion, so dear to the establishment.

    For the company

    Recrui­ting a master's appren­tice is an oppor­tu­ni­ty for the host com­pa­ny to anti­ci­pate and manage skills, and to train young per­sons in its cor­po­rate know-how, culture and values. It is also an oppor­tu­ni­ty to take a fresh, ever-chan­ging look at the company's pro­jects and changes.

    A genuine partnership

    The appren­ti­ce­ship contract com­mits the appren­tice, UTC-Com­piegne and the host com­pa­ny to a 1 to 2‑year part­ner­ship aimed at hel­ping the appren­tice gra­duate with a Master's degree. These years are struc­tu­red by strong links, mate­ria­li­zed by nume­rous exchanges and a sha­red desire to help these future pro­fes­sio­nals express their full potential.

    Nume­rous, large and small, com­pa­nies throu­ghout France, from a wide range of sec­tors, have cho­sen to com­mit to this part­ner­ship by recrui­ting one or more UTC apprentices.

    The first year of work-stu­dy in the CH master’s pro­gram is done in part­ner­ship with the UPJV of Amiens.

    The alter­na­tion rhythm in the second year of the CH and IdS master's degree gene­ral­ly fol­lows the fol­lo­wing sequence:

    To obtain pre­cise sche­dules for the cur­rent year, please contact the admi­nis­tra­tive assis­tant for appren­ti­ce­ship mas­ters (see bot­tom of page).

    The UTC trai­ning for the Mas­ter 1 CH covers 60 cre­dits and is made up of:

    • tea­ching units (UE).

    › In-com­pa­ny trai­ning is valued by 10 cre­dits awar­ded after vali­da­tion of pro­fes­sio­nal skills.

    The UTC trai­ning of the mas­ter 2 IdS and CH covers 60 cre­dits and is com­po­sed of:

    • tea­ching units (UE);
    • pro­ject work­shops, group work on a pro­ject or pro­blem cor­res­pon­ding to the issues and cur­rent affairs of the CH and IdS sector.

    › In-com­pa­ny trai­ning is valued by 36 cre­dits awar­ded after vali­da­tion of pro­fes­sio­nal skills.

    To recruit an appren­tice course engi­neer, the lat­ter, the host employer and the CFA (public appren­tice trai­ning autho­ri­ty) must sign an appren­ti­ce­ship contract. This is a 1 or 2‑year fixed-term employ­ment contract (CDD) giving the appren­tice the sta­tus of a sala­ried employee. The appren­tice is an employee who has signed a fixed-term contract. They the­re­fore are cove­red by social secu­ri­ty and have the same rights and obli­ga­tions as other employees of the host company.

    Under the terms of this contract, the appren­tice under­takes to work for his employer during the per­iods allot­ted to wor­king on site, and to fol­low all the courses and take all the exams sche­du­led by the aca­de­mic part­ner as part of his trai­ning. This contract is aimed at young people under 30 (up to 29 com­plete years of age). The apprentice's legal mini­mum month­ly remu­ne­ra­tion is cal­cu­la­ted as a per­cen­tage of the SMIC (natio­nal mini­mum wage in France), accor­ding to the company's col­lec­tive bar­gai­ning agreement.

    UTC's online job pla­ce­ment site pro­vides appren­tices with access to a large num­ber of assi­gn­ments offe­red by its part­ner com­pa­nies. This gives appren­tices the oppor­tu­ni­ty to iden­ti­fy an assi­gn­ment and a host com­pa­ny that match their aspi­ra­tions.

    Pro­fes­sio­nal degree

    Professional degree

    The courses on offer

    • Gene­ral cor­po­rate culture: com­mu­ni­ca­tion, busi­ness sec­tor acu­men, English;
    • Mana­ge­ment and main­te­nance: mana­ge­ment, pro­ject mana­ge­ment, main­te­nance mana­ge­ment, pro­duc­tion management;
    • Depen­da­bi­li­ty and advan­ced main­te­nance tech­niques: moni­to­ring and ins­pec­tion tools, self-diag­no­sis, remote main­te­nance, an FMDS approach ; NDT-in French FMDS : Fia­bi­li­té – Main­te­nance – Dis­po­ni­bi­li­té – Sécu­ri­té, sta­tis­ti­cal tools;
    • Tech­no­lo­gies asso­cia­ted with sys­tems: ser­vo-controls, hydrau­lics, func­tio­nal ana­ly­sis, elec­tri­cal engineering.

    Apprenticeship status

    The appren­ti­ce­ship contract is a one-year fixed-term contract the pur­pose of which is to train for and obtain the “pro­fes­sio­nal degree”. The appren­tice is the­re­fore an employee of the com­pa­ny, gover­ned by its col­lec­tive bar­gai­ning agreements.

    The cost of apprenticeship for the company

    The cost-contract is defi­ned by the pro­fes­sio­nal branch to which the com­pa­ny recrui­ting an appren­tice belongs. A list of contract costs is avai­lable from France Compétences.

    These costs are finan­ced by the Opé­ra­teur de Com­pé­tences (OPCO) to which the com­pa­ny belongs. Fun­ding is based on the man­da­to­ry quo­ta of the natio­nal appren­ti­ce­ship tax paid each year by the company.

    Financial assistance for the company

    Finan­cial assis­tance may be awar­ded to the com­pa­ny accor­ding to various cri­te­ria (see the CFA refe­rence page).

    Apprenticeship recruitment process

    Pre-regis­tra­tion as of the end of February

    • March: appli­ca­tions received.
    • March to May: review of appli­cants’ dos­siers, tele­phone inter­views for those selected.
    • Ear­ly June: annual Engi­neer and Sand­wich work-stu­dy Day.
    • June: contracts signed (12 appren­tices admit­ted to the scheme each year)).
    • Sep­tem­ber: start of the UTC aca­de­mic year.

    ° Before any contract is signed, a per­so­nal contact is esta­bli­shed to vali­date the match bet­ween the trai­ning offer cho­sen and the company's expec­ta­tions (Human Man­po­wer Resources and the future appren­tice host com­pa­ny master).

    Contacts

    Direc­trice du CFA
    Dany-Laure Lavillette
     +33 (0)3 44 23 45 61
    Coor­di­na­trice sui­vi appren­tis et rela­tions entre­prises 
    Karine Sli­wak
     +33 (0)3 44 23 49 56
    Res­pon­sable admi­nis­tra­tif appren­tis­sage
    Jen­ni­fer Leroy
     +33 (0)3 44 23 52 77
    Réfé­rente mobi­li­té
    Vish­wa­ni Roop­na­rine
     +33 (0)3 44 23 73 84
    Réfé­rente han­di­cap
    Vir­gi­nie Leviel
     +33 (0)3 44 23 49 05
    Ges­tion­naire finan­cière
    Méla­nie Gros­caux
     +33 (0)3 44 23 43 12
    Ges­tion­naire aides et bourses
    Corinne Ledrap­pier
     +33 (0)3 44 23 49 00
    Res­pon­sable péda­go­gique
    Appren­tis­sage GI
     +33 (0)3 44 23 44 23
    Res­pon­sable péda­go­gique
    Appren­tis­sage IM
     +33 (0)3 44 23 44 23
    Assis­tante admi­nis­tra­tive mas­ters en appren­tis­sage
    Lau­ra Teixei­ra
     +33 (0)3 44 23 44 41
    Res­pon­sable péda­go­gique mas­ter IDS
    Isa­belle Claude
     +33 (0)3 44 23 73 61
    Res­pon­sable péda­go­gique mas­ter IDS
    Jean-Mat­thieu Prot
     +33 (0)3 44 23 46 08
    Res­pon­sable péda­go­gique mas­ter CH
    Eli­sa­beth Van Hecke
     +33 (0)3 44 23 44 43