The establishment of the Compte Personnel de Formation (Personal Training Account -- CPF) is a major milestone in the French continuing training system: it introduces a individualised scheme for financing training that is open to all economically active persons, and is fully transferable throughout the individual's working life, from the time they enter the labour market until they retire. The CPF is currently the only example at international level of an individual learning account where individuals build up training entitlements over time. The CPF was introduced in January 2015 as part of a thorough overhaul of the system for funding continuing training, and was reformed in 2018 in order to correct issues that had come to light, and more generally to strengthen the individual's place in the system and to boost competition and the market. The aims of the CPF are (i) to reduce recorded inequalities in access to training to the detriment of those who are least qualified and in most precarious employment; (ii) to encourage personal autonomy in the take-up and choice of training; and (iii) to improve skills (and training provision). Thus the CPF funds only certificated courses for individuals who are likely to have to change their job -- or employment status -- several times during their working lives. The data available for the period 2015-2018 show that, despite a rapid gain in momentum, utilisation of the CPF by the economically active has remained low and tends to replicate the unequal access to training seen under traditional training access schemes. In addition, the bulk of certifications obtained do not attest to the attainment of a specific level of skill (language tests, IT proficiency, personal skills assessments, driving licences and other accreditations). The CPF is funded by a compulsory contribution from businesses with more than 10 employees; self-employed workers pay a flat-rate contribution to their training fund. Between 2014 and 2018, the CPF was credited in hours (24 hours per year for a full-time employee subject to a ceiling of 150 hours), with an increased entitlement since 2017 for the least skilled workers (48 hours/year and ceiling of 400 hours). The funding of training under the CPF therefore required a third party to take action to pay the training body: for employees this was a joint sectoral training fund, and for jobseekers it was Pôle Emploi (the French public employment service). The relevant third party was also required to supplement the basic amount credited in hours with additional funds. Since the Law of September 2018, the CPF has been credited in euros (EUR 500/year for a full-time employee, EUR 800/year for a low-skilled employee subject to ceilings of EUR 5 000 and EUR 8 000 respectively). The chief aim of the shift to euros was to provide individuals with greater clarity to help them understand the capital available to them, and to allow their demand to guide investment in training so as to to establish true competition in the training market. While only certifications on the lists drawn up by the social partners were initially eligible for CPF funding -- a complex system that was difficult for individuals to navigate -- the "Future" Law of 2018 made all certifications eligible. It also finalises the digital applicationthat enables individuals to mobilise their CPF to purchase training online in a fully autonomous manner, i.e. without having to go through a third party -- an application that suffered from lack of ergonomy --until 2018. Until 2018, governance of the CPF, including the profusion of stakeholders, made utilising it a fairly complex matter. The Law centralises funding and regulation of training by establishing a state-wide body with many competences: France Compétences. Thus it reduces the role of collective stakeholders and, in particular, of sectors of industry by relieving the joint sectoral training funds of their historic role as the collector-cum-funder of contributions for continuing training for employees. In order to implement personal autonomy in the take-up of training, a new free and optional careers guidance service was introduced and made available in parallel to the CPF: the Conseil en Évolution Professionnelle (Career Development Counselling -- CEP). This role was initially allotted, with no extra funding, to public employment service operators for the unemployed and to joint training funds for persons in work, before it was allocated funding and entrusted to the private sector under the Law of September 2018 for the latter. In practice, the roll-out of the CEP nationwide has been limited. In 2020, the budget allocated to the CEP for economically active persons in work should cater for a growing number of workers (+20%/year). However, it will still be necessary to reach those people, otherwise unequal participation in training is likely to grow. The establishment of the CPF was also an opportunity to regulate the training market. As a result, the Law of March 2014 made significant progress in quality processes for the funders of training -- these were particularly necessary because individuals are in a weaker negotiating position than the traditional purchasers of training. The recent shift to a single, compulsory certification for training providers who make claims on public funds has helped to remedy the issues that arose during the first phase of implementation of the CPF in terms of the profusion of certificates, labels and the mixed assurances they provided. In combination with the abolition of the lists, this should simplify the system for individuals. However, that is not enough to guarantee the quality of the training provided, which also depends on content and teaching methods. Since these factors are difficult to measure, especially for an individual, evaluations by public funders of training actions and their outcomes, and the manner in which those outcomes are communicated to the public, will remain crucial. Moreover, the shift to a single, compulsory certification is likely to undermine small training providers and thus deplete diversity in training provision. Training undertaken between 2015 and 2018 was often short in duration. Genuine enhancement of skills requires either funding for lengthy training or a series of training episodes that allow the acquisition of modules which, when combined, lead to the award of a certificate or a diploma. The removal of the middlemen in mobilising the CPF is likely to make it more difficult to find co-funding for lengthy training. This makes it even more important to make the hitherto underused skills modules effective. The CPF is an innovative scheme, but it is not the only channel for funding training for workers, and is part of a training eco-system in which it is yet to find its place. The Plan d'Investissement dans les Compétences (Skills Investment Plan -- PIC) was launched at end-2017 and aims to raise the skills of one million young people and as many jobseekers again over five years. For employees, the Law of 5 September 2018 restates the employer's duty to ensure that employees are provided with the skills appropriate for their job, maintain their ability to perform a job notably in view of technological developments, and are redeployed in the event of job cuts. It also expands the definition of "training action" by including actions that can be conducted remotely or in the workplace. [ABSTRACT FROM AUTHOR]