The directors of the
The three-year contract aims to reinforce the professional development and career paths of the 16,000
In this context, five negotiating sessions have made it possible to co-construct an ambitious agreement based on an innovative approach that makes it possible to anticipate the employees' guidance needs, structured around three priorities.
REINFORCING INTERNAL MOBILITY FOR ALL
The agreement reasserts the priority given to internal professional mobility to guide employees through this period of great transformation in terms of activities and professions. In particular, it establishes the priority given to internal recruitment in filling newly created positions within the Group in
The contract aims to develop the career path dynamic at
giving free access to newly created positions within the company via a job-posting platform;
reviewing individuals in a way that makes it possible to gain the perspectives of several pertinent stakeholders to shed light on the realm of possibilities in terms of professional paths and the employee's potential for development; proximity development partners (PDP) who are able to advise and guide the employee in their career development perspectives; the Professional Orientation team taking an approach based on a complete analysis of skills and aspirations to assist an employee in envisioning other jobs; a comprehensive array of training available online so that each employee may develop their professional, soft, and general skills; the Manufacture Des Talents (MDT), an internal training center founded in
All these resources will be mobilized and reinforced to allow all the employees to embrace a three-step approach throughout their entire careers: knowing themselves, envisioning themselves, and developing themselves.
THE CREATION OF A PERSONALIZED SUPPORT SYSTEM FOR SENSITIVE POSITIONS
The agreement establishes an individualized support system that will be offered to employees in what are called 'sensitive positions.' These are jobs that require skill updating or the progressive adaptation of the workforce caused by changes in the work world (whether organizational, technological, or economical) or in the company strategy.
In addition to traditional guidance, and if necessary, the employees in question will have the benefit of a reinforced follow-up with the support of a Specialized Development Partner (PDS) to be given priority in the assignment of a new, stable job within the company.
As a complement to all the support systems for reinforced functional internal mobility, and to provide employees with every possibility to find stable employment, a mobility leave may be established, which will be made available only to eligible and voluntary employees.
IN-DEPTH REVISION OF END-OF-CAREER POLICIES
In the context of the overall extension of working life in
In this perspective, the agreement makes it possible to offer each employee an end-of-career path adapted to their situation and aspirations: for those who wish to remain professionally very active, the continuation of a dynamic career management; for those who wish to gently transition into retirement, progressive guidance into retirement (pension contributions, maintaining the end-of-career allowance, job sharing); for those who wish to conclude their professional activities earlier: conversion of the end-of-career allowance into time, company contribution to the purchase of retirement credits, etc.
for employees of production sites who have worked more than 15 years on rotating shifts: creation of a special contribution system for a time savings account.
Moreover, the diagnosis conducted during the negotiations revealed two conditions for the successful implementation of the contract: a better understanding of career management tools on the part of the industry's employees, and improved accessibility to training opportunities for all employees. To address these challenges, the agreement includes an innovative equal-representation system in the form of the Initiative Exploratoire Personnel (IEP, or Personal Exploratory Initiative), which will enable the directors and voluntary trade unions to co-construct effective solutions to develop.
This agreement is the result of particularly constructive work conducted with the members of trade union delegations who participated in the negotiations. It clearly demonstrates the Group's intention to reinforce and update its approach to professional guidance for all its employees. The objective is to assist employees in embracing an active skill development dynamic and to allow each one to harness the extensive career path possibilities offered by the company, including up to retirement.
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