Neobrain:
"What can justify the use of an EP?"
Alain:
"6 major issues justify the use of PE:
1 - Sudden transitions: chronic illness, job loss, center closure, etc;
2 - A progression in qualification or a gradual increase in the level of diplomas;
3 - Major stages in our lives: marriage, children, family responsibilities, approaching retirement;
4 - Maintain our skills at the best level and adapt to the new situation that governs our business;
5 - Discovery of other jobs that we could occupy by simple adjustment;
6 - Desire to change jobs or inability to do so in the short term. "
N:
"What is the collective issue of PE?"
A:
"The collective challenge is to engage the employer and the employee in a continuousemployability assessment process. The employee must be able to check, with the help of his manager, if his skill profile is in line with the requirements of his job and anticipate the inevitable transformations in the medium term.
THE ANNUAL INTERVIEW FOR THE EMPLOYEE :
N:
"What advice should I give my employees to be well prepared before PE?"
A:
"Gather all useful documents: updated CV, training programs, job description, classification and salary level, summary of previous professional interviews (or EAEA)"
"Formulate their career desires, and then how they project themselves two to four years out."
"Define your different objectives for this interview: to value skills, to have qualities recognized, to expose a desire for progress, to submit a training wish, to obtain a CPF top-up..."
"With respect to your missions, formalize the skills mastered and skills to be developed."
"Edit the programs for the courses you would like to take."
"Identify the most valued certifications in the company and the value of emerging ones."
N:
"Can the employee be accompanied during the professional interview?"
A:
"In the texts, the assistance of the employee is only provided for in the context of an interview prior to a disciplinary sanction or dismissal. In this case, the employee will not be able to impose on the employer the presence of a third party."
N:
"The beneficiary does not show up having prepared his or her PE, nor read the guide or the document. What to do?"
A:
"The interview must take place. In some cases, management must intervene to make this interview part of the routine."
N:
"What do we do when the employee refuses to sign the PE? "
A:
"Remind the beneficiary that the signature only means that the interview has taken place. If he/she still maintains his/her position, then it is up to him/her to mention in writing that he/she does not want an interview"
N:
"In the event the beneficiary refuses to attend the PE, who will be responsible for requesting the reasons for the refusal?"
A:
"The professional interview is presented as a right for the employee, which he or she could apparently waive. However, the employer will have every interest in knowing the reasons for this refusal, especially since he could be "penalized" for not holding these interviews."
N:
"On what criteria should the skills acquired be validated?
A :
"There are 4 levels of validation of skills :
1st Level : during training (internal or external to the company).
2nd Level: mobilizes with the help of a third party.
3rd Level: mobilizes this skill on her own.
4th Level: trains or advises her employees in the implementation."
THE ANNUAL INTERVIEW FOR THE MANAGER :
N:
"Can we bring in written documents and ask that they be placed in the file? "
A:
"In principle, yes. However, do not forget that the spirit of the professional interview is exchange, dialogue, validation, not evaluation. The document must be short and must not contradict what has been said between the parties concerned.
N:
"For the occupational skills studied in the PE, who should assess the level of requirement for each of these skills ?"
A :
"The level of requirement for each of the skills professional studied during the PE is defined beforehand by the service manager".
N:
"What data collection should be done to properly prepare your EP?"
A:
"The collection of necessary data includes:
- Knowledge of the employee (entry, position, status, diploma, background, initial training, BF5 profile...)The document of the previous EAEA;
- The training courses carried out since the last EAEA;
- The repository of skills related to the job;
- The performances achieved;
- The opportunities for internal geographical mobility;
- The developments of the company, the branch, the basin..."
N:
"What do you think are the 10 commandments of the annual interview?"
A:
1 - Establish a climate of trust
2 - Encourage speaking
3 - Listen
4 - Share information
5 - Exchange
6 - Look for points of agreement
7 - Take notes
8 - Conclude
9 - Write a report
10 - Validate
THE CONDUCT OF THE ANNUAL INTERVIEW :
N:
"What should not be discussed during the PE?
A:
"Wage increases;
Questioning company policy directions;
Settling disputes between co-workers..."
N:
"Besides the training needs, evolution and professional projects of the beneficiary, what else can we talk about?"
A:
"Topics that can be discussed include:
- Company developments;
- Foreseeable changes in work organization;
Desires to change position, department;
- Identification of potential for promotion;
- Identification of little-used skills ;
- Need for training;
- Ability to pass on one's skills; skills -
- Major developments in the sector of activity;
- Development of transferable skills ;
- Expectations of other establishments in the sector of activity and/or the territory"
N:
"What are the major steps, in chronological order, of the professional interview?"
A :
"1 - Review of professional career and training
2 - Review of missions/activities and difficulties encountered
3 - Reminder of the training courses already taken in the last two years
4 - Reminder of skills acquired and validated by the N+1
5 - Presentation of the project and the general orientations of the company
6 - Collection of wishes for professional development or change
7 - Expression of a professional project that fits in with the company's project
8 - Definition of a training action plan
9 - Discovering and choosing training systems as a means of professional development
10 - Identification of territories of opportunities for mobility or professional transition
