Alain is HR R&D Manager at Neobrain
"Alain good morning. It's December 2019 and it's almost time for Professional Interviews (PI). Can you answer any questions our clients have about it?"
FRAMEWORK OF THE LAW
The professional interview is a compulsory interview that was set up by the national interprofessional agreement of 5/12/2003 which has been subject to various adjustments. According to this agreement, employees who have been with the company for two years are entitled to an interview that allows them to assess their skills (their professional abilities) and their training needs.
In concrete terms, the interview defines the employee's career plan and the means to achieve it.
"Very well, now, what are the particularities of this interview compared to the other annual interviews?"
"So, the particularity of this interview is that the employer must organize a real follow-up of the development of skills employees. Thus, as soon as the employee is hired, he or she is informed that he or she will benefit from a PE every two years. Moreover, a PE is systematically proposed at the end of a long period of absence from the company. For example, at the end of a maternity leave, a parental leave, a long illness or at the end of a trade union mandate".
"And the PE every two years is still compulsory?"
"Yes, absolutely. The PE remains a mandatory interview. Moreover, at the end of the 6 years following this reform, the PE will be used to assess the employee's career path and access to training. During the interview, the employer will have to ensure that the employee has benefited from the PE every two years and, secondly, he will have to review with the employee 3 themes:
- the training courses followed
- the acquisition of certification elements, via vocational training or VAE
- possible salary or professional developments"
"You talk about incentives, but how is the employer going to feel obliged to structure PE more?"
"So it is mainly companies with more than 50 employees that are encouraged to take this route, since for these companies, if the employee has not benefited from the planned EPs and at least 2 of the measures I have just mentioned, namely:
1) training actions;
2) the acquisition of elements of certification, via vocational training or VAE;
3) possible salary or professional developments;
Then the employee's personal training account (CPF) will be increased by additional hours. The employee will thus be entitled to 100 additional hours and the employer will have to pay a fixed financial contribution to the OPCA (€3000 for a full-time employee and €3900 for a part-time employee).
"Thank you Alain. ... What are the consequences now for HR departments and small companies? This is what we will see in the section "In the company" "
IN THE COMPANY
"Alain, how HR departments will adapt to the reorganisation of the professional interview.
"First, it is necessary to identify the priority people who have not benefited from PE for at least 2 years. Then, HR departments must acquiremanagement tools, or update those currently in place in the company, to be able to draw up, at the end of the 6 years following March 7, 2014, the assessment of the career path and professional development desired by the person, as well as the means in terms of training, mobility or development of skills."
"So this reform obliges HR departments to summarise all these interviews, will they have to respect a particular formalism?"
"Indeed, formalisation is important as it will be a means for the employer to justify that he has fulfilled his obligation towards the employees. On the other hand, in the current state of the texts, no particular formalism is imposed on the employer...
I would just like to add a clarification concerning the employee who will have the possibility of integrating the various elements relating to his or her PE in his or her "Orientation and Training " passport (a document put in place since 2004).
"At the initiative of the employee?
"Aren't VSEs and SMEs at risk of being in difficulty with these obligations? "
"I understand your question because VSEs and SMEs have less financial means than large companies. Having said that, we can help our partners by offering them tools for conducting interviews, such as the "Training Interview" interview guide that COEF CONTINU uses in the seminars it organises on PE."
Interview to follow in part 2: questions / answers