The annual interview: Part 2 - The questions

In this second part of our conversation with Alain NGassam, we answer frequently asked questions about the annual appraisal.
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Neobrain :

"What can justify the use of a PE?"

Alain :

"There are six main issues that justify the use of PE:

1 - Sudden transitions: chronic illness, job loss, centre closure, etc;

2 - A progression in qualifications 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 - Discovering other jobs that we could do by simply adjusting;

6 - Desire to change occupation or inability to do so in the short term. "

"What is the collective challenge of PE?"

"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, whether his skill profile is in line with the requirements of his job and anticipate the inevitable transformations in the medium term.


"What advice should I give to my staff to be well prepared before the PE?

"Gather all useful documents: updated CV, training programmes, job description, classification and salary level, summary of previous professional interviews (or EAEA)".

"Formulate their career desires, and then how they see themselves in two or four years' time."

"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 programmes of the courses you would like to attend."

"Identify the most valued certifications in the company and the interest of those that are emerging."

"Can the employee be accompanied during the professional interview?

"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 cannot impose the presence of a third party on the employer.

"The beneficiary does not show up having prepared his or her PE, nor read the guide or the document. What to do?"

"The interview must take place. In some cases, the management must intervene to make this interview part of the routine.

"What do we do when the employee refuses to sign the PE? "

"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.

"In case of refusal of the beneficiary to attend the PE, who will be in charge of asking the reasons for the refusal?"

"The professional interview is presented as a right for the employee, which he could apparently waive. However, the employer will have every interest in knowing the reasons for this refusal, especially as he could be "penalised" for not holding these interviews.

"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 alone this skill.

4th Level: trains or advises employees in implementation."


Can we bring written documents and ask for them to be put on file? "

"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.

"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".

"What data collection should be done to properly prepare your EP?"

"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..."

"What do you think are the 10 commandments of the annual interview?"

1 - Building trust

2 - Encouraging people to talk

3 - Listening

4 - Sharing information

5 - Exchanging

6 - Looking for points of agreement

7 - Taking notes

8 - Concluding

9 - Writing a report

10 - Validating


"What should not be discussed during the PE?

"Wage increases;

Challenging company policies;

Settling disputes between co-workers..."

"Besides the training needs, evolution and professional projects of the beneficiary, what else can we talk about?"

"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"

"What are the main steps, in chronological order, of the professional interview?

A :

"1 - Review of career path and training

2 - Review of missions/activities and difficulties encountered

3 - Reminder of the training courses already attended 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

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