Reporting, the keystone of a successful job preservation plan
Formerly known as the Social Plan, the PSE, literally Plan de sauvegarde de l'emploi, was introduced in 2002. In France, labor law requires that companies with at least 50 employees who intend to lay off at least 10 employees have a PSE.
In short, the PSE is a legal framework that aims to avoid or limit layoffs for companies facing a context of economic layoffs. In 2017, 365 PSE were registered by the Ministry of Labor, in 2021 it is 1050 PSE procedures have been initiated. Given the social and economic impact of the PSE, the law imposes the respect of a certain number of milestones in order to ensure the approval of the Plan by the regional directorate of companies, competition, consumption, work and employment. Official statistics indicate that less than 30% of the job protection plans were finally approved, mainly due to non-compliance with regulatory milestones and processes. Which reporting model should be implemented?
The monitoring committee, a key stage in the job protection plan
Among the different steps that must be taken in order to carry out a PSE, whether it is the result of a negotiation between the company's management and the employees' representative bodies or, on the contrary, the consequence of a unilateral decision by the management, a commission must meet at regular intervals to formalize the different points of the PSE. In this respect, human resources are required to draw up a follow-up document which reports on the progress and content of each committee. The work of the commission and in particular the various reports that will have been drawn up by HR will thus serve as a basis for drawing up the Plan's assessment, in accordance with the order established by the Ministry of Labor on April 3, 2014.
Which reporting model should be used to monitor an EMP?
To help human resources establish a PES follow-up committee report, you will find here a ready-made template around which you can build and adapt your own committee follow-up report.
- Preamble
The overall context in which the day's Monitoring Committee meets is recalled here.
- List of people present and their role
The organisations represented at the meeting (companies, public bodies and social partners), their representatives and their capacity should be identified. Absent persons should also be identified in this list of participants.
- Agenda
The points discussed and dealt with in the commission are recalled here.
- Mission of the Commission
This section outlines the different objectives and roles of the commission throughout the process.
- Composition of the Joint Committee
This summary, based on the list of those present, indicates who are the members of the college that makes up the commission's college. For example, it is recalled how many members represent the interests of the company or the trade unions.
- Summary of the meeting
The main points, agreements and disagreements of the committee appear in this part of the report.
- Key figures
This is where you will find the statistical elements that will show the contractual situation of the workforce as well as any reclassifications. For example, and depending on the specificities of the company, the number of employees on permanent contracts, the number of employees who have created/restarted a company, the number of people on fixed-term contracts of 6 months or more, the number of people on fixed-term contracts of less than 6 months, and finally the other situations.
- Additional information (if relevant)
Any additional elements that require clarification or reminders should be included in this section of your report.
- Calendar of upcoming meetings
The dates of the next committee meetings are presented in this section of the report. Finally, you must ensure that you adapt this reporting model to the context and challenges of the job protection plan for which you will be responsible. Above all, it is essential to remain vigilant to future regulatory and legal changes in order to compare them with your future PES committee reports.
Good luck in your approach. If it is part of a process Jobs & Skills Management we invite you to read this page"Understanding the Jobs & Skills Management".
