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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. What reporting model should be implemented?

The monitoring committee, a key stage in the job preservation 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 to establish a reporting of a follow-up committee of a PSE, you will find here a ready-made template around which you will be able to build and adapt your own report of follow-up committee.

  • Preamble

We recall here the global context in which the day's follow-up committee meets.

  • List of people present and their role

The organizations represented at this meeting (companies, public organizations and social partners), their representatives and the qualities of the latter must be identified. Absent persons must also be listed in this list of participants.

  • Agenda

The points discussed and dealt with during the commission are to be recalled here.

  • Mission of the committee

In this section the different objectives and roles of the commission throughout the process are indicated.

  • Composition of the Joint Committee

Based on the list of those present, this summary indicates who are the members of the college that makes up the commission's college. For example, the number of members representing the interests of the company or the trade unions is indicated.

  • 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 specific characteristics 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 useful)

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 developments 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".

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