2012 Activity and sustainable development report - RTE

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SUCCEEDING WITH OUR TEAMS••• 18 people with disabilities on work/study contracts andto make purchases of approximately €1 million per year fromthe sheltered sector. Partnerships have been set up with13 workshops in the sheltered sector and work therapyorganisations. Meanwhile, employees with disabilities areencouraged to have this fact acknowledged and to choose anorganisation active in the field of disability to which RTE canmake a contribution of €5,640. RTE is a founder member ofArpejeh (a French acronym for “Assisting disabled pupils andstudents to successfully complete their study projects”), anorganisation that encourages young people with disabilitiesto continue with their studies by providing them with informationabout career prospects available in companies. In thisframework, RTE provided internship opportunities for tenstudents with disabilities in 2012.IMPROVED FORWARD PLANNINGIn 2012, RTE rolled out the new classification table for jobsin the company agreed on in 2011 with three trade unions(CFE-CGC, CFDT and FO). In mid-2013, all employees will beprovided with accurate job descriptions and their prospectsfor career development that are more easily accessible andmore varied, particularly with regard to mobility. This will enableRTE to apply the agreement on the Employment and ExpertisePlan concluded in 2010. In this context, the Human ResourcesDepartment set up a specific unit in 2012 that will provideoperational departments with prospective analysis services interms of HR needs and the determination of key skills.DEVELOPING TRAINING AND SKILLSThe transmission and renewal of skills constitutes a majorchallenge for the company. There is a system called “Skills &Talents”: using a specially designed tool called Comp&Tal, allemployees are able to self-assess themselves in relation to thecompany’s classification of the key skills associated with each job.The self-assessment is validated by each individual’s linemanager. The resulting database:• serves as a skills map for each level (Initiate, Practitioner,Master, Expert) and sector;• adapt the paths to professional qualification;• forecast recruitments.RECOGNITION AND COMMITMENTRTE recognises the collective commitment of its employees.A new profit-sharing agreement for the period 2012-2014 incorporates two new criteria: skills, with an incitation •••56
JOINT SUCCESSSUCCEEDING WITH OUR TEAMS80%of RTE’s employeesare proud to workfor the company.(Internal survey 2012)66%of employees are motivatedby their work.(Internal survey 2012)FocusCLOSE-UP ON CATEGORIES /46.7% of RTE employees in RTEin 2012 held supervisor-level posts.45.3% worked at management level,and 7.9% were operational. Thebreakdown is relatively stable: in 2011the figures for each category wererespectively 48.8%, 46.0% and 5.2%.A CAREER, NOT JUST A JOB /RTE offers long-term career planning with supportfrom career advisers. On arrival in the company, newrecruits take part in an induction programme so theycan get to know the company, their unit and theirsector and to help them settle into their new duties.Training and geographical and functional mobilityare key vectors for adjusting skills to meet the needsof the company and an individual’s aspirationsfor professional development.MORE WOMEN IN TECHNICAL PROFESSIONS /Committed to gender equality, RTE is encouraging more women to take uptechnical professions through recruitment and hiring. In several regions,RTE is a partner of the Scientific and Technical Vocational Prize for Girls,a programme focusing on women’s rights and gender equality whichencourages female high school students to opt for higher educationin these areas.RTE | IN LINE WITH THE FUTURE57
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ACTIVITY ANDSUSTAINABLE DEVELOPMENT
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PROFILERTE transports electricity b
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2012 Activity and sustainable development report - RTE

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