T A B L E O F I N D I C A T O R S
IN 2020
OF JOB VACANCIES FILLED INTERNALLY
(36 PEOPLE: 13 WOMEN/23 MEN)
11%
Career path reviews now annual Since 2011, Société du Grand Paris has
conducted annual performance appraisals
and professional development reviews
in addition to one-to-one discussions about
the employee’s career path that are used
to consider training and mobility requests.
From 2020, these career path reviews will be
conducted on an annual basis.
ACTION 4 Boost employees’ employability
Each year, all employees undergo an annual review with their manager.
This is an opportunity to look back at the employees’ performance over
the past year and identify development needs for their current role and
future career aspirations. It is also an opportunity to discuss employees’
career paths and professional development. It is part of Société du Grand
Paris’s commitment to maintaining and building its employees’ skills.
Training can support internal career development and more long-term moves,
based on five strategic pillars:
– building employees’ professionalism and skills;
– developing a management culture through a selection of “à la carte” training
modules;
– fostering well-being at work;
– creating a project-specific training programme;
– optimising financing for training through the skills operators programme.
Training is based on the needs identified in the skills development plan
(e.g. training plan), on personal training accounts and on skills reviews.
Internal mobility is another strategic aspect of the human resources policy
since it offers professional development and growth opportunities to employees.
It also meets the project’s operational needs. At the end of 2018, a charter was
drawn up to define the major principles and processes for internal mobility.
Developing skills and
mapping jobs A skills development plan based on Société
du Grand Paris’s strategic direction was
introduced in 2020. It will be complemented
by a job mapping project to provide greater
visibility of career development opportunities
and support forward planning of jobs and
skills (GPEC: Gestion Prévisionnelle des
Emplois et Compétences). Over the year,
the percentage of payroll dedicated to
continuing professional development was
3.12%. The number of training days, which
increased between 2018 and 2019, rose
at a similar rate in 2020. This demonstrates
that Société du Grand Paris is genuinely
committed to supporting employee skills
development.
The legal and job-related training courses
were the most popular, with 231 and
192 enrollees respectively, representing
193.64 and 167.5 days of training.
SUCCESS RATE IN THE 2020 ANNUAL PERFORMANCE
APPRAISAL CYCLE
96%
Social balance sheet: training
F O C U S 2
RISKS AND CHALLENGES
2020 ACTIVITY
CSR APPROACH
Actions
IDENTITY
