On December 14, 2022, management and trade unions unanimously signed an agreement on Job and Career Management (GEPP) for the next three years (2023-2025). The aim of this three-year agreement is not only to support employees in their professional projects, but also to adapt jobs and skills to the Group's strategic challenges.
To implement this ambitious program, the company is focusing on three key areas: attracting and retaining talent, becoming a learning organization, and supporting mobility and career development.
To attract talent, TDF develops co-optation and the integration of new arrivals, who can be accompanied by a sponsor. For several years, the company has strongly encouraged internal mobility. In 2022, 121 employees changed jobs or moved within the company. Financial incentives are in place to boost internal mobility.
In terms of professional training, TDF University contributes to the acquisition of employee skills in line with the company's strategic priorities. It supports employees in their mobility plans and helps them adapt their career paths.
TDF's policy in favor of young people is strengthened by the network of school ambassadors, who act as TDF's intermediaries with students.
In order to meet the Group's challenges and activities over the coming years, a number of measures have also been put in place, such as end-of-career part-time working, secure voluntary mobility and financial support in the event of leaving the company to pursue a professional or personal project.
Christophe Maximilien, Director of Human Resources for the TDF Group, comments: "With this structuring agreement, we are promoting the professional development of our employees. Our ambition is to enable every employee to build his or her own career path. We want to create the conditions that will allow them to dare to change!
A few figures about TDF
- 1,500 employees in France
- 855 teleworkers, i.e. 83% of eligible employees
- 121 internal transfers by 2022
