TDF has just signed an agreement on Forward-looking Jobs and Skills Management (GPEC) with the CFDT and CGT trade unions. This three-year agreement (2019-2021) was implemented on January 1, 2019. It aims to create a dynamic around professional mobility in all its forms.
Flexibility, safety and responsibility
This new agreement is in line with TDF's business plan, whose growth and workforce allocation are defined differently according to the Group's three main activities: audiovisual, telecoms and fiber. Three years after the success of the first GPEC agreement, TDF has stabilized its workforce and benefits from a younger demographic, even if the average age is still close to 48. With the introduction of these measures facilitating internal and external mobility, training opportunities and knowledge transfer, TDF aims to offer its employees both flexibility and security in their choice of career path.
The agreement completes the human resources framework and follows on from the agreements signed on quality of life at work in May 2018, gender equality in April 2017 and teleworking in February 2015.
Innovative mobility solutions
Through this agreement, TDF offers its employees multiple and secure mobility solutions. These new arrangements will be supported by a mobility charter designed to raise awareness among management and employees of the associated best practices.
To encourage internal mobility, TDF offers :
- a two-month introductory period to allow employees to test out the job in real-life conditions;
- geographical career paths, lasting three years, to encourage employee mobility at national level, while guaranteeing a return to the region of origin;
- project mobility to meet temporary resource needs within the company.
In terms of external mobility, TDF has put in place specific measures to support employees with personal and professional projects, such as associative activities, accompanying a loved one, setting up or taking over a business, or wishing to move towards a new salaried activity with an open-ended contract. A "secure voluntary mobility" scheme is also available for employees wishing to try out another position in another company, while enjoying a "right of return" for a period of nine months.
Offer new types of training
To encourage mobility and career development, TDF plans to create a TDF University. In a modernized approach to professional training, lighter and less academic, TDF wishes to develop new training methods that are more accessible (with distance learning, MOOCs, digital e-learning), adapted and personalized (by energizing the network of 70 internal employee-trainers who encourage the sharing of experience within the company).
Capitalize on knowledge transfer and prepare for the end of careers
TDF is a company renowned for its operational excellence in the field of digital infrastructures, where the transfer of knowledge is a crucial issue. The Human Resources Department works on a daily basis, with the support of management, to identify key skills and plan their transfer so as to anticipate the departure of employees and facilitate the integration of new recruits.
To help senior employees manage the end of their careers and prepare for the transfer of skills, the new GPEC agreement provides for an innovative, flexible end-of-career part-time scheme, over a period of six months to two years.
Christophe Maximilien, Group HR Director, confirms TDF's commitment: "We devised these measures in consultation with employees, managers and staff representatives. It is the fruit of constructive and responsible negotiations with our social partners, which we welcome. It is built around two strong principles: flexibility and security. We believe it is essential for TDF employees to play an active role in their own career development. This new mobility dynamic confirms TDF's determination to retain its employees and strengthen its attractiveness as an employer."
TDF in figures
- 2,400 employees in Europe, nearly 1,500 in France (full-time equivalents)
- 92% permanent contracts
- 73% of employees have over 10 years' seniority
- Average age: 48
- 160 permanent hires in 2018
- A budget of 1.6 million euros dedicated to training