Common use of Enhanced training Clause in Contracts

Enhanced training. Training is a key tool for the development of all employees' skills, firstly to enhance their professional expertise and, secondly, to prepare for our future skills requirements. Once a year, each Group company establishes the shared training plan for its scope, with key indicators (e.g. number of training activities, number of people trained, number of women trained, training activity topics, etc.). This programme is to be presented to and discussed with representatives of the company's employees. This programme is created on the basis of the career development interviews that take place at least every three years with each employee. The career development interview is distinct from the annual appraisal which is centred on the analysis of results. It is led by the manager or HR and is used to assess the skills demonstrated by the employee and ascertain their career development aspirations. The career development interview should provide a place for discussing and deciding upon career guidance in accordance with the employee's wishes and the needs of the company. Any employee who wishes may receive support* to help them prepare for the career development interview, and thus facilitate the dialogue with the manager. In the event of persistent problems between the employee and the manager, the local HR may, at the request of the manager or the employee, be involved in finding a solution. If the employee wishes, he/she may receive support. As part of its training policy goals, ENGIE is committed to providing recognised skills training* to at least two-thirds of employees, every year, with this target being measured for each company. This objective will be achieved through a process of continuous improvement over a period of three years, from 2016 to 2018. Recognised skills training means vocational training leading to the development of knowledge and the acquisition or strengthening of new skills. Training covered by this category may be specified by each company when they draw up the training plan. Each company will ensure that all employees have access to training. Every year, each company will identify those employees who have not undertaken a qualifying training course in the last three years in order to analyse the reasons for this together with the employee, who can receive support. For employees working in so-called "vulnerable business activities", this analysis should be done annually. The budget for training across the European scope will be 100 million euros per year, over the years 2016-2017-2018. In the event of significant change in the number of staff (+ or -5%), the budget will be adjusted accordingly. The training courses implemented will mainly focus on the development of business activity skills (technical and support), in order to ensure the continued professional excellence of employees and to anticipate future skills requirements. Work-based training must be reinforced by widespread approaches to mentoring/buddying/coaching to encourage knowledge transfer.