“Our objective for the first promotion of collective transitions is to have converted 200 people into nursing assistants in one year”, says Nadège Plou, the HRD France of the Korian group of retirement homes. The “collective transitions” system, known as “Transco”, officially launched January 15, aims to secure professional retraining without going through Pôle emploi.
It allows employees whose jobs are threatened to retrain via a certifying training course (of twenty-four months maximum) towards a promising profession and / or in a sector in need of manpower located in the same basin of employment. ’employment. “This system is part of a form of social dialogue between regions, companies and employees. The novelty is that we are in a logic of territory and no longer just a single line of activity “, explains Jean-Marie Thuillier, employment and territories director of BPI Group.
During training, employees keep their remuneration and their employment contract with the company they plan to leave. “At the end of the training, the employee has a promise of permanent employment with us. If he misses the training, he is guaranteed to return to his original company. His contract has just been suspended ”, specifies Ms. Plou. Entry into the system is on a voluntary basis.
For small and large businesses
All companies have access to it, with a helping hand for the smallest: with fewer than 300 employees, the financing (remuneration of the departing employee and the educational cost of training) is fully covered by the State, which devotes 500 to it. million euros over two years. Support is 75% for those with 300 to 1,000 employees and 40% for those with more than 1,000 employees. However, “It’s much easier for large companies to get hold of the device. How can a VSE with four or five employees manage the absence of employees in training? Asks Fouzi Fethi, head of the law and training policies pole of Center Inffo, a public service association under the supervision of the Ministry of Labor.
Ninety-eight projects responded to the call for expressions of interest launched in autumn 2020 by the Ministry of Labor. Concretely, companies with 300 or more employees must draw up a list of weakened professions and negotiate an agreement for the provisional management of jobs and career paths (GEPP). Derichebourg signed one, and Monoprix is in the process of negotiating such an agreement to benefit from collective transitions. The less than 300 employees can, for their part, content themselves with drawing up a simple list of targeted jobs.
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