This is a first instructive assessment of a system regularly highlighted in public speeches for two years, Collective Transitions or Transco, published on Thursday, December 14, by the Transitions Pro Ile-de-France association (formerly Fongecif)structure responsible for managing employee retraining projects, made up of union and employer representatives.
Transco aims to link companies which anticipate workforce reductions (linked to a drop in activity, or their disappearance), with others which, on the contrary, have difficulty recruiting, the idea being to switch employees thanks to a secure retraining system. Maintaining their remuneration and training costs are fully or partially covered by the State, depending on the size of the company.
Launched in January 2021, Transco has sometimes been presented as a quick remedy for structures seeing their activity compromised by confinements due to the Covid-19 pandemic. While the system was, in fact, designed before the health crisis by the social partners, under the leadership of the Ministry of Labor, as a structural response to the changes caused by the ecological transition or the rise of digital technology.
84 beneficiaries in Ile-de-France
In total, in 2021 and 2022, in Ile-de-France, 84 employees benefited from Transco (48 were interviewed for the study). A straw if we compare to the 5.3 million active people in the Paris region. Especially since 66 of them come from two large groups, one in mass distribution (cashiers), the other in cleaning (maintenance workers). Very feminized sectors, which shows the overall profile of the beneficiaries: 87% women, two-thirds aged 35 to 54, almost half with a level below the baccalaureate.
These two firms have entered into a partnership with a player in the health and medico-social sector lacking caregivers and with a large private nursery group looking for childcare assistants. The rest of the beneficiaries come from VSEs and SMEs in sectors very affected by the health crisis (commerce, tourism, events).
Finally, 44% of the participants surveyed have already joined their host company or a new company. The others are still in training (27%) or have returned to their original structure (23%). But whether it is these employees, their union representatives, the departure companies, the arrival companies, a very large majority of them say they are extremely satisfied with this “win-win” system.
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