Our employees
Motivation
Internal mobility
A driving force in employee motivation and career development, internal mobility is encouraged strongly. It enables each employee to enhance his or her skills and employability. In 2006, 570 employees changed job within Neuf Cegetel or one employee in five.
Managers, the driving force behind information and motivation
To a large extent, managers oversee and implement the employee information and motivation policy. To help them perform this role, they attend a monthly information session devoted to the performance of the Group and its projects.
Performance reviews
Performance reviews are carried out every year during a meeting between each employee and his or her manager.
The Assessment and Development Interview gives each employee an assessment of the quality of his or her work and allows them to express their requests for career development and training. This also enables managers to adapt the profiles of their teams to the Group’s objectives as effectively as possible.
Sharing in our performances
Employee share ownership
Employees qualified for an Employee Share Offering enabling them to buy Neuf Cegetel shares on preferential terms. Employees’ subscriptions amounted to €21.7 million.
40% of funds invested came from voluntary contributions.
Bonus shares for each employee
All employees present on 15 March 2006 benefited from a bonus share allocation plan, with a minimum of 100 shares per employee.
Employee profit-sharing and incentive plans
Employee profit-sharing and incentive agreements were introduced under a collective bargaining agreement signed in June 2006.
Under the incentive agreement, the Group plans to pay out up to 12% of the payroll to employees based on growth and profit-related criteria.
Group investment plan
A Group Investment Plan was launched in May 2004 under a collective bargaining agreement. The plan, which is open to all employees, may be topped up with voluntary contributions representing all or part of employees’ profit-sharing and incentive bonus. Employees benefit from a wide choice of investments under this plan.
Training
In a demanding sector undergoing rapid change such as telecommunications, training is a vital factor in adapting to the market. Nearly 3% of the payroll is devoted to training.
It helps to keep employees’ technological knowledge up to speed and to adapt employees to new functions. It aims to bolster expertise in the Group’s priority areas.
Managerial culture acquisition programme
To better rise to the challenges facing the Group, a two-week training course aimed at managers was implemented during 2006. A new programme called “Neuf Cegetel Training Management” was launched in 2007. It helps harmonise managerial practices and to hone the expertise of managers.