France Telecom-Orange presents the “new social contract” to each of its 100,000 employees in France
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Paris, September 21, 2010 
As part of “conquests 2015", France Telecom-Orange’s five-year corporate project which was presented in July 2010, Stéphane Richard, CEO, has sent a document entitled “for a new social contract" to each of the Group's 100,000 employees in France.
The new social contract is the fruit of consultations with all employees and negotiations with trade unions following the social crisis that has affected the company. The plan aims to ensure that France Telecom-Orange offers its employees a beneficial working environment through a new vision for Human Resources, a new style of management and shared values.
The new social contract touches on all facets of life at work: recruitment, professional development, work organisation, management, working conditions, pay, and the relationship with Human Resources. With the aim of being recognised as a benchmark for employers in France, France Telecom-Orange is committing to:
1 - an active, motivating and fair employment policy
increasing external recruitment: hiring 10,000 staff for permanent positions over 2010-2011-2012
helping young people take their first steps into the work environment: partnerships with schools, 4,500 apprenticeships ever year, 2,500 interns, 4,000 tutors, 250 PhD students…
providing long-term support for each employee: 250 advisors in the "Orange avenirs" spaces will be devoted to supporting employees in their professional development. Employees approaching retirement age will benefit from specific support measures including the possibility to work part-time and “Cap Seniors" interviews from the age of 55 to discuss career development.
enabling all employees to develop recognised experience and skills: with over 3 million hours of training every year, 17 vocational schools, an increase in the accreditation of work experience, support for employees over the age of 45 who have not undertaken training in several years...
encouraging a gender-balance with all management committees to be made up of 35% female members by 2015.
2 - an organisation that values every employee’s work
the Group is committed to improving corporate structures to make them more personal, with greater cooperation and shared workloads between teams. In addition IT tools will be improved, making them more simple and practical to better address the needs of customers
fewer individual objectives, focussing on the key priorities for each job profile taking into account the means available to attain them, as well as commercial, geographical and technical realities
collective forums for all employees will be organised at least once a year
all employees to be given the training required to carry out their job (33 hours of training/employee/year, 9,000 training modules, training mornings...)
3 - a community of managers as partners in the new social contract
Managers will play a key part in implementing the social contract. The Group is committed to giving them greater autonomy and room for manoeuvre:
a roadmap will be sent to each of the 12,000 managers in France, providing a medium-term outline of their roles, their responsibilities and their objectives.
from the second half of 2010, variable pay packages for managers classed as "leaders" will be partially based on a social performance indicator
manager training will be improved (Orange campus, integration seminar for new managers)
the role of managers in providing support and development for employees will be taken into account during manager assessments
4 - improved quality of life at work
In a quality work environment, all employees contribute to ensuring the atmosphere is relaxed and convivial. This is essential for the company on a human level.
well-adapted working conditions: 10 million euros will be spent on improving premises; 20% of the IT budget, or 20 million euros, will be spent on improving system ergonomics for employees
a relaxed atmosphere on a daily basis (managers will be given an entertainment budget, 270 common rooms to be opened...)
taking employees’ personal constraints into account (organising work hours, distance working, experimenting with various work hours…)
a proactive policy for minimising psychological and welfare risks: 7,000 managers to receive training, an observation and welfare monitoring network to be reinforced. Psychological and welfare risks will be analysed with employee representatives during all reorganisation projects
support for employees in difficulty: 11 counselling and support centres, 400 specialists devoted to health and safety, a dedicated number to call free of charge, recruitment of additional occupational doctors (objective: on average 1 doctor for 1,500 employees)
5 - each and every employee's commitment to be rewarded fairly
France Telecom-Orange is committed to maintaining a motivating system for increasing salaries:
favourable terms for associating employees with the company's financial results: an additional €600 profit-sharing per person for 2009, free shares plan, a average total of €4,500 per employee in various profit-sharing schemes corresponding to 7 times the legal minimum
savings scheme: PEG and PERCO with additional company contributions
A motivating pay-rise system: the 26 April 2010 agreement includes an average increase of 3% with €500 guaranteed for all employees.
6 - bringing the HR department closer to employees
reinforced presence and closer contact with employees: 187 additional human resources manager positions have been created
a better understanding of social aspects in decisions: support for managers, procedures for reducing psychological and welfare risks in all reorganisation projects…
developing meaningful discussions about welfare: several agreements on organising employees’ life at work have been signed since the start of the year
the company's social performance is to be monitored: social barometer, social performance indicators to impact on senior managers’ salaries, quarterly survey
a consolidated and well-trained HR department to succeed in its responsibilities: HR school, gaining professional accreditation with ESSEC and the UTC de Compiègne, sharing experience and meeting regularly at Group level…
France Telecom-Orange is investing a total of 900 million euros from 2010 to 2012 to implement the New Social Contract, within the context of the Conquests 2015 project.
This new social contract is based on a reciprocal balance of rights and duties involving France Telecom-Orange and its employees. It embodies the conviction that social and economic achievements are inextricably linked in the service of our customers and for the greater good of all.
As part of “conquests 2015", France Telecom-Orange’s five-year corporate project which was presented in July 2010, Stéphane Richard, CEO, has sent a document entitled “for a new social contract" to each of the Group's 100,000 employees in France.
The new social contract is the fruit of consultations with all employees and negotiations with trade unions following the social crisis that has affected the company. The plan aims to ensure that France Telecom-Orange offers its employees a beneficial working environment through a new vision for Human Resources, a new style of management and shared values.
The new social contract touches on all facets of life at work: recruitment, professional development, work organisation, management, working conditions, pay, and the relationship with Human Resources. With the aim of being recognised as a benchmark for employers in France, France Telecom-Orange is committing to:
1 - an active, motivating and fair employment policy
increasing external recruitment: hiring 10,000 staff for permanent positions over 2010-2011-2012helping young people take their first steps into the work environment: partnerships with schools, 4,500 apprenticeships ever year, 2,500 interns, 4,000 tutors, 250 PhD students…providing long-term support for each employee: 250 advisors in the "Orange avenirs" spaces will be devoted to supporting employees in their professional development. Employees approaching retirement age will benefit from specific support measures including the possibility to work part-time and “Cap Seniors" interviews from the age of 55 to discuss career development. enabling all employees to develop recognised experience and skills: with over 3 million hours of training every year, 17 vocational schools, an increase in the accreditation of work experience, support for employees over the age of 45 who have not undertaken training in several years...encouraging a gender-balance with all management committees to be made up of 35% female members by 2015.2 - an organisation that values every employee’s work
the Group is committed to improving corporate structures to make them more personal, with greater cooperation and shared workloads between teams. In addition IT tools will be improved, making them more simple and practical to better address the needs of customersfewer individual objectives, focussing on the key priorities for each job profile taking into account the means available to attain them, as well as commercial, geographical and technical realitiescollective forums for all employees will be organised at least once a yearall employees to be given the training required to carry out their job (33 hours of training/employee/year, 9,000 training modules, training mornings...)3 - a community of managers as partners in the new social contract
Managers will play a key part in implementing the social contract. The Group is committed to giving them greater autonomy and room for manoeuvre:
a roadmap will be sent to each of the 12,000 managers in France, providing a medium-term outline of their roles, their responsibilities and their objectives. from the second half of 2010, variable pay packages for managers classed as "leaders" will be partially based on a social performance indicatormanager training will be improved (Orange campus, integration seminar for new managers)the role of managers in providing support and development for employees will be taken into account during manager assessments4 - improved quality of life at work
In a quality work environment, all employees contribute to ensuring the atmosphere is relaxed and convivial. This is essential for the company on a human level.
well-adapted working conditions: 10 million euros will be spent on improving premises; 20% of the IT budget, or 20 million euros, will be spent on improving system ergonomics for employees a relaxed atmosphere on a daily basis (managers will be given an entertainment budget, 270 common rooms to be opened...)taking employees’ personal constraints into account (organising work hours, distance working, experimenting with various work hours…)a proactive policy for minimising psychological and welfare risks: 7,000 managers to receive training, an observation and welfare monitoring network to be reinforced. Psychological and welfare risks will be analysed with employee representatives during all reorganisation projectssupport for employees in difficulty: 11 counselling and support centres, 400 specialists devoted to health and safety, a dedicated number to call free of charge, recruitment of additional occupational doctors (objective: on average 1 doctor for 1,500 employees)5 - each and every employee's commitment to be rewarded fairly
France Telecom-Orange is committed to maintaining a motivating system for increasing salaries:
favourable terms for associating employees with the company's financial results: an additional €600 profit-sharing per person for 2009, free shares plan, a average total of €4,500 per employee in various profit-sharing schemes corresponding to 7 times the legal minimum savings scheme: PEG and PERCO with additional company contributionsA motivating pay-rise system: the 26 April 2010 agreement includes an average increase of 3% with €500 guaranteed for all employees.6 - bringing the HR department closer to employees
reinforced presence and closer contact with employees: 187 additional human resources manager positions have been created a better understanding of social aspects in decisions: support for managers, procedures for reducing psychological and welfare risks in all reorganisation projects…developing meaningful discussions about welfare: several agreements on organising employees’ life at work have been signed since the start of the yearthe company's social performance is to be monitored: social barometer, social performance indicators to impact on senior managers’ salaries, quarterly surveya consolidated and well-trained HR department to succeed in its responsibilities: HR school, gaining professional accreditation with ESSEC and the UTC de Compiègne, sharing experience and meeting regularly at Group level…France Telecom-Orange is investing a total of 900 million euros from 2010 to 2012 to implement the New Social Contract, within the context of the Conquests 2015 project.
This new social contract is based on a reciprocal balance of rights and duties involving France Telecom-Orange and its employees. It embodies the conviction that social and economic achievements are inextricably linked in the service of our customers and for the greater good of all.
Press contacts
01 44 44 93 93
Béatrice Mandine, beatrice.mandine@orange-ftgroup.com
Sébastien Audra, sebastien.audra@orange-ftgroup.com
Jean-Bernard Orsoni, jeanbernard.orsoni@orange-ftgroup.com
Béatrice Mandine, beatrice.mandine@orange-ftgroup.com
Sébastien Audra, sebastien.audra@orange-ftgroup.com
Jean-Bernard Orsoni, jeanbernard.orsoni@orange-ftgroup.com
© France Telecom - Orange 2012
