{"id":10147,"date":"2018-11-14T10:16:22","date_gmt":"2018-11-14T10:16:22","guid":{"rendered":"http:\/\/localhost:8080\/?p=10147"},"modified":"2018-11-14T10:16:22","modified_gmt":"2018-11-14T10:16:22","slug":"barometre-salarie-et-politique-securite-et-qualite-de-vie-au-travail-l-humain-au-centre","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2018\/11\/14\/barometre-salarie-et-politique-securite-et-qualite-de-vie-au-travail-l-humain-au-centre\/","title":{"rendered":"Barom\u00e8tre  Salari\u00e9 et  Politique S\u00e9curit\u00e9 et Qualit\u00e9 de Vie au Travail: l&rsquo;humain vraiment au centre ?"},"content":{"rendered":"<p>[<em style=\"font-family: Lato; font-size: 14px; background: none; text-shadow: none;\">French version here\/English version below<\/em>]<\/p>\n<p>Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 6, 7 et 8 novembre 2018 \u00e0 Nice, la Direction du Groupe a inscrit un point \u00e0 l&rsquo;ordre du jour relatif \u00e0 la pr\u00e9sentation du Barom\u00e8tre Salari\u00e9 Groupe et de la mise en oeuvre de la politique s\u00e9curit\u00e9 et qualit\u00e9 de vie au travail, dossier pr\u00e9sent\u00e9 par Alain Andr\u00e9, Directeur de la Pr\u00e9vention et de la Qualit\u00e9 de Vie au Travail pour le Groupe Orange.<\/p>\n<p>Au moment m\u00eame o\u00f9 ce dossier \u00e9tait abord\u00e9 dans l&rsquo;ordre du jour, chaque salari\u00e9 du Groupe recevait dans sa messagerie une invitation \u00e0 exprimer son avis s&rsquo;agissant de ses propres conditions de travail au quotidien. Comme chaque ann\u00e9e, le Barom\u00e8tre Salari\u00e9 vise \u00e0 mesurer la perception des salari\u00e9s sur la mise en oeuvre de la promesse de l&rsquo;entreprise d&rsquo;\u00eatre un \u00ab\u00a0Employeur Digital et Humain\u00a0\u00bb, de d\u00e9cliner des plans d&rsquo;action sp\u00e9cifiques en fonction des g\u00e9ographies, tout en r\u00e9futant l&rsquo;objectif qu&rsquo;on lui pr\u00eate de vouloir comparer les pays, les filiales ou les entit\u00e9s entre eux.<\/p>\n<p>Pour cette \u00e9dition 2018 du Barom\u00e8tre, l&rsquo;objectif affich\u00e9 est d&rsquo;obtenir une participation des salari\u00e9s \u00e9quivalente ou sup\u00e9rieure \u00e0 <a href=\"201804186369\/conditions-de-travail-et-sante\/barometre-social-international-l-exercice-annuel-unilateral-d-autosatisfaction.html\" target=\"_blank\" rel=\"noopener noreferrer\"><strong>celle de 2017<\/strong><\/a>, au travers d&rsquo;un questionnaire comportant 48 affirmations, class\u00e9es selon trois priorit\u00e9s ( comp\u00e9tences, agilit\u00e9, engagement), ainsi qu&rsquo;une question ouverte. En marge, les managers doivent \u00eatre sensibilis\u00e9s \u00e0 l&rsquo;op\u00e9ration afin qu&rsquo;ils lib\u00e8rent du temps de travail aux salari\u00e9s pour participation \u00e0 l&rsquo;enqu\u00eate, une moyenne de 10 minutes ayant \u00e9t\u00e9 recommand\u00e9e. La m\u00e9thodologie retenue s&rsquo;articule autour d&rsquo;un disposiif dit de \u00ab\u00a0listening-responding\u00a0\u00bb global, d\u00e9clin\u00e9 \u00e0 tous les niveaux de l&rsquo;entreprise et comportant quatre \u00e9tapes:<\/p>\n<ul>\n<li>Recueillir et mesurer: satisfaction et perception des salari\u00e9s sur la mise en oeuvre de la promesse, les leviers et les manifestations d&rsquo;engagement<\/li>\n<li>Analyser et comprendre: les causes d&rsquo;insatisfaction et les attentes des salari\u00e9s<\/li>\n<li>Adapter projets et actions: impliquer les ressources humaines, les managers et les salari\u00e9s volontaires<\/li>\n<li>Communiquer: les r\u00e9sultats, les plans d&rsquo;actions, leur suivi, les bonnes pratiques<\/li>\n<\/ul>\n<p>Quelques nouveaut\u00e9s font leur apparition sur la plateforme en ligne, telle que par exemple le suivi en temps r\u00e9el des taux de participation par entit\u00e9, ou t\u00e9l\u00e9charger les rapports excel et powerpoint de chaque p\u00e9rim\u00e8tre. Des rappels \u00e0 \u00e9ch\u00e9ance r\u00e9guli\u00e8re sont planifi\u00e9s une semaine et deux semaines apr\u00e8s le push mail initial.<\/p>\n<p>S&rsquo;agissant du cadre de pr\u00e9vention et de qualit\u00e9 de vie au travail dans le Groupe, il est essentiellement articul\u00e9 autour de la lettre politique sant\u00e9 s\u00e9curit\u00e9 qualit\u00e9 de vie au travail Groupe sign\u00e9e en 2012 et renouvel\u00e9e en 2017, renforc\u00e9e par un accord monde sant\u00e9 s\u00e9curit\u00e9 sign\u00e9 en 2014. Sur la g\u00e9ographie europ\u00e9enne, un \u00e9tat des lieux a \u00e9t\u00e9 effectu\u00e9 via deux missions men\u00e9es en 2017 en Espagne et en Pologne conjointement par 3 repr\u00e9sentants d&rsquo;organisations syndicales signataires de l&rsquo;accord et 3 repr\u00e9sentants de la Direction. Deux nouvelles missions ont \u00e9t\u00e9 planifi\u00e9es les 15 et 16 novembre, puis les 28 et 29 novembre, respectivement en Slovaquie et en Belgique. Des certifications OHSAS 18 001 ont \u00e9t\u00e9 d\u00e9cern\u00e9es au Groupe Orange en Roumanie, en Moldavie, en Slovaquie et en Espagne, le Groupe disposant de 3 ans pour les faire \u00e9voluer vers la norme ISO 45 001. Par ailleurs, des audits non certifiants sont r\u00e9alis\u00e9s tous les 2 ans, pr\u00e9c\u00e9d\u00e9s d&rsquo;un autodiagnostic, puis assur\u00e9s par la soci\u00e9t\u00e9 Dekra sur une dur\u00e9e de 3 \u00e0 5 jours. Les conclusions r\u00e9v\u00e8lent une implication des \u00e9quipes et une transparence des informations, l&rsquo;existence de moyens et la v\u00e9rification des comp\u00e9tences, ainsi que le r\u00f4le av\u00e9r\u00e9 des comit\u00e9s sant\u00e9-s\u00e9curit\u00e9. Certains points restent toutefois \u00e0 d\u00e9velopper, tels que la connaissance du r\u00e9f\u00e9rentiel syst\u00e8me de management de la sant\u00e9 et de la s\u00e9curit\u00e9 au travail, le retour d&rsquo;exp\u00e9rience et la prise en compte des sous-traitants.<\/p>\n<p>La Direction indique en conclusion quelques \u00e9l\u00e9ments marquants relatifs \u00e0 la mise en oeuvre de la politique sant\u00e9 s\u00e9curit\u00e9 et qualit\u00e9 de vie au travail en Pologne, en Espagne, et en Roumanie, ainsi que les d\u00e9tails du d\u00e9ploiement de l&rsquo;accord monde en Grande-Bretagne.<\/p>\n<p><strong>D&rsquo;une mani\u00e8re g\u00e9n\u00e9rale, et au-del\u00e0 de la m\u00e9thodologie affich\u00e9e, les membres du Comit\u00e9 de Groupe Europ\u00e9en esp\u00e8rent que l&rsquo;analyse des r\u00e9sultats de l&rsquo;\u00e9dition 2018 du&nbsp; Barom\u00e8tre Salari\u00e9 d\u00e9montrera une nette am\u00e9lioration par rapport \u00e0 ceux de 2017, avec une r\u00e9elle volont\u00e9 de prendre en compte les suggestions des salari\u00e9s, ainsi que l&rsquo;absence de contraintes li\u00e9es aux r\u00e9ponses \u00e0 donner au questionnaire. Ils regrettent par ailleurs que la formulation du Barom\u00e8tre social fait encore trop souvent porter au salari\u00e9 qui y r\u00e9pond la responsabilit\u00e9, le cas \u00e9ch\u00e9ant, de son mal-\u00eatre.<\/strong><\/p>\n<p>&nbsp;[<em style=\"font-family: Lato; font-size: 14px;\">English version<\/em>]<\/p>\n<p>As part of the Orange European Works Council meeting in Nice on November 6th, 7th and 8th, 2018, the Group&rsquo;s management has included an item on the agenda relating to the presentation of the Group Employee Barometer and the implementation of the Group barometer of safety and quality of life at work policy, presented by Alain Andr\u00e9, Director of Prevention and Quality of Life at Work for the Orange Group.<\/p>\n<p>At the very moment when this file was on the agenda, every employee in the Group received an invitation to express their opinion regarding their own day-to-day working conditions. As every year, the employee barometer aims to measure employees&rsquo; perceptions of the implementation of the company&rsquo;s promise to be a \u00ab\u00a0Digital and Human Employer\u00a0\u00bb, to draw up specific action plans according to geographies, while refuting its purpose of comparing countries, subsidiaries or entities to each other.<\/p>\n<p>For this 2018 edition of the barometer, the objective is to obtain employee participation equal to or greater than<strong> <a href=\"201804186369\/conditions-de-travail-et-sante\/barometre-social-international-l-exercice-annuel-unilateral-d-autosatisfaction.html\" target=\"_blank\" rel=\"noopener noreferrer\">that of 2017<\/a><\/strong>, through a questionnaire comprising 48 statements, classified according to three priorities (skills, agility, commitment), as well as than an open question. On the sidelines, managers must be made aware of the operation so that they free up time for employees to participate in the survey, an average of 10 minutes being recommended. The chosen methodology is based on a global \u00ab\u00a0listening-responding\u00a0\u00bb device, available at all levels of the company and comprising four stages:<\/p>\n<ul>\n<li>Collect and measure: satisfaction and perception of employees on the implementation of the promise, the levers and the manifestations of commitment<\/li>\n<li>Analyze and understand: causes of dissatisfaction and expectations of employees<\/li>\n<li>Adapt projects and actions: involve human resources, managers and voluntary employees<\/li>\n<li>Communicate: results, action plans, follow-up, best practices<\/li>\n<\/ul>\n<p>Some new features are appearing on the online platform, such as real-time tracking of participation rates by entity, or downloading excel and powerpoint reports from each perimeter. Regular reminders are scheduled one week and two weeks after the initial push mail.<\/p>\n<p>Regarding the prevention and quality of life at work framework in the Group, it is essentially based on the health policy letter on the Group quality of life at work signed in 2012 and renewed in 2017, reinforced by a global health and safety agreement signed in 2014. On the European geography, an inventory was conducted via two missions driven in 2017 in Spain and Poland, jointly by 3 representatives of trade unions signatories to the agreement and 3 representatives of the Group management. Two new missions were planned on November 15th and 16th, and November 28th and 29th, respectively in Slovakia and Belgium. OHSAS 18 001 certifications were awarded to the Orange Group in Romania, Moldova, Slovakia and Spain, the Group having three years to upgrade them to the ISO 45001 standard. In addition, non-certifying audits are carried out every two years, preceded by a self-diagnosis, then insured by the company Dekra over a period of 3 to 5 days. The findings reveal team involvement and information transparency, the availability of resources and the verification of skills, as well as the proven role of health and safety committees. Some points still need to be developed, such as knowledge of the management system of health and safety at work, the feedback of experience and the consideration of subcontractors.<\/p>\n<p>The Management concludes with some highlights of the implementation of the Safety, Health and Quality of Life Policy in Poland, Spain and Romania, as well as the details of the deployment of the World Agreement in Great Britain.<\/p>\n<p><strong>In a general way, and beyond the displayed methodology, the members of the European Works Council hope that the analysis of the results of the 2018 edition of the employee barometer will show a clear improvement compared to those of 2017, with a real willingness to take into account the suggestions of employees, as well as the absence of constraints related to the answers to be given to the questionnaire. They also regret that the formulation of the social barometer still makes the employee who meets the responsibility, if any, of his \/ her malaise very often.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>[French version here\/English version below] Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 6, 7 et 8 novembre 2018 \u00e0 Nice, la Direction du Groupe a inscrit un [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[60],"tags":[],"class_list":["post-10147","post","type-post","status-publish","format-standard","hentry","category-conditions-de-travail-et-sante"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"60":{"name":"Conditions de Travail et Sant\u00e9","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/vie-au-travail\/conditions-de-travail-et-sante\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/10147","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=10147"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/10147\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=10147"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=10147"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=10147"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}