{"id":8667,"date":"2017-12-06T13:41:55","date_gmt":"2017-12-06T13:41:55","guid":{"rendered":"http:\/\/localhost:8080\/?p=8667"},"modified":"2017-12-06T13:41:55","modified_gmt":"2017-12-06T13:41:55","slug":"point-d-etape-du-projet-gnoc-group-network-operation-center-eno-european-network-optimization","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2017\/12\/06\/point-d-etape-du-projet-gnoc-group-network-operation-center-eno-european-network-optimization\/","title":{"rendered":"Point d’\u00e9tape (socialement peu transparent) du projet GNOC (Group Network Operation Center) \/ ENO (European Network Optimization)"},"content":{"rendered":"

[French version here\/English version below<\/em>]<\/p>\n

Pr\u00e9sent\u00e9 initialement lors du Comit\u00e9 de Groupe Europ\u00e9en de juillet 2013<\/span><\/a> \u00e0 Varsovie, puis suivi lors de la session de novembre 2014 de ce m\u00eame Comit\u00e9<\/span><\/a>, le projet ENO\/GNOC fait l’objet d’un nouveau point d’\u00e9tape \u00e0 l’ordre du jour du Comit\u00e9 de Groupe Europ\u00e9en de novembre 2017 \u00e0 Bruxelles.<\/p>\n

En 2013, GNOC\/ENO est pr\u00e9sent\u00e9 comme partie int\u00e9grante d’un vaste programme baptis\u00e9 Sirius, et dont l’objectif est de rechercher les meilleurs moyens d’exploiter des avantages d’\u00e9chelle, dans le but d’am\u00e9liorer l’efficacit\u00e9 fonctionnelle du Groupe Orange en Europe. Lors de la premi\u00e8re vague du projet en 2014, 24 salari\u00e9s(es) localis\u00e9s en Belgique et au Luxembourg avaient perdu leur poste au profit d’un transfert de leur activit\u00e9 vers la Pologne et la Roumanie. La CFE-CGC s’\u00e9tait d\u00e9j\u00e0 insurg\u00e9e contre l’absence de volet social dans la pr\u00e9sentation du dossier, et avait r\u00e9clam\u00e9 qu’une proc\u00e9dure d’information\/consultation soit mise en oeuvre sur ce dossier dans le strict respect des termes de la Directive 2009\/38<\/span><\/a> de la Commission Europ\u00e9enne. A terme, il \u00e9tait alors pr\u00e9cis\u00e9 que 150 \u00e0 200 salari\u00e9s(es) seraient concern\u00e9s par ces transferts d’activit\u00e9, lesquels g\u00e9n\u00e9reraient des \u00e9conomies de l’ordre de 2.5 millions d’euros par an. En outre, l’externalisation des activit\u00e9s de pilotage du r\u00e9seau europ\u00e9en vers un fournisseur tiers (Ericsson) ne garantissaient en rien que les droits des salari\u00e9s(es) soient maintenus, conform\u00e9ment l\u00e0 encore aux dispositions de la Directive 2001\/23<\/span><\/a> de la Commision Europ\u00e9enne.<\/p>\n

En novembre 2014, la Direction avait enfin inscrit le dossier en information\/consultation dans l’ordre du jour du Comit\u00e9 de Groupe Europ\u00e9en, mais n’avait pas pour autant apport\u00e9 des \u00e9l\u00e9ments de r\u00e9ponse aux principales questions des \u00e9lus(es), en l’occurence sur la p\u00e9rennisation des emplois en Roumanie et en Pologne, ainsi que sur les conditions de r\u00e9insertion des salari\u00e9s(es) d’Orange Slovaquie. Le manque de transparence et l’absence de visibilit\u00e9 sur la structure du projet ainsi que sur ses v\u00e9ritables objectifs avaient conduit les \u00e9lus du Comit\u00e9 de Groupe Europ\u00e9en \u00e0 \u00e9mettre successivement deux avis n\u00e9gatifs s’agissant des phases \"pdf\"1<\/span><\/a> et \"pdf\"2<\/span><\/a> de mise en oeuvre du projet.<\/p>\n

Trois ans plus tard, la Direction revient devant l’instance du Comit\u00e9 de Groupe Europ\u00e9en et se d\u00e9cerne un satisfecit s’agissant du bilan du projet, estimant que \u00ab\u00a0les services partag\u00e9s dans le domaine de la technologie ont \u00e9t\u00e9 mis en oeuvre avec succ\u00e8s en Europe \u00e0 partir de 2009\u00a0\u00bb, arguant que \u00ab\u00a0d’autres op\u00e9rateurs ont choisi des mod\u00e8les similaires \u00e0 celui adopt\u00e9 par le Groupe\u00a0\u00bb. En particulier, les travaux en cours permettront \u00e0 terme d’augmenter l’efficacit\u00e9 et la rapidit\u00e9 en \u00e9limlinant les flux d\u00e9cisionnels complexes, am\u00e9lioreront l’exp\u00e9rience client et aligneront les politiques de recrutement et de formation sur l’ensemble des pays concern\u00e9s.<\/p>\n

Une fois de plus, les \u00e9lus du Comit\u00e9 de Groupe Europ\u00e9en, auxquels s’associent les repr\u00e9sentants CFE-CGC de l’instance europ\u00e9enne, d\u00e9plorent l’absence d’\u00e9l\u00e9ments concrets permettant de mesurer les impacts d’un tel projet sur les conditions de travail et la vie priv\u00e9e des salari\u00e9s(es). Les chiffres projet\u00e9s en s\u00e9ance ne concernent souvent que ceux des derniers mois d’activit\u00e9, et ne donnent en aucun cas une id\u00e9e pr\u00e9cise sur l’\u00e9volution de la qualit\u00e9 de service depuis 2013, pas plus qu’ils n’abordent les cons\u00e9quences humaines du dossier, compte tenu du fait que, dans certains domaines, des comp\u00e9tences seront d\u00e9finitivement perdues, les ressources \u00e9tant transf\u00e9r\u00e9es ou licenci\u00e9es.<\/strong><\/p>\n

Orange, employeur r\u00e9ellement humain, ou d’affichage ?<\/strong><\/p>\n

[English version<\/em>]<\/p>\n

Initially presented at the July 2013 European Group Committee in Warsaw, followed by the November 2014 session of the same Committee, the ENO\/GNOC project is the subject of a new progress report during the November 2017 European Group Committee in Brussels.<\/p>\n

In 2013, ENO\/GNOC was presented as part of a larger program called Sirius, which aims to find the best ways to exploit scale advantages, with the aim of improving the functional efficiency of the Orange Group in Europe. During the first wave of the project in 2014, 24 employees located in Belgium and Luxembourg had lost their jobs in favor of a transfer of their activity to Poland and Romania. CFE-CGC had already instigated against the absence of social component in the presentation of the topic, and had requested that an information \/ consultation procedure should be implemented on this subject in the strict respect of the terms of the Directive 2009\/38 of the European Commission. Over time, it was specified that 150 to 200 employees would be affected by these transfers of activity, which would generate savings of around 2.5 million euros per year. In addition, the outsourcing of the European network’s management activities to a third-party supplier (Ericsson) did not guarantee in any way that employees’ rights would be maintained, again in accordance with the terms of Directive 2001\/23 of the European Commission.<\/p>\n

In November 2014, the Top Management had finally put the topic in an information \/ consultation procedure on the agenda of the European Works Council, but had not yet provided elements of answer to the main questions of the elected representatives, especially regarding permanent jobs long term reliability in Romania and Poland, as well as the conditions of reintegration of Orange Slovakia employees. The lack of transparency and the lack of visibility on the project structure as well as on its real objectives led the elected representatives of the European Works Council to issue two negative opinions in the first and second phases of project implementation.<\/p>\n

Three years later, the Management comes back to the European Works Council and is satisfied with the project’s assessment, saying that \u00ab\u00a0the shared services in the field of technology have been successfully implemented in Europe from 2009 \u00ab\u00a0, arguing that \u00ab\u00a0other operators have chosen similar models to the one adopted by the Group \u00ab\u00a0. In particular, ongoing work will ultimately enhance efficiency and speed by eliminating complex decision-making flows, improve the customer experience and align recruitment and training policies across all countries.<\/p>\n

Once again, the elected members of the European Works Council, to which the CFE-CGC representatives associate themselves, deplore the absence of concrete elements allowing to measure the impacts of such a project on the conditions of work and the private life of employees. The figures projected in the meeting often relate only to those of the last months of activity, and do not give in any case a precise idea on the evolution of the quality of service since 2013, any more than they do not address the human consequences of the project, this is because, in some areas, skills will be permanently lost as resources are transferred or fired.<\/strong><\/p>\n

Is Orange really a human employer, or just pretending ?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

[French version here\/English version below] Pr\u00e9sent\u00e9 initialement lors du Comit\u00e9 de Groupe Europ\u00e9en de juillet 2013 \u00e0 Varsovie, puis suivi lors de la session de novembre 2014 de ce m\u00eame […]<\/p>\n","protected":false},"author":1,"featured_media":12,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[57],"tags":[],"class_list":["post-8667","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-europe-et-international"],"blog_post_layout_featured_media_urls":{"thumbnail":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"categories_names":{"57":{"name":"Europe et International","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/entreprise\/europe-et-international\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-plus":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-portrait":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-square":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-large":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-small":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/8667","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=8667"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/8667\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media\/12"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=8667"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=8667"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=8667"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}