EUROPEAN COMMISSION DG EMPLOI, AFFAIRES SOCIALES ET EGALITE DES CHANCES Article 6 du FSE et réadaptation

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1 Jobs Observatory Identify and communicate to employees jobs perimeters in evolution Regional Mobility Poles Regional Inter-company Tool for employees to smoothly prepare their job evolution (internally or externally)

Mobility Poles Regional Inter-company Tool for

2 MATRI Industry Scenarii of change MATRI Collective competencies Key competenices MATRIX Observatory JOBS FAMILY GUIDE Jobs referential contributions per level Jobs referential competences mid term JOBS EVOLUTIO N per jobs family Mid term DEVELOPMENT ACTIONS Jobs content information Orientation Job Grade attribution Objectives definition Development plan training on gaps Mid term Individual career project, Organizations & People reviews MATRI Training programs Mobility pole

DEVELOPMENT ACTIONS Jobs content information Orientation Job Grade attribution Objectives definition Development plan

3 Jobs & Competences Anticipation Management Regional Mobility Poles to increase one s competences and employability Jobs Observatory To study & anticipate qualitative & quantitative evolution of jobs & related competences in a mid-term range Jobs & Competences Referential (Matrix) Internal Mobility Career status meeting with Human Resources

quantitative evolution of jobs & related competences in a mid-term range Jobs &

4 Jobs Observatory Expectations A yearly analysis report with facts & key figures related to jobs, competences and headcount in ST France for: social partners all employees An intelligence grid to promote analysis, information exchange and thoughts on evolutions, in relation with ST jobs cartography Implementation of an internal expert network able to capture major evolution trends Specific conferences held by network experts to diffuse knowlege Investigation outside of ST box»

exchange and thoughts on evolutions, in relation with ST jobs cartography Implementation of an internal expert network

5 Jobs, Functions and Technological Evolution Joint National Observatory National Agreement June 30, 2006 and addendum August 11, 2006 Social Relations Proceedings for diagnosis & exchanges on jobs & competences evolution issues Allow a better anticipation of technological and organizational mutations, so as to give each employee the possibility to better prepare his/her own professional path Annual Jobs, Technological & Economical Evolution Observatory Report Presented to National & Local Work Councils

anticipation of technological and organizational mutations, so as to give each employee the possibility to better prepare

6 Composition and activity of the Observatory France HR Director (or a delegate member) Preparatory work 2 members (incumbent & deputy) by trade- unions 5 members of ST Direction Q1 Q2 Q3 Q4 1 ère yearly meeting EXPERTS Work Groups 2 ème yearly meeting (possibility to invite non-st persons) -Study and opinion on the annual report -Review of Regional Mobility Pole actions -Visible Trends -Thoughts for next annual report

EXPERTS Work Groups 2 ème yearly meeting (possibility to invite non-st persons) -Study and opinion on

7 Observatory Functionning Experts consultancy (internal & external when necessary) Work Group with experts, managers, a representant of HRD by site, BY JOB, driven by a member of France HRD Regular work meetings (several by semester) Information from our industry group (European Nano-electronics Initiative Advisory Council, FIEN, Sitelesc, Competititvity Poles, ENIAC..)

HRD Regular work meetings (several by semester) Information from our industry group

8 A prospective approach on jobs evolution Hypothesis time frame over two years, prepared with over 40 experts and managers from each job present in ST and with some external experts. Questioning to identify : Jobs in evolution Strategic Jobs (ST core) Emerging Jobs Work on hypothesis regarding possible evolution of a job based on majors visible evolution factors and their possible impacts on job content : key competences, work organization, role identification. Work also on competences evolution needs & headcount trends Identify relevant training path to follow with jobs evolution.

Questioning to identify : Jobs in evolution Strategic Jobs (ST core) Emerging Jobs Work on hypothesis regarding possible evolution of a job based

9 Analysis Principles MATRIX REFERENT IAL JOBS IN EVOLUTION Observatory Questionning process : Which jobs are having significant quantitative evolution? Which jobs are strategic or for which jobs the company must ensure that knowledge and competences are kept inside ST vis-a-vis our customers? For which jobs is there some recruiting shortage or long learning adaptation period? Which jobs are needing significant competences evolution? What consequence will it have on work organisation? Which jobs imply a strong technological evolution requiring complete redeployment/change of job? Which roles need to be reinforced? Change dimensions over the coming 2 years covers : Technical, technolocal aspect Customers, business Organization Suppliers

For which jobs is there some recruiting shortage or long learning adaptation period? Which jobs are needing significant competences evolution?

10 National Agreement - 30 June 2006 Developing internal & external employability of employees throughout their career Commission 2 representatives / Unions & Direction Members 29 January and 14 February 2008 Observatoire des Evolutions Technologiques, des Métiers et de l Emploi Work Council 20 February 2008 MATRIX Referential ST Experts MATRI* ENIAC** UIMM Jobs evolution hypothesis for Product development Design H/S, Product & test engineering, Applications Marketing & Sales Support Functions Planning & customer service Finance Purchasing Information Technology Quality Human Resources R&D Operations, EWS and Facilities Jobs not studied in this report but to be analysied in a complementary report Communication Site Services Logistics Corporate & centrales functions R&D Back-End Program management Legal and Intellectual property Environnement, Health & Safety Medical * Major trends, factors and drivers to change in the new product development process ** ENIAC European technology platform Nanoelectronics (November 2006)

Product development Design H/S, Product & test engineering, Applications Marketing & Sales Support Functions Planning & customer service Finance Purchasing Information Technology Quality Human

11 Synthesis of evolutions defined Business model oriented toward complete solution : 1. Specialization and «technicization» 2. Interconnexion of jobs 3. Improved innovation Capacity 4. Refocus on core jobs choice for functions out of core activities? needed balance to guarantee flexibility asked by customers (production capacity organization, partnerships ) 5. Technologies, developments in share mode : decision to be taken between internal /external Four main common development axes Increasing expertise in all domains, including high quality orientation Development of project management (complex and transversal projects ) «innovation» culture Managing multicultural & remote teams

needed balance to guarantee flexibility asked by customers (production capacity organization, partnerships ) 5.

12 METIERS COMPETENCES EFFECTIFS Product development Conception Product & Test engineering Applications Stratégique Facilities Peu d évolution 134 Opérations & EWS En évolution R & D Stratégique & en évolution 559 Qualité Stratégique 342 Ventes En évolution 89 Marketing Stratégique 245 IT En évolution 318 Contrôle de gestion, compta. Finance En évolution 122 Ressources Humaines En évolution 131 Achats En évolution 50 Planning En évolution 298

évolution 559 Qualité Stratégique 342 Ventes En évolution 89 Marketing Stratégique 245 IT En évolution 318 Contrôle

13 Jobs Observatory Identify and communicate to employees jobs perimeters in evolution Regional Mobility Poles Regional Inter-company Tool for employees to smoothly prepare their job evolution (internally or externally)

14 Origin of the Regional Mobility Poles 2003 RENNES, a social plan (site closure) Employees have deep need to stay in the same region Important to prepare evolutions as much as possible in advance 2005 Restructuring plan (voluntary external and internal mobility plan with quantitative objective by job functions Discover that employees have many personal projects ready to be carried over 84 company creation (generating other jobs creation ), complete redeployment to other jobs (teaching, medical specialist, handcrafts..) for a total of 220 external departures Illustrated the need to bring support to give a sens of security to the construction of those projects Over 95% of those projects were rooted in the same region 2006 our National Agreement on Anticipation of Jobs & Competences Evolution Signed by 3 unions (out of 5) CFE CGC, FO et la CFTC

creation (generating other jobs creation ), complete redeployment to other jobs (teaching, medical specialist, handcrafts.

15 Regional Mobility Poles (PMR) To give operational tools for employees of several companies present in the same region: - to adapt their career evolution based on jobs observatory change anticipation - thru a secure confidential structure - with specific consulting & support based on project type The Regional Mobility Poles have its own budget to organize the needed individual support to each eligible employee, such as : Competences assessment, individual or collective career workshops, entrepreneurship workshop, company creation workshops, training Market studies on jobs evolution in the region (mid-term trend, open jobs, company to be bought) It is also : A social dialogue with unions involved in the PMR structure and in the validation of projects presented Strong local partnerships : Employment Agency, Innovation Funding Agency, Work Direction, Chambers of commerce, Training institution, local industry unions A collective work : several companies improving employability in a regional area

eligible employee, such as : Competences assessment, individual or collective career workshops, entrepreneurship workshop, company creation workshops, training Market studies on jobs evolution in the

16 Enlarged tools options Company Voluntary Employee if in job defined as in evolution if > 45 years old Every 2 year Career Status meeting Return from maternity or parental leave Internal Mobility thru competences assessments & training action if needed, External Mobility thru new employment contract in another company or thru temporary assignment in another company, or thru redeployment on other type of job, Assignment to another company of the RMP with contract Suspension during the probing period in order to give more security (e.g.. For small companies) Company creation or company buying Technological expansion (in labs...) Outsoucing of activities (become subcontractors) Or if proposed by HR in Agreement with the employee CONFIDENTIALITY RULE MANDATORY

redeployment on other type of job, Assignment to another company of the RMP with contract Suspension during the probing period in order to give more security (e.g.. For small companies) Company creation or company buying Technological expansion (in labs.

17 Regional Mobility Poles : Practically how does it work Non Profitable organisation (Association) Each company member pay a subscription depending (fees depend on the size of company) Suscriptions made the budget of the RMP for structural costs only Offices outside of any company member building Pc, internet accesses Market surveys, employment surveys Newspapers & other media subscription Each company defines its own eligibility rules (based on Anticipation on Jobs & Competences agreement) Employees used a toll-free number to contact the RMP and are give an appointment a consultant Consulting is provided by different consultants depending on the project When employees decides to stop the confidentiality the project is presented to commission (where union representatives are present) OUT OF ANY RESTRUCTURING PLAN

company defines its own eligibility rules (based on Anticipation on Jobs & Competences agreement) Employees used a toll-free number to contact the RMP and are give an appointment a consultant

«Youth-Izing» Europe for better future» Paris-UIMM

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