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On 8 June, the management of the aerospace group Safran and the trade-union federation IndustriAll Europe signed a European framework agreement on the development of skills and safeguarding of career paths. A previous agreement was signed in 2015, but the renegotiation was delayed by the Zodiac group takeover and the Covid-19 crisis (see European Framework Agreement). This agreement, which also covers Switzerland and the UK, aims to tackle the dual challenge posed by speeding up the group’s digitalisation process on the one hand, and by large numbers of group employees reaching retirement age in the next five years, on the other. The agreement stipulates that all employees will have to receive at least 26 hours’ training per annum by 2025, with an intermediate stage of 18 hours in 2022. The agreement establishes a monitoring committee made up of its signatories, which will track the progress of the indicators listed in appendix (number of hours’ training performed, broken down by country, company and field of activity; number of e-learning training courses offered; number of positions filled by way of internal mobility; number of development interviews conducted per site and percentage conducted in relation to the site’s total workforce, etc.). Members of this committee will also sit on a “vocational specialisations and skills observatory”. This will be a “forum for discussion and dialogue”, which will “come up with creative proposals” and can welcome “internal or even external experts to enrich and inform the work undertaken”. It will prepare an annual report setting out “the basis for quantitative evaluation and qualitative assessment of skills within the Safran group’s European business”. Corinne Schievene, the EWC secretary who negotiated the agreement on behalf of the CFDT, is delighted with the outcome: this agreement adds a section to the 2015 version, in response to the difficult economic climate in which the sector finds itself, offering “adaptation and support measures in the event of problems that may have adverse effects on employment”. She emphasises that “these measures provide guarantees for European employees, even though we haven’t managed to obtain any undertakings to maintain employment”
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