Human resources : supporting staff in action
The year 2019 was marked by the positive results of the Quality of Life at Work plan, which included the option of working from home one day a week. The continued development of jobs and skills planning improved visibility with regard to career and salary prospects. The provision of a staff welfare advisor and the launch of a gender equality plan represent important milestones for the Agency.
Percent of employees work from home one day a week
The past year first saw a review of the Quality of Life at Work and Psychosocial Risks plan, which has been in place for ANR’s teams for three years. Incorporating 70 actions, the plan was drafted in 2015 in consultation with employee and management representatives following a staff survey. The same questionnaire was given to teams again in 2018 to assess the effectiveness of the measures taken. This new survey also showed that staff perceptions had considerably improved in relation to the recognition and meaning of their work and to support from management and their colleagues.
Working from home has also proved popular, and 40% of employees have taken up the option one day a week since September 2018. These employees say the measure reduces their weekly travel time and the associated fatigue, while enabling them to achieve a better work-life balance.
Building on the Quality of Life at Work plan, a training programme for ANR managers was launched in 2019. It aims to improve collective skills in a number of areas: levers for motivating teams, developing leadership and collective intelligence, preventing psychosocial risks etc.
Jobs and skills planning, social welfare
and the gender equality plan
The continuous development of jobs and skills planning was taken further in 2019. A committee dedicated to the programme, consisting of employee representatives, HR staff and managers, worked to develop the jobs and skills framework. They focused initially on scientific project managers, a role that represents about a hundred employees. With four levels of expected activities and skills, the framework offers improved visibility with regard to career prospects. At the same time, a methodology for scoring ANR jobs was introduced to facilitate recruitment and internal mobility and increase pay visibility and transparency.
In response to its legal obligations, ANR also drafted a gender quality plan. Finally, to develop social welfare, an advisor now offers consultations every other Thursday within the Agency. Staff can contact her for loans or grants or to ask for support in the event of financial or personal difficulties.
