A legal obligation
Since 5 March 2014, each company must organise, at least every two years, a professional interview for each of its employees.
The law targets all employees who have two years of seniority in the company, regardless of their employment contract.
Employees made available to host companies, employees working as subcontractors and temporary workers are excluded.
The professional interview is devoted to the employee's professional development prospects, particularly in terms of qualifications and employment.
To this end, the employer:
Informs its employees, before or during this interview, of the possibility of using professional development advisory services (CEP), free of charge, provided by CEP operators who will be able to help them take stock of their situation and professional skills or support them in their professional projects for the purpose of preparing for the interview.
Informs its employees about the activation of their personal training account and the possibilities of matching contributions that the employer is likely to finance
The professional interview must allow the employee to get involved in the construction, management and development of his or her professional career.
Every six years of the employee's presence in the company, the professional interview has a specific objective: to draw up a summary of the employee's professional career.
Implementation methods
The periodicity of professional interviews
These interviews must be set up every two years. This duration is assessed by reference to the employee's seniority in the company.
Conditions for the organisation of professional interviews:
The employer is required to organise a professional interview every two years and for employees:
Upon return from maternity leave;
Upon return from parental leave;
"Before" and "after" family support leave;
Upon return from a period of secure voluntary mobility in companies with at least 300 employees;
Upon return from adoption leave;
On his return from a sabbatical;
At the end of a period of part-time work after maternity or adoption leave;
Upon return from sick leave due to long illness;
At the end of a union mandate.
This interview may take place at the initiative of the employee at a date prior to the resumption of the job.
Conducting professional interviews
The organisation and conduct of professional interviews is the responsibility of the employer itself or may be entrusted to local managers or to the human resources manager in conjunction with local managers.
The content of professional interviews
The professional interview must address:
The employee's professional development, particularly in terms of qualifications and employment;
Questions relating to the monitoring of the employee's training, certification and salary or professional progression actions;
The evaluation of his employability;
Reflection on the employee's future, the position held and his or her professional project.