Key figures

 

Employment:

Employees

Workforce: 9,577

Number of women: 1,846

Number of blue collar workers: 105

Training:

Percentage of real expenditure in relation to payroll: 5.2%

Rate of access to training: 68.2%

Average number of hours of training per employee:  27.1

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Collective bargaining agreements signed by the site

• Agreement on promoting staff initiative and creativity at the Guyancourt site.

• Agreement of December 19, 2007 concerning the joint committee to be set up in 2008, and which will seek to improve the living and working conditions of staff at the Guyancourt-Aubevoye and Rueil-Lardy sites.
  

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Workforce

• The workforce is continuing to grow (+5.2%). Numbers have risen by 8.2% overall during the past three years, with more than 726 new recruits. The structure of the workforce is also changing. Today, the sites employ managerial and non-managerial staff in virtually equal numbers, with the increase in the number of managers (8.2%).

• The percentage of women in the workforce has risen to 19.3%, following an 11.5% surge in numbers. Women also have greater representation at managerial level since more than half are managers.

• The average age of employees at the site was 41.5 at end-2007, unchanged from previous years. Almost 23% of staff have been at the site for less than five years.
  

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Training hours

• The training plan refocused on business priorities against a backdrop of changing training processes.

• Training logistics were reorganized in 2007 in order to increase efficiency and cut costs. Despite a few glitches on start-up, the plan has been completed to a great extent.

• It respected the budget allocated for the training courses completed.

• Skills training made up the bulk of training courses. A number of special initiatives were also organized as part of the staff support plan with, in particular:

- management support training on stress prevention, for all departmental managers and Basic Work Team Managers;

- new impetus for training in personal efficiency and English with the allocation of a special budget.

• A course set up to raise awareness on issues of economic performance was followed by all managers.

• At the end of the year, Basic Work Team Managers were able to receive training support during the period of annual performance and development reviews.
  

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Occupational accidents

• In 2007, the number of lost-time occupational accidents remained stable (1,032 lost-time days at Guyancourt compared with 1,157 in 2006), reflecting the initiatives taken in 2006 to improve safety and working conditions.

• The number of lost-time occupational accidents increased slightly on 2006 at the Guyancourt - Aubevoye site (up from 26 to 29).

• Efforts to cut the frequency and severity of occupational accidents continued in 2007. An action plan was put in place to pursue continuous improvements in safety and working conditions.
  

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Initiative & Creativity

In 2007 the Renault Guyancourt –Aubevoye site signed a new agreement to promote staff initiative and creativity. This three-year agreement applies to all site employees. It places particular emphasis on practical suggestions for cost-cutting.

• For the next three years, the framework for practical suggestions for improvement will be provided by businessline standards, cross-functional policies and the action plans rolled-out on site as part of Renault Commitment 2009.

• The agreement aims to develop the number of cost-cutting PSIs (practical suggestions for improvement) delivering savings for the company, and thus to focus on the quality rather than the quantity of PSIs. This aim has been achieved since the number of cost-cutting PSIs has doubled in the past year. The authors of ideas have also benefited through bonuses and royalties
  

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Highlights

 

Initiatives to promote employees' fundamental rights

• Promoting safety and good working conditions

The first "Team day©" took place on November 8 and 9, 2007. The objective was to take the time to study teamworking methods and the ability of personnel to work together more effectively. The event also sought to create stronger and better human relations within the team. Almost 1,400 coordinators and more than 12,000 employees took part in this two-day event.

• Ensuring equal opportunities

The site took part in the "Course en Cours" project, set up to attract young people to technical careers. At national level, the project is a response to the implementation of the charter for equal opportunities at university. Coordinated by the University of Mantes outside Paris, the challenge was held on June 20, 2007. Forty-three teams made up of 190 secondary school children were involved in this vast multi-disciplinary project, which focused on 3D digital design, production and a "mini F1" competition.

• Respecting working hours and right to paid holidays

In October 2007, eight measures on working time were implemented for all employees. As well as cutting site opening hours and putting new hours in place, the plan focused on a number of practical and specific points: lunch breaks, procedures for declaring overtime, recommendations on using e-mail and new communication resources, scheduling and efficiency of meetings.