Chapter 1 - Studies and Projects

Euromeat
Leonardo da Vinci
PROTOCOL TO IDENTIFY A EUROPEAN MODEL
OF QUALIFICATIONS TRANSPARENCY
Phase 3
EUROMEAT: QUALIFICATIONS TRANSPARENCY
IN THE MEAT INDUSTRY IN THE EUROPEAN UNION
INDEX
1. Introduction ................................................................................................... ……
2. Scenario for a recognition of qualifications: educative system ..................................
3.Identification of the actors of the process of recognition of qualifications in the meat sector
4. Process of recognition of professional qualifications ................................................
5. Interview of Mr Delepine, CFDT, Federal Secretary…………………………………….
Chapter 1: Introduction
The meat industry sector suffers from a bad image: the consequence is that young people
are not interested to work in this field. The profile of people working in the sector is
undergoing a change: more and more, people coming into the sector have had another job.
Lack of interest for the job is due to several reasons:
Negative image due to the fact that it is associated with blood and hard work (schedule,
cold…)
Industrial image ie assembly line work…
Salary: In spite of lack of labour, the job is not well paid because most of the positions are
for unskilled manual workers or skilled workers.
Because of labour shortage, companies have a tendency to hire people motivated by the
product and the meat sector.
In order to recognize the competences of its salaries and meet the concrete need of
qualification of new employees, the profession has created certificates of professional
qualification based on a recognition of the competences (knowledge and know-how)
necessary to work in the field. The stage (advanced or not) of this process depends on the
sector. The recognition of a qualification doesn’t guaranty a minimum level of wage. Some
trade unions ask for a salary linked to the recognition of competences.
Chapter 2
Scenario for a recognition of qualifications
This level corresponds to a level where the holder is fully qualified to engage in a specific activity, with the
capacity to use the instruments and techniques relating thereto.
This activity involves chiefly the performance of work which may be independent within the limits of the relevant
techniques.
Certificat
full-time or
national
Ministèrede
Ministry
establishes 1820
d’aptitude
apprenticeship
diploma
l’Education nationale
requirements for passing exam.
professionnelle
Papers devised and timetable
(CAP)
established by regional offices
Brevet
(Rectorat). Also nominate exam
d’enseignement
panels. Externally examined.
professionnel
Award conferred by Rectorat.
18+
(BEP)
Ministèrede l’Agriculture
full-time or
national
apprenticeship
diploma
Exam panel nominated by
Certificat
Ministry who agree on content of
d’aptitude
exams. Centre sets timetable,
professionnelle de
PrimeMinister’sOffice/Ministère
paper and corrects. Award 18+
l’agriculture
du Travail
conferred by Ministry.
(CAPA)
full-time
accredited
diploma
Under the responsibility of
Certificat de
various
ministries.
Panels
formation
nominated at regional or local 18+
professionnelle
level. Exam carried out in school
(CFP)
Ministère du Commerce et de or centre. Marked externally.
Certificat de
l’Artisanat, de la Santé, de la Award conferred by regional
perfectionnement
Jeunesse et des Sports, de la office of relevant Ministry.
professionnelle
Défense, de la Mer.
national
full-time or
(CPP)
18+
diplomas,
alternance
Commission paritaire de l’emploi
accredited
other awards
de la branche professionnelle
awards or
others
alternance
certificat de
qualification
professionnelle
Certificat de
Training centre devises and
or
qualification
carries out exams
accredited
award
This form of training involves a greater fund of theoretical knowledge than level 2. Activity involves chiefly technical work
which can be performed independently and/or entail executive and coordination duties.
Baccalauréat technologique
full-time
national
diploma
Ministère de
l’Éducation
nationale
Baccalauréat professionnel
full-time or
apprenticeship
national
diploma
Ministère de
l’Éducation
nationale
full-time
national
diploma
Ministère de
l’Éducation
nationale
Brevet de technicien
Brevet de technicien de l’Agriculture
full-time or
apprenticeship
national
diploma
full-time or
national
other awards
Ministère de
l’Agriculture
Ministry
establishes
requirements for
passing
exam.
Papers devised
and
timetable
established
by
regional
offices
(Rectorat). Also
nominate exam
panels. Externally
examined. Award
conferred
by
Rectorat.
1720
1720
1720
alternating education
diplomas or
accredited
awards
Prime
Minister’s
Office
Exam
panel
nominated
by
Ministry
who
agrees
on
content of exams.
Centre
sets
timetable, paper
and
corrects.
Award conferred
by Ministry
Under
the
responsibility of
various
ministries. Panels
nominated
at
regional or local
level.
Exam
carried out in
school or centre.
Marked
externally. Award
conferred
by
regional office of
relevant Ministry.
This form of training involves high-level technical training acquired at or outside educational establishments. The
resultant qualification covers a higher level of knowledge and of capabilities. It does not generally require mastery of the
scientific bases of the various areas concerned. Such capabilities and knowledge make it possible in a generally
autonomous or in an independent way to assume design and/or management and/or administrative responsibilities.
Brevet de technicien supérieur
Brevet de technicien supérieur de
l’Agriculture
full-time or
apprenticeship
full-time or
apprenticeship
national
diploma
Ministère de
l’Éducation
Nationale
national
diploma
Ministère de
l’Agriculture
national
diploma
Ministère de
l’Éducation
Nationale
national
diplomas or
accredited
awards
relevant
Ministry or
Prime
Minister’s
Office
Diplôme universitaire de technologie
full-time or
modularised
other awards
full-time or
alternance
Ministry establishes
requirements for passing
exam. Papers devised
and timetable
established by regional
offices (Rectorat) who
also nominate exam
panels. Externally
examined. Award
conferred by Rectorat.
2122
Exam panel nominated
by Ministry who agree on
content of exams. Center
sets timetable, paper and
corrects. Award
conferred by Ministry.
2122
Students examined by
continuous assessment
and work placement
report. Internally
examined by the
teachers. University
confers the award.
Under the responsibility
of various ministries.
Panels nominated at
regional or local level.
Exam carried out in
school or centre. Marked
externally. Award
conferred by regional
office of relevant
Ministry.
There are several levels of qualification in the French educative system:
All the diplomas are delivered by the Ministry of agriculture or the Ministry of education.
2122
2122
They are validated by a written exam and by a practical phase: Evaluation of a training report based
on observations and field researches in an enterprise (BTS, DUT, Bac and Brevet) or an evaluation on
the work position (CAP, CQP).
It is interesting to compare a few figures in order to make an analysis of labour and qualifications:
1994- 1996
2000-2002
Craftsmen, shopkeeper, managers
Socio professional categories
13,5%
7,6%
Executive, professionals
4,9%
3,3%
Intermediary professions
8,8%
9,2%
Employees
13,5%
10,9%
Skilled workers
29,1%
36,1%
Unskilled workers
30,1%
32,8%
Total
100%
Main professional families (2000-2002)
100%
Part
All
ONQ of process industries
21,7%
21,7%
OQ of process industries
20,9%
42,5%
Butchers, pork butchers, bakers
12,9%
55,4%
ONQ handlers
7,2%
62,6%
sales
6%
68,5%
Decreasing order
The part of skilled and unskilled workers has a tendency to increase: they represent 2/3 of the meat
industries.
AGE
1994-1996
2000-2002
Less than 25
11.1%
9.5%
25 to 29
16.7%
12.5%
30 to 39
32.3%
34.6%
40 to 49
26.3%
26.9%
50 and more
13.6%
16.5%
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq L’âge pris
en compte est l’âge atteint au 31 décembre de l’année n.
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des
Collectivités Locales
Diploma level
1994-1996
2000-2002
Levels I et II
2.5%
2.7%
Level III
3.8%
4.7%
Level IV
6.9%
10.2%
Level V
43.2%
43.5%
Level VI
43.5%
38.9%
TOTAL
100%
100%
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des
Collectivités Locales
The average age is increasing which is a consequence of the lack of interest for young people.
The levels of diplomas are increasing. But the diplomas have not necessarily been acquired in the
meat sector; lots of employees come from other industrial sectors and do not have specific diploma
for the meat sector. The increase in the level of qualification is due to the French educative system
which encourages people to stay at school and wishes for example that 80% of the young had their
baccalaureat. (Level 4)
Level of diploma
Part of levels I, II et III
Part of level VI
1994-1996
2000-2002
1994-1996
2000-2002
Less than 30
11%
15%
36%
24%
From 30 to 49
5%
6%
45%
41%
50 and more
ns%
ns%
54%
51%
All the sector
6%
7%
43%
39%
All sectors
18%
23%
38%
31%
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des
Collectivités Locales
The educative and training system has set up a system of life long trainings which allows people
having left the educative system without a qualification to train at all time. This system is used by the
job seekers or the employees who wish to change jobs or evaluate in their career.
The tendency is for the enterprises to increase the employment of job seekers and to take less
trainees.
Previous situation ( n – 1)
Sector
All sectors
19941996
20002002
19941996
20002002
People working in year n, working in n - 1
93.3%
93.2%
95.1%
94.4%
In another situation in n – 1 :
6.7%
6.8%
4.9%
5.6%
- unemployed (registered or not in the ANPE)
2.9%
3.4%
2.2%
3.5%
- Student, trainee
2.1%
1.9%
0.6%
0.2%
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des
Collectivités Locales
Diploma levels
Part of levels I, II and III
Part of levels VI
1994-1996
2000-2002
1994-1996
2000-2002
Craftsmen,
shopkeepers,
managers
ns%
ns%
36%
28%
Executive,
professionals
ns%
ns%
ns%
ns%
Intermediary
profession
26%
36%
32%
16%
employees
ns%
14%
40%
25%
Skilled workers
ns%
ns%
39%
36%
Unskilled workers
ns%
ns%
60%
59%
All
6%
7%
43%
39%
18%
23%
38%
31%
sector
All, all sectors
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des
Collectivités Locales
The amount of budget dedicated to training remains rather weak in the meat sector :
Continuing education
Meat sector
All sectors
Financial participation rate
1.9%
3%
Access to trainings rates
27.4%
35.4%
21 H
32 H
2001-2003
(More than 10 employees)
Average duration of
trainings (in hours)
Source : Céreq. Exploitation des déclarations fiscales 24-83 portant sur les stagiaires pris en charge
dans le cadre du plan de formation (hors congé individuel de formation et alternance).
Champ : salariés des établissements de 10 salariés et plus, hors fonction publique
Continuing education of
employees
Executives
Access to training rate
1993-1995
2000-2002
44%
46%
Intermediary professions
47%
51%
Employees
20%
26%
Skilled workers
24%
26%
Unskilled workers
19%
18%
All sector
25%
27%
All, all sectors
33%
36%
Source : Céreq. Exploitation des déclarations fiscales 24-83 portant sur les stagiaires pris en charge dans le cadre
du plan de formation (hors congé individuel de formation et alternance).
Champ : salariés des établissements de 10 salariés et plus, hors fonction publique
Managers and intermediary professions are the main categories to access trainings. Workers have
little access to trainings.
As far as professional and economic mobility is concerned in the meat sector, it can be noticed that
the employees are less mobile than in other sectors of activity.
Professional and economic mobility
(between n – 1 and n)
Sector
All sectors
1994-1996
2000-2002
1994-1996
2000-2002
8%
10.6%
7.9%
9.3%
Mobility in the sector
1.6%
2%
3.8%
4.1%
Mobility between sectors
7.7%
6.6%
7.3%
8.6%
Change in social category
Source : INSEE. Enquête Emploi réalisée au mois de mars de l’année n. Exploitation Céreq
Champ : ensemble des personnes occupées salariées ou non salariées, hors salariées de l’Etat et des Collectivités
Locales
On another side, industrials try to win the loyalty of their employees by hiring them with open-ended
contracts.
RATIO in / out
Sector
All sectors
19961998
20022004
19961998
20022004
44%
36.4%
34.9%
38.6%
Open-ended contracts
13.2%
19.9%
21.9%
26.3%
Fixed-terms contracts
82.1%
75.6%
69.6%
64.5%
Labor rotation rate
Source : DMMO-EMMO. Fichier DARES portant sur l’ensemble des mouvements de main d’œuvre de l’année n
(recrutements, transferts entre établissements d’une même entreprise…). Exploitation Céreq.
Champ : salariés des établissements de 10 salariés et plus et hors fonction publique.
Chapter 3 :
Identification of the actors of the process of recognition of qualifications in the meat
sector
The concerned ministries are: Ministries of agriculture, education and employment. These 3 ministries
deal with the problems related to training and employment.
The ministry of agriculture has developed its own diplomas parallel to the ministry of education. For
instance there’s a CAP meat products assistant delivered by the ministry of education and a CAP agrofood polyvalent in industrial meat process worker delivered by the ministry of agriculture.
The ministry of education has developed diplomas that are more crafts oriented. The ministry of
agriculture has developed diplomas that are more industry oriented.
The 2 ministries have worked together on the creation of a professional bio-industries baccalauréat,
but there is little work in common as far as the development of trainings is concerned between the 2
ministries.
Training centres: there are public and private training centres, they may depend from the ministry of
agriculture or from the ministry of education.
Agreements are necessary to teach and deliver academic diplomas (CAP, baccalaureat, BTS, DUT,
engineer…)
As far as CQPs are concerned (professional qualifications certificates) no agreement is required.
Training centres with no agreement for the delivering of academic diplomas can train people with the
aim of obtaining a CQP.
The French meat industry sector is represented by different professional branches:
- FICT: French federation of pork butchers, caterers, meat transformers industrials. It groups
together the transformation industries.
- FNICGV: National federation of the wholesale meat trade: it concerns slaughterhouses, cutting
and 2d transformation.
- FNCBV: National cattle and meat trade federation: slaughterhouses, cutting and 2d
transformation.
- National confederation of French tripe trade
- National federation of service providers slaughterhouses
- National syndicate of meat transformation industries
- National syndicate for the meat industry
- FCD: Federation of trade and distribution: shops (food distribution);
- Retail federation
All the social and professional partners worked together on the creation of CQPs on the existing jobs
in the field and their definition. The CQP agreement has been signed by most trade- unions, they are
agreements with parity representation.
Chapter 4
Recognition of professional qualifications process
The French training system is characterized by a certain number of national diplomas which are
mainly delivered by the ministries of agriculture or education.
These diplomas can be prepared either through initial training or through alternating continuing
education.
France applies the life long learning concept which allows everyone to train during his/her professional
life in order to prepare a diploma, improve his/her qualifications in order to evaluate in his/her sector or
change jobs. The diplomas are based on professional references and allow the access to certain
positions.
In order to recognize the competences of its employees and meet the concrete needs of qualification
of new employees, the profession has created CQPs, based on the recognition of competences.
The table below shows the typical diplomas that can qualify someone for a given position:
Worker
Carver
Machine operator
Workshop supervisor
CAP Butcher
CAP Pork butcher, caterer
CAP IAA Polyvalent worker in the process of
food related products
CAP IAA Polyvalent worker for the industrial
process of meats
BEPA transformation specialized in agro food
industries
BAC PRO agro food
CQP qualified worker
CAP IAA Conditioning automatic machine
operator
BEPA transformation specialized in agro food
industries
Bac Pro transformation industries
BP agro food industries
BTS IAA transformation of meat related products
CQP machine operator
CQP production line operator
BTS IAA meat products transformation
Professional licence
Agro food engineer
CQP workshop supervisor
It is necessary to point that obtaining a diploma doesn’t automatically give the corresponding position.
The enterprises policies can be very different. For a given job, a diploma and/or professional
experience can be required.
Because few people train in the meat sector, the diplomas are often issued in other activities sectors
and it is difficult to create a classification.
On the workers or employees positions, which are the majority, the companies often hire voluntary
persons who are interested in the sector. Wages are low and it is difficult to move people from one
position to the other or from one company to another.
The CV is generally asked for and is the only document asked for. Then, the new employee must
show what he can do on the field.
Since there are little trainings in the profession, it is also difficult to have competences recognised but
by the years spent in the sector.
Nowadays, there is no other recognition system than the CQP: This system is very marginal for the
moment and in certain branches doesn’t permit a recognition of competences in other professional
branches.
Chapter 5
Analysis of results
Country : France
Name of interviewee : M. Joël Delepine
Body: CFDT
Function: Federal secretary, responsible for the meat sector
Date and place of interview: 02/04/07 by telephone
Reason for interviewing this person: Reference given by Effat
Name of interviewer: Isbelle Frimout
CV of interviewee:
Joël Delepine
Born on January 12, 1949 (age: 58)
1972: Dairy school
Joins the CFDT
1977: Starts in the meat sector as storekeeper fork-lift truck driver
1978: Creates the CFDT section in the slaughterhouse/transformation plant specialised in hamburgers
and become staff delegate, trade union delegate, member of works council , secretary and trade union
representative at the C.H.S.C.T.
1979: Beginning of a CCE, becomes secretary.
Becomes member of the salary negotiation commission for the CFDT delegation in the collective
convention for meat industries.
1980: setting up o group committee, becomes secretary.
1981: Becomes a member of the directors board of the OFIVAL after the arrival of the socialists at the
government and until 2006.
Has a seat at the under commission of the pork sector in Brussels until 1995
1994: Leaves his company which is closing and starts working at the FGA/CFDT until 1997 in charge
of trade union development in Brittany.
1997: Becomes animator of 2 regions: Brittany and Basse normandie and follow up of 2 meat
branches with 2 national collective conventions: industries (35000 workers) and coop (15000 workers)
and also the cold store branch (15000).
2007: Will retire in December 2007thanks to the agreement signed by the CFDT on long careers. Will
be 59 years old (less one month) and will have done 2 years and a half extra as the agreement
allowed me to do.
Block 1. Vocational training situation at the meat industry sector.
Which is the situation of vocational training in the sector?
Companies are reluctant to improve vocational training. They use the legal minimum of 0,9% of the
aggregate remuneration to train their employees mainly on hygiene and security (especially since the
mad cow disease). They could use it to organize other trainings. Companies going beyond their legal
obligations and using 1.2 to 1.3 of the aggregate remuneration are few unless additional grants are
provided. Some companies use a professionalization contracts but they aren’t many. As far as CQP
process is concerned (recognition of qualification by sector), some companies use it in the framework
of competences for their employees).
Has initial training been successful among young people?
No, more and more sections are closing because of lack of candidates. The job is not attractive and
suffers for a bad image.
What role does it play in the companies and on the labour market?
I am convinced that it will always be necessary, there will always be a need for a professional side,
even if important production sites are heavily industrialized, there will always be a need for
professionals. But because of the segmentation of tasks, the question is still to answer.
Is it possible to identify the changes that will happen in the coming years in vocational training which
will be due to the introduction of new technologies?
Professionals want to protect new technologies and innovation: They don’t communicate on them and
on the fact that trainings are organised on these new technologies. People remain very reserved.
There are few trainings and the number of trainees is very limited.
2d block: Recognition of qualification
What is the value of professional experience on the labour market?
It depends of the labour sector. When labour is scarce or ephemeral, professional experience has little
value: industrials hire those applying for the job. For basic production jobs, it is little taken into account.
When you go up one step, it becomes more important.
How is the qualification recognised? Describe the selection and recruitment process?
There is no recognition. The classification is made by level and grade: the job is qualified, not the
employee (ex: for such job, you must be able to…. Know…).
Some time ago, classification was made by coefficient and was fairer and more person-oriented.
The selection of candidates is rather made on physical capacities and motivation than on diplomas.
Nowadays, you see Irish temporary work agencies hiring Polish workers to work in production jobs in
meat industry plants.
What are the documents used in the process of recruiting? (CV, registration forms, recommendations,
diplomas and certificates)?
Cvs are very often required. There is suck a lack of labour that the recommendation system and bonus
given to the employee who manages to attract someone is also common.
Is there a specific accreditation which would facilitate the mobility and access to training for
employees?
The CQP could be one but ii is not transversal (except in the pork butcher’ sector). Mobility is not
made easier.
The DIF (individual right to training) should give each employee a right to a 20 hours training a year
but it is scarcely used and only allows small trainings. This system is not well known by the
employees.
Is there any company which has a related practice?
Very few.
Do you know if researchers or projects are currently under way?
No.
rd
3 Block: Need for a national and international accreditation
Do you think a document listing the competences and which would facilitate the mobility and access to
trainings is necessary?
Yes
Do you think that a document such as Europass would be useful for the companies?
Yes, but it would be useful only for a certain category of employees: technicians and supervisors. An
employee who works to maintain his family is not interested: he doesn’t want to work in another sector
that would be more profitable.
Why?
X Labour mobility in the enterprise and in the sector
X Personal selection by Qualifications visibility
Labour promotion
Training access
Quality certification
Quality improvement
Others
Do you consider that a model such as Europass would be useful for the workers?
Yes, we’ll have to go in that direction. Such a tool must be built in order to make people evaluate.
Why?
X Labour mobility in the enterprise and in the sector
X Personal selection by Qualifications visibility
X Labour promotion
X Training access
Quality certification
Quality improvement
Others
If such a document was used in the sector, do you thing that these datas would be interesting?
If a model of competences license in the sector will be used, will you consider important these parts?
1. Personal data: name, age, gender, place of birth, residence.
Yes
2. Name of the organisation who issue the document: trade union, business organisation,
training centre, public authorities, private companies, employment agencies, ect.
Yes
3. Labour experience-labour path: enterprises where it’s been working, jobs, responsibilities,
workers in charge, seniority.
Yes
4. Training courses carried out: academic studies achieved, training courses at job, computer
skills, languages courses, seminars participation, ect.
Yes
5. Profesional competences acquired:
a. Technician profesional competences: yes
b. Languages competences: yes
c. Computer competences: yes
d. Environment competences: yes
e. Labour risk prevention competences: yes
f. Social Skills and competences acquired: Team work, flexibility, self-control,
interpersonal understanding, self-confidence, results guidance: yes
According to you, which bodies should promote such a document in the meat sector?
Social workers X
Enterprises
Public authorities (education ministry, work ministry, health ministry…) X
All of them (through a social dialogue linked to a collective agreement)
Certainly not the companies or only on a parity basis. If a company decides something, what value can
it have?
Do you consider necessary the following steps to carry out a Qualifications Recognition process in the
sector?:
X Identification of the enterprises and types of enterprises
X Working posts classification
X Description of the needed competences for the sector
X Detail of the related training to obtain the competences
X Definition of the qualification Recognition process
X
Identification of the staff who will asses and carry out the qualification identification
process
X List of the certificates, experiences, previous evidences which will have them in count
X Emission of the competences license
Do you consider that in France relations are good enough between social actors to promote
initiatives like this one?
There are 2 different visions: big companies who want to go on and small companies who
don’t want to go on. This is very contradictory and blocks initiatives.
What is the situation at a European level and how do you think it will evaluate in the next
years?
We always have a tendency to think we are the best and that we know better how to do things
but the others know better and we must accept it. On jobs, presentation, trade we are in direct
competition with all the countries and we’ll have to adapt.
ENTRETIEN AVEC L’EXPERT
Pays : FRANCE
Nom de la personne interrogée : Monsieur Joël DELEPINE
Organisme : CFDT Poste occupé : Secrétaire Fédéral – Responsable de la
branche Viande
Date et lieu de l’entretien :02/04/07 téléphonique
CV de la personne interrogée :
DELEPINE Joël
Né le 12 janvier 1949 (58 ans)
C.E.P.
1972 :
1977 :
1978 :
Ecole de laiterie
Adhère à la CFDT
Arrive dans le secteur « viande » comme magasinier Cariste
Crée la section syndicale CFDT dans l’abattoir/usine de transformation
spécialisée steak haché et devient Délégué du Personnel – Délégué Syndical
– Membre du Comité d’Entreprise, Secrétaire et Représentant Syndical au
C.H.S.C.T.
1979 : Mise en place d’un C.C.E. et devient Secrétaire.
Devient membre de la commission de négociation salariale pour la délégation
CFDT dans la Convention Collective Nationale Industrie des viandes.
1980 :
Mise en place d’un Comité de Groupe et en devient Secrétaire
1981 : Siège au Conseil de Direction à l’OFIVAL, organisme de gestion des marchés,
après l’arrivée de la gauche au gouvernement, jusqu’en 2006.
Siège à la sous commission du secteur porcin à Bruxelles jusqu’en 1995.
1994 :
Quitte l’entreprise pour cause de fermeture et devient permanent à la
FGA/CFDT jusqu’en 1997. Je suis chargé du développement syndical dans la
région Bretagne, région d’origine.
1997 : Prend à la FGA le secteur d’animation de deux régions, Bretagne et BasseNormandie et le suivi de la branche Viande avec deux Conventions Collectives
Nationales industries (35000 salariés) et coopérative (15000 salariés) ainsi
que la branche Entrepôts Frigorifiques (15000 salariés).
2007
Je prends ma retraite le 31/12 grâce à l’accord signé par la CFDT dans le
cadre des carrières longues. J’aurai 59 ans moins 1 mois tout en ayant fait 2
ans1/2 de rab que me permettait cet accord.
Raison pour laquelle cette personne a été sélectionnée : Référence donnée par
EFFAT
Nom de la personne qui conduit l’entretien : Isabelle FRIMOUT
Signature de la personne interrogée :