Why set up a career management policy?
«To ensure that our employees remain loyal and to develop their skills as they progress. Our entire policy is geared to ensuring that our expertise lives on by acknowledging employee performance and by offering regular advancement options».

How does that translate on a day-to-day basis?
«All assistant HRD’s and HRS’s at INEO are mobilised in order to locate those with potential and to provide them with support, to identify those members of staff who want to advance or who, during their respective careers, have developed specific skills. The annual appraisal interviews and «career assessment points» we offer our employees are tools we use during this benchmarking phase. Then, we build a plan of action and, together, investigate potential solutions».

What is INEO’s policy on mobility?
«Mobility is not an end in itself. It must be used to meet our operational needs. We encourage our personnel to be mobile, on private or career grounds. This is not just mere geographic mobility. Mobility is also expressed in terms of the job or of the discipline within INEO and, more widely, within the SUEZ group. We have a lot to learn from exchanging and comparing our experiences with employees who currently work in the industrial sector, for instance, but who could take advantage of an opportunity that arises in the network sector. We aim to diversify the profiles of our teams in order to stimulate innovation. An employee who seeks a transfer within INEO can prepare thanks to our job exchange and our Intranet site. Accordingly, we have put together a mobility charter that has been distributed to all our employees thus enabling them to better manage their mobility and informing them of the applicable procedure and of the support facilities we can offer them».