It is a moment perceived as essential, the annual evaluation interview is the meeting to take stock with your boss of the past year and the objectives for the next year.
However, all employees are far from benefiting from it. It must be said that the Labor Code does not impose its organization on companies. According to a study* carried out by Ifop for Javelo, 40% of them say they do not have this type of exchange. A significant figure that hides many disparities.
Also, if for large companies this exercise is almost automatic: 78% of the salaries of organizations of more than 500 people report faire with this exercise, for the most petites (monies of 20 salaries), secondly 35% of the salaries of the annual employers. ‘assessment.
A habit in the public sector, less so in the private sector
The study also points to the big difference between public and private companies. In the first, 70% of employees have this appointment with their boss compared to 57% in the private sector.
The annual interview is not the only lever to establish an exchange, quarterly progress points can also be arranged. But here again, while the need for follow-up is latent among employees, only 31% of employees surveyed say they take advantage of it. A figure that rises to 48% for those who benefit from annual maintenance.
“Half of the employees surveyed believe that the follow-up points are essential to strengthen the commitment of employees to the company and facilitate the completion of the annual interview,” it can be read. Yet only 21% of managers rate these tracking points as “essential.”
The professional interview is mandatory.
Remember that if the annual interview is not mandatory for a company, the professional interview must be organized for it at least once every two years. A company that skips this meeting may be penalized.
This interview must allow the employee to be an “actor of his professional development” and develop his professional project through development and training wishes.
Thus, if a company with more than 50 employees does not offer this type of interview for more than 6 years, it is penalized up to 3,000 euros. You will then have to pay this amount into the employee’s personal training account (CPF), regardless of their employment contract. However, its seniority must be more than two years.
*: The survey was carried out with a sample of 1,003 people, representative of the French salaried population aged 18 and over. Within this sample, 301 people perform management functions.
Source: BFM TV
