Human resources

A policy geared toward hiring and integrating young candidates

For the most part, VINCI Construction Grands Projets hires young graduates from technical programs: engineering, masters programs, certifications, technical trainings.
VIE and internships are both part of our pre-hiring recruitment policy.

As part of integration within VINCI Construction Grands Projets, two seminars are organized during the first five years post hiring:
• an integration seminar for newly hired young staff (2 days),
• young staff training cycle, for recruits aged 27 to 33 with at least 3 years’ professional experience.

Our commitment to offering equal opportunity to all

VINCI Construction Grands Projets has for a long time worked all over the world and we cultivate diversity in all its forms within our teams.
During recruitment, particular attention is paid to preventing any type of discrimination. We help ensure that career development for all personnel remain free of discrimination based on gender, physical disability, or age.
We wish to see the many facets of our society reflected in our organization and at every level.

Career management at a personal level

Career paths are increasingly personal and individual. They may alternate between head office and onsite locations.

• Onsite, young recruits take part in project-related activities, methods, technical studies, quality and safety initiatives, management control, etc.
• At head office, they are assigned to operational divisions, preparing requests for proposals, or to the Engineering and technical capabilities department to perfect their technical skills.

Our career management system rests on effective guidance and management of human resources. Career progression is the result of a combination of individual aspirations, opportunities, and HR support. The “royal road” to success remains self-reliance and the taking on of responsibility on worksites.

Career management tools have been put in place by the HR department to foster:
• individual growth,
• mobility,
• management planning for employment and skill sets.

The importance of mobility at VINCI Construction Grands Projets

Our personnel’s mobility, which is in accordance with employment expectations and career paths, enables us to take on major projects. This mobility takes place within VINCI Construction and other companies in the VINCI Group.

A voluntary approach to training

VINCI Construction Grands Projets favours a voluntary approach to training and has systematically surpassed its legal obligation in this respect (1.6% of the salary mass) with, on average, 3.5% of its salary mass over the past three years.

Training priorities are:
• core-skill management,
• personnel and team management,
• safety and environmental protection,
• languages.

Training is offered in various areas either through external suppliers or through learning modules offered by in-house experts from all departments. The Team Grands Projets training program, developed in-house with the participation of Ponts Formation Edition, a continued-training agency at École des Ponts, is enabling project support teams to make the transition from a mainly technical approach to a global approach on projects. The program is designed to instil a comprehensive understanding of project complexity from a risk-management perspective and strengthen core competences for a complete project-management approach (design-implementation, contract management, negotiations, financial management). It is also designed to consolidate best management and motivational practices for teams at worksites throughout the world working and collaborating within multicultural settings.

Training is designed for personnel at all levels of the organization, from head office to worksites in France and abroad.

A strong commitment to safety

Our HR policy is totally focused on safety and prevention, through:
• appropriate training,
• continuing dialogue with operations directorates on objectives,
• publicizing efforts and achievements.

At VINCI Construction Grands Projets we reject fatalism. No effort is spared to make our worksites safe places. We watch over our people’s health and safety on a constant basis in France and abroad, whatever the legislative context or social-protection system in place. As a result, we have successfully implemented a “zero accident” culture.

Launched in February 2008 at the Duplex A86 site, (A)live on site is a safety-awareness program built on knowledge and an understanding of individual behaviour and risks associated with on-site behaviour. The program name, “alive on site,” clearly spells out its objective for all VINCI Construction Grands Projets employees: promoting safety is a means of earning one’s livelihood rather than losing one’s life. It also refers to the study of images that are shot “live” on site for a true understanding of risks and how to minimize them. The (A)live on site program uncovers areas for improvement.

Individual and collective salary policy

The salary policy at VINCI Construction Grands Projets includes:
• an individual remuneration system:
- salary for a particular function or competence,
- bonus that is variable and recognizes a certain level of performance.
• a collective remuneration system:
- variable compensation based on company results,
- VINCI Group savings plan (Castor) that offers all personnel (in accordance with French regulations) with three months’ seniority the opportunity to create a savings plan invested in VINCI stock.