For more than a century and a half, the Eiffage Group has been building a strong corporate culture. Confidence, exemplarity, transparency, responsibility, courage and pugnacity, lucidity are the values held, shared and transmitted by employees ever since the creation of the Group.
Proof of the entrepreneurial spirit: the Group’s employee ownership policy. One of the features that make Eiffage stand out in its sector. The best way to associate employees in a very concrete way to the success of the projects and of the company as a whole.
Eiffage encourages individual initiatives from men and women in the field to improve the working methods of the Group as a whole. The Work Challenge, for example, rewards digital applications developed by the teams to improve safety, productivity and quality. Another example: the Start-Box, a suggestion box which allows each Eiffage employee to share ideas for innovation with their colleagues and to vote for the best proposals. The most imaginative ideas win a prize and are implemented.
Leveraging the potential of young professionals, notably in digital transition and innovation, is one of the major focuses of our strategy.
Career development is the subject of particular attention at Eiffage. With 100,000 projects a year, four divisions and eight major business lines, career and mobility opportunities are extraordinarily varied. The construction and concessions sector is still one of the fields in which it is possible to build a lasting career and where social mobility is a reality. The Group gives all employees the opportunity to develop in their jobs and broaden their skills, whatever their initial training. Master craftsmen are invited to attend a professional review every two years, while employees, technicians, supervisors and executives have an annual performance review. These meetings are a time to express needs, career development or training wishes.
Opened in 2014, Eiffage University is the essential lever of employee training. It offers more than 500 training modules, designed in-house and tailored to the needs of all employees, whatever their profession. More than 5,000 interns follow training sessions every year.
In order to promote employees’ access to new opportunities, Eiffage has set up a “Job Market”: an internal market that connects a pool of applicants at Group level, showing all the job postings, the objective being to shorten the application process. A Charter facilitates access to geographic mobility with the “Pass mobilité” and the “Action logement” scheme.
By its size and the diversity of its activities, the Eiffage Group offers employees fantastic opportunities of benefiting from international career paths. The Group’s human resources department establishes recruitment plans for each international project and matches them with the internal pool of employees available for the missions involved. These mobility offers, with an advantageous and protective package (help in finding accommodation, administrative assistance, specific social protection, etc.), are great opportunities for evolution and promotion within the Group.
The Group’s growth and performance involve the development of all its human resources, as well as dynamic skills management.
Protecting employee integrity is a fundamental concern for the Group, which has set itself an objective that is admittedly ambitious, but the only truly tenable one: a zero accident rate. Training programmes, accident analysis, prevention visits by supervision, operational audits, sharing of best practices, investment in state-of-the-art equipment: all possible means are implemented to make Eiffage construction sites safe places to work. The figures bear witness to this commitment, with a steady decline in frequency and severity rates for several years for the entire scope of activity.
Workers, office employees, technicians, supervisors and managers: each employee has access to a specific insurance policy, personally and for their spouse. This is one of the many benefits offered by a Group concerned about the well-being of its employees, as evidenced by the bonuses, profit-sharing schemes, supplementary retirement and health insurance schemes it offers, as well as access to equipment that helps improve their work-life balance: canteen, crèche, car park, gym, etc.
Eiffage promotes professional integration through a proactive policy that prepares the young generations to the reality of the jobs of tomorrow. Actions concern mainly master craftsmen and management at local level. They consist in giving young people with all levels of education access to a recognised professional qualification and offering them their first experience in a large enterprise.
Internally, Eiﬀage’s Charter of Values provides a framework for the respect for diversity and equal opportunities, without distinction of sex, age, nationality, religious belief, social environment, or health. Eiffage stands out by the large number of actions it conducts in favour of equal opportunities and respect for gender equality.
With nearly 100,000 projects completed every year, the men and women of the Group are Eiffage’s most valuable asset. The Group offers career opportunities at all of its locations and in all of its business lines: works, studies, methods, real estate, commercial, support functions, etc.
Designers are in charge of mapping out the plans used at each stage of a construction site.
They are involved in the preliminary technical studies, in drafting execution documents and in monitoring the progress of the works.
Working in a design office, their job is to rework into a plan the various construction stages of a project, as directed by the engineer.
They can start out as a design draftsman, tasked with carrying out more detailed project plans, then move on to become a more qualified designer, responsible for studying any issues that may arise in the construction of certain parts of a structure.
The survey engineer determines the boundaries of a plot and its legal and physical suitability for development.
When developing a district or tracing a new road, the surveyor is the first person involved. Before the work starts, they carry out field surveys using a specialised apparatus (the theodolite), overlooking no details: levels of altitude, trees, telegraph poles, walls, etc.
Based on these surveys, they draws up computer plans and maps: metrology software, computer assisted design, geographic information systems, satellite images, etc.
The electrician installs and commissions electrical equipment.
In public works, electricians work outdoors on full-scale structures, more specifically high voltage lines.
They use plans to determine the position of the electrical installation’s components. They lay cables, wires, electric panels, cabinets and plugs, and connect the installation with the external grid.
TBM operators supervise the tunnel boring machine’s trajectory and the tunnel’s progress.
Surrounded by monitors, they continuously control the work’s progress. The machine is adjusted from the cockpit in order to follow the planned route.
TBM operators work hand-in-hand with a team of electricians, automatic control specialists, hydraulic mechanics and surveyors. They must be capable of assessing a number of mechanical and civil engineering parameters and taking into account the geological nature of the terrain.
Crane operators are highly qualified construction experts, specialists in driving and operating lifting equipment.
They supply materials to the various sections of a construction site. They are fully responsible for the crane, from start to finish. They checks the security systems and the load weight before operating the crane. Crane operators play an instrumental role in the progress of the construction site.
Attentive, calm and with excellent spatial representation skills as well as a very high level of dexterity, crane operators know how to make decisions.
Cost estimation engineers are responsible for all or part of a project’s financial assessment.
Their main responsibility is to analyse the financial resources required for a construction project.
Cost estimation engineers study the contractual parts related to the contract. Based on this technical analysis, they define methods, the construction elements and the provisional work programme.
With a constant concern for profitability, they determine the cost of the work and of the human, material and equipment resources necessary for the project’s success. They draw up estimates and negotiate prices with suppliers, with the help of specialists. They draft all the technical documents related to the project.
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