{"id":5082,"date":"2020-11-06T09:12:50","date_gmt":"2020-11-06T08:12:50","guid":{"rendered":"https:\/\/syndicoop.fr\/ofict\/?p=5082"},"modified":"2021-05-07T10:01:57","modified_gmt":"2021-05-07T08:01:57","slug":"reconnaissance-remuneration","status":"publish","type":"post","link":"https:\/\/syndicoop.fr\/ofict\/reconnaissance-remuneration\/","title":{"rendered":"Campagne management #4 Reconnaissance & R\u00e9mun\u00e9ration"},"content":{"rendered":"

Cet article sur la reconnaissance et la r\u00e9mun\u00e9ration fait suite \u00e0 celui consacr\u00e9 \u00e0 l’analyse de premiers r\u00e9sultats de la consultation que l’OFICT a lanc\u00e9e sur le th\u00e8me du management (acc\u00e9der \u00e0 la consultation)<\/a>.<\/em><\/span><\/p>\n

<\/p>\n

Une reconnaissance difficile de la qualit\u00e9 du travail<\/b><\/h4>\n
\"
consultation management – graphique des r\u00e9ponses sur la reconnaissance du travail<\/figcaption><\/figure>\n

 <\/p>\n

L\u2019\u00e9l\u00e9ment essentiel de la r\u00e9ponse \u00e0 cette question est bien le fait que 60% des r\u00e9pondants ne sont pas encadrants. De ce fait seuls 60% des encadrants estiment pouvoir \u00ab reconna\u00eetre avec justesse\u00a0 la qualit\u00e9 du travail des agents dont vous avez la responsabilit\u00e9\u00bb sans en pr\u00e9ciser plus avant\u00a0 les moyens, que ce soit dans la r\u00e9daction du CREP ou la possibilit\u00e9 d\u2019attribution de primes.\u00a0<\/span><\/p>\n

\"\"<\/p>\n

Les autres estiment ne pas pouvoir intervenir pour reconna\u00eetre la qualit\u00e9 du travail de leurs subordonn\u00e9s et nous citent des exemples criants:<\/span><\/p>\n

En tant que manager interm\u00e9diaire, je n’ai aucune marge de man\u0153uvre pour une reconnaissance officielle du m\u00e9rite et du d\u00e9vouement des agents sous ma responsabilit\u00e9…<\/span><\/p><\/blockquote>\n

 <\/p>\n

Ces derni\u00e8res ann\u00e9es, je suis de plus en plus confront\u00e9e \u00e0 des cadres (pas de premier niveau) qui n’ont aucune comp\u00e9tence dans le domaine d’activit\u00e9 de leur service, sont incapables d’appr\u00e9cier le travail de leurs agents (qui font seuls tourner le service), s’en contentent tout \u00e0 fait et ne sont en aucune fa\u00e7on sanctionn\u00e9s pour \u00e7a. C’est g\u00eanant au quotidien mais aussi pour les promotions (commentaires creux dans les entretiens professionnels, dossiers tr\u00e8s peu convaincants…).\u00a0<\/span><\/p><\/blockquote>\n

l\u2019\u00e9volution actuelle du syst\u00e8me de r\u00e9mun\u00e9ration : \u00e9l\u00e9ment d\u00e9f<\/strong>avorable pour assurer les missions<\/strong><\/h4>\n
\"La
consultation management – graphique des r\u00e9ponses sur le syst\u00e8me de r\u00e9mun\u00e9ration actuel<\/figcaption><\/figure>\n

La majorit\u00e9 des r\u00e9pondants (60%)\u00a0 juge comme \u00e9l\u00e9ment\u00a0 d\u00e9favorable ou tr\u00e8s d\u00e9favorable l\u2019\u00e9volution actuelle du syst\u00e8me de r\u00e9mun\u00e9ration. Une analogie para\u00eet transpara\u00eetre entre la\u00a0 situation de non encadrement et le rejet de l\u2019\u00e9volution du syst\u00e8me de r\u00e9mun\u00e9ration. <\/span><\/p>\n

\"\"<\/p>\n

Des exemples de d\u00e9rives nous sont cit\u00e9s :<\/span><\/p>\n

C’est scandaleux que nos \u00ab\u00a0primes\u00a0\u00bb qui sont impos\u00e9es et qui sont en fait d\u00e9termin\u00e9s selon notre grade et \u00e9chelon (pas du tout sur la mani\u00e8re de servir ou la suj\u00e9tion du poste) ne comptent pas dans le calcul de notre retraite. C’est comme cela que l’on remercie les serviteurs du service public. Pour les primes type CIA cela est plaisant, c’est loin d’\u00eatre un 13\u00e8me mois de cadre dans le priv\u00e9 et c’est m\u00e9rit\u00e9 au vue des nombreuses heures suppl\u00e9mentaires et du niveau d’\u00e9tude et d’engagement demand\u00e9 aux cadres, mais cela manque de transparence et met des tensions dans les \u00e9quipes. Je sais que si j’ai eu un meilleur CIA qu’une coll\u00e8gue tr\u00e8s m\u00e9ritante d’un autre bureau, c’est parce que mon chef est mont\u00e9 au cr\u00e9neau pour moi et pas sa cheffe qui se moquait de ses agents.\u00a0<\/span><\/p><\/blockquote>\n

Je n’ai pas la main sur la r\u00e9mun\u00e9ration de mon \u00e9quipe, je ne re\u00e7ois m\u00eame pas les mails des RH par ma hi\u00e9rarchie. Quant \u00e0 ma propre situation, c’est encore plus un myst\u00e8re. Je suis devenue chef de bureau sans augmentation et je n’ai pas de comptes-rendus annuels d’\u00e9valuation.<\/span><\/p><\/blockquote>\n

La r\u00e9mun\u00e9ration en trois parties (indiciaire, poste occup\u00e9 et atteinte des r\u00e9sultats) est, pour l\u2019administration, l\u2019instrument le plus adapt\u00e9 \u00e0 la construction de parcours professionnels individuels ascendants. Cette vision est partag\u00e9e par 40% r\u00e9pondants, qui se trouvent sans doute en situation d\u2019encadrement. Cela doit nous interpeller.<\/span><\/p>\n

L’individualisation de la r\u00e9mun\u00e9ration a tout de m\u00eame l’avantage de r\u00e9compenser les personnes les plus investies.<\/span><\/p><\/blockquote>\n

Certains r\u00e9pondants r\u00e9pondant bottent en touche consid\u00e9rant que le syst\u00e8me ne leurs donne pas les moyens pour assurer les missions et le travail d’\u00e9quipe.<\/p>\n

Il faut redonner des marges de man\u0153uvre aux managers<\/span><\/p><\/blockquote>\n

Rappelons l’OFICT revendique plus de marge de man\u0153uvre pour les manager dans le cadre d’un d\u00e9roulement de carri\u00e8re ascendant pour toutes et tous (pri<\/p>\n

mes, promotions, …).<\/p>\n

Une revalorisation des grilles quasi-unanimement pl\u00e9biscit\u00e9e<\/b><\/p>\n

\"90
consultation management – graphique des r\u00e9ponses sur les modes d’actions<\/figcaption><\/figure>\n

Les agents (pr\u00e8s de 70%) sont demandeur d\u2019un management plus transversal et participatif , qui reste, malheureusement, \u00e0 mettre en\u00a0 place, bien souvent.<\/p>\n

\"\"<\/p>\n

Avec une\u00a0 \u00e9crasante majorit\u00e9 (90%), les agents pl\u00e9biscitent la r\u00e9mun\u00e9ration statutaire et la revalorisation du point d’indice. Tout en veillant \u00e0 l’int\u00e9gration des primes dans la r\u00e9mun\u00e9ration statuaire (88% des r\u00e9pondants).<\/p>\n

Rappelons que la valeur du point d\u2019indice est bloqu\u00e9e depuis plus de 10 ans et que cela p\u00e9nalise les actifs et les retrait\u00e9s. Les grilles PARODI qui d\u00e9terminent le traitement brut des fonctionnaires n’ont pas \u00e9t\u00e9 revues depuis 5 ans (PPCR). Cette fausse revalorisation n’a aboutit qu’\u00e0 l’augmentation de la dur\u00e9e des \u00e9chelons, le rajout d’\u00e9chelons interm\u00e9diaires et un saupoudrage de points, le tout sans r\u00e9elle revalorisation totale de la grille. Au total, le pouvoir d’achat des fonctionnaires a baiss\u00e9 de plus de 20% depuis 2000.<\/p>\n

L’OFICT revendique:<\/strong><\/p>\n

    \n
  • un management respectueux, participatif et respectant l’\u00e9galit\u00e9 femme-homme.<\/strong><\/li>\n
  • la \u00ab\u00a0double\u00a0\u00bb revalorisation du point d’indice (rattrapage et revalorisation annuelle), ainsi que la revalorisation annuelle des grilles \u00ab\u00a0PARODI\u00a0\u00bb.<\/strong><\/li>\n<\/ul>\n

     <\/p>\n

    Citons\u00a0:<\/span><\/p>\n

    Il faut int\u00e9grer au maximum toutes les primes dans les points d’indices. Cela \u00e9vitera les effets d’aubaine pour les personnels ayant des \u00e9chelles indiciaires \u00e9lev\u00e9es qui postulent aujourd’hui chez les op\u00e9rateurs ayant des \u00e9chelles indiciaires faibles avec de fortes primes, et qui engendre de grandes disparit\u00e9s de r\u00e9mun\u00e9ration entre agents exer\u00e7ant les m\u00eames fonctions, ce qui cr\u00e9\u00e9 des ressentis et des tensions qui nuisent \u00e0 tous<\/span><\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

    Cet article sur la reconnaissance et la r\u00e9mun\u00e9ration fait suite \u00e0 celui consacr\u00e9 \u00e0 l’analyse de premiers r\u00e9sultats de la consultation que l’OFICT a lanc\u00e9e sur le th\u00e8me du management (acc\u00e9der \u00e0 la consultation).<\/p>\n","protected":false},"author":1491,"featured_media":5221,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1,382],"tags":[393,95,106],"class_list":["post-5082","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actus","category-ofict","tag-consultation","tag-management-2","tag-remuneration","featuring-alaune","themes-campagne-et-initiatives","documents-journaux-ofict"],"acf":[],"yoast_head":"\nCampagne management #4 Reconnaissance & R\u00e9mun\u00e9ration - OFICT-CGT Equipement-Environnement<\/title>\n<meta name=\"description\" content=\"L'OFICT-CGT pr\u00e9sente les premiers r\u00e9sultats de sa consultation sur le management. 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