DIJON ACADEMY: The rectorate responds to SNDPEN
In reaction to the SNPDEN press point on Monday, November 15, the Dijon academy reaffirms for its part that the improvement of the working conditions of staff is included in the concerns.
Academic reaction following the press point? Of the SNPDEN of Côte-d’Or,
Monday 15 November 2021:
Improving the working conditions of all academy staff is a daily concern for our academy.
The “National Education House” has been able to cope with the health crisis and the educational and administrative continuity of schools and educational establishments, with the decentralized education services and their partners at their side.
The health crisis did not signal the implementation of large-scale reforms, with the objectives of maintaining the quality of service, the success of our students, their pursuit of studies, their professional integration and the construction of their citizenship. .
The issues and challenges of National Education are demanding; contextualization and change management are complex and necessary all our benevolent support to allow management staff to develop the dynamics within the framework of the autonomy of schools and local work collectives.
We listen to them, as to that of all other staff, teachers, administrative, technical, social or health. It is a question of reconciling both high vision and pragmatism, short-term and long-term actions, and promotes the sharing of practices and learning communities taking into account the contexts in which they develop.
Georges Fotinos’ national survey to which reference is made is a tool for understanding the feelings of management staff and contributes to the social dialogue particularly developed in recent years at the national level and in the academy, but induces a fairly focused focus. . It takes place in a particular context and involves answers to targeted questions, without providing any details on the context of the Dijon academy.
Other insights into working conditions and support methods for management staff enrich this data: consultation groups led by the academic management team, thematic working groups such as the implementation of the reform of the baccalaureate, support for establishments in the context of their assessment, the deployment of the inclusive school, information systems and IT tools.
The implementation of the charter of management practices in schools as close as possible to the players constitutes an important lever and a real opportunity to pursue the actions undertaken in the continuity of the academic project.
Within the framework of a constructive dialogue, these are solutions which are in order to support in the best possible conditions the management staff, in a context of salary increase, recognition of professional commitments, and personalized support.
The Grenelle education commitments and the academic HR roadmap provide concrete answers:
– the compensation for functions, responsibilities and results for management staff has been increased (at a cost of € 7.6 million in 2021);
– the tutoring allowance and the possibilities for advancement to hors-classe are also improved (20.9 million euros in total).
In order to allow everyone to know their skills and wishes, a new management department was set up in 2021 nationally to carefully monitor the careers of middle and senior management staff in ministries; to complete it, academic supervision missions have been generalized since September 2021. The human resources management policy has thus been strengthened and makes it possible to achieve the ambition of genuine personalized and generalized support, by identifying and better monitoring talents .
In conclusion, and for all staff, these HR ambitions translate into:
– better communication for more transparency and accessibility of procedures;
– personalized support throughout the professional career;
– an HR organization embodied in the territories and an implementation of local HRM at all levels;
– greater professionalization of HR support;
– strengthening of work collectives, team spirit and mutual aid;
– openness to other professional universes;
– better protection granted by the institution.
Find out more about the academic HR roadmap: https://www.ac-dijon.fr/feuille-de-route-rh-academique-123920