EDF_REGISTRATION_DOCUMENT_2017

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ENVIRONMENTAL AND SOCIETAL INFORMATION − HUMAN RESOURCES Pay close attention to our co-workers and make our internal transformations a success

Work-study programmes: a solid history and a commitment for the future The EDF group has been historically committed in favour of work-study programmes, which are considered as a way to ensure excellent training, professional training and occupational integration of young people. Accordingly, since the signing of the first agreement on work-study programmes in 2010, the EDF group, and more particularly EDF SA and Enedis, have more than fulfilled the statutory obligations to welcome and support work-study trainees and help them find employment. The 2017 results continue this trend, with 6,404 work-study trainees within the EDF group at the end of 2017, including 3,495 trainees at EDF SA and 1,728 at Enedis. Among the work-study trainees who finished their contracts, 96% obtained their diploma and 87% found a job or started training at the end of their contract. In 2017, Group initiatives already underway continued to operate: a proactive policy to hire work-study trainees in Group companies; within the ■ scope of EDF SA, 33% of 2017 hires were of work-study trainees, a figure well above the commitment of 25% made in the EDF SA Skills agreement signed at the end of 2016; there were actions to help the work-study trainees not hired to find work, such ■ as the organisation of speed-dating events with the Group’s service providers, the offering of services by specialist recruitment firms, business start-up assistance for work-study trainees who have formulated proposals, the organisation of workshops in conjunction with Pôle Emploi or enrolment on the “Engagement Jeune” inter-company platform, which allows EDF’s work-study trainees to submit their curriculum vitae along with a short recommendation from their tutor; As proof of this commitment by the Group to work-study programmes, in autumn 2016, Jean-Bernard Lévy became Chairman of Fondation Innovations Pour les Apprentissages (FIPA), which is financially supported by major groups operating in France (1) . Appropriate career management 3.6.1.4 Management of talent and executives The EDF group has developed a flagship talent-spotting system. The 2011 Group “Talents” policy is being reviewed by the Group’s different subsidiaries and the management of manager career paths is getting special attention. “People reviews” by line of business and by geographical area are organised in order to ensure the development of executives’ careers and their appointment to appropriate positions. Employee career path management The Group “Training & Skill Development” policy, approved at the end of 2015, includes several objectives for assisting employees with their careers, mobility and employability. This policy particularly systematises, at every Group company, an annual review of each employee’s career plan. It also aims to ensure that every employee, wherever they work, can be assisted, if they so wish, with developing their career plan. These Group training policy commitments relating to career support are strengthened in the EDF SA skills agreement (2016-2019) and include an employee appraisal every year, compared with the statutory requirement of every two years per the training law of 5 March 2014. In addition, since September 2017, employees have had access to the “multi-modal” career support offering described in the agreement (digital platform, internal employment fair, easier access to Career Advisors), and: a single online space for career development, mobility and training was launched ■ to give users tools to aid them at every stage of their careers and facilitate their carrier path. This space contains every link, tool, mechanism, information sheet, etc. employees need for every stage of their career. It is structured around 4 main stages: “I’m sharing my skills” “I’m imagining my career path”, “I’ve decided to change jobs”, “I’m looking for training courses to take”. Managers and employees are encouraged to use this community to prepare for professional interviews every year;

The GMU (Université Groupe Management – UGM), created in 2010, is intended to train 29,000 Group managers, executives and talents. It is one of the 19 major global group corporate universities with international CLIP (Corporate Learning Improvement Process) accreditation, which places it among the best corporate universities. The GMU contributes to the EDF group’s integration and internationalisation. It helps to develop the Group’s managers’ skills in terms of leadership, management, strategy and energy market fundamentals using proven training courses, and modern teaching tools (e-learning, multi-modal coaching, joint development). Today, the GMU provides professional training for managers in practically all the geographical areas where the Group operates: Asia-Pacific, United Kingdom, Italy, France, Central Europe and America. In 2017, the GMU started to expand its scope of intervention. An inter-company benchmark with Thales and Renault was produced on the topic of “Supporting the improvement of project management skills” Certification by the Project Management Institute (PMI) will be an essential component in the career of future EDF project managers. “La Chocolaterie”, an internal incubator, has welcomed over 6,000 people and contributed to the deployment of projects thanks to innovative methods such as Design Thinking or the development of business projects. One of the priorities for the years to come will be support for EDF’s managerial transformation. To do this, the GMU has launched several pilot projects with entities to design a quantitative assessment tool to support and encourage dialogue amongst Management Committee members and management teams. The GMU’s know-how will thus be able to support the transformation of the entire management line. The GMU also continued its e-training, through training offers for “Sense and Strategy”, which is targeted at the 20,000 Group managers and aims to deploy the CAP 2030 Group strategy. Furthermore, two “Culture and Cash” e-learning courses, for all directors and managers, have been launched. They aim to raise awareness about the Company’s finances and are targeted at directors and managers so that they can better identify concepts of economic and financial performance, incorporate them into their operational activities and understand their impact on the Group’s financial priorities. The GMU offers fifty or so courses and trains more than 1,000 managers on site annually. The GMU also offers programmes aimed at Group talent and executives. In 2017, approximately 1,000 executive and talents took GMU courses. Promotional training courses promote the “social elevator” at all levels Among the new Corporate Responsibility Objectives set by the Group, EDF undertakes to integrate the best practices of industrial groups in terms of human development, particularly including the aim to develop the “social elevator” of tomorrow. To contribute to this process, EDF focuses on the potential of its employees, whatever their level, by investing in promotional diploma courses. EDF SA has thus built and negotiated with social partners for innovative mechanisms based on the Personal Training Account. The initiative rests with the employee and it is jointly financed by the Company. These mechanisms allow employees to fast-track their career and change category by obtaining a diploma. This form of “social elevator” genuinely sets the Group apart and has proven its effectiveness: more than 37% of the EDF group’s current managers in France became ■ managers over the course of their careers; nearly 1,100 group employees began a promotional diploma course over the last ■ 7 years, 100 of whom began attending them in 2017; 200 graduated the same year; ■ 2017 also saw the launch of the updated “Cap Exécution Cadre” mechanism, ■ which allows employees to move from Operations to Management in four years. In 2018, these efforts will lead to new methods of reinforcing individual career support.

Under the aegis of the Ministry of Labour, Employment, Professional Training and Social Dialogue, and the Act Against Exclusion Foundation (FACE), FIPA’s objective is to promote (1) innovation in all kinds of work-study schemes through the financing of concrete projects proposed by companies that meet those companies’ real needs.

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DF I Reference Document 2017