Nearly 300 colleagues responded to the CGT survey on the RELOAD classification system. The results are clear: job classification is perceived as arbitrary and career paths are stalled. In their responses, many colleagues expressed anger, resignation, and disengagement, particularly senior employees. Below, we publish the detailed results of this survey.
To go further, you will find at the bottom of the article the distribution of classifications of the survey participants (questions 1 & 2 of the online form) as well as a selection of comments received.
Hear ye, hear ye, good people!
Results and Analysis
57.2% of participants believe that the transition to RELOAD has not been beneficial for them in terms of classification, and 73% observe that colleagues around them perform the same work but their jobs do not have the same classification. This demonstrates that management has subverted the classification method, which is supposed to be based on the job description (i.e., the actual work performed in the position).
5 – By what timeframe do you expect to move into a higher job classification?
Career growth perspectives appear blocked for the majority of participants (54% have an unknown mobility prospect or one exceeding 5 years).
6 – Have you ever been denied mobility to a position with a higher classification?
Mobility refusals are numerous for reasons other than skills-related issues:
- The gap between the targeted position and the current position: 51%
- Salary too low compared to the Minimum Guaranteed Salary (SMH) of the targeted position: 40%
In conclusion, the RELOAD classification does not suit a large majority of participants.
If you wish, the CGT can help you review your situation and identify gaps between your daily activity in your position and your job description. This will allow us to build a collective and individual challenge together.
Beyond this approach with employees, the CGT—having not signed the RELOAD agreement nor the new metalworking industry collective agreement—will continue to demand real recognition of qualifications and experience to enable genuine career progression.
Do not remain isolated; collective action can lead to concrete progress.
We remain available for any questions or comments.
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Classification breakdown of participants (before and after RELOAD):
2 – What is the classification of your current job position ?
In the employees’ own words:
“Before Reload, the system allowed for competent and fulfilled people in their positions, recognized and valued by the company. It was even possible for a shop floor worker to reach management status. Today, unfortunately, this is no longer the case. This system forces employees to change positions, establishing an unhealthy mechanism where we no longer think in terms of profession, but in terms of classification.”
“RELOAD prevents us from evolving. Too much of a classification gap prevents us from applying for internal job offers.”
“I was downgraded, and the worst part is that a manager admitted it to me—there were quotas, even though we were told there wouldn’t be any.”
“The classification does not reflect the work performed or the responsibilities taken.”
“Several people on the A350 FAL realized that all equivalent positions at St Nazaire were classified one grade higher. E.g.: Sup Tech 8 => 9, Team Leader 9 => 10 etc. Is this normal, when everything was supposed to be leveled and equal according to the company? Same example at St Eloi with Team Leaders.”
“I am dissatisfied. Classification is based on salary rather than the position.”
“I have colleagues who [have] exactly the same activity as me; they are G13 while I am F11… In mobility for 6 months, I have only had refusals due to the SMH minimum.”
“No prospect of grade evolution within one’s position;
forced to change positions (even if we like the job) to advance in grade and salary; ranked 14 at 45 years old with no ambition to become an expert or manager, I have reached the end of my career, with 23 years left (for now) to wait for retirement…”
“Impossible to switch to a different position because my salary is too low… This blocks people’s career progression. A more progressive scale would allow for personal development.”
“Classifications on the ATR side are one grade lower compared to Airbus for equivalent positions.”
“I don’t think classification is a problem as such, but it’s the pressure on raises and recognition that worsens career development possibilities.”
“I had been selected for a job offer at F12; at the time of signing, it was downgraded to F11.”
“I do the same job as my colleague; he is 13 and I am 11. I did heavy work (busy weeks when I was covering for him) and I didn’t even get a salary increase, nor a ‘4’ in bonus.
I find it very unfair because moving from one classification to another now takes time rather than experience and skills. 🙁 ”
“I perfectly agree with your analysis: I have a position classified as 12 but a salary above that. So I’m supposed to consider myself lucky and no longer hope for the slightest raise because, and I quote, ‘you understand, you’re already well paid for your position.’ This inevitably has an impact on our engagement, and it’s a shame.”
“Arriving after Reload, I joined at level 13 while my colleagues doing the same work are 14. I know my ‘experience’ is lower […] But I was led to understand that my position could not be upgraded to 14 because it is associated with a job description and not an individual.”
Article produced without AI.