KEOLIS LILLE promotes the preservation of Senior people’s jobs

Since December 2009, Transpole has been enforcing a "Senior Plan" in favor of senior employment. To better accommodate the significant expansion in its service offering and in response to the departure of many retiring bus drivers, Keolis Lille faces the challenge of recruiting new bus drivers. As part of its employment policy, TKeolis Lille will give seniors the opportunity to work as bus drivers and, in exchange, benefits from their unique profiles. Their experience, ability to handle stress, cool-headedness, show of maturity in dealings with others are among the advantages generating a positive impact on client relations. Focused communication campaigns and forums presenting these job openings, co-sponsored with institutional partners, are held every year to inform seniors of the opportunities available. With their applications validated, the successful recruits attend a paid 3-plus-month training program, following which they are offered a permanent employment contract. At the same time, Keolis Lille is taking steps to retain senior staff working in physically demanding positions. The objective set is to achieve a 90% retention rate for employees 55 and older. As such, personnel in this age bracket can benefit, should they desire, from an annual physical exam rather than once every 2 years. If their state of health prevents performing the same job, seniors will receive priority placement in other openings company-wide. When creating new services, positions are specifically reserved for seniors: 9 posts have been reserved for the most senior staff during the 2012 launch of the "Vieux Lille" shuttle servicing the city's historical center. Developing seniors' versatility also enhances their opportunities as new posts open. Bus drivers may, for example, undertake missions with a commercial orientation or perhaps transition into driving tramway vehicles. Working hours are also adapted, especially for bus and tramway drivers, in order to limit shifts on weekends, holidays, mornings before 8 and evenings after 8. Moreover, to facilitate skills transfer to younger generations, instructor positions are approved in the company on a priority basis for seniors. 42% of all instructors are 45 and over. Lastly, mentors are appointed to the task of hosting new hires while still showcasing the capacities of seniors.The results of indicator measures are presented annually by senior management to the company's Works Council.
Best practice selected by World Forum Lille in 2010 and updated in 2014