Compagnie des Alpes - 2017 Registration Document

4 SOCIAL, SOCIETAL AND ENVIRONMENTAL INFORMATION Group workforce information

In Ski areas, training continues to be focused on safety, authorisations as well as the development of skills to provide optimal service to our customers (hospitality, languages). Our training activities primarily focus on the Quality of Life at Work and raising awareness of the action to combat harassment. Actions specific to the region were also implemented: for example, in Val-d’Isère, STVI (the ski area operating company) in partnership with other companies or local authorities, pursued a POEC plan, enabling first-time seasonal workers (around 150 trainees) to acquire basic skills in tourism jobs. Collaboration with the resort’s partners (in addition to STVI: tourism office, municipality, ski run service, hoteliers, local traders) has been strengthened through the Val-d’Isère Campus initiative. During this fiscal year, SAP (Société d’Aménagement de la Plagne) also established a POEC for its first-timers. Discussions with the branch OPCA ( Organisme Paritaire Collecteur Agréé – an accredited collection agency) during the 2016/2017 fiscal year have led to an agreement which aims to step up training initiatives. At headquarters, on the back of the work integration policy, the Company has for over three years been providing support until graduation (from BAC to BAC+5) to employees who combine work and training. Around ten students preparing for a variety of diplomas, such as the BTS for legal, accounting/management assistants, computer science degrees, a Masters in International Management, Human Resources, Sales and Marketing or a Mechanical Engineering degree, were welcomed in different holding companies in the 2016/2017 fiscal year. Most of our students join our holding companies on a one/three- year training/work experience contract. They are all supervised by a tutor and most of our tutors have undergone specific “tutor” training to enable them to provide the best-possible support. Note that one of our trainees has been given a permanent position within the Company. At the Ski areas, the training/work experience contracts continue, mainly in technology, human resources and sales. 2. Secure employment Our activities are by nature seasonal. Nevertheless, since the collective agreement signed in 2011 on the stabilisation of employment for our seasonal workers, we have innovated to help them find employment all year round. Within this agreement, CDA offers internal cross-over programmes between the two business segments and external programmes in the employment catchment area. In internal cross-over programmes, all seasonal jobs to be filled are shared with seasonal workers. As geographical mobility represents a hindrance to many of them, this option has been taken up by a very small number of employees. In the employment catchment areas, external programmes are offered. These involve putting our seasonal workers in contact with local employers with complementary seasonality. The Ski areas are pursuing their policy of informal collaboration with sub-contractors which has provided employment for seasonal workers during the summer in maintenance positions or other areas. Some activities (maintenance in particular) are also insourced which has enabled us to either offer our winter seasonal workers summer jobs or to offer permanent employment to workers on fixed-term contracts. In terms of our Leisure destinations, at the end of each season at Parc Astérix we organise a job/training forum for our seasonal workers, presenting to them the professions of the Ski area activity, and the jobs on offer for the winter season. This allows seasonal workers at

CDA employees have two distinguishing features: z most are seasonal employees who have a suitable personality for the activity; z they really love working in the leisure sector and are really keen to increase customer satisfaction. These two factors have a strong impact on the Group’s social policy, which has, for more than five years now, centred on three core areas: integration, secure employment and employability through the development of skills. 1. Integration Operational jobs require one-to-one training, which we provide to our seasonal workers. Most importantly, they must be good with people and able to extend a warm welcome to our visitors, while ensuring their safety and offering them a unique experience. We therefore mainly recruit employees interested in our business segments, with a capacity to develop these qualities. Each year we offer a springboard to candidates who are often looking for their first job or retraining. For several years we have used an appropriate recruitment method that aims to spot talent and potential among the different applicant profiles. This method, based on a programme we call “STAR”, is used by the majority of our Leisure parks. Once we have identified the key behaviour we are looking for in our employees, we assess the applicants by setting them relevant concrete exercises based on scenarios which have actually happened at our sites. During these group sessions, the operational managers take part in the exercises but are also, and most importantly, there to observe. It is these same managers who can determine whether or not the applicants exhibit the key behaviour we are looking for. To a certain extent, these recruitment days are the first step in integrating our future employees before they are immersed in our business activities. Once we have hired our seasonal workers to work at a leisure destination, we then organise an integration day to help them find out more about, and adapt to, the leisure sector. This takes the form of a team-building welcome day, during which park teams rally together to welcome new employees, providing them with the necessary information on how the site is organised and how it works, in an enjoyable and educational manner (e-learning, treasure hunts, site tours, recreational activities in relation to the duties carried out, quizzes, etc.). Here again we favour practical exercises rather than delivering a formal presentation of our activities. Since 2015, we have implemented a certified training programme before hiring, for the new seasonal workers of the Leisure destinations, in the form of a POEC ( préparation opérationnelle à l'emploi collective – operational preparation for collective employment). This programme is intended to enable teams to acquire the skills to improve hospitality at the parks and, most importantly, Very High Visitor Satisfaction. At the end of the programme, which is in place at several sites (Parc Astérix, Walibi Rhône-Alpes and Futuroscope), successful candidates obtain a CCP certificate and a branch-level certificate of professional qualification (CQP) in one of the following three business segments: rides/installations, fast food and shop sales. In Belgium, we also have a collectively-managed training fund for the occupational sector in which our sites operate. It gives them access to grants to train seasonal employees in service jobs and mainly hospitality, as well as in safety and technical issues.

68

Compagnie des Alpes I 2017 Registration Document