Compagnie des Alpes - 2017 Registration Document

4 SOCIAL, SOCIETAL AND ENVIRONMENTAL INFORMATION Group workforce information

the end of their contract to consider undertaking professional training in a chosen area or studying for a certificate to further their career. The Walibi Rhône-Alpes park continues to form partnerships with neighbouring companies with complementary seasonality, enabling us to offer our seasonal workers employment over the winter period. Chambéry Airport, whose requirements increase sharply in the winter, offers jobs to our seasonal workers. In the last few years, the Brioche Pasquier group and Jambon d’Aoste have also notified us of their winter jobs vacancies. In total, around 20 seasonal workers in Walibi Rhône-Alpes benefited from job opportunities, enabling them to work for most of the year. A Group framework agreement signed at the end of 2015, giving priority to re-hiring, provided better visibility for our seasonal workers at our Leisure destination sites who wished to return the following season, Finally, again with a view to stabilising employment, we develop employability by enabling staff to acquire and strengthen skills. In this regard, Compagnie des Alpes is pursuing its training drive: while its FTE employees remained stable, the number of training hours per employee (excluding the figures for Walibi Belgium) increased by 5%, approximately 15 hours, compared to the 2015/2016 fiscal year. subject to certain specific conditions of the agreement. 3. Employability through the development of skills

For the Leisure destinations we have also put in place training courses for the low season in order to foster loyalty among our seasonal workers and develop their skills. This makes them significantly more employable, both with the Group and in companies looking for the same type of profile (tourism professions in particular). We continue to support Group managers by proposing a range of training modules adapted to our culture, our specific needs and our business segments. New modules are being considered in connection with topics of strategic importance for the Group, such as raising awareness of digital issues, innovation (design thinking) and working in project mode. Individual and collective development To support the Group’s fundamental changes and ensure the success of our strategic Horizon 2020 project, a leadership programme was rolled out at CDA Campus, our corporate university. The programme comprises a number of leadership development tools and workshops intended to enhance our collective performance by encouraging more collaboration between the divisions to achieve a sleeker operation and providing individual employees with the key skills set out in our internal guidelines. The programme was followed by the Group’s executives and senior managers.

CHANGE IN THE NUMBER OF TRAINING HOURS PER EMPLOYEE

20

15.4 15.9

14.4

15.1

13.9 14.1

15

10

5

0

2011/2012

2014/2015

2012/2013

2015/2016

2013/2014

2016/2017

To enable its staff to obtain a certificate of professional qualification at branch level (CQP – Certificat de Qualification Professionnelle ), Ski areas provide support, particularly in technical subjects. The objective is to confirm that specialist skills have been acquired, particularly in operating grooming machines, cable cars, etc.

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Compagnie des Alpes I 2017 Registration Document