{"id":2557,"date":"2026-08-13T09:20:16","date_gmt":"2026-08-13T07:20:16","guid":{"rendered":"https:\/\/www.sud-industrie-capgemini.fr\/?p=2557"},"modified":"2026-08-13T11:25:53","modified_gmt":"2026-08-13T09:25:53","slug":"talent-review-lenveloppe-est-fermee-avant-que-vous-nentriez","status":"publish","type":"post","link":"https:\/\/www.sud-industrie-capgemini.fr\/index.php\/2026\/08\/13\/talent-review-lenveloppe-est-fermee-avant-que-vous-nentriez\/","title":{"rendered":"Talent Review : L&rsquo;enveloppe est ferm\u00e9e avant que vous n&rsquo;entriez."},"content":{"rendered":"\n[et_pb_section fb_built=\u00a0\u00bb1&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-illus\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <figure><!-- [et_pb_line_break_holder] -->        <img decoding=\"async\" src=\"https:\/\/www.sud-industrie-capgemini.fr\/wp-content\/uploads\/2026\/08\/Lenveloppe-fermee-cp.jpg\" alt=\"Illustration : l'\u00e9valuation broy\u00e9e, l'enveloppe verrouill\u00e9e.\"><!-- [et_pb_line_break_holder] -->        <figcaption>Illustration originale &#8211; A.C.<\/figcaption><!-- [et_pb_line_break_holder] -->      <\/figure><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] 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span{color:var(--sud-white);text-decoration:none;font-weight:800;font-size:15px;letter-spacing:.01em;display:flex;align-items:center;gap:9px;}<!-- [et_pb_line_break_holder] -->.sud-contact .ic{color:var(--sud-yellow);font-weight:900;}<!-- [et_pb_line_break_holder] -->.sud-contact a:hover{color:var(--sud-yellow);}<!-- [et_pb_line_break_holder] -->.sud-fine{background:var(--sud-paper);color:var(--sud-muted);font-size:11.5px;line-height:1.6;}<!-- [et_pb_line_break_holder] -->.sud-fine .sud-wrap{padding-top:18px;padding-bottom:24px;}<!-- [et_pb_line_break_holder] -->.sud-fine strong{color:var(--sud-ink);font-weight:800;}<!-- [et_pb_line_break_holder] -->@media(max-width:640px){<!-- [et_pb_line_break_holder] -->  .sud-block{padding:26px 0;}<!-- [et_pb_line_break_holder] -->  .sud-wrap{padding:0 16px;}<!-- [et_pb_line_break_holder] -->  .sud-masthead .sud-wrap{flex-wrap:wrap;gap:4px 14px;}<!-- [et_pb_line_break_holder] -->  .sud-masthead .sud-meta{text-align:left;}<!-- [et_pb_line_break_holder] -->  .sud-legal .ref{white-space:normal;}<!-- [et_pb_line_break_holder] -->  .sud-2col{gap:16px;}<!-- [et_pb_line_break_holder] -->  .sud-shead{gap:12px;}<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] -->@media(prefers-reduced-motion:reduce){.sud-tract *{transition:none!important;}}<!-- [et_pb_line_break_holder] --><\/style><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block--flush sud-masthead\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-logo\">SUD <b>INDUSTRIE<\/b><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-meta\">Altran \/ Capgemini Engineering<!\u2013- [et_pb_br_holder] -\u2013>Communication &#8211; Ao\u00fbt 2026<\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-hero\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <span class=\"sud-eyebrow\">\u00c9valuation &#8211; Augmentations &#8211; N\u00e9gociation salariale<\/span><!-- [et_pb_line_break_holder] -->      <h1 class=\"sud-h1\"><span>L&rsquo;enveloppe est ferm\u00e9e avant<\/span><span class=\"mark\">que vous n&rsquo;entriez.<\/span><\/h1><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-hero\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <pee class=\"sud-lead\">Des semaines de pr\u00e9paration, des r\u00e9unions en cascade, des managers mobilis\u00e9s \u00e0 plein temps. Au bout : presque aucune augmentation. Ce n&rsquo;est pas un accident. C&rsquo;est le fonctionnement.<\/pee><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">01<\/span><span class=\"ttl\">Les chiffres qui circulent dans le groupe<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-stats\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-stat sud-stat--dark\"><!-- [et_pb_line_break_holder] -->          <div class=\"fig\">-40 %<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">des salari\u00e9s augment\u00e9s en 2023, pour une moyenne de 5 %<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"src\">Source syndicale &#8211; 2023<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-stat sud-stat--yellow\"><!-- [et_pb_line_break_holder] -->          <div class=\"fig\">-30 %<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">des salari\u00e9s dont les objectifs sont simplement r\u00e9ussis obtiennent une augmentation<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"src\">Source syndicale &#8211; 2023<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-stat sud-stat--dark\"><!-- [et_pb_line_break_holder] -->          <div class=\"fig\">-9 %<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">des salari\u00e9s concern\u00e9s par les mesures salariales 2024, de 2 \u00e0 4 %<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"src\">Source syndicale &#8211; 2024<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <pee class=\"sud-note\">Ces chiffres ont \u00e9t\u00e9 publi\u00e9s dans le groupe. Personne ne les a d\u00e9mentis. Ils disent la m\u00eame chose que vous : atteindre ses objectifs ne suffit pas \u00e0 \u00eatre augment\u00e9.<\/pee><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">02<\/span><span class=\"ttl\">Ce que vous nous remontez<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-quotes\"><!-- [et_pb_line_break_holder] -->        <blockquote class=\"sud-quote\"><span>Beaucoup d&rsquo;\u00e9nergie mobilis\u00e9e pour pr\u00e9parer les revues et les entretiens annuels, et \u00e7a ne sert pas \u00e0 grand-chose.<\/span><\/blockquote><!-- [et_pb_line_break_holder] -->        <blockquote class=\"sud-quote\"><span>On joue \u00e0 un jeu dont on ne ma\u00eetrise pas les r\u00e8gles, et qui \u00e9puise les gens pour presque rien.<\/span><\/blockquote><!-- [et_pb_line_break_holder] -->        <blockquote class=\"sud-quote\"><span>Le pire, c&rsquo;est qu&rsquo;on ne peut pas s&rsquo;y soustraire.<\/span><\/blockquote><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <pee>Elles d\u00e9crivent un travail r\u00e9el : r\u00e9diger, argumenter, pr\u00e9parer des supports, si\u00e9ger en r\u00e9union. Et elles ne viennent pas que des \u00e9valu\u00e9s : <strong>certains<\/strong> managers de proximit\u00e9 passent des jours \u00e0 d\u00e9fendre des dossiers dont l&rsquo;arbitrage leur \u00e9chappe.<\/pee><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\"><pee>Le calcul est simple. Quand des centaines de salari\u00e9s et de managers consacrent des jours \u00e0 r\u00e9partir une enveloppe d\u00e9j\u00e0 fix\u00e9e, ce n&rsquo;est plus un outil de reconnaissance : c&rsquo;est un outil de r\u00e9partition de la p\u00e9nurie.<\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">03<\/span><span class=\"ttl\">O\u00f9 se d\u00e9cide r\u00e9ellement votre salaire<\/span><\/div><!-- [et_pb_line_break_holder] -->      <pee><strong>Pas en revue.<\/strong> Le budget global des augmentations est d\u00e9cid\u00e9 par la direction. La revue ne cr\u00e9e pas d&rsquo;argent : elle r\u00e9partit une enveloppe d\u00e9j\u00e0 arr\u00eat\u00e9e.<\/pee><!-- [et_pb_line_break_holder] -->      <pee>Le seul lieu o\u00f9 ce budget se discute, c&rsquo;est la <strong>n\u00e9gociation obligatoire sur la r\u00e9mun\u00e9ration<\/strong>. Et si aucun accord n&rsquo;y est sign\u00e9, la direction fixe le montant seule. Sans organisation capable de peser \u00e0 cette table, il n&rsquo;y a pas de discussion : il y a une d\u00e9cision.<\/pee><!-- [et_pb_line_break_holder] -->      <pee>Votre manager n&rsquo;arbitre pas un budget, <strong>il applique un quota<\/strong>. C&rsquo;est pour cela que la pr\u00e9paration la plus soign\u00e9e peut ne rien produire.<\/pee><!-- [et_pb_line_break_holder] -->      <div class=\"sud-legal\"><!-- [et_pb_line_break_holder] -->        <div class=\"ref\">Art. L2242-13<\/div><!-- [et_pb_line_break_holder] -->        <div class=\"txt\">\u00ab \u00c0 d\u00e9faut d&rsquo;accord fixant une autre p\u00e9riodicit\u00e9, l&#8217;employeur engage chaque ann\u00e9e une n\u00e9gociation sur la r\u00e9mun\u00e9ration, le temps de travail et le partage de la valeur ajout\u00e9e dans l&rsquo;entreprise. \u00bb<\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\" style=\"margin-top:16px;\"><pee>Et si la direction ne bouge pas ? \u00c0 d\u00e9faut d&rsquo;initiative de l&#8217;employeur depuis plus de douze mois, une organisation syndicale repr\u00e9sentative peut demander l&rsquo;ouverture de la n\u00e9gociation : l&#8217;employeur a quinze jours pour convoquer. <strong>Ce droit se gagne dans les urnes.<\/strong><\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">04<\/span><span class=\"ttl\">Ce que dit le droit sur l&rsquo;\u00e9valuation<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-cols3\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-lawcard\"><!-- [et_pb_line_break_holder] -->          <div class=\"cap\">Information pr\u00e9alable<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"art\">Art. L1222-3<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"body\">\u00ab Le salari\u00e9 est express\u00e9ment inform\u00e9, pr\u00e9alablement \u00e0 leur mise en \u0153uvre, des m\u00e9thodes et techniques d&rsquo;\u00e9valuation mises en \u0153uvre \u00e0 son \u00e9gard. \u00bb<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"tag\">R\u00e9sultats confidentiels<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-lawcard sud-lawcard--dark\"><!-- [et_pb_line_break_holder] -->          <div class=\"cap\">M\u00e9thodes pertinentes<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"art\">Art. L1222-3<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"body\">\u00ab Les m\u00e9thodes et techniques d&rsquo;\u00e9valuation des salari\u00e9s doivent \u00eatre pertinentes au regard de la finalit\u00e9 poursuivie. \u00bb Un dispositif qui n&rsquo;augmente presque personne interroge cette pertinence.<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"tag\">Contr\u00f4le possible<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-lawcard\"><!-- [et_pb_line_break_holder] -->          <div class=\"cap\">Consultation du CSE<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"art\">Art. L2312-38<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"body\">Le comit\u00e9 est \u00ab inform\u00e9 et consult\u00e9, pr\u00e9alablement \u00e0 la d\u00e9cision de mise en \u0153uvre, sur les moyens ou les techniques permettant un contr\u00f4le de l&rsquo;activit\u00e9 des salari\u00e9s \u00bb. Nous demandons que les dispositifs d&rsquo;\u00e9valuation y soient soumis.<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"tag\">Position SUD<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\" style=\"margin-top:16px;\"><pee>Ne confondez pas les deux entretiens. L&rsquo;entretien de parcours professionnel de l&rsquo;article L6315-1 ne porte pas sur l&rsquo;\u00e9valuation de votre travail. Il se tient sur le temps de travail et donne lieu \u00e0 un document remis au salari\u00e9. Une revue de performance ne le remplace pas.<\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">05<\/span><span class=\"ttl\">Ce qu&rsquo;il faut faire, cette ann\u00e9e<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-actions\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>Exigez l&rsquo;\u00e9crit<\/h4><pee>Demandez la restitution \u00e9crite de votre revue : la d\u00e9cision, sa motivation, et le crit\u00e8re appliqu\u00e9. Un refus oppos\u00e9 oralement ne se conteste pas.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>Comptez vos heures<\/h4><pee>Le temps pass\u00e9 \u00e0 pr\u00e9parer et \u00e0 si\u00e9ger est du temps de travail. Notez-le. Un chiffre collectif vaut mille impressions individuelles.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>R\u00e9clamez vos entretiens<\/h4><pee>Entretien de parcours professionnel et \u00e9tat des lieux r\u00e9capitulatif : ce sont des obligations, pas des faveurs. Demandez le document \u00e9crit.<\/pee><\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\" style=\"margin-top:16px;\"><pee><strong>Cinq jours.<\/strong> C&rsquo;est le d\u00e9lai qui vous est laiss\u00e9 pour former un recours aupr\u00e8s de votre RRH apr\u00e8s l&rsquo;entretien de restitution, en cas de mauvaise \u00e9valuation, de d\u00e9saccord sur le grade ou d&rsquo;absence d&rsquo;\u00e9volution salariale. Ce d\u00e9lai est rarement rappel\u00e9 et il court vite. V\u00e9rifiez-le dans votre espace RH et \u00e9crivez sans attendre.<\/pee><\/div><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <pee class=\"sud-banner\" style=\"margin-top:30px;\">Un syst\u00e8me qui ne produit ni augmentation ni trace \u00e9crite <span class=\"mark\">ne se conteste pas. Rendez-le tra\u00e7able.<\/span><\/pee><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <div class=\"sud-2col\" style=\"margin-top:22px;\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-letter\"><!-- [et_pb_line_break_holder] -->          <div class=\"obj\">Objet : Demande de restitution \u00e9crite &#8211; revue annuelle [ann\u00e9e]<\/div><!-- [et_pb_line_break_holder] -->          <pee>Bonjour [Nom],<\/pee><!-- [et_pb_line_break_holder] -->          <pee>Faisant suite \u00e0 ma revue annuelle du [date], je vous remercie de bien vouloir me communiquer par \u00e9crit :<\/pee><!-- [et_pb_line_break_holder] -->          <ul><!-- [et_pb_line_break_holder] -->            <li>la d\u00e9cision retenue me concernant en mati\u00e8re de r\u00e9mun\u00e9ration et de classification ;<\/li><!-- [et_pb_line_break_holder] -->            <li>les crit\u00e8res sur lesquels cette d\u00e9cision se fonde ;<\/li><!-- [et_pb_line_break_holder] -->            <li>les \u00e9l\u00e9ments de comparaison utilis\u00e9s au sein de ma cat\u00e9gorie d&#8217;emploi.<\/li><!-- [et_pb_line_break_holder] -->          <\/ul><!-- [et_pb_line_break_holder] -->          <pee>Je vous remercie \u00e9galement de me pr\u00e9ciser la date de mon prochain entretien de parcours professionnel ainsi que celle de mon \u00e9tat des lieux r\u00e9capitulatif, et de me transmettre les documents correspondants.<\/pee><!-- [et_pb_line_break_holder] -->          <pee class=\"sign\">[Pr\u00e9nom NOM] &#8211; [Fonction]<\/pee><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-side\"><!-- [et_pb_line_break_holder] -->          <div class=\"cap\">Pourquoi l&rsquo;\u00e9crit<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-callout\"><pee>Une d\u00e9cision non motiv\u00e9e par \u00e9crit ne laisse aucune prise. Une d\u00e9cision motiv\u00e9e par \u00e9crit devient v\u00e9rifiable, comparable, et contestable.<\/pee><\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-mini\"><span class=\"lab\">Si on vous r\u00e9pond oralement<\/span>Reformulez par courriel : \u00ab Je prends note de votre r\u00e9ponse orale du [date], selon laquelle\u2026 \u00bb Le silence vaut confirmation.<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">06<\/span><span class=\"ttl\">Appel \u00e0 t\u00e9moignages<\/span><\/div><!-- [et_pb_line_break_holder] -->      <ul class=\"sud-qlist\"><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">01<\/span><span class=\"qt\">Combien de <strong>jours de travail<\/strong> avez-vous consacr\u00e9s \u00e0 la pr\u00e9paration de votre revue et des entretiens associ\u00e9s ?<\/span><\/li><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">02<\/span><span class=\"qt\">Avez-vous obtenu une <strong>restitution \u00e9crite<\/strong> de la d\u00e9cision et de ses crit\u00e8res ?<\/span><\/li><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">03<\/span><span class=\"qt\">Avez-vous \u00e9t\u00e9 inform\u00e9 du <strong>d\u00e9lai de recours de cinq jours<\/strong> apr\u00e8s votre entretien de restitution ? Depuis combien d&rsquo;ann\u00e9es n&rsquo;avez-vous eu aucune progression salariale ?<\/span><\/li><!-- [et_pb_line_break_holder] -->      <\/ul><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\"><pee>\u00c9crivez-nous. Ces chiffres, personne ne les publie. Nous les construirons avec vous, et nous les mettrons sur la table.<\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">07<\/span><span class=\"ttl\">Ce que SUD Industrie exige<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-demands\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>La communication du montant global de l&rsquo;enveloppe d&rsquo;augmentation, de sa r\u00e9partition par cat\u00e9gorie d&#8217;emploi et du taux de salari\u00e9s augment\u00e9s.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>La restitution \u00e9crite et motiv\u00e9e de chaque d\u00e9cision individuelle, avec le crit\u00e8re appliqu\u00e9.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>La communication de tous les crit\u00e8res et indicateurs utilis\u00e9s pour d\u00e9cider, y compris ceux qui n&rsquo;apparaissent pas dans votre espace personnel.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>Un d\u00e9lai de recours port\u00e9 \u00e0 quinze jours apr\u00e8s l&rsquo;entretien de restitution, et la tenue effective des entretiens de parcours professionnel.<\/pee><\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-cta\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <pee class=\"kick\">On ne change pas les r\u00e8gles en jouant mieux.<!\u2013- [et_pb_br_holder] -\u2013><span class=\"y\">On les change en pesant plus lourd.<\/span><\/pee><!-- [et_pb_line_break_holder] -->      <pee class=\"sub\">Le budget de vos augmentations se discute \u00e0 une table. Qui s&rsquo;y assoit se d\u00e9cide dans les urnes.<\/pee><!-- [et_pb_line_break_holder] -->      <div class=\"sud-contact\"><!-- [et_pb_line_break_holder] -->        <a href=\"mailto:contact@sud-industrie-capgemini.fr\"><span class=\"ic\">\u2709<\/span>contact@sud-industrie-capgemini.fr<\/a><!-- [et_pb_line_break_holder] -->        <span><span class=\"ic\">\u2706<\/span>07 64 44 61 42<\/span><!-- [et_pb_line_break_holder] -->        <a href=\"https:\/\/sud-industrie-capgemini.fr\"><span class=\"ic\">\u25c6<\/span>sud-industrie-capgemini.fr<\/a><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block--flush sud-fine\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <strong>Sources :<\/strong> Code du travail, art. L1222-3, L2312-38, L2242-13 et L6315-1, en vigueur en ao\u00fbt 2026. Chiffres issus de communications syndicales publiques du groupe, 2023 et 2024. Verbatims de salari\u00e9s recueillis par le bureau syndical, anonymis\u00e9s. &#8211; Ne pas jeter sur la voie publique.<!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_column _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb type=\u00a0\u00bb4_4&Prime;][et_pb_button button_url=\u00a0\u00bbhttps:\/\/www.sud-industrie-capgemini.fr\/wp-content\/uploads\/2026\/08\/SUD_Tract_TalentReview_2026-08_WORD_v4.pdf\u00a0\u00bb url_new_window=\u00a0\u00bbon\u00a0\u00bb button_text=\u00a0\u00bbTELECHARGER\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_icon=\u00a0\u00bb&#x41;||divi||400&Prime; hover_enabled=\u00a0\u00bb0&Prime; global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb sticky_enabled=\u00a0\u00bb0&Prime;][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"<p>04Ce que dit le droit sur l&rsquo;\u00e9valuation Information pr\u00e9alable Art. L1222-3 \u00ab Le salari\u00e9 est express\u00e9ment inform\u00e9, pr\u00e9alablement \u00e0 leur mise en \u0153uvre, des m\u00e9thodes et techniques d&rsquo;\u00e9valuation mises en \u0153uvre \u00e0 son \u00e9gard. \u00bb R\u00e9sultats confidentiels M\u00e9thodes pertinentes Art. L1222-3 \u00ab Les m\u00e9thodes et techniques d&rsquo;\u00e9valuation des salari\u00e9s doivent \u00eatre pertinentes au regard de [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2613,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<!-- wp:divi\/placeholder \/-->","_et_gb_content_width":"","om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"footnotes":""},"categories":[89,86,117],"tags":[],"class_list":["post-2557","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-a-la-une","category-docs-pratiques","category-tracts","et-has-post-format-content","et_post_format-et-post-format-standard"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.0.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"SUD INDUSTRIE Altran \/ Capgemini EngineeringCommunication - Ao\u00fbt 2026 \u00c9valuation - Augmentations - N\u00e9gociation salariale L&#039;enveloppe est ferm\u00e9e avantque vous n&#039;entriez. 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