FI. Total number of non-permanent FTE employees at the end of the reference period (temporary contracts)

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The question asks companies to provide the total number of non-permanent employees, expressed in Full-Time Equivalent (FTE), at the end of the reference period. This question aims to assess the proportion of temporary contracts within the organization.

1. How to answer this question ?

To answer this question, you must account for all employees working under temporary contracts, whether these contracts are full-time or part-time. It is important to convert the hours worked into full-time equivalents (FTE) for part-time positions. You should include:

– Fixed-term contracts (CDD),

– Work-study contracts,

– Apprenticeships,

– Temporary intermittent work.

Do not count interns, temporary workers, VIE (International Volunteer in Business), extras/vacancies, and contractors provided by an external company.

2. Why is it important ?

Understanding the workforce composition, distinguishing between permanent and non-permanent employees, is crucial for assessing employment stability within the company. It also allows identifying the organization’s reliance on flexible and temporary forms of employment, which can have implications on human resource management strategy and the company’s ESG (Environmental, Social, and Governance) performance.

3. Examples :

– Example A: If a company has 10 full-time CDD employees and 5 apprentices working part-time (considered as 0.5 FTE each), the total non-permanent workforce would be 12.5 FTEs.

– Example B: For a company with 20 full-time work-study contracts and 10 intermittent workers averaging 75% of full-time, the non-permanent FTE workforce would be 27.5 (20 FTEs for the work-study contracts + 7.5 FTEs for the intermittent workers).

Ensure you understand the inclusion and exclusion criteria to provide an accurate and compliant response to France Invest’s eFramework.

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