The Human Resources department supports the various departments in their project management and helps employees with their career. It is responsible for the establishment s social commitment in numerous fields, namely equality in the workplace and diversity.

SUPPORT TAILORED TO THE CONTEXT In 2021, Human Resources once again adapted to the changing context of the pandemic that severely disrupted the establishment's activities. In spring, they supported various museums spaces with reopening and tailored work schedules to establishments new opening hours; they also helped to transform work spaces in line with public health constraints. They were attentive to employees and managers after over six months of disruption to work at the sites. The training policy was also adapted to the conditions imposed by the health situation, by offering mainly distance learning or postponing training.

In house, Human Resources increased their support for departments facing major challenges linked to change, particularly with a view to developing a digital innovation strategy for the public.

The start of the Grand Palais restoration project went hand-in-hand with the reorganisation of the Property Assets department. In this context, and given the proximity of their respective issues, the Working Environment Department was incorporated into the Human Resources Department. In 2021, in addition to its day- to-day activities, the Working Environment Department carried out four major projects: the closure of the Grand Palais, the opening of the Grand Palais Éphémère, the installation of the Napoleon exhibition at the Grande Halle de La Villette and the reopening of the museum sites with the required health-related additions. The policy on employment and career management enacted a fifth agreement to prioritise the integration of employees, the development of knowledge and skills and end-of- career adjustments. Career plans continued to be forged through internal mobility, with 99 vacancy or temporary assignment notices published. 92 of these were filled and 46 permanent contracts were signed as part of this approach.

A new amendment to the working from home agreement extended this new organisational method, which in 2021 was rolled out to nearly 350 employees. The use of working from home and remote working was supported by the launch of new digitisation projects, including an electronic signature solution and digitised payslips. These new developments reconciled all social and societal issues, be they the continuation of the establishment s activities or sustainable development.   

BOOSTING THE COMMUNITY Dialogue at the establishment was productive and representative bodies met either in face- to-face meetings or by video conference: 17 times for the social and economic committee to discuss social and economic structuring issues such as the setting up of the production department, the renovation work in progress or the Score project; the CSSCT (Safety, Health and Working Conditions Committee) met 13 times and carried out two site visits for the opening of new spaces the Grand Palais Éphémère and the bookstore and shop of the Napoleon exhibition at the Grande Halle de La Villette.  

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