Description

In recent years, the service relationship between the administration and its users has considerably improved. Tools such as smartphones, internet and tablets dematerialize procedures and simplify access to documents and administrative formalities. Beyond that, the public expects from public service agents precise information, good orientation, a personalized response, compliance with deadlines, a close relationship and responsiveness in face-to-face and telephone contacts. Whatever your experience and to better experience your role as an agent, this training is a privileged moment to take stock and provide the quality of service expected by users.

Who is this training for ?

Training objectives

Welcome with professionalism.
Develop a user-oriented mindset.
Strengthen the impact of your communication.
Enhance your actions and gain confidence in a face-to-face situation.
Be more at ease in delicate situations.
Promote the action of public agents and support them in the development of their reception professions.
Facilitate the public's procedures.

Training program

Make a successful first contact: 20 seconds to make a good impression

• Organize your workspace. Make yourself available.
• Get in touch: the first gestures, the first words.
• Make people wait without making you wait.

Communicate constructively: gain the user’s trust

• Be attentive to non-verbal behavior.
• Practice active listening.
• Question and rephrase relevantly.
• Choose the right expressions to adapt to your interlocutor.
• Practical workshop setting: practice one of the techniques presented

Propose a solution adapted to the user: convince the user

• Strengthen your impact with the 4 P rule.
• Develop relevant arguments.
• Handle objections gently.
• Implementation situation Put yourself in the user's shoes

Manage delicate situations: maintain the relationship with the user

• Control your emotions and stay calm.
• Assert yourself with flexibility.
• Know how to say 'no' to make a refusal acceptable.
• Simulations in sub-groups and sharing of experiences.

Taking leave: making the user an ambassador for the establishment

• Summarize the points of agreement.
• Leave the user with a good impression.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Contributing effectively to a project requires understanding the process and clearly identifying the role of each participant. This course will help you position yourself within the project team and manage the delicate balance between daily activity and individual contribution to the project.

Who is this training for ?

Training objectives

• Understand the project approach
  
• Identify the role of the different actors in the project
  
• Define your own positioning in the project
  
• Balancing contribution to the project and business activity
  
• Know how to communicate with project team members
  

Training program

What is a project ? The constraints of a project

• The objectives of project mode.
• What a project is not, the limits of project mode.
• The three constraints of a project, the evil triangle.

The process of a project

• The phases, stages and deliverables of a project.
• From the expression of the need to the implementation of the solution, step sheets: framing of the project, definition of the need. ..
• Traps to avoid at each stage.

The different contributors to a project, their roles

• The roles of the different actors at each stage of the project.
• The project manager: his activities and responsibilities.
• the
• The matrix organization versus a hierarchical organization: what are the difficulties?

My position in the project

• Identify my position in the project team.
• Define my mission and calibrate my attitude in relation to the other members of the project.
• Understand my role with regard to -visit of the project manager: expertise, planning, budgeting, progress meetings.
• Manage the delicate dilemma, project contribution and business activities.
• Better organize my time to participate effectively to the project.

Living within a project team

• Life
• The human qualities essential to the project mode.
• Mastering your relationships: collaboration, conflict avoidance, stress management.
• The benefits of a project experience, return on

The contributor's memo

• The pitfalls to avoid.
• The postures to favor.

Description

Public accounting makes it possible to financially translate a policy, to inform and to control the use of public funds. It has evolved profoundly to improve the quality of accounts and guarantee financial and accounting transparency. Its high stakes make it essential to know and understand its rules.

Who is this training for ?

Training objectives

Master the principles of public accounting
Apply the rules imposed by constantly evolving regulations

Training program

Individual start-up activity(ies)

• A self-positioning questionnaire to best adapt the training to your needs.
• A first activity to master the concept of assessment.

First virtual class

• Discover the logic of the balance sheet.
• Understand the impact of operations on the balance sheet.
• Master the notion of result and its link with the balance sheet.
• Learn accounting terminology.

Second virtual class

• Know how to use the chart of accounts.
• Master the notion of debit or credit meaning.
• Record accounting transactions.
• Decipher the components of an accounting entry.

Training or application

• Carrying out activities in a subgroup or individually.
• A questionnaire and practical cases to carry out to anchor the knowledge and accounting mechanisms studied during the virtual classes.

Third virtual class

• Find your way around the accounting organization.
• Use the different documents: journal, ledger and balance.
• Practice auxiliary accounting.

Description

This training in preparing for administrative competitions is designed to help participants better understand the specific rules and principles of the French civil service, as well as the latest ongoing reforms, such as the civil service transformation law , national representativeness, regionalization, staff status, the metropolis and new authorities. With more than 5 million civil servants and 200 professions divided into sectors, the civil service occupies an important position in the French economy, reflecting the conception of the State and French administrative institutions. This training will allow participants to acquire the essential bases to succeed in administrative competitions.

Who is this training for ?

Training objectives

• Understand the roles of French administrative institutions
  
• Take ownership of current reforms to work with the public sphere
  

Training program

Learn the fundamentals of French constitutional law

• The State and the nation.
• National sovereignty and representativeness.
• The 1958 Constitution and the institutions of the Fifth Republic.

Discover how French political institutions work

• The President of the Republic.
• The Government, Parliament and the drafting of Laws.
• The Administration of the State.
• The judiciary and other constitutional bodies.

Local authorities

• Municipal, departmental and regional councils.
• The attributions of deliberative assemblies.
• The executive bodies of local authorities.
• Skills and resources of local authorities.
• Intercommunality and its evolution: EPCI with its own taxation and EPCI without taxation, the Metropolises.

Public services, public establishments, public companies

• Public services in France: sovereign functions, non-market and market sectors.
• Public establishments and enterprises.

The civil service in French law

• The three sides of the civil service.
• The structure of the civil service (corps, categories, levels, professions).
• The status of personnel.
• Statutory news.

Description

Any act of public purchasing aims to satisfy the internal customer. To do this, the definition of the need must be optimized in order to provide effective solutions. The process of organizing and drafting functional specifications allows us to provide a relevant response to the act of purchasing. This implies having fully understood the needs of the internal customer and having taken the time to 'sit down' to define the expected functionalities.

Who is this training for ?

Training objectives

Clarify needs and express them
Write specifications representative of the needs
Establish the project framework and the product concept

Training program

Understanding the legal framework

• Identify the key points of the legal framework.
• Identify the procedures and thresholds for awarding and advertising.

Research, identification and expression of need

• Why the expression of needs is essential in the purchasing process.
• Identify your needs for what purpose.
• Get the internal requester to express themselves , clarify your need

Translate needs into functions and performance level

• The notions of main functions, secondary functions and constraints.
• Establish the tree structure of functions.
• Functional analysis.
• Value analysis.

Organize and prioritize functions to organize the selection

• Define function performance levels.
• How to measure them? Prioritize functions and identify interactions.
• Function validity check.

Write a functional specification

• Organizing the specifications.
• Use a standard plan, adapt it to the context.
• Build the CCTP iteratively.
• Make the CCTP clear for appropriate responses.
• Use it as a consultation and validation tool with the stakeholders concerned
• The organization and framework of the response. .
• Working with options and variants.
• Controlling answers.

Description

This training aims to help participants adapt their practices to new dematerialized public purchasing processes. Since October 1, 2018, almost all public contracts must be dematerialized, which has a significant impact on purchasing procedures. Digital transformation requires an evolution of the organization, processes, practices, buyer profile, as well as the consideration of new essential tools. It is important to respect the new regulations relating to public purchasing and to take into account the much broader security issues.

Who is this training for ?

Training objectives

• Contribute to securing public procurement procedures
  
• Discover new electronic tools and techniques linked to dematerialization
  
• Adapt your practices
  

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Regulations linked to the dematerialization of public procurement

• Texts relating to public procurement.
• Practical guides.
• Fields of application.

Consequences on public procurement procedures

• The Single European Market Document (DUME) form.
• The steps upstream of the market.
• The impacts on procedures (competitive dialogue, MAPA, etc.) ).
• The control of electronic legality.
• The evolution of mutual responsibilities

Technical and security constraints to integrate

• The 'Buyer Profile' within the meaning of the 2017 decree.
• Electronic exchanges.
• Electronic certificates and signatures.
• Main risks to take into account.
• Possible tools, solutions and guarantees

Organizational changes to take into account

• Precautions to take in the face of certain difficulties.
• Dealing with contingencies.
• Impacts on the internal functioning of services linked to public procurement (purchasing, legal, administrative, IT, etc.)

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan

Description

Thanks to this training, you will be able to define the risk map of ethical and professional non-compliance of your organization, by estimating your level of exposure to risks. You will also discover the corpus of ethical rules to which all public decision-makers are subject and the methods for deploying an ethical code. The business processes of your community or organization and the main control activities aimed at reducing the level of exposure to the risk of ethical non-compliance will also be analyzed.

Who is this training for ?

Training objectives

Define the characteristics of building a robust and lasting ethical compliance system.
Prevent the calling into question of the criminal and/or civil liability of public decision-makers by reducing the level of exposure to fraud risks.
Build a system of ethical compliance compatible with the law on public freedoms and preventing the risk of violation of the person's private life.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

General principles of professional conduct and business ethics

• The chapters of a public sector code of ethics.
• Financial delinquency.
• The ethical compliance system.

Specific cases of calling into question criminal liability

• Ministers, deputies, senators, directors general of services, cabinet directors: uses of forgeries, fictitious jobs, ...
• Presidents and Vice Presidents, elected representatives of local authorities: risks of liability, influence peddling and corruption, ...
• Corporate officers with hybrid statuses: abuse of corporate assets, accounting fraud, accounting and tax fraud, ...

The particular case of public executives and company directors

• Responsibilities of the director.
• Cases of conflicts of interest.
• Civil liability insurance for corporate officers.

The ethical compliance system

• Reporting to the ethics committee.
• Formal treatment.
• Prevention.

Investigation procedures in the event of an offense

• The audits of the court / regional chambers of accounts.
• The controls exercised by the public accountant.
• The high authority for transparency in public life.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Integrating a human resources function into a public establishment requires not only knowing the applicable regulations but also the practices specific to the sector. In addition, current events require consideration of the reform of the status of civil servants in a context of strong budgetary constraints.

Who is this training for ?

Training objectives

Clarify the specificities linked to the legislation and practices of the public sector in terms of human resources management
Comply with regulations following very recent developments
Master the main stages of an agent's career management: from recruitment to the end of career through mobility
Discover the rules for remuneration of agents based on their status

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Entry into the civil service

• The 3 sides of the public service in France: Local authorities, State and public health.
• The principle of equal eligibility for public employment.
• The conditions access to the public service.
• The terms of appointment to employment.
• The authority vested with the power of appointment.
• The rights and. obligations of civil servants: employment, health, reserve, non-cumulation…

Career development

• Integration into a body or employment framework.
• Practice the professional interview and evaluate an agent.
• The main administrative positions and tools of associated mobility.
• The different types of leave.
• The normal end of career.
• The forced termination of employment

Remuneration of public officials

• The main principles of payroll.
• The concept of general regime and special regime.
• The obligatory elements of agents' remuneration.

Joint organizations

• The installation of the new Joint Consultative Commissions for contract workers in the Territorial Public Service.
• Differentiate between the different joint bodies (CAP, CT, CHSCT, etc.).
• For which files should we consult them?

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Often invoked and nevertheless little known, the city is a precise legal concept, governed by legislative texts and the subject of multiple administrative and European case law. in this regard it imposes obligations on public and private employers but also on their employees as well as rights on users of public space. During the training, regulatory and legislative texts, as well as legislation will be presented and interpreted using concrete cases.

Who is this training for ?

Training objectives

Respect the rules imposed by law regarding religious freedom and the neutrality of all public institutions.
Distinguish the rights and obligations of agents and users of public space in matters of secularism/neutrality of the public service.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

What is secularism?

• The legal framework relating to the principle of secularism.
• Secularism: between state neutrality and recognition of freedom of religion.

Everyone’s obligations regarding secularism

• The obligations of the public official: secularism and the principle of neutrality of the public official: prohibitions on proselytism and the wearing of religious symbols.
• The obligations of the public community: prohibition religious discrimination; absences for religious holidays; conciliation between religious freedom and the functioning of the public service.
• The case of employees working for private persons responsible for a public service mission. :

The reconciliation between the exercise of freedom of religion and the principle of secularism

• Freedom of conscience and the ban on wearing the veil.
• Attenuations of freedom of worship.
• The supervision of certain religious practices.
• Restrictions on freedom of religion. Discrimination against public officials.
• The case of religious festivals for users of public services.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Payroll management in the public sector may be faced with various situations that require special attention. This training aims to help participants develop a complete payroll system, including the elements necessary for creating pay slips. It also addresses the latest legal and regulatory developments linked to the transformation of the civil service.

Who is this training for ?

Training objectives

Control payroll in the public sector.
Identify different situations and their impacts on payroll.
prepare pay slips.

Training program

The civil service and administrative agents

• The general status of the civil service and the founding texts.
• The 3 sides of the civil service: State, local authorities and Public Health.
• Mixity of the statuses of public agents: incumbents and contractual employees under public and private law.

Payroll players

• Institutional actors: the DGAFP, the Ministry of the Economy and the CISIRH.
• Authorizing officers and public accountants.
• HR actors: HR managers: proximity, statutory and financial.

The basis of the right to treatment, the main principles of remuneration

• The legal basis of remuneration and its recent codification.
• The main principles: the rule of service, the thirtieth indivisible.

The formalities of payroll, the payroll circuit and the payroll calendar

• The different sections of the pay slip: header, detail, title block, reminder statement.
• The dematerialization of the pay slip: setting it up of ENSAP.
• Calendar constraints: gest 1 and gest 2.

Positive elements: main and additional remuneration

• The index salary, the NBI, the residence allowance and the family salary supplement.
• The different compensation schemes: IHTS, degressive compensation, GIPA, IC-CSG, monetization of C.E.T days, benefits in kind.
• The RIFSEEP.

Negative elements: contributions and social security contributions

• Old-age insurance contributions: basic pension.
• Old-age insurance contributions: supplementary pension.
• Mandatory contributions: CSG and CRDS .

Variations in remuneration: situation of agents on sick leave

• The deduction for deficiency in the event of work stoppage.
• The impact of sick leave on remuneration: long-term sick leave (CLM) and long-term leave (CLD).

Description

Faced with the increase in their areas of intervention and their fields of competence, public managers are increasingly confronted with a potential commitment of their responsibilities, whether administrative, political, civil, financial, disciplinary or even criminal. . Today, more than ever, it is necessary to identify the conditions for implementing the responsibility of managers in charge of 'public affairs'.

Who is this training for ?

Training objectives

Protect yourself against the commitments of your responsibility in the exercise of your functions.
Determine in which cases the agents may personally be concerned.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

The responsibility of public administration

• Administrative responsibility: liability for fault; liability without fault.
• Financial responsibility: the constituent elements; de facto management; the consequences.

The responsibility of public officials

• The distinction between service fault and personal fault.
• Compensatory liability.
• Disciplinary liability: the rights and obligations of the civil servant; the disciplinary procedure at the against a public official; the sanctions panel.
• The criminal liability of public officials: unintentional offenses: the contribution of the FAUCHON law to the relations of public authorities; }

The French jurisdictional organization

• The organization stricto sensu: the duality of judicial order and administrative order.
• The principles of the French jurisdictional order: separation of powers; access to justice; gratuity of Justice.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Budgetary and accounting procedure

Who is this training for ?

Training objectives

Understand accounting procedures.
Understand local taxation.

Training program

Budgetary and accounting principles

• The budgetary procedure.
• Regulatory definition of the budget and vote.
• The four main principles guide the establishment of a budget.
• Basic accounting principles and valuation method.
• Amortization and provision.
• Relationship of expenses and income.

The documents

• Primitive budget.
• Modifying decisions. Accounts: administrative/management.

Budget execution: from authorizer to accountant

Accounting and budgetary instruction

• Adapt this instruction to the diversity of municipal reality.
• A chart of accounts from the general chart of accounts.
• The cross-approach to the presentation of budgets .
• Functional coding inspired by that of administrations.

Local taxation

• Different taxes to balance local and intermunicipal budgets: housing tax, built property tax, territorial economic contribution, ...
• Role of tax services.

Borrowing to finance investments

• Openness and limits of their use.

Description

Reorganizing following regionalization and the new missions of Territorial Authorities is imperative. To do this, it is essential to develop a 'process and risk' methodology and culture. This training will allow you to define the key professions associated with the creation of new regions. It will allow you to identify the processes that create value for your community and to identify those that can be outsourced or eliminated via the 'Value Up' methodology. Likewise, areas where inter-community processes are shared will be addressed with the associated constraints impacting information systems.

Who is this training for ?

Training objectives

Define segmentation logics for local authorities involved in the redefinition of the new French regions.
Ensure its missions by mobilizing the resources just necessary.
Master a proven analysis and implementation methodology.
Identify cost synergies while increasing the quality perceived by users between different public actors in the new regions.
Methodically develop a process and risk management culture.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Analysis and mapping of existing processes

• Principles of segmenting professions by community status (region, department, municipality, etc.).
• Modalities for producing a process map by profession of the community.
• Production of a fact sheet by process (channels, deliverables, users, basic activities, risks and resource consumption).

Define the target organization

• Process costing using the activity-based accounting method.
• Carrying out an inter-community/private sector benchmark.
• Analysis of the value carried out by process (user and internal customer satisfaction surveys

Implement the new organization by process

• Process re-engineering methodology by profession: elimination of activities, automation, pooling, outsourcing, sourcing, creation of new activities.
• Value analysis and digitalization of processes by
• Methodology for optimal allocation of intervention credits, operation by process based on lighting indicators

Dashboard and control

• Construction of a performance map by profession.
• Production of management and performance indicators.
• Monitoring the progress of expected results.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Private management techniques cannot be transposed to the public service, without first knowing the specificities of the Administration, whether state, hospital or territorial. In a context of budgetary restrictions and optimization of resources, knowing the specificities of the public sector in order to manage effectively, becomes essential in the management of public entities.

Who is this training for ?

Training objectives

Integrate the specificities of the public sector to adapt its managerial practices.
Confront people with very different statuses and hierarchical positions.
Meet the expectations of the administration.
Respect the specific legal constraints linked to the supervision of agents.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Identify the singularities of the Public Sector impacting the manager

• The keys to better meeting the expectations of the administration: Fundamental differences Public/Private.
• Notions of 'Function' and 'Status'.
• Specificities
• Administrative functioning.
• Identify the obstacles to traditional management methods
• Clarify the new management practices expected in the public service: performance, management. by objectives, evaluation…

Managerial techniques to better position yourself and assert yourself

• Develop your own skills: identify your management style and areas for improvement.
• Develop the skills of your agents and the performance of the service: position your team; detect the talents of your employees; act on motivation levers within the confines of the status; promote autonomy and initiative; use key management tools: communication, delegation, evaluation, etc.

Anticipate and manage conflicts

• Characterize the different origins of a conflict and implement a prevention approach.
• Identify exit solutions calmly.
• Manage your emotions and decode those of its employees.
• Carry out a diagnosis of the department's stress risks

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

The GPEC or GPEEC is also intended to be preventive for the structure concerned. It makes it possible to act coherently in order to reduce the gaps between needs and the resources available within the framework of a defined policy. The implementation of the GPEEC in the public service is conducted as a real project taking into account all the human components and the constraints linked to the public service. This is the objective of this training.

Who is this training for ?

Training objectives

Pilot a GPEC or GPEEC project in the public sector.
Have the methods and tools necessary for the project.
Implement these methods for effective GPEEC in the public sector.

Training program

Placing GPEEC in the specific context of the public sector

• Identify the role and place of GPEEC within the framework of current legal constraints.
• Identify the actors of GPEEC.
• Understand the impact of a skills approach on the agent evaluation system, on the development of the training plan and on recruitment

Acquire methods and tools to carry out a GPEEC project within an administration

• Optimize existing tools: job description; skills framework; evaluation system, etc.
• Clarify the vocabulary.
• Build the job map of administrative organization based on: business benchmarks; regulatory and organizational constraints, expenditure control

Implement an internal mobility approach

• Build a mobility charter.
• Mobilize executives and local management.

Identify an evaluation system consistent with the GPEEC

• Place the objectives contract within the system.
• Establish the links between the skills assessment and the training plan.
• Use the GPEEC as a cost control tool

Communicate around the GPEEC

• Define a communication plan based on the different stakeholders: elected officials, agents, staff representatives, managers, etc.
• Identify the negotiation levers necessary for concerted dialogue.

Description

Public establishments, due to the economic and political environment, are facing a drop in their 'revenues'. To best optimize their purchasing capacities, negotiation constitutes an operational and efficient lever.

Who is this training for ?

Training objectives

Prepare and organize a negotiation.
Lead a negotiation within the framework of a public market.

Training program

The forms of negotiation offered by the Public Procurement Code

• Procedures open to negotiation.
• Recourse to a negotiated procedure.
• Regulatory limits to negotiation.

Negotiation in the field of public purchasing

• The difference between negotiation, information and development.
• The negotiation system: context, actors, structures, strategies, processes.

Prepare for the negotiation

• Determine the possible negotiation points, work from the specifications.
• Choose the negotiation strategy.
• Choose the negotiator(s).
• Write market documents with a view to negotiating. Write the sales pitch.

Lead the negotiation

• The material conditions.
• The conduct of the negotiation by the buyer.
• The phases and stages of the negotiation.

Reach a negotiated agreement

• Stop a negotiation.
• Identify the advantages, the trade-offs, the points of concession.
• Summarize the negotiation.
• Adjust the initial offer and contract the concessions

Take stock of the negotiation

• Check compliance with the planned terms of the negotiation.
• Validate the negotiated contract (PRM, control body).
• Check the application of the negotiated points.

Description

Understanding the mechanisms of the payroll in the public sector also allows us to understand its specific characteristics. By using the right associated management tools, managing this payroll becomes easier by taking into account the causes of variation.

Who is this training for ?

Training objectives

Manage the payroll.
Anticipate and act on changes in the payroll.

Training program

Payroll in the public sector

• The accounting and budgetary definition.
• The payroll: the constrained portion: the reference mass; the portion to be controlled: the fluctuating portion; employer contributions.
• The causes and main factors of changes in the payroll: why is the payroll changing?
• the main indicators of changes in the payroll.

Payroll management tools

• Preparing the budget: the principles of public finances.
• Calculation of the payroll: carried out during the financial year N.
• the projection for year N+1.
• Budget execution: definition of the management dashboard; design and content of the management dashboard

Payroll: how to control it?

• Essential levers to control the payroll: services in working order; management of absences.
• Practices to follow: carry out monthly monitoring; practice benchmarking; use solidarity between services; anticipate electoral periods; small anonymous councils

Indicators for the dashboard

• Results and means indicators.
• Objectives.
• Absences.
• Remuneration.
• Jobs.
• Staff.

Analysis

• Understand the causes of variations.
• Identify the gaps between the planned and the actual.
• Determine the causes.
• Determine the possible actions to reduce the gaps.

Description

The uses and formalism of written exchanges in the public service, and now digital tools, require precise skills on the part of agents. This training will help you step by step to improve your practices in choosing the type of document to produce, respecting the formal rules and adapting it to its recipient while remaining very convincing.

Who is this training for ?

Training objectives

Satisfy the requester.
Choose the right documents according to the request
Convince internally thanks to appropriate formalization.
Quickly identify the key ideas of an administrative document.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Write internal administrative notes for the organization

• A minutes.
• A report.
• A presentation sheet.
• An express note.

Construct administrative notes external to the organization

• Distinguish between letter and dispatch slip.
• Layout.
• Build real communication.
• Clearly present the position of the 'administration.
• Organize the document logically and efficiently

Develop a proposal sheet

• Analyze a problem completely and objectively.
• Write a real demonstration.
• Prioritize feasible solutions.
• Make a choice by arguing in order to convince.
• Highlight the advantages, disadvantages and risks.
• Carry out a reverse plan for the implementation of the chosen solution

Practice digital correspondence

• Know the rules of employment.
• Apply good practices.
• Manage your messaging.
• Prioritize emergencies.

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

The public sector represents a target with high potential, particularly for SMEs. However, the practices usually used successfully with other clients must be adapted. Indeed, not only are public procurement regulations and uses specific to the sector, but they are currently evolving rapidly. Taking into account recent developments in public legislation will allow you to take advantage of new opportunities in terms of innovation and upstream relationships with your client.

Who is this training for ?

Training objectives

Invest sustainably in the public sector by adapting to its specificities.
Identify the essential rules and the different stages of a public market.
Adapt the form and substance of its offer to the specific needs of public sector stakeholders.
Take advantage of the new opportunities for innovation and upstream relationships with your public sector clients.

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Speaking the language of the public sector

• The legal principles of public procurement.
• Practices that work / mistakes to avoid.
• Communicate with your stakeholders appropriately.

Satisfy the public purchasing process

• Find your way among the different public buyer procedures: calls for tenders, negotiated market, MAPA, dematerialization…
• Clarify your real room for maneuver in terms of dialogue and negotiation .

Respond to the public buyer's consultation

• Decipher the specific administrative clauses (CCAP) and the specific technical clauses (CCTP).
• Comply with the key steps to be selected.
• Identify the specific selection criteria: economic, technical, CSR, innovation…
• Formalize the technical and financial offer

Build and establish the relationship over time

• Ensure the monitoring and execution of the contract.
• React in the event of rejection of the application.
• Find the right posture to continue to improve in the face of to a 'private' client.
• Set up an internal organization adapted to the public sector

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

Access to public service jobs requires passing a competitive exam. Thanks to this internship, candidates will be able to acquire the methodology and train for the written and then oral tests of their competitions and professional exams.

Who is this training for ?

Training objectives

Integrate the specific requirements of the public sector
Acquire the essential knowledge of the public sector
Respect the formality of the written and oral tests of a civil service competition
Mobilize your personal resources to maximize your chances of success in civil service competitions

Training program

Before the face-to-face

• A self-diagnosis to situate yourself and define your priorities.

Acquire the fundamentals of public law

• French institutions.
• The main principles of public service: the Rolland laws; the SPA/SPIC distinction.
• Local authorities and their groups: decentralization and regionalization; Municipality / Department / Region / Intermunicipality; executive and deliberative body of communities.
• The civil service: the rights and obligations of the civil servant (availability/secondment…); holders and non-holders.
• The fundamentals of public finances: public accounting; Expenditure-Revenue - Equalization

Methodology for written competition tests

• Targeted reading and analysis of the subject.
• Problematization of the subject.
• Techniques for developing a plan.
• The formulation of titles.
• Writing the summary note.
• Methodical management of one's time.

Oral preparation

• The jury's expectations: knowledge, experience and positions of the candidate.
• The standard structuring of an oral presentation.
• Time management.
• The methods of responding to the jury's questions

After face-to-face, implementation in a work situation

• Advice and tips every week to implement your action plan.

Description

In a context of profound transformation of the public sector, the emotional dimension of management must no longer be underestimated. Indeed, emotions impact each person's personal effectiveness and contribute to collective performance within teams. This emotional intelligence training will provide participants with very operational means to identify and better understand their emotions and thus dialogue and develop confidence on a daily basis, including in a context of permanent transformation.

Who is this training for ?

Training objectives

Develop your emotional intelligence to live better and better manage periods of transformation

Training program

Before the face-to-face

• A self-diagnosis and an e-learning module.

Understand and act on our own emotional functioning

• What Emotional Intelligence is: contribution and exchanges.
• The place of each person in managerial skills.
• Understanding how emotions work: emotions
• Manage your own emotions.
• Identify your needs and fears (FIRO Model).
• Understand what triggers them. emotions and the usefulness of emotions for oneself.
• Avoiding the emotional putsch: training exercise.
• Thinking positive: training exercise
• Expressing. his emotions in a way that is acceptable to others.
• Discover OSBD or DESC tools

Understand and act in interaction with others

• REX in a group: what you experienced; what gave you satisfaction; what you want to explore further.
• Make the link between emotions and the context of the organization: survival, tribe, organization, quest, innovation.
• Subgroup exercise: what characterizes each of the stages, the associated dominant emotions, the behaviors to adopt
• Know how to identify the. emotions of others: spot weak signals, listen to defuse
• Dialogue effectively in tense situations
• Develop trust

After face-to-face, implementation in a work situation

• An e-learning module: 'Managing emotions within your team'.

Description

Know the regulations on elective mandates and the methods of designating IRPs. Conduct the mandatory annual negotiation. Know the role and responsibilities of staff delegates, the CE, the CHSCT, the legislation relating to staff representation and the regulatory modes of relations.

Who is this training for ?

Training objectives

Understand the implementation of the different IRP
Understand the roles and limits of the different bodies
Conduct the obligatory annual negotiation or other negotiation
Manage the relationship with staff representatives

Training program

Understand how the different bodies are set up

• Distinguish the different types of mandate to ensure staff representation in the company.
• Understand the impact of the notion of workforce with regard to the authorities.
• Understand the consequences of the new features of the law of August 2008.
• Practical work rnSharing 'experiences and exchanges.'}

Delimit the perimeter of union delegates

• Understand the role and prerogatives of union delegates.
• Understand the obligatory annual negotiation: the themes to be addressed, its progress, the procedures to be respected, .
• Know the other types of negotiations: the themes of the negotiations, the conditions, the procedures, .
• Understand the role and scope of action of the union section in the company.
• Practical work Individual workshop: inventory of the latest negotiations with union delegates.
• Sharing in plenary.
• Clarifications and additional elements provided by the speaker.

Identify the mission of staff representatives

• Discern the role and prerogatives of staff representatives.
• Distinguish their specific responsibilities: complaints, action with the labor inspectorate, right to alert.
• Know their additional responsibilities in the absence of a works council, CHSCT or union delegate.
• Prepare and lead meetings with this body: types of meetings, frequency, formalities, points of discussion attention.
• Practical work Self-diagnosis on the progress of meetings with staff representatives.
• Collective feedback.

Know the actions of the Works Council

• Discern the role and attributions of the members of the works council.
• Understand the right to alert and the other specific attributions of the CE: economic, decision-making power.
• Understand your monopoly on social and cultural activities: definition of activities, management, financial means.
• Apply the mandatory information and consultation procedures: the documents to be provided, the modalities.
• Monitor the activity of the body: role of the secretary and methods of action.
• Prepare and lead EC meetings: frequency, agenda, progress of sessions, voting, minutes.
• Practical work Individual reflection on the activities of the CE of your company.
• Plenary discussions with additional contributions from the speaker.

Ensure the regular operation of the CHSCT

• Discern the role and responsibilities of the members of the CHSCT.
• Understand the right to alert and the other specific responsibilities of the CHSCT: in particular prevention actions.
• Apply the mandatory information and consultation procedures: the documents to be provided, the modalities.
• Prepare and lead CHSCT meetings: frequency, agenda, progress, deliberations, minutes.
• Practical work Individual reflection: actions to be implemented with the CHSCT.
• Action plan adapted to each business context.

Master the rights and obligations of staff representatives

• Identify the delegation times specific to each body.
• Know the conditions of freedom of travel.
• Identify the terms and limits for making contact with employees.
• Manage the use of leaflets and posters: method of distribution, content, specific agreement relating thereto.
• Administer the budgets specific to the different bodies: rules and specificities .
• Provide the premises and equipment necessary for the activity of the bodies while respecting the legal framework.
• Know and ensure compliance with the obligations of staff representatives.
• Practical work Personal assessment of the communication of staff representatives.
• Collective exchanges.

Manage the relationship with staff representatives

• React to the request of a representative of one of the authorities.
• Managing an employee with a mandate: points of vigilance.
• Avoid the crime of obstruction and union discrimination.
• Apply the special dismissal procedure for protected employees.
• Practical work rnFeedback between participants.
• Analysis and feedback from the speaker.

Description

This seminar will allow you to know the regulations applicable to professional elections and to master the stages of their organization. You will learn how to negotiate the pre-electoral memorandum of understanding, control the conduct of elections and prevent electoral disputes.

Who is this training for ?

Training objectives

Training program

Legislation applicable to professional elections

• The rules applicable to the calculation of the company's workforce.
• The periodicity of the organization of professional elections.
• The determination of the framework for

The electorate and eligibility

• The legal conditions for qualifying as a voter.
• The conditions required for standing as a candidate for elections.

The development of the pre-election memorandum of understanding

• The purpose of the pre-election memorandum of understanding.
• The terms of invitation of trade union organizations.
• The negotiation of the pre-electoral memorandum of understanding.
• The conditions of adoption.
• The duration of validity.
• Advertising.
• The consequences of the absence of an adoption protocol pre-election agreement.

Preparing for professional elections

• The calling of elections.
• The legislation relating to electronic voting.
• The number of staff representatives to be elected.
• The composition electoral colleges and the distribution of staff between these colleges.
• The distribution of seats to be filled between categories of staff.
• Disputes relating to the distribution of staff and seats between the electoral colleges.
• The preparation of electoral lists.
• The establishment of lists of candidates.

The material organization of professional elections

• The establishment and role of the polling station.
• Ballots, ballot boxes, voting booths and voting lists.
• Voting by correspondence .

The conduct of the elections

• The two-round list ballot.
• The closing of the ballot and the counting of votes.
• The allocation of seats and the designation of elected officials.
• The proclamation of the results.
• The drafting of a report.

The electoral dispute

• Disputes falling under the jurisdiction of the district court.
• Disputes falling under the jurisdiction of the administration.
• Preventing electoral disputes: the steps to follow and precautions to take.

Description

Establish links and master the different stages of negotiation and consultation with all social partners. Decoding the issues and prerogatives, the rules of representativeness, the legislation governing institutional actors. Learn to lead a strategic discourse and manage conflicts.

Who is this training for ?

Training objectives

Master the stages of negotiation and consultation with social partners
Understand the issues and interests of the different parties
Lead negotiations with the aim of obtaining mutual benefit
Manage conflicts and deadlock situations

Training program

Social relations: the law and the actors

• Staff representatives, union delegates, members of the Works Council, CHSCT, Single Staff Delegation.
• Locating the link between social actors.
• Establish a diagnosis of your social relations.
• Role of the manager with staff representatives.
• External actors: the role of unions, election and appointment.
• The new rules of representativeness.
• The rights and duties of institutional actors.
• Practical work Take a quiz on the role of IRPs.

Social negotiation: understanding the issues and the different phases

• The keys to strategic negotiation.
• Balance between profitability and working conditions.
• Master arguments, issues and interests.
• The challenges of these negotiations for the company.
• Operational tools: internal regulations of the CE, social charter.
• Agreements: from preparation to conclusion.
• Prepare your negotiation, define your goal (salaries, organization, training), carry out preliminary consultations.
• Diagnose the balance of power.
• Design your emergency plan.
• Practical work Define the main stages of social negotiation.

Tools for conducting an effective negotiation

• Know how to adapt your attitude and your speech.
• Know the keys to strategic negotiation.
• Develop your openness to others with active listening: decode messages and demands.
• Have a good knowledge of oneself and others.
• The relationship with social partners: the personal and institutional issues of IRPs.
• The balance of relationships for mutual benefit.
• Have each point acquired validated.
• Animate PD meetings, prepare and lead CE meetings.
• Practical work Filmed role play: negotiation with a PD.

Manage conflicts

• Anticipate social tensions, social monitoring.
• Situations of blockage, strike, lockout: identify the causes of blockage.
• Take first emergency precautions when conflict breaks out.
• Actions to take in the event of conflict.
• Implement a crisis unit.
• Negotiate, know how to resolve conflicts.
• Practical work Team game on crisis communication.

Description

Master the role and functioning of the works council in order to preserve social dialogue in the company. Know the duties and obligations of the employer towards the members of the works council in order to avoid any offense of obstruction. The latest provisions of the 2015 laws are discussed.

Who is this training for ?

Training objectives

Training program

Understanding the implementation of CE

• The characteristics of the different types of mandate.
• The notion of staff with regard to the authorities.
• Professional elections and designations.
• The contributions of the law of August 2008 relating to the renovation of social democracy.

Know the organization of the CE

• The office, the incumbents and the substitutes.
• The representation of the EC.
• The legal personality of the EC.
• Exercise: rnQuiz on the role of EC members.

Ensure the regular functioning of the works council

• Preparing and leading meetings.
• Ordinary and extraordinary meetings.
• Monitoring the body's activity.
• The internal regulations of the CE.
• The representation of the CE on the board of directors and at general meetings.
• Exercise: Creation of an annual order schedule of the works council day.

Master the economic attributions of CE

• Mandatory information procedures.
• Mandatory information-consultation procedures.
• Recourse to the committee's expert.
• The CE and crisis situations.
• The right to alert and other specific powers.

Master the social attributions of the CE

• The monopoly of social and cultural activities.
• Definition of social and cultural activities.
• The beneficiaries of social and cultural activities.
• The most common activities.

Understand the CE's relationships with third parties

• The labor inspection.
• The CNIL.
• The Urssaf.
• The tax office.

Master the rights and obligations of EC members

• Delegation hours.
• Freedom of travel.
• Leaflets and posters.
• Communication with employees.
• The premises and equipment.
• The operating budgets and cultural and social actions.
• The obligations of the members of the EC.

Manage the relationship with EC members

• Know how to react to a request from a member of the EC.
• Manage an employee with an elected mandate on the EC.
• Manage teams in the face of members of the CE.
• Avoid the offense of obstruction and union discrimination.
• Apply the special procedure for dismissing protected employees.
• Exercise: Study of concrete cases in subgroups.

Description

This internship will allow you to integrate the new provisions concerning information and consultation of elected officials. You will learn how to create and correctly populate the new database, organize the mandatory consultations as well as establish a schedule of communications and consultations for the EC.

Who is this training for ?

Training objectives

Define information concerning strategic orientations
Respect the consultation procedures
Implement the single database
Ensure the updating of the single database

Training program

The new consultation on strategic orientations

• A mandatory annual consultation.
• The information to be made available to elected officials in the database.
• The organization of the consultation: preparation, progress, opinion of elected officials.
• The objective of this new consultation with regard to the already existing obligations.
• Collective reflection The organization of the implementation of this new obligation in the company

Implementation of the database

• What information concerning the strategic orientations?rnTerms and deadlines to be respected depending on the number of employees of the structure: + or - 300 employees.
• Which form to adopt: paper or computer support ?}

Database feeding

• The filling of the database before December 31, 2016.
• The integration of information concerning all mandatory consultations.
• The updating day of the database.
• Collective reflection Reflection on the creation and feeding of the database.

The new modalities governing the consultation of elected officials

• The deadlines to be respected by the company to carry out the various consultations.
• The deadline set for elected officials to give their opinion.
• The consequences of the 'absence of opinion by elected officials.
• Conditions for referral in the event of insufficient information or non-compliance with its obligations by the employer.
• Case study Example of a consultation with implementation of a calendar.

Use of experts

• The deadlines to be respected in the event of successive consultation of the CHSCT and the CE.
• The progress of a consultation with appointment of an expert by the CE.
• The particularity of recourse to the expert in the event of consultation on strategic orientations.
• The financial implications for the CE.
• Example Example with timetable for appeal cases to the expert.

Summary of different information through consultations

• Presentation of obligations according to the size of the company: + or - 300 employees.
• Conditions of implementation Summary table

Description

Staff representatives are one of the essential links in communication between employees and management. Their role can range from proposal to complaint to mediation. This training will provide you with the essential knowledge to successfully carry out the missions linked to your mandate.

Who is this training for ?

Training objectives

Know the role and missions of staff delegates
Master the legal aspects of the mandate
Know the means and modalities of exercising the mandate
Know how to prepare and conduct a meeting
Know how to refer to the articles of the labor code during your mandate

Training program

Role and missions of Staff Delegates

• Know the body's missions.
• Identify the areas of intervention.
• Understand the links with other bodies (CE, CHSCT, DUP).
• Understand the additional responsibilities.
• Identify the other responsibilities of the staff delegates.
• Know the obligatory consultations on the part of the employer with the delegates of the staff.
• Distinguish between complaints and demands.
• Know the organization of the labor code and the articles concerning the mandate of staff representatives.
• Collective reflection Collective reflection in the form of a game to know precisely the expectations of the participants.

The means made available to exercise the mandate of staff delegate

• Know the means of communication and be able to communicate with employees.
• Know the rules concerning delegation hours.
• Identify the means of information and rights staff representatives.
• Know the information and documents that must be communicated to Staff Representatives by the employer.
• Practical work Group work and exchange, research technique laws.

Meetings of Staff Delegates

• Know the terms of meetings.
• Know how to prepare meetings in order to be effective.
• Know how to transmit questions.
• Obtain the answers to questions asked in meetings and have access to the register of answers.
• Know the reasons for exceptional meetings.
• Practical work Analysis of meeting minutes of Staff Delegates .
• Joint debrief.

Protection of Staff Representatives

• Know the scope.
• Understand the special dismissal procedure.
• Know the rules regarding the modification of an essential element of the employment contract.
• Know the possible recourses.
• Practical work Analysis of cases provided by participants and real cases provided by the trainer.

Description

Know the legislative framework for staff representation. Follow the schedule of staff meetings and consultations. As an employer, know where the rights and duties of delegates lie, in order to avoid any offense of obstruction. Special case of an employee with a delegate mandate.

Who is this training for ?

Training objectives

Training program

Understanding the implementation of staff representatives

• The characteristics of the different types of mandate.
• The notion of staff with regard to the authorities.
• Professional elections and designations.
• New features of the August 2008 law on the renovation of social democracy.

Ensure the regular functioning of PD meetings

• Preparing and leading meetings.
• Restricted meetings and exceptional meetings.
• Consultations reserved for staff delegates.
• Monitoring instance activity.

Master the specific responsibilities of staff delegates

• Staff representation.
• Presentation of individual or collective complaints.
• Intervention with the Labor Inspectorate.
• Assistance to employees during interviews with the employer.
• Suggestions on the general organization of the company.

Master the rights and obligations of staff representatives

• Delegation hours.
• Freedom of travel.
• Communication with employees.
• Leaflets and posters.
• The premises and equipment.
• The budgets.
• The obligations of staff representatives.

Manage the relationship with staff representatives

• Know how to react to the request of a staff delegate.
• Manage an employee with a PD mandate.
• Manage teams in response to staff delegates .
• Avoid the offense of obstruction and union discrimination.
• Apply the special dismissal procedure for protected employees.
• Manage a right to employment situation alert.

Description

Know the operation and role of a CHSCT. Learn about workstation risk analysis methods and tools. Know the principles of building prevention action and improving working conditions.

Who is this training for ?

Training objectives

Know the role and functioning of a CHSCT
Apply risk analysis methods
Build preventive actions
Intervene taking into account the rights and limits of the CHSCT

Training program

The organization of the CHSCT

• Role and responsibilities.
• Members, their designation.
• The missions of the members of the CHSCT.
• Operation: meetings, resources financial resources, Meetings: roles and objectives.
• Financial means.
• Protection.
• Communication.
• Practical work Quiz, drafting of a clause in the internal regulations of the CHSCT on the role of the secretary.

Security issues

• Occupational diseases: definition, employer's obligation, recognition procedure, appeal.
• Work accidents: definition.
• Work accidents: factors and mechanisms.
• Workplace accidents: consequences and responsibilities.
• Identification and assessment of risks at the workplace.
• The single document.
• Risk categories.
• Improving working conditions through prevention.
• Practical work Identify in different situations, a recognized or unrecognized inexcusable fault .

CHSCT actions on the ground

• Inspections to identify and evaluate.
• Investigations after an accident: objectives, progress, report.
• The alert procedure in the event of danger.
• The right of withdrawal.
• The CHSCT and external companies.

Description

Know the operation and role of a CHSCT. Learn about workstation risk analysis methods and tools. Know the principles of building prevention action and improving working conditions.

Who is this training for ?

Training objectives

Training program

The organization of the CHSCT for companies with more than 300 employees

• The role of the CHSCT and its responsibilities: legal framework, responsibility The members: designation, roles and missions; the CHSCT, force of proposal.
• External actors: doctor of the work, labor inspector.
• The functioning of the CHSCT: convocation, agenda, minutes of meetings.
• The protection of members and their rights.
• Financial means, legal means and external resources.
• The regulatory documents and registers of the CHSCT.

The methods and tools of CHSCT members

• Safety issues.
• Legislative texts and information from the CHSCT.
• Definitions of work accidents and occupational diseases, their factors, mechanisms.
• Consequences and responsibilities, compensation, the role of the CPCAM.
• Identification and assessment of risks at work: methods for identifying the causes of risks.
• Risk categories, frequency and severity: the single document.
• Reduce risks and improve working conditions through prevention and protection.
• The principles of the Labor Code, prevention and protection actions.

CHSCT actions on the ground

• Inspections, investigations, alert procedures.

Description

This very practical internship will allow you to deepen your knowledge of the roles and missions of the CHSCT. You will learn the legal aspects linked to specific reorganization contexts, road risk prevention and arduousness.

Who is this training for ?

Training objectives

Understand the role of the CHSCT with external companies
Know the regulations on arduous work, on road risk, on addictions
Know the legal aspects and the impacts of reorganizations
Understand the psycho-social risks and how to intervene on this subject

Training program

The CHSCT and external companies

• Know the employer's performance security obligation towards employees of external companies.
• Understand the role of the CHSCT for employees of external companies.
• Understand the employer's obligations.
• Practical work Group work on legislative and regulatory texts.
• Law research techniques.

The impact of reorganizations

• Understand the impact of the implementation of a new information system or new technologies on the organization.
• Know the points of vigilance and the regulations when moving and the arrangement of workstations.
• Give a reasoned opinion regarding workforce reductions and restructuring.
• Understand the intervention of the CHSCT in the safeguarding plan employment, impact of the law of January 2013.
• Practical work Real business case studies, collective reflections.

Regulations on certain specific themes

• Know the regulations on road risk and know how to prevent it.
• Know how to react in the event of addiction.
• Know the regulations concerning arduous work, diagnosis "Harshness".
• Distinguish the different risks linked to asbestos.
• Practical work Discussion around situations presenting such cases: development of actions prevention and study of articles of the labor code.

Psychosocial risks

• Define and differentiate psychosocial risks.
• Understand the issues for the company: legal, economic and social issues.
• Identify psychosocial risk factors.
• Know the different explanatory models of stress.
• Distinguish the questionnaires used to detect and evaluate psychosocial risks.
• Determine the principles for setting up a prevention plan.
• Practical work Group work on business cases: carrying out diagnostics and proposing prevention actions

Description

This course will introduce you to the objectives of financial reporting. He will show you how to structure it and choose the right words in order to set up effective financial monitoring.

Who is this training for ?

Training objectives

Master the issues of financial reporting.
Identify the elements necessary for carrying out effective reporting.
Identify or design the relevant indicators for reporting.
Implement a structured reporting approach.
Analyze and explain the discrepancies between budget and reporting.

Training program

Master the general principles of reporting

• Identify the challenges of reporting.
• Identify its objectives: control of financial performance, decision support tool, dialogue instrument.
• Identify the different recipients and selection of information to be communicated.
• The actors of reporting and their place in the finance function.
• Practical work Exchange of practices, difficulties encountered, constraints and of its needs to set up or develop its reporting.

Prepare and formalize reporting: conditions for effectiveness

• Scope and methods (periodicity, distribution.
• ) of the reporting.
• Determination of the sources which will be used to guarantee the reliability of the data and feed the reporting.
• Identification of issues to produce precise information on time.
• Formatting and presentation of reporting.
• Case study Critical analysis of reporting 'company.
• Implementation of recommendations.

Structure, develop and master the elements of financial reporting

• Measurement of the level of activity, the profitability of the activity and the balance sheet structure.
• Identify the objectives, the choice of content and the indicators adapted to its activity and to its strategy.
• Define the approach to be implemented and establish a balance between financial and non-financial indicators.
• Reconcile needs which may be different.
• Qualitative elements of reporting: analyses, explanations, comments.
• Practical work Reflection on the relevance of the indicators monitored in relation to the company's strategy and defined objectives.

Elements of budgetary and financial analysis

• The scope and applications of budget monitoring in financial reporting.
• Budget analysis: margins, variance analysis, the distinction between fixed costs/variable costs.
• Financial analysis: WCR, stocks, cash flow.
• Analysis of gaps between the budget and reporting.
• Implementation of actions corrective actions.
• Practical work Analysis and explanations of discrepancies between budget and reporting.
• The corrective action plan.

Description

This internship will allow you to master the issues related to high balance sheet operations in order to understand the strategies of private equity arrangements and to familiarize yourself with the legal, financial and tax techniques of leveraged operations.

Who is this training for ?

Training objectives

Master financial calculations relating to equity transactions
Identify the characteristics of the main private equity transactions
Understand the legal and financial rules of equity transactions
Master LBOs and their variants

Training program

Basic principles of corporate finance

• Reminder of the notions of financial, economic and investment profitability.
• Advantages and disadvantages of different sources of bank financing.
• Dynamic value creation strategy.
• Principle of financial leverage.
• Exercise: Series of technical exercises to master the concepts covered.

Understanding the different private equity operations

• Definitions: venture capital, development capital, transmission capital.
• Methods for evaluating target companies.
• Relations with institutional investors: structure, profile and fund management.
• Valuation and T.
• R.
• I.
• expected from investment funds.
• Specific sources of bank financing: convertible bonds, securitization.
• Exercise: Comparison of different projects and calculation of TIR.

Key principles and mechanisms of LBOs

• Three virtuous leverage effects of the LBO: fiscal, financial and legal.
• LBO variants: MBI, OBO, BIMBO, secondary LBO.
• Role of the Holding and impact of tax integration.
• Typologies of debt: hybrid debt, mezzanines.
• Different typologies of situations: eligible targets.
• Impact of capital- transmission to managers.
• Case study Project to take over a target company through LBO.

Legal-financial arrangements

• Pact between investors and non-managerial shareholders.
• Clauses relating to capital: covenants, exit clauses, safeguard clauses.
• Functioning of the management and management bodies control.
• Governance rules and monitoring of participation.
• Financing arrangement and legal documentation.
• Release of suspensive conditions and closing.
• Exercise: QCM: checking knowledge and deepening.

The investor's exit

• Transfer of the entire capital: specificities, role of participants, transfer process.
• Resale or repurchase of participations: different modalities.
• Advantages and disadvantages of the IPO.
• Case study After LBO.
• Exchange and reflection.

Description

This training will equip you with a comprehensive understanding of the roles and challenges faced by procurement managers in the context of CSR. You will learn how to develop and communicate a responsible purchasing policy, strengthen supplier relationships, effectively lead your team, and engage with key stakeholders in the procurement function.

Who is this training for ?

Training objectives

• Develop a procurement strategy aligned with the company’s overall direction
  
• Define and implement internal and external communication actions
  
• Understand and apply various procurement strategies
  
• Establish effective supplier relationship management
  
• Strengthen leadership and team management skills within the procurement function
  

Training program

Understand the challenges of the purchasing function

• Locate purchasing within the company.
• The main dimensions of the purchasing function.
• The different purchasing organizations and the Supply Chain Management vision.
• The new challenges of the purchasing function.
• Practical work Discovery in small groups of the main risks linked to purchasing.
• Identification of the issues.

Define a purchasing strategy adapted to your company's strategy

• Purchasing strategy and cost strategy.
• Purchasing strategy and differentiation strategy.
• Main tools for developing a purchasing strategy.
• Main strategic purchasing levers.
• Case study Case studies in small groups followed by individual reflection on the purchasing strategy best suited to the environment.

Anticipate and manage risks

• Technical risks.
• Financial risks.
• Logistical risks.
• Image risks.
• Human risks .
• Political and environmental risks.
• Practical work Participants identify the risks specific to their company's purchases.
• Exchanges on possible opportunities to develop.

Manage the purchasing team

• Define missions and set objectives.
• Know how to recruit.
• Know how to delegate.
• Evaluate the performance of your employees.
• Know your management style to lead better.
• Practical work Self-diagnosis of your management style.

Manage the performance of the purchasing department

• Implement appropriate procedures.
• Deploy framework agreements.
• Build partnerships.
• Develop e-tools and benchmarking.
• Define performance indicators.
• Build the purchasing department dashboard.
• Practical work Analysis of a purchasing department, identification of indicators to put in place and creation of a dashboard.

Communicate: purchasing, a cross-functional function

• Internal communication tools.
• External communication tools.
• Practical work Development of a communication plan and selection of tools adapted to a given communication operation.

Supplier portfolio management

• The different elements of supplier base management.
• How to optimize the search for suppliers and subcontractors? Available sources of information.
• Know how to use Pareto's law.
• Practical work Participants conduct a portfolio analysis using the ABC method.

Description

This training will present you with an overview of the international legal business environment. You will see contractual rules and practices and learn to identify specific risks. Part of the course will be devoted to the impact of sociocultural aspects according to different regions of the world.

Who is this training for ?

Training objectives

Know the main international conventions.
Differentiate between the different types of international contracts.
Measure the risks linked to international contracts.
Measure the impact of socio-cultural aspects.

Training program

The international legal environment

• The origin and sources of international law: lex mercatoria.
• Philosophies of law in the world: countries of Civil Law, countries of Common Law, religious law, customary law .
• Conventional law.
• Uniform rules and international customs.
• The main international conventions.
• Principles of international trade and European contract law.
• Community law and the principles of free competition.
• The notion of international contract: which law which judge? language?
• Case study

The contractual elements

• The various international contracts.
• Sales, business and subcontracting contracts.
• General and special conditions.
• The usual clauses in international contracts.
• The usefulness of clauses and the risks to prevent.
• The methodology for drafting the sales contract.
• The international purchasing methodology.
• Joint ventures.
• Collective reflection Numerous case studies on the different types of international contracts.

Risks linked to international contracts

• Sources of risks in international contracts.
• Geopolitical, economic, payment, non-quality, delay risks.
• Evaluation of the country risk.
• The choice of the appropriate incoterm.
• The choice of payment method.
• The resolution of disputes.
• Amicable settlement, the arbitration tribunal, the ADR regulation, the choice of court.
• The principle of exequatur.
• Exchanges Analysis of numerous documentary examples on the different types of international contracts.

The sociocultural aspects of contractual relations

• Definition of the concept of socio-culture.
• Legal and cultural focus on the different countries of the world.
• Exercises

Description

This internship will provide you with the knowledge necessary to study the key elements of the customs declaration. You will see how to master intra- and extra-community operations and how to rely optimally on the freight forwarder you entrust with customs operations.

Who is this training for ?

Training objectives

Choose and recommend the right incoterm
Collect and deliver international flows in compliance with customs regulations
Implement the various customs clearance procedures
Draft the documents required by the administration
Find the documents necessary for import-export operations
Avoid disputes with customs

Training program

Understand the international context

• Applicable international regulations and free trade zones.
• Types of trade in the EU: the organization of domestic, intra-community and international trade.
• Know the role and missions of customs in trade.
• The fiscal and regulatory statistical obligations of businesses.
• Deductive and calculated methods to determine the origin of the merchandise.
• Proofs and markings of origin: added value criteria and specific processing.
• Choose an economic regime: temporary admission/export.
• Special regimes: samples, ATA notebook, feedback.
• Practical work Knowledge quiz.
• Presentation of concrete cases.
• Presentation of concrete cases

Write import and export contracts

• Incoterms "INternational COmmercial TERMS": rules applicable to international commercial relations.
• Delivery of the goods sold: responsibility for transport, insurance, customs formalities, duties and taxes.
• Customs clearance obligations and transfer of risks.
• Applicable VAT rules: process, who pays what? VAT exemption: principle and formalities .
• Know the import and export process and the safety and security constraints.
• Write the SAD "Single Administrative Document" for customs formalities.
• Practical work Illustration with concrete cases on the DAU.

Master customs operations, storage, transit and customs clearance

• Warehouse and customs: warehouse regimes, role of stores and customs clearance areas, MADT.
• Transit: T1 - T2 - TIR.
• Procedures customs clearance: simplified, at home (PDD - PDU - PDE) and the provision of AEO status.
• Role of the freight forwarder in securing logistical exchanges.
• Customs declaration and impact of AEO status on the information to be provided.
• Dealing with customs controls: control framework, frequent infractions, fines, control procedures, appeals.
• Practical work r nScenario on an export/import on a flow to a third country.

Description

Suppliers are a determining factor in purchasing strategy. Knowing how to analyze and evaluate them is therefore a fundamental skill to optimize your missions. At the end of the training, you will have learned to evaluate your suppliers and identify negotiation levers.

Who is this training for ?

Training objectives

Adapt the supplier panel to the company strategy.
Define supplier evaluation indicators.
Constitute and optimize the supplier panel.
Manage the supplier relationship over time.
Ensure regulatory compliance of service providers.

Training program

Introduction: the supplier panel

• Role and importance of the supplier panel by purchasing family.

Typology and segmentation

• Typology of purchases, prior to the segmentation criteria of the supplier panel.
• Segmentation of the supplier panel.
• Definition of the segmentation criteria.
• Criticality matrix/attractiveness of the purchasing family.
• Strategic, non-strategic purchases.
• Criteria: subcontractor/partner, product availability/provision of solutions, ABC criterion.
• Typology of suppliers and actions to be undertaken.
• Actions and evaluations expected for each segment.
• Case study Estimation of the total acquisition cost , definition of supplier evaluation criteria.

Supplier evaluation

• Evaluation and monitoring of suppliers.
• Evaluation in the RFx chain (RFI, RFP, RFQ).
• Concept of KPIs (key performance indicators).
• How to define KPIs? Analysis of the main KPIs for effective supplier evaluation.
• Identification of strategic suppliers: purchasing weight, critical purchases, partnership potential.
• Case study Situation of the purchasing family in the criticality/attractiveness matrix.
• Importance of the RFI in the a priori evaluation of suppliers.

Sourcing

• Research and identification of suppliers.
• Sourcing and e-sourcing methods.
• E-sourcing tools.
• Sourcing on external markets: risks and challenges of international purchasing.
• Characterization and profiles of suppliers.
• Analysis of their product portfolio (Kraljic type matrix).
• Analysis of their strengths and weaknesses (SWOT).
• Case study Request for Information (RFI) in the Sourcing phase.

Supplier loyalty

• Objectives and challenges of building loyalty with strategic suppliers.
• Concept of SRM (supplier relationship management): the context, the approach.
• Tools SRM.

Conclusion

• Evaluation of suppliers within the framework of the Supply Chain.
• Advice for managing and managing the supplier panel over time.
• Risk management criteria .

Description

Very practical and adapted to the specificities of the public sector, this internship will allow you to acquire the essential reflexes of a good manager. You will develop your interpersonal skills and know how to make the right decisions to optimize the functioning of your team.

Who is this training for ?

Training objectives

Analyze your managerial skills and management style
Empower, energize and motivate your team
Evaluate individual and collective performance
Master interview and meeting facilitation techniques
Adopt the posture of a manager-coach

Training program

Meeting the expectations of management in the public sector

• Know the expectations of the administration and the public sector from its managers.
• Understand the challenges of management in the public sector.
• Understand the manager's place in the organization.
• Collective reflection Individual and collective reflections, exchanges and feedback.

Develop your managerial skills

• Analyze your relationship with others and your managerial skills.
• Position your team in your professional environment.
• Energize your team: lead meetings, delegate.
• Manage delicate situations and conflicts.
• Understand and act on the levers of individual motivation.
• Use management tools: evaluation interviews, delegation , organization, reporting.
• Exercise: Analysis of managerial skills, management situations on the aspects of team motivation, conflict management, delegation and/or meeting facilitation.

Analyze your service and its performance

• Identify the objectives and the organization put in place to achieve them.
• Analyze the team's performance and its climate (trust, motivation.
• ) .
• Identify HR risks in your team.
• Define relevant professionalization methods.
• Exercise: Analysis of a service in terms of organization and HR risks and proposal of solutions to improve performance and manage human risks.

Coaching your colleagues in the public sector

• Understand the role of a manager-coach and his added value for his team.
• Know the types of problems that can be supported in coaching mode by the manager.
• Case studyrnCoaching situation of an agent based on individual problems relating to themes such as skills, relationships, team work.

Description

This training, intended for civil service managers, will allow you to master the recruiter's posture during interviews. You will have the methodology to promote the position and will be able to objectify your candidate choices based on concrete profile-position-skills matching criteria.

Who is this training for ?

Training objectives

Write a job description and promote a recruitment offer
Define selection criteria in line with the position to be filled
Conduct a recruitment interview in compliance with regulations
Apply candidate evaluation methods with objectivity

Training program

The regulation of recruitment interviews

• Information that you cannot ask for.
• The notion of discrimination.

Define the need

• The objectives.
• The characteristics of the position to be filled.
• The profile of the person sought.

Analyze the professional situation

• Present the work situation.
• Identify the context of the work situation.
• Analyze the professional requirements.
• The field of relationship of the position.
• Collective reflection Exchanges on the analysis of the recruitment context.

Write the job description

• The job title.
• The missions and activities.
• The technical scope and the skills required.
• The duration occupation.
• Possible opportunities.
• The required profile.
• Scenario Analysis of a typical job description and exchange between participants on a typical job.
• Based on a selection grid, analysis of a curriculum vitae and a cover letter.

Write an ad

• Identify your objective.
• Identify the targets of the ad.
• Sort and prioritize the information.
• Highlight the essential characteristics of the position.
• Write a plan.

Prepare for the interview

• Define your personal objective for the interview.
• Prepare a plan for conducting the interview.
• Exercise: rnDeveloping an interview grid 'interview based on a job description.'}

The stages of the interview

• Welcome.
• Presentation of the position: marketing of the position.
• Presentation of the agent.
• Analysis of the profile of the candidate: detection of their potential in relation to the position.
• The conclusion of the interview.
• Scenario Interview scenarios and proposal for an analysis grid.

Techniques for conducting an interview effectively

• Taking notes during the interview.
• Communication during the interview, listening, questioning and reformulating.
• Scenario Communication exercises.

Description

This internship will allow you to understand the issues and specificities of public and territorial communication. It will show you how to establish your communication strategy (crisis management, responsible communication, etc.) and choose the most suitable actions and supports.

Who is this training for ?

Training objectives

Know the specificities of public communication and understand its differences with corporate communication
Implement an institutional communication strategy adapted to its audiences
Decrease your strategy into operational objectives
Pilot your actions and evaluate the results
Manage communication crisis

Training program

Know the challenges of public and territorial communication

• Citizen communication, politics and participatory democracy.
• From the first state campaigns to the Internet: 30 years of evolution.
• The law of public communication.
• Exchanges Brainstorming on the specificities of public and territorial communication.

Design your public communication strategy

• Analyze the policy of the public organization, the different actors and issuers.
• Identify and prioritize internal and external stakeholders.
• Define your objectives: communication information, financial, influence or prescription.
• Practical work Diagnosis of the existing situation and definition of priority communication objectives.

Choose your actions and communication media

• Plan internal/external communication actions.
• From publishing to new media: overview of different media.
• Manage relations with the press.
• Practical work Construction of your action plan and choice of media.

Animate your different supports

• The animation cycle.
• Write effectively: essential message, construction of articles, style.
• Ensure internal/external consistency.
• Practical work Writing articles.

Integrate CSR and sustainable development into its communication practices

• The technical report on sustainable development (art.
• 255).
• Communication around Agenda 21.
• The responsible communication and purchasing approach.
• Practical work Exchanges on good and bad practices.

Mastering crisis communication

• Identify the different types of crisis.
• Know the rules to respect and the pitfalls to avoid.
• Build an information and communication plan.
• Case study Analysis of seizure cases and their treatment.

Evaluate and adapt your public communication

• Why and how to evaluate? Evaluation methods and tools.
• Know how to adapt your communication.
• Practical work Construction of tables of piloting board.

Description

This internship will allow you to become aware of the Marianne Charter in order to define your own quality commitments as well as a reception charter adapted to your structure. You will learn how to use the tools of this approach in order to strengthen the quality spirit of your agents.

Who is this training for ?

Training objectives

Training program

Identify the principles and issues of Quality

• The main principles of improving reception.
• Quality stakeholders.
• The main concepts: Quality Management, Management System of quality, Quality Manual.
• The DEMING Plan-Do-Check-Act wheel, the Ishikawa diagram.
• Practical work From examples, presentation of a quality approach.

Establish your own service quality commitments

• Know the commitments of the Marianne Charter and the Marianne label.
• Define your Quality objectives: waiting time, quality of information delivered, access to services, openness.
• List non-conformities: waiting time too long, incorrect information.
• Manage non-conformities: preventive, curative, corrective actions.
• Set your objectives of progress and formalize its quality commitments based on reception charter models.
• The specificities of welcoming the disabled public.
• Practical work Creation of a self-diagnosis by participants of their reception service and formalization of an action plan.

Implement the Quality action plan

• Define operational objectives: access, reception, management of requests and complaints.
• Determine those responsible by operational objective and/or service.
• Communicate the objectives and elements of change management to your agents: assets, difficulties and strategies.
• Describe the process: process identity sheet, flowchart, risk assessment.
• Practical work Mapping of a reception process and writing of the flowchart of this process.

Monitor and measure results

• The Quality dashboard: from monitoring tables to the dashboard.
• Indicators: physical, social, performance and progress.
• The main ones indicators of the Quality of relations with users.
• Internal audit.
• Satisfaction evaluation: drafting, distributing and using the satisfaction questionnaire.
• Set new objectives.
• Correction of gaps and establishment of a new action plan.
• Practical work Develop the quality dashboard of the reception of its structure.
• Exchanges on evaluation practices.

Description

This seminar will present recent developments in the law and the latest regulatory and case law news concerning public procurement, in particular Order No. 2015-899 of July 23, 2015 and Decree No. 2016-360 of March 25, 2016.

Who is this training for ?

Training objectives

Decipher the legislative and regulatory news of public procurement
Take stock of current case law
Implement the new modalities for awarding and executing a contract
Master the new measures relating to the offense of favoritism and corruption.

Training program

Developments in procurement

• The new advertising thresholds.
• The new procurement procedures.
• Defining needs: sourcing.
• The latest obligations relating to dematerialization.

Modifications relating to the contractual arrangement of a market

• Changes in the rules for allocating a market: the case of variable offers.
• The different forms of markets: ordinary markets, purchase order markets, tranche markets.
• Changes to the rules concerning market documents: the DUME.
• Changes in the obligations of buyers and candidates in terms of contractualization.
• the new offer selection criteria.

Developments regarding the completion of the procurement procedure

• Offer analysis techniques.
• The particular case of abnormally low offers.
• The regularization of irregular offers.
• The notification obligations of a market.
• The legal rules for archiving a market.
• Focus: new cases of market modification.

News relating to the execution of a contract

• Service verification operations.
• The financial settlement of a contract: advance, deposits, balance.
• Payment of subcontractors.
• The rules relating to payment deadlines and default interest.
• The developments in the regulations concerning pre-contractual summary proceedings, contractual summary proceedings and suspension.
• News measures relating to the offense of favoritism and the offense of corruption.
• Focus: the possibility of prohibiting subcontracting.

Description

This course will show you how to design and write a consultation file as part of a public contract. You will learn about the provisions to be respected and see how to proceed with the selection of offers and the writing of the analysis report.

Who is this training for ?

Training objectives

Know the regulatory framework within which a public contract falls
Know how to define the needs and issue the different market documents
Integrate good reflexes in the preparation of a market
Determine the appropriate criteria for selecting offers and their weighting methods
Select the right suppliers efficiently and objectively

Training program

Reminder of the fundamental principles of public procurement

• Master the specificities of public procurement regulations.
• Ordinance No. 2015-899 of July 23, 2015, Decree No. 2016-360 of March 25, 2016 and the directives CE/2014.
• Know the clauses that must appear in the consultation regulations.
• The criteria for choosing applications and offers.

Define needs

• Identify the criteria: purpose, applicant, prescriber, user, quality, quantity, budget, deadlines and means.
• The internal organization, tools and supports for identifying needs.
• Case study Needs identification support.

Identify the constituent parts of a market

• The mandatory documents depending on the type of contract concluded.
• The CCAP, the CCTP, the consultation regulations and the act of commitment.
• The adaptation of these documents to appropriate procedures.

Prepare your market and put it into competition

• Secure the writing of the advertisement.
• Write administrative, financial and technical information.
• Present the criteria for judging the offers.
• Practical work Identify the most frequent errors in an advertising notice.

Write the specifications and the CCTP

• Translate the functional analysis into specifications.
• Reconcile technical monitoring and equal treatment.
• Propose a technical response framework to facilitate candidates' proposals.
• Practical work Writing a simplified CCTP.

Know the provisions to be respected when drafting the CCAP

• The necessary interdependence between CCAP and CCTP.
• The clauses relating to the price and duration of the contract.
• The other clauses: reception, penalty, termination.
• Practical work Organize control of market execution.

Write the commitment document and other market documents

• Mandatory information.
• Special cases of amendments.
• The notification letter.

Master offer selection techniques

• The different selection criteria.
• The most economically advantageous offer, the prioritization and weighting of the offers.
• Equality between the candidates and the transparency of procedures.
• Practical work Write a simplified tender analysis report.

Description

This training offers you a complete overview of public procurement regulations. You will learn how to prepare a call for tenders and enter into a contract in accordance with the law. You will identify the key clauses in your documents and see how to monitor your market and anticipate possible difficulties.

Who is this training for ?

Training objectives

Master public procurement regulations Comply with public procurement procedures Secure the launch of your call for tenders Monitor the execution of a public contract

Training program

Identify the foundations and scope of public procurement

• Definition of a public contract.
• Related concepts and contracts not subject to codes.
• Principles of freedom, equality and transparency.
• Notion of the most economically advantageous offer.
• Ordinance No. 2015-899 of July 2015, Decree No. 2016-360 of March 2016 and the CE directives /2014.
• European texts.

Prepare for the award of a public contract

• The actors: the contracting authority and its representative, the tender commission, the contracting entity.
• Questions to ask: definition of needs, allocation of contracts .
• The form of contracts: ordinary contracts, purchase orders, installments, framework agreements.
• The documents constituting the consultation file: act of commitment, CCAP and CCTP .
• The general documents (CCAG) and the consultation regulations.
• Practical work Simplified drafting of a Specification of Special Administrative Clauses (CCAP).

Procurement procedures

• The assessment of advertising thresholds.
• The adapted procedure.
• The open and restricted call for tenders.
• The negotiated procedure.
• The competitive dialogue.
• The competition.
• The dematerialization of procedures.
• Practical work Quiz on the different award procedures.

Select candidates and offers

• Candidate selection criteria.
• Documents that may be requested from candidates.
• Environmental and social criteria.
• Criteria of choice and their weighting.
• The particular case of abnormally low offers.

Formalize the completion of the procedure

• Information to be communicated to unsuccessful candidates.
• The presentation report.
• The legality check.
• The notification of the contract .
• The award notice.
• Archiving and retention periods for documents.
• Practical work Giving reasons for a rejection letter .

Monitor and control the market

• The financial settlement of a contract: deposits, balance.
• Payment of subcontractors.
• Payment deadlines and default interest.
• Control by the administrative judge.
• Control by the criminal judge.

Description

This training will allow you to acquire methods and techniques to effectively analyze applications in the context of a public contract. You will learn how to select the best offer, justify your choice and secure it legally.

Who is this training for ?

Training objectives

Define selection criteria for applications and offers
Implement appropriate scoring methods
Succeed in choosing the most economically advantageous offer

Training program

Identify the legal framework

• The importance of a good definition of needs.
• Mandatory weighting for formalized markets.
• The possibility of a single price criterion.
• The conditions for a simple hierarchy of criteria.
• Prohibited criteria.
• Practical work Develop rating grids.

Select applications

• The role and composition of the CAO (in local authorities).
• The information that may be requested from candidates.
• The opening of bids and the 'examination of applications.
• The possibility of asking candidates for missing documents.
• Verification of information and the information provided.
• Assessment of guarantees professional and financial.
• Analysis of applications: compliance or rejection.
• The particular case of limiting the number of admitted candidates.
• Practical work rnDevelop application analysis tables.

Analyze offers

• The admissibility of the offer.
• Inappropriate, irregular or unacceptable offers.
• The detection and treatment of an abnormally low offer.
• Price verification and analysis of samples, briefs or models.
• Taking social objectives into account and jobs.
• Sustainable development issues.
• Collective reflectionrnHow to stop a public procurement procedure: differences between the declaration

Choose the holder and justify your decision

• Preparing purchasing commissions.
• The rating grid.
• Writing the offer analysis report.
• The proposal of the successful offer to the CAO (in local authorities).
• Writing the presentation report.
• Informing unsuccessful candidates.
• Identifying communicable documents.
• Preparing the legality check and managing litigation appeals.
• Practical work Writing an offer analysis report simplified.
• Feedback on the management of disputed cases.

Description

The execution of public contracts requires rigorous and qualitative monitoring to be able to guarantee the adequacy of the services provided to the needs expressed in the calls for tenders. This training will allow you to secure the administrative, technical and financial aspects during the execution of your contracts.

Who is this training for ?

Training objectives

Master the legal framework for the execution of public contracts Identify and avoid the pitfalls linked to the execution of a public contract Implement market execution management tools Ensure effective market management

Training program

The impact of market forms on their monitoring

• Purchase order markets.
• Framework agreements and subsequent contracts.
• Single or multi-operator markets.
• Co-contracting and subcontracting.

So-called market sensitive clauses

• The duration of the contract, the execution times and the guarantee.
• The firm, updatable, revisable and provisional price.
• The penalties applicable to the contracts.
• Termination of the contract.
• Modifications in progress: amendments and the decision to continue.
• Complementary and similar contracts.
• Case study Price variation clauses and modifications during execution of the market.

Management of financial guarantees to secure the execution of contracts

• The creation of a first-demand guarantee or bank guarantee.
• The retention of guarantee and the advance.
• The assignment or pledge of receivables .
• Payment of advances: special cases of co-contracting and subcontracting.
• Rejection of a payment request.
• Exercise: Information of forms relating to cases of pledge of receivables.
• Models for distribution of payment and status of deposit.

Rules applicable to payments

• The overall payment deadline and the contours of the mechanism with regard to the different stakeholders.
• Cases of suspension of the overall payment deadline.
• The application of the default interest.
• Additional default interest.
• Case study The liquidation of default interest.

Verification and receipt of services

• The verification operations to be carried out: reception, the guarantees provided for in the CCAG.
• Contractual and post-contractual guarantees.
• Cases of rejection, of postponement and rescission.

Dispute management

• The case of the service provider in financial difficulties.
• The repair of defects noted during construction.
• Pre-litigation remedies: amicable settlement, voluntary recourse and arbitration.
• Litigation remedies: jurisdictions and procedures.
• Early termination, termination and cancellation.
• Exercise: Identification of the types of recourse against the holder.

Description

This training will allow you to understand the different types of disputes that can arise in public procurement. You will identify possible remedies and discover the methods and best practices that will allow you to assert your rights.

Who is this training for ?

Training objectives

Know and prevent disputes that may arise in public procurement
Understand the different possible remedies to assert your rights
Analyze the formal and substantive rules to be respected during an appeal
Know how the legality check is carried out
Identify the consequences of the cancellation of a public contract

Training program

Identify the types of appeals relating to public procurement

• The pre-contractual summary.
• The contractual summary.
• The appeal to challenge the validity of the contract (Tropic).
• The appeal cancellation of detachable documents.
• Exchanges Regulatory and case law news: what impact on your practices?

Understanding the dispute relating to the execution of the contract

• Disputes concerning the execution of the contract: amendments, unforeseen technical constraints.
• The summary assessment.
• The summary provision.
• Appeals for compensation filed before the administration and the administrative court.
• Practical work Focus on the various disputes specific to works contracts: contractual and legal guarantees, disputes over general accounts.

Know the possibilities for amicable settlement of disputes

• Drafting a contractual clause.
• Transaction or conciliation.
• Mediation and arbitration.
• Practical work Identify an amicable settlement solution adapted to a dispute.

Identify fraudulent practices falling under criminal law

• Fraudulent practices falling under criminal law.
• Attacks on freedom of access and equality of candidates in public contracts.
• The crime of favoritism.
• Passive corruption and influence peddling committed by persons exercising a public function.
• Illegal taking of interests.
• Work practices From an example, identify the typology of the crimes involved.

Assert your rights before the administrative judge

• Know the course of a proceeding and prepare for it.
• The consequences of the decision of the administrative judge.
• Possible actions to minimize the impact of an unfavorable decision.
• Practical work Case study: verify the admissibility of the complainants' request, identify the conditions of admissibility of a request: validity, quality and interest in taking action.

Description

This training will allow you to understand the specificities of public works contracts. You will learn to master the different stages from consultation to execution of the work and to manage the financial aspect and possible disputes.

Who is this training for ?

Training objectives

Prepare a public works contract and choose the most suitable award procedure
Write the various constituent documents of the contract and respect their formalities
Analyze, select the offers and launch the contract
Monitor the execution of the contract and manage any possible modifications in execution
Ensure financial monitoring and manage the impacts of possible disputes

Training program

Know the texts and the main actors

• The regulation of public procurement, the MOP law, the CCAG-travaux.
• The roles and responsibilities of those involved: project owner and project manager, economic operators.

Understand the different procedures and contracts

• Non-formalized procedures: over-the-counter and MAPA.
• Open and restricted call for tenders.
• Negotiated market and competitive dialogue.
• Public/private partnership.
• Exercise: rnQuiz on the different procurement procedures.

Identify market parts

• CCAG works, CCAP, CCTG and CCTP.
• Lump sum or split contract, unit price contract.
• Formalization of the contract: purpose and duration, technical clauses , financial.
• Exercise: Simplified writing of a CCAP.

Master the stages of the consultation

• The organization of advertising.
• The consultation file.
• Dematerialization.
• Response and commitment times .
• Analysis of applications and offers.
• Case study Analysis of the consultation file and work on the selection criteria.

Prepare and launch the execution of the work

• Constitute the market file.
• Check and validate the necessary insurance.
• Manage the missions of the participants: management means, the particular case of the sub-contract contracting.

Manage running changes

• The amendment.
• The decision to continue.
• The complementary contracts.
• Practical work Calculation of late penalties .

Manage the financial aspect

• The lump sum advance and the payment of installments.
• The payment terms.
• The retention guarantee, the first demand guarantee and the deposit.
• The key points of the Final General Account.
• Exercise: Identification of the rules applicable to guarantees: works damage insurance.

Resolve disputes related to the execution of the contract

• React to a service provider in financial difficulties.
• Obtain repairs for defects noted during construction.
• Guarantee the effectiveness of recourse against the various parties involved in the market.
• Exercise: Identification of the types of recourse against the contract holder.

Description

Public procurement legislation and regulations are evolving rapidly. It is necessary to regularly update your knowledge to be able to manage and secure the execution of a public contract. This training will provide you with advice and methodologies to do it calmly and efficiently.

Who is this training for ?

Training objectives

Securing the execution of a public contract from its signature Understand the mechanics of public procurement financing and price reviews Anticipate possible financial, administrative or technical difficulties depending on the type of market Exercise a right of appeal in compliance with legislation and regulations

Training program

Decipher administrative documents

• List useful administrative documents: CCAP, Act of Commitment, financial annexes.
• Understand their specificities and identify sensitive points.
• Anticipate possible difficulties.
• Archive and secure documents.
• Exercise: Completing administrative and accounting documents relating to the management of a public contract.

Master the different forms of prices

• Set firm, revisable and/or updatable prices.
• Know the different types and methods of price revision.
• Anticipate possible changes in prices 'a public market.
• Know your scope of action and the modifications that can be implemented in the short, medium or long term.
• Exercise: Concrete cases of price calculations: updating, revision, coefficients and indices.

Mastering market financing

• Protect yourself against pre-financing and financing costs.
• Control Dailly receivables and assignments.
• Control assignments or pledges of receivables.
• Know the different types of insurance: professional civil liability, ten-year, guarantees.
• Manage advances and deposits.
• Manage late payments and calculate default interest.
• Anticipate and prevent risky situations.
• Collective reflection Exchanges and analysis of good practices in terms of pre-financing public contracts.

Identify the different types of recourse

• Know the different types of recourse: pre-contractual recourse, post-contractual recourse, "tropic" recourse.
• Master the regulations concerning guarantees and deposits.
• Calculate the different types of penalties: daily, delivery, documents.
• Manage purchasing groups.
• Know good practices in terms of recourse and know how to apply them .
• Case study Analysis of different appeal cases and methodological advice on the proper execution of a public contract.

Description

For better effectiveness and efficiency in the process of submitting to public contracts and in order to reduce both costs and errors in submissions, companies are called upon to better position themselves and use electronic submission of tenders. public procurement which ensures a substantial saving in time.

Who is this training for ?

Training objectives

Prepare tender submission documents.
Master public procurement regulations.
Understand and put electronic submission into practice.
Operate electronic submission.

Training program

General framework for public procurement

Presentation of the main provisions governing public procurement

Public procurement procedure

Presentation of the context and process of the official dematerialization of public procurement: “The Moroccan Public Procurement Portal (PMMP)”

Simulation of an electronic submission