Integration

"Understanding the Group as a whole and developing your network"

When you join us, you will begin by getting to know your team and your entity, and also start to discover the rest of the Group. The "StartinG" programme will provide support during your first few months with us, to facilitate your induction and your immersion in a new environment.

You will be introduced by your manager to your local entity, your team and those you work with closely. The manager will also introduce you to your "mentor", a staff member working in the same area who has no hierarchical link to you. The mentor's role is to provide support on all issues relating to your working environment. You also have access to the StartinG intranet, a dedicated tool with essential information and pointers you will need about the Group and its human resources commitments.

During your first year in our teams, we encourage you to participate in induction seminars for your profession, entity or Group, depending on the nature of your first posting. At these events, your understanding of the Group will be strengthened by presentations and discussions with key players about our challenges, our strategy, our organisational structures and our core businesses. You will also be able to meet and exchange views with other recent recruits, building your professional network inside the Group.

Subsequently, you will enhance your knowledge of the Group through team-building tools and events: internal meetings and conventions, our Group magazine "Sogéchos", our employee intranet, internal awards, etc.

Remuneration

"Maximising your individual performance and sharing in the benefits of collective performance"

The "Career Agreement" remuneration policy is based on:
-  A dual objective: to be attractive for you and balanced
-  A conviction: to recognise individual and collective performance
-  A commitment: to review the components of your overall remuneration every year

From our viewpoint, remuneration is a key element of the "Career Agreement", as it plays a key role in your motivation. In the Group, your remuneration consists of:

• A fixed salary which reflects your ability to carry out the missions of your position through your command of the necessary skills,
• A variable remuneration which reflects the value of your individual performance and that of the Group's collective performance. It enables you to share directly in the benefits of our growth.

The remuneration policy takes into account the employment market in which you work, and considers local remuneration practices in the various professions.
It is completed by the Worldwide Employee Shareholding Plan. This plan, which strengthens the Group's cohesiveness and fosters a sense of belonging, enables each employee to become a Société Générale shareholder in particularly favourable conditions. Some 7% of the Group's equity is held by more than 75,000 employees and former employees in France and across the world. The policy of enabling as many employees as possible to share in the benefits of the company's performance makes employee shareholding one of the major components of our Group's identity as an employer.

Career development and training

"Boost your skills and have a successful career"

At the heart of the "Career Agreement" are your career development, and our contribution to making your career a success. Career management is an important challenge, with responsibility shared by all concerned parties: yourself, your manager and our HR teams.

Take charge of your career development
Our collective performance depends on our ability to develop the individual skills of our employees. The Personal Performance and Development (PPD) appraisal process, introduced at the end of 2004, stresses personal development and sets performance targets. An interview with your manager enables an overall assessment of your activity, and an appraisal of your performance against the yardstick of the targets set. The interview is backed up by a discussion about your plans and your career development motivations, looking forward three years from your current position. Together with your manager and your HR manager, you reflect on, imagine and construct the next stage of your career, maintaining a momentum which is positive for both employee and company.

Our goal is to provide you with everything you need for a fulfilling career in our Group. With this in mind, we are developing a proactive training policy. For the various business lines, inside and outside France, our HR teams have designed training programmes to meet the dual need for increasing skills and individual career progress. Whether in the professions of Retail Banking, Corporate & Investment Banking, or Banking Operation Management, training programmes are offered to employees to build up their professional and interpersonal skills.

Given that managerial expertise is one of the key factors driving the Group's innovation and entrepreneurial dynamism, we are also investing in management training . Depending on your level (senior executives, strategic managers, operational manager), you are encouraged to develop your skills both in terms of personal effectiveness (self-assertiveness, decision-making, leadership) and collective effectiveness (managing, motivating, ensuring a successful outcome). Managerial training is organised around skills that are essential for the Group: customer focus and results, preparing for the future (strategic vision, managing change, personal development) and cross-functionality.

Functional and geographic mobility

"Build your career and choose your mobility"

In our Group, diversity also applies to professions: we operate in all the banking and finance businesses. Overall there are more than 600 different types of job in the Group. They provide you with ample opportunities to develop your career and your skills, according to your aspirations. Your development may take the form of increased responsibilities and expertise in your original profession, if value is to be built up in the long term. You can also move towards another profession and thus change your professional horizons. Functional mobility forms an integral part of our "Career Agreement", to ensure both the development of our Group and the professional development of our employees.

Do you want to extend your expertise in a new professional and cultural environment? We operate in 82 countries. International mobility is available to all men and women who want to enrich their professional experience by living in another country, while remaining with the Group. We are convinced that exercising one's profession in a foreign country is a natural stage of career development for those who wish to do so. Geographical mobility enables the mobilisation of the potential that we need at the right time and place, while putting employees into contact with new environments which they will find enriching both professionally and personally. It also contributes to strengthening the sense of belonging of our local teams. Employees who exercise their skills outside their home country thus become ambassadors for the Group's culture and values.

To facilitate geographical mobility in its subsidiaries, our Group has set up an "International pool" of employees who are ready for expatriation. Essentially reserved for experienced executives, this approach enables the identification and development of staff members who have skills that the Group may need on the international front.