Join Eurovia
A Recruitment and Hosting Policy Designed to Build Lasting Relationships. Eurovia is a subsidiary of the VINCI Group, the recognized world leader in concessions and construction, and has grown to become one of the world leaders in road and railway network infrastructure construction, the French leader in producing road aggregate, and a European leader in materials production. Our human resources policy falls within the basic principles outlined in VINCI's charter of ethics and behaviour. Eurovia designs equipment that is useful to the whole community and daily life, while participating in metropolitan and regional planning. Working with private companies on general-interest projects, Eurovia's collaborators are part of socially useful projects whose environmental value are taken into consideration.
Eurovia places great importance on trust, respect, solidarity, the primacy of humans over systems, and the recognition of individual initiatives and teamwork (with the networking of teams and skills). Our management model favours decentralization, autonomy of operational units and managerial responsibility. It also promotes the performance of each collaborator within the framework of clear rules of the game.
Eurovia has operations in 17 countries, both in Europe and in the Americas. Each subsidiary recruits its collaborators according to their operational requirements, following a common HR policy. By promoting autonomy, responsibility and team spirit, Eurovia offers its employees exciting career paths. In return, we expect 'fair reciprocity,' and visible commitment from its collaborators. This is why we are interested in team members who are seeking a firm where their efforts will be rewarded, where there is true team spirit and a relational bond. Future collaborators at Eurovia must be able to work autonomously, assume responsibility and manage complex projects, and have a true sense of the end result and customer satisfaction. These men and women must be interested in technology and innovative solutions, but also by a firm that is committed to the sustainability of its accomplishments and active in the field of sustainable development.
Budding professionals get involved through internships, intermittent contracts, end-of-study projects, or through the volunteer for international experience (VIE) program, all ways that allow young people to learn about our business, its sectors and culture, before joining our team. Each year, especially in France, Eurovia welcomes 1,500 interns seeking training, ranging from the CAP (professional studies diploma) to an engineering degree, and 541 youth seeking a professionalization and apprenticeship contract. It offers 70 end-of-study projects to students in their last year of engineering. The VIE program enables young, newly-graduated engineers from France or the EEC the opportunity to become a project engineer in an overseas subsidiary for one to two years, following six months' training on a site in their training country.
Eurovia is seeking new employees who have training and various other profiles. This opens the door to those who may not have formal education in the public works sector, but may have experience or a degree in another field. Many of Eurovia's trades can be learned in the field. This practical experience, combined with in-house training, will then enable these new collaborators to develop their professional careers.
Eurovia provides each and every employee a personalized follow-up, in each of the countries the company is active, through training and also through tutoring and mentoring systems. This means that most new employees are accompanied by an experienced collaborator, who is tasked with helping the intern, providing advice and helping him or her understand the company's structures: who does what? Who can provide advice on a given topic? What are Eurovia's procedures?
For many years, Eurovia has been building on a policy that targets 'zero work accidents.' This is the reason all new employees are educated on safety in general and risk prevention at their work site, during their 'First Day' training. This training is complemented by information on health and safety, to help understand and adopt preventive measures for possible on-site accident risks, and to define the roles and responsibilities of training. In total, more than 190,500 safety training hours and 88,983 safety tests were delivered to all employees around the globe in 2010. This safety policy has enabled us to reduce work-related accidents by 50% since 2003.
Our integration program? A training ground for managers
Thanks to our three-year integration program for young engineers, they get to learn about the Company, gain plenty of hands-on experience, and move more quickly toward operational positions. An example? A young French works engineer finds employment with a division. He starts out as a "shadow" worksite manager, then becomes a worksite manager himself for a year. From there, he moves up to contract manager.
His experience in the field is complemented by annual training sessions at the Mérignac training centre. Implemented over 10 years ago at Eurovia, this process benefits on a yearly basis 150 young engineers (works, material, techniques, quarries, and materials) at the start of their career. It is worth noting that young worksite managers and management executives also benefit from an integration program.
New employees visible thanks to the colour of their helmet
New hires are more frequently involved in workplace accidents than other employees. These accidents are not only more frequent but more severe - despite preventive and safety measures that apply to all employees and specific measures (one-on-one meetings, orientation guide) designed for new recruits.
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In 2004, Hubbard in the United States came up with a simple and very low-cost solution, which was to require new hires to wear a red helmet for the first 90 days of employment. As a result, experienced employees (who wear white helmets) can easily identify new hires, be on the lookout for inappropriate or risk behaviour, and provide assistance or advice. In the first year, the number of accidents dropped from 30 to 18 among new employees. In 2008, that figure dropped to 4.
This initiative received a Management Prize in the Management category at the 2009 VINCI Innovation Awards.
This occupational safety initiative has been extended to operations in Canada; from this point onward, new employees at DJL (one of Eurovia's Canadian subsidiaries) are easy to spot thanks to their green helmet.
Raising awareness of accident risks among new hires
On worksites, new hires are more frequently at risk with respect to accidents. Consequently, in 2003, Eurovia created a "first day" training program and knowledge evaluation test for young recruits. In 2007, this initiative was extended to the recruitment of temporary personnel and to other Company business lines, including quarries, demolition sites, and laboratories.
It has also been deployed in Germany, North America, the Czech Republic, Slovakia, and the United Kingdom. Since 2009, it has been in application in Construction, civil engineering and at VINCI Concessions. Since its inception, 32,000 tests have been delivered to new hires and 9,500 to temporary personnel.
This initiative garnered a Dissemination Prize in the Vendor Dissemination category of the 2009 VINCI Innovation Awards.
