All the measures envisaged for the 2021-2026 occupational health plan

Work on occupational health in the public service had been put on standby by the health crisis. They had resumed somewhat at the end of 2020, before being stopped again at the beginning of 2021. While the bill relating to the management of the health crisis begins its parliamentary course, the DGAFP presented its draft 2021-2026 occupational health plan, Tuesday, July 20, 2021.

As it stands, 37 measures, articulated around five axes, are envisaged.

Axis 1: develop social dialogue and management of health and safety at work

The aim is to “strengthen the mission and the means of knowledge, monitoring and analysis of specialized training in occupational health of social dialogue bodies”. Six measures are planned:

• strengthen the observation function of one of the “specialized training” of the CCFP
• involve it in the management of calls for projects for studies on occupational health and safety in the public service;
• entrust it with the management, monitoring and review of the occupational health plan in the public service;
• pilot specific studies on health and safety at work in the public service, in particular by national operators (Anses, Anact, Dares, Intefp, INRS, etc.);
• support the establishment of specialized training (FS) within the framework of the administrative and regional social committees;
• support and train on social dialogue and collective bargaining

Axis 2: prioritize primary prevention and develop a culture of prevention

Objective: “to place risk assessment at the heart of the prevention approach”. The document provides for the implementation of thirteen measures:

• reaffirm the obligation to produce the single occupational risk assessment document and make it the tool for steering the risk prevention policy through the annual prevention program;
• provide actors with methodological resources and tools to promote ownership of the single document by employers and supervisors;
• set up a cycle relating to prevention and occupational health in public service schools and in the common core of the training courses for supervisors;
• develop continuing training for supervisors in occupational health and safety (OHS);
• develop initiatives to improve the visibility of OSH and to raise awareness among agents, supervisors and human resources functions;
• adapt and improve the dissemination of tools to support the implementation of a prevention approach in the public service, in particular for small structures;
• provide each agent newly recruited into the public service with a document reminding them of the rights and obligations in terms of health and safety at work and specifying the role of the players;
• encourage the development of actions promoting the health of agents (prevention of addictions, cardiovascular diseases, sports practices, etc.);
• examine the role of complementary health insurance in terms of prevention within the framework of the negotiations opened on complementary social protection for public officials;
• draw up a qualitative assessment of the implementation of prevention actions RPS, ten years after the signing of the framework agreement;
• take into account incivility and external violence as well as their consequences in risk prevention policies;
• improve the prevention mechanisms of PSR specific to supervisors in order to protect their health and strengthen their capacity to contribute to the prevention of PSR among workers;
• improve consideration of the mental health of officers.

Axis 3: promote the quality of life at work

The government wants to “promote ownership of the quality of life at work approach”. Five measures are envisaged:

• support the dissemination and deepening of the culture of quality of life at work by distributing guides and materials and by organizing initiatives;
• promote the establishment of work discussion spaces for agents and supervisors within the framework of negotiated agreements;
• promote the signing of the QVT charter;
• encourage employers to carry out preliminary QWL-OHS impact studies for any major transformation project;
• support supervisors in anticipating and taking into account the impact of projects and the management of changes on health and safety.

Axis 4: prevent professional exclusion

For this part, the idea is to “prevent wear and tear and support staff retention”, by:

• deploying devices intended to prevent the risk of occupational wear and tear;
• preventing professional withdrawal;
• supporting the reclassification of agents with a reform of the reclassification system and the mobilization of vocational rehabilitation establishments and services.

Axis 5: strengthen and improve the system of prevention actors

Aim: “to guarantee the access of employers and agents to a multidisciplinary prevention offer, in particular by strengthening preventive medicine and its action”. Ten measures are imagined:

• improve the attractiveness of occupational physician positions;
• support the development of multidisciplinarity within preventive medicine and occupational health services;
• encourage and support the creation of shared services capable of supporting teams in the prevention of occupational risks;
• strengthen the training of prevention counselors and assistants;
• define locally the amount of working time devoted to prevention missions to be presented to the social dialogue body;
• promote the development of professional networks in occupational health and safety;
• identify the levers and obstacles to taking occupational health into account in the public service;
• clarify the missions of the officers responsible for the OHS inspection, develop inspection policies defining annual priorities for action at the national level broken down at the local level, institute an annual report presented to the competent social dialogue body;
• strengthen the organization of the inspection by supporting the networking and cooperation of the officers responsible for the OHS inspection;
• set up an initial certifying ISST training as well as continuing training, validation of acquired experience and promotion of professional careers.

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