{"id":10573,"date":"2015-05-21T06:50:34","date_gmt":"2015-05-21T04:50:34","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=10573"},"modified":"2025-12-12T13:34:58","modified_gmt":"2025-12-12T12:34:58","slug":"entretien-annuel-evaluation","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/entretien-annuel-evaluation\/","title":{"rendered":"L\u2019entretien annuel d\u2019\u00e9valuation : les obligations de l&#8217;employeur"},"content":{"rendered":"<p class=\"p1\"><span class=\"s1\"><strong style=\"font-size: 16px;\"><span class=\"exergue\">Le code du travail ne pr\u00e9voit aucune obligation quant \u00e0 la tenue d\u2019un entretien annuel d\u2019\u00e9valuation<\/span>.<\/strong><span style=\"font-size: 16px;\">\u00a0 Sauf dispositions conventionnelles, l\u2019employeur est libre de le mettre en place ou non.<\/span><\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">Valoxy, cabinet d\u2019expertise comptable dans les Hauts de France, rappelle cependant dans cet article les r\u00e8gles qui encadrent cet entretien, d\u00e8s lors qu\u2019il est mis en place.<\/span><\/p>\n<figure id=\"attachment_9838\" aria-describedby=\"caption-attachment-9838\" style=\"width: 195px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\" wp-image-9838\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2015\/01\/contrat-6-1.png\" alt=\"Crayon rouge cochant 4 cases pour illustrer les points \u00e0 v\u00e9rifier en mati\u00e8re d'\u00e9lection des institutions repr\u00e9sentatives du personnel\" width=\"195\" height=\"151\" srcset=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2015\/01\/contrat-6-1.png 677w, https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2015\/01\/contrat-6-1-300x232.png 300w\" sizes=\"(max-width: 195px) 100vw, 195px\" \/><figcaption id=\"caption-attachment-9838\" class=\"wp-caption-text\">Evaluer, oui, mais attention aux formalit\u00e9s !<\/figcaption><\/figure>\n<p><strong><span class=\"exergue\">Pour rappel, la convention collective en vigueur \u00e0 force de loi<\/span><\/strong>. De ce fait, d\u00e8s lors qu\u2019elle pr\u00e9voit la tenue d\u2019entretiens annuels d\u2019\u00e9valuation, l\u2019employeur ne peut s\u2019y soustraire.\u00a0<span class=\"s2\">Cependant, il est important de distinguer deux autres types d\u2019entretiens, qui, eux, sont obligatoires :<\/span><\/p>\n<ul class=\"ul1\">\n<li class=\"li2\"><span class=\"s4\"><span class=\"s4\"><b><a style=\"font-size: revert; font-weight: revert; font-family: -apple-system, BlinkMacSystemFont, 'Segoe UI', Roboto, Oxygen-Sans, Ubuntu, Cantarell, 'Helvetica Neue', sans-serif;\" href=\"https:\/\/valoxy.org\/blog\/lentretien-de-parcours-professionnel\/\">l\u2019entretien de parcours professionnel<\/a><span style=\"color: revert; font-size: revert; font-weight: revert; font-family: -apple-system, BlinkMacSystemFont, 'Segoe UI', Roboto, Oxygen-Sans, Ubuntu, Cantarell, 'Helvetica Neue', sans-serif;\">,<\/span><\/b><\/span><\/span><span class=\"s4\">\u00a0qui a pour but d\u2019examiner, tous les deux ans, les perspectives d\u2019\u00e9volution professionnelle et les besoins en formation correspondants, <\/span><\/li>\n<li class=\"li2\"><span class=\"s4\"><b>l\u2019entretien pour les salari\u00e9s soumis au forfait jour<\/b>, (principalement les cadres et les salari\u00e9s dont la nature des fonctions ne les oblige pas \u00e0 suivre l\u2019horaire collectif applicable, et qui disposent d\u2019une autonomie d\u2019organisation de leur emploi du temps).<\/span><\/li>\n<\/ul>\n<h2>Les pr\u00e9alables \u00e0 la mise en place d&rsquo;un entretien annuel d&rsquo;\u00e9valuation<\/h2>\n<p class=\"p1\"><span class=\"s1\">Rappel : pour le chef d\u2019entreprise qui le met en place, cet entretien est destin\u00e9 \u00e0<\/span><\/p>\n<ul class=\"ul1\">\n<li class=\"li2\"><span class=\"s3\">faire un bilan de l&rsquo;ann\u00e9e \u00e9coul\u00e9e, <\/span><\/li>\n<li class=\"li2\"><span class=\"s3\">\u00e9valuer les comp\u00e9tences du salari\u00e9, <\/span><\/li>\n<li class=\"li2\"><span class=\"s3\">identifier les points forts et les points \u00e0 am\u00e9liorer<\/span><\/li>\n<li class=\"li2\"><span class=\"s3\">d\u00e9finir les objectifs futurs.<\/span><\/li>\n<\/ul>\n<p class=\"p1\"><span class=\"s1\">La forme de l\u2019entretien est laiss\u00e9e \u00e0 l\u2019initiative de l\u2019employeur. Une \u201cgrille\u201d d\u2019\u00e9valuation peut lui servir de support.<\/span><\/p>\n<p>Cependant, avant de pouvoir mettre en place cet entretien, l\u2019employeur doit respecter un certain nombre de formalit\u00e9s.<\/p>\n<h3><span style=\"text-decoration: underline;\">L\u2019information aux salari\u00e9s<\/span><\/h3>\n<p><strong><span class=\"exergue\">L&#8217;employeur doit informer par avance les salari\u00e9s &#8211; individuellement ou collectivement &#8211; de sa volont\u00e9 de mettre en place des entretiens annuels d\u2019\u00e9valuation.<\/span><\/strong><\/p>\n<p>Cette information peut par exemple se faire par affichage dans l\u2019entreprise.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\" wp-image-9320 alignright\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2014\/11\/formation-2-1.png\" alt=\"personnages dans une salle de r\u00e9union \u00e9coutant un intervenant, pour illustrer le CE, le CHSCT et les salari\u00e9s qui doivent \u00eatre inform\u00e9s par l'employeur de sa volont\u00e9 de mettre en place des entretiens annuels d'\u00e9valuation\" width=\"273\" height=\"193\" srcset=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2014\/11\/formation-2-1.png 386w, https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2014\/11\/formation-2-1-300x212.png 300w\" sizes=\"(max-width: 273px) 100vw, 273px\" \/><\/p>\n<h3><span style=\"text-decoration: underline;\">L\u2019information au CHSCT\u00a0de la mise en place d\u2019entretiens annuels d\u2019\u00e9valuation<\/span><\/h3>\n<p>L&#8217;employeur doit informer le CHSCT de sa volont\u00e9 de mettre en place des entretiens annuels d\u2019\u00e9valuation.<\/p>\n<p>En effet, ces entretiens repr\u00e9sentent souvent un facteur de stress pour les salari\u00e9s. Cette pr\u00e9occupation entre donc directement dans le champ d\u2019intervention du CHSCT.<\/p>\n<h3><span style=\"text-decoration: underline;\">L\u2019information au CE de la mise en place d\u2019entretiens annuels d\u2019\u00e9valuation<\/span><\/h3>\n<p>L\u2019employeur doit informer le CE sur deux points\u00a0:<\/p>\n<ul>\n<li>La volont\u00e9 de mettre en place des entretiens annuels d\u2019\u00e9valuation et les m\u00e9thodes d\u2019\u00e9valuation utilis\u00e9es ;<\/li>\n<li>L\u2019avis du CHSCT .<\/li>\n<\/ul>\n<p>La n\u00e9cessit\u00e9 de la consultation du CE sur la mise en place de ces entretiens se fonde sur les articles L2323-27 et 2323-32 du Code du travail. Le premier pr\u00e9voit la n\u00e9cessit\u00e9 de consulter le CE sur toutes les d\u00e9cisions concernant les conditions de travail. Le second dispose qu&rsquo;il faut consulter le CE d\u00e8s lors que l&#8217;employeur envisage une \u00e9valuation des salari\u00e9s.<\/p>\n<div class=\"encadre-style\"><span style=\"text-decoration: underline;\"><strong>Remarque<\/strong><\/span>\u00a0: si les donn\u00e9es recueillies lors de ces entretiens sont conserv\u00e9es sur un support informatique, l\u2019employeur devra faire une d\u00e9claration \u00e0 la CNIL.<\/div>\n<h2>L\u2019entretien<\/h2>\n<p>D\u00e8s lors que l\u2019employeur a pr\u00e9vu unilat\u00e9ralement, ou en application d\u2019une convention collective des entretiens annuels d\u2019\u00e9valuation, <strong><span class=\"exergue\">le salari\u00e9 ne peut s\u2019y soustraire. Le refus s&rsquo;assimile \u00e0 une faute grave<\/span><\/strong>.<\/p>\n<p><img decoding=\"async\" class=\"alignleft wp-image-6507\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/sarl-ou-sas.jpg\" alt=\"Bonhomme se posant des questions pour illustrer les questions \u00e0 poser lors de l'entretien annuel d'\u00e9valuation\" width=\"120\" height=\"149\" \/>Au cours de cet entretien, <strong><span class=\"exergue\">l\u2019employeur peut poser au salari\u00e9 un certain nombre de questions<\/span><\/strong>. Celles-ci doivent \u00eatre\u00a0:<\/p>\n<ul>\n<li>Pertinentes\u00a0;<\/li>\n<li>En rapport avec l\u2019\u00e9valuation.<\/li>\n<\/ul>\n<p>D\u00e8s lors que les questions r\u00e9pondent \u00e0 ces conditions, le salari\u00e9 ne peut refuser d\u2019y r\u00e9pondre.<\/p>\n<h3><span style=\"text-decoration: underline;\">Les m\u00e9thodes d\u2019\u00e9valuation<\/span><\/h3>\n<p><strong><span class=\"exergue\">L\u2019employeur est relativement libre de choisir les m\u00e9thodes d\u2019\u00e9valuation qu\u2019il souhaite utiliser<\/span><\/strong>. Cependant, il doit respecter certaines conditions\u00a0:<\/p>\n<ul>\n<li><strong><span class=\"exergue\">Informer<\/span><\/strong> le salari\u00e9 des m\u00e9thodes d\u2019\u00e9valuation utilis\u00e9es\u00a0;<\/li>\n<li>Les crit\u00e8res choisis doivent \u00eatre <strong><span class=\"exergue\">objectifs et mesurables<\/span><\/strong>\u00a0;<\/li>\n<li>Les aspects relevant de <strong><span class=\"exergue\">la vie priv\u00e9e ne doivent pas \u00eatre pris en compte<\/span><\/strong> dans l\u2019\u00e9valuation\u00a0;<\/li>\n<li>Tout au long de la proc\u00e9dure d\u2019\u00e9valuation, la <strong><span class=\"exergue\">dignit\u00e9 de la personne, ainsi que la loyaut\u00e9, doivent \u00eatre respect\u00e9es<\/span><\/strong>\u00a0;<\/li>\n<li>De m\u00eame, l\u2019employeur ne doit pas discriminer ou harceler moralement le salari\u00e9 au cours de l\u2019entretien.<\/li>\n<\/ul>\n<div class=\"encadre-style\"><span style=\"text-decoration: underline;\"><strong>Remarque\u00a0<\/strong><\/span>: s\u2019ils consid\u00e8rent que les m\u00e9thodes d\u2019\u00e9valuation sont contraires aux libert\u00e9s et droits fondamentaux, les d\u00e9l\u00e9gu\u00e9s du personnel peuvent faire jouer leur droit d\u2019alerte.<\/div>\n<h2>Apr\u00e8s l\u2019entretien annuel d&rsquo;\u00e9valuation<\/h2>\n<h3><span style=\"text-decoration: underline;\">Les donn\u00e9es<img loading=\"lazy\" decoding=\"async\" class=\" wp-image-10575 alignright\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2015\/05\/confidentiel_defense-1.jpg\" alt=\"tampon confidentiel pour illustrer la confidentialit\u00e9 des donn\u00e9es recueillies lors de l'entretien annuel d'\u00e9valuation\" width=\"145\" height=\"91\" \/><\/span><\/h3>\n<p><strong><span class=\"exergue\">Les donn\u00e9es recueillies lors de l\u2019entretien annuel d\u2019\u00e9valuation sont strictement confidentielles<\/span><\/strong>. Aucun tiers ne doit y avoir acc\u00e8s, seul le salari\u00e9 peut consulter son dossier.<\/p>\n<h3><span style=\"text-decoration: underline;\">Le compte rendu<\/span><\/h3>\n<p><strong><span class=\"exergue\">A l\u2019issue de l\u2019entretien annuel d\u2019\u00e9valuation, la plupart des employeurs r\u00e9digent un compte rendu<\/span><\/strong>, qu\u2019ils demanderont au salari\u00e9 de signer. Le salari\u00e9 peut \u00e9galement y ajouter ses remarques.<\/p>\n<p><strong><span class=\"exergue\">Le salari\u00e9 peut refuser de signer le document,<\/span><\/strong> en contestation de son contenu. Cela aura alors deux cons\u00e9quences\u00a0:<\/p>\n<ul>\n<li>Pas de remise en cause de la validit\u00e9 de l\u2019entretien annuel d\u2019\u00e9valuation\u00a0;<\/li>\n<li>Diminution de la force probatoire du compte rendu.<\/li>\n<\/ul>\n<h3><span style=\"text-decoration: underline;\">Les cons\u00e9quences de l&rsquo;entretien annuel d&rsquo;\u00e9valuation<\/span><\/h3>\n<p>L\u2019employeur pourra se servir des r\u00e9sultats de l\u2019entretien annuel d\u2019\u00e9valuation pour deux choses\u00a0:<\/p>\n<ul>\n<li>Augmenter la r\u00e9mun\u00e9ration du salari\u00e9\u00a0;<img loading=\"lazy\" decoding=\"async\" class=\" size-full wp-image-10576 alignright\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2015\/05\/recompense-a-lissue-de-lentretien-annuel-devaluation-1.jpg\" alt=\"Bonhomme tenant un carton vert pour illustrer les r\u00e9compense pouvant d\u00e9couler de l'entretien annuel d'\u00e9valuation\" width=\"158\" height=\"285\" \/><\/li>\n<li>Promouvoir le salari\u00e9.<\/li>\n<\/ul>\n<p>L\u2019employeur pourra \u00e9galement invoquer les r\u00e9sultats de l\u2019entretien annuel d\u2019\u00e9valuation pour appuyer ses propos en cas de licenciement.<\/p>\n<div class=\"encadre-style\"><span style=\"text-decoration: underline;\"><strong>Remarque<\/strong><\/span>\u00a0: l\u2019employeur ne peut pas se servir des r\u00e9sultats de l\u2019entretien annuel d\u2019\u00e9valuation pour modifier la r\u00e9mun\u00e9ration ou r\u00e9trograder unilat\u00e9ralement le salari\u00e9.<\/div>\n<p>Le salari\u00e9, de son c\u00f4t\u00e9, pourra invoquer les r\u00e9sultats de l\u2019entretien annuel d\u2019\u00e9valuation pour <strong><span class=\"exergue\">solliciter une augmentation de salaire ou de l\u2019avancement professionnel<\/span><\/strong>.<\/p>\n<h4><strong><span class=\"exergue\"><span style=\"text-decoration: underline;\">Attention, si <\/span><\/span><a href=\"https:\/\/valoxy.org\/blog\/lentretien-annuel-devaluation\/\">l\u2019entretien annuel d\u2019\u00e9valuation\u00a0<\/a><span class=\"exergue\"><span style=\"text-decoration: underline;\">n\u2019est pas obligatoire, <\/span><\/span><\/strong><a href=\"https:\/\/valoxy.org\/blog\/lentretien-de-parcours-professionnel\/\">l\u2019entretien de parcours professionnel<\/a>, <strong><span class=\"exergue\"><span style=\"text-decoration: underline;\">lui, l\u2019est.<\/span><\/span><\/strong><\/h4>\n<p class=\"p1\"><span class=\"s1\">Vous souhaitez plus d\u2019informations sur les entretiens dans l&rsquo;entreprise ? Retrouvez nos articles sur le blog de Valoxy : <\/span><\/p>\n<ul>\n<li class=\"p1\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/comment-reussir-lentretien-devaluation\/\"><span class=\"s3\">Entretien d\u2019\u00e9valuation : comment le r\u00e9ussir ?<\/span><\/a><\/span><\/li>\n<li class=\"p1\"><a href=\"https:\/\/valoxy.org\/blog\/les-entretiens-dans-lentreprise\/\">Les entretiens dans l\u2019entreprise<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Le code du travail ne pr\u00e9voit aucune obligation quant \u00e0 la tenue d\u2019un entretien annuel d\u2019\u00e9valuation.\u00a0 Sauf dispositions conventionnelles, l\u2019employeur est libre de le mettre en place ou non. Valoxy, cabinet d\u2019expertise comptable dans les Hauts de France, rappelle cependant&#8230;<\/p>\n","protected":false},"author":1,"featured_media":5916,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-10573","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>L\u2019entretien annuel d\u2019\u00e9valuation : les obligations de l&#039;employeur | Valoxy<\/title>\n<meta name=\"description\" content=\"L&#039;employeur n&#039;a aucune obligation de faire passer un entretien annuel d&#039;\u00e9valuation. 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