Recruitment under the Covenant in the civil service

Verified 01 October 2024 - Directorate for Legal and Administrative Information (Prime Minister)

Are you young, uneducated or poorly educated, or long-term unemployed and want to become a public servant? The Public Service Career Path (Pact) allows you to enter a Category C job without passing a competition. We present you the information you need to know about this device.

The Public Service Career Path (Pact) is a public service access mechanism reserved for young people without a diploma or with a low degree or to long-term unemployed.

The Pact provides for access to employment of category C, i.e. a job usually open to persons holding a BEP, CAP or college certificate.

The Covenant can provide access to employment in the State, territorial or hospital civil service.

The candidate recruited under the Covenant shall be recruited without competition in CSDCSD : Fixed-term contract.

During his CDD, the candidate receives a dual training.

At the end of the CSD, the candidate shall be tenured as a civil servant.

You can be recruited under the Covenant if you are in theone of the following 2 situations :

You must complete the age condition at the deadline for submission job applications.

Recruitment notices shall specify the number of posts and the nature of the posts offered, the title of the contract, the conditions to be fulfilled and the deadline for the submission of applications.

Such notices shall be issued at least one month before the closing date for the submission of applications:

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You can apply on the internet or submit your application by post as indicated in the recruitment notice.

The examination of applications shall be carried out by a commission.

First, it establishes a list of candidates. Where the number of applications received so permits, the list shall contain at least as many names as three times the number of jobs offered.

The committee then receives in maintenance the candidates on that list.

The interview can be conducted remotely by videoconference. In this case, the job offer shall indicate whether the use of videoconferencing may be requested:

  • Or, only by candidates residing in a French overseas territory or abroad, with a disability, in a pregnancy situation or whose state of health so requires
  • Either by any candidate.

Applicants wishing to use videoconferencing shall be informed by the administration, which shall recruit material conditions for the organization of the interview.

The committee shall take account in particular of the motivation and adaptability of the candidates for employment to be filled.

At the end of the interviews, the commission prepares the list of proposed candidates and pass it on to the recruiting administration.

Recruitment shall be carried out by the administration concerned.

Candidates who are not recruited shall remain on the list drawn up by the Commission and may be recruited if a post becomes vacant, within 10 months following the date on which the list was drawn up by the commission.

You're recruited CCD.

The duration of your contract cannot be less than 12 months, or over 2 years.

The contract shall include a trial period of 2 months.

During the contract, you benefit from a vocational training alternately, the duration of which may not be less than  20% the total duration of your contract.

You agree to perform the tasks assigned to you and to take this training.

An agent of your employer administration is appointed tutor to welcome you, guide you, provide you with any useful advice and follow your training path.

The training program, the specific title of the qualification being prepared, and the name and status of the person appointed as the tutor are listed in your contract.

Your contract may be renewed for up to one year if you fail the evaluation tests of your training and do not obtain the qualification, title or diploma provided for in your contract.

Accident at work If you are placed on maternity, adoption, paternity, sick leave or leave for prolonged the length of your leave.

Your remuneration cannot be less than an amount that differs depending on your age:

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You're under 21

Your monthly gross remuneration cannot be less than 55% minimum salary in the public service (either €990.96).

You are also entitled to the residence allowance, at family treatment supplement and, where appropriate, allowances due in the event of night work, Sundays and public holidays.

You're 21 and older

Your monthly gross remuneration cannot be less than 70% the minimum salary in the public service (either €1,261.22).

This minimum amount shall apply from 1er the day of the month following the month in which you are 21 years old.

You are also entitled to the residence allowance, at family treatment supplement and, where appropriate, allowances due in the event of night work, Sundays and public holidays.

During your contract, you are subject to the working hours of your service. You cannot work overtime.

Time spent in training shall be regarded as actual working time.

In particular, you are entitled to the following leave:

Your Pact contract ends on your tenure or your non-tenure at the end of the contract.

It may also end before the scheduled end date in case of termination of the contract during the trial period or resignation after the trial period or in the case of dismissal in the course of the contract.

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Tenure or non-tenure at the end of the contract

At the end of your contract, you are entitled to be established in the body or framework of jobs corresponding to the job you hold.

The establishment procedure is as follows:

At least 1 month before the end of your contract, your professional competence shall be examined by a tenure commission whose members are appointed by your employer administration.

The tenure commission is chaired by the person responsible for your department.

The tenure board decides on the basis of your file and after an interview with you.

Your file contains, in particular, the follow-up log kept by your guardian and his opinion on your fitness.

Your tenure depends on the assessment of your professional ability:

Titularization

If you are declared fit to carry out your duties and have obtained the diploma or the title, if any, required for access to the body or framework of jobs corresponding to your employment, your employer administration will to become a civil servant after consulting the HEADINGHEADING : Joint Administrative Commission .

You remain assigned to the job you held during your temporary assignment.

You are subject to a duty to serve, i.e. you must remain in the administration that recruited you for a minimum period of time.

This minimum duration is 2 times the duration of your CDD.

If you leave the administration which recruited you before the end of this minimum period, you must reimburse the training costs. The administration which recruited you may waive all or part of this obligation to reimburse you.

Non-establishment

If the assessment of your ability reveals insufficient professional capacity, your contract is not renewed. You can take advantage of unemployment benefits if you are entitled to it.

Renewal or extension of your contract

If the establishment commission considers that not be able to comment on your fitnessaccident at work , because of your failure to pass the training assessment tests, or because of maternity or adoption leave, paternity leave, sick leave or child care leave, your employer administration pronounces the renewal of your contract for a maximum period of one year or the extension of your contract within the duration of your leave(s).

At the end of the renewal or extension periods of your contract, the tenure commission will assess your professional competence.

If you are declared fit and have obtained the diploma or title that may be required for access to the body or framework of jobs corresponding to your job, you are tenured.

If the assessment of your suitability reveals insufficient professional capacity, your contract is not renewed. You can take advantage of unemployment benefits if you are entitled to it.

If your contract has been extended because of leave, your tenure will be at the end of the original term of your contract, without taking into account the extension due to the leave.

You are subject to a duty to serve, i.e. you must remain in the administration that recruited you for a minimum period of time.

This minimum duration is equal to 2 times the duration of your fixed term plus renewal periods.

Termination of the contract during the trial period

During the probationary period, you or your employer administration may freely terminate the contract without notice.

In this case, you are not entitled to no compensation.

You or your employer administration must inform the other party of your intention to terminate the contract by registered letter with acknowledgement of receipt or by hand delivered letter against discharge.

If your employer authority terminates your contract, she must indicate in this email the motives the termination of the contract.

Resignation after trial period

If you wish to resign after the trial period, you must inform your employer administration by registered letter with acknowledgement of receipt or by hand delivered letter against discharge.

You must respect a notice , i.e. a period between the date on which you inform your employer’s administration of your intention to resign and the date on which you actually leave your employment.

The period of notice is 15 days if you have less than 6 months seniority or 1 month if you have at least 6 months seniority.

Termination in the course of the contract

Your employer authority may terminate your contract, without compensation, after the trial period and after consulting your guardian, in the following situations:

  • Breach of your obligations under the contract
  • Refusal to sign training agreement
  • Disciplinary misconduct
  • Incompetence, i.e. inability to perform normally the duties for which you have been engaged.

In the event of professional incompetence, your employer's administration must communicate its grievances to you, invite you to submit your observations and provide reasons for its decision.

In the case of dismissal for professional incompetence, you are entitled to 15 days' notice if you have less than 6 months' seniority or 1 month if you have at least 6 months' seniority.

Whatever the reason for the dismissal, you must be informed by registered letter with acknowledgement of receipt or by hand-delivered letter against discharge.

This letter shall specify the reason(s) for your dismissal and its effective date, taking into account any remaining annual leave and, in the case of dismissal for professional incompetence, the duration of the notice period.