The annual review of a GEPP agreement often includes a tally of training hours, interviews conducted, and employee transfers. Industrial management also wants to know whether each position will continue to be filled by a qualified individual, which is measured by six GEPP indicators. Each one is presented with its formula, the data to be extracted, a sample calculation, and the threshold that triggers an action.
Which GEPP indicators should be monitored in a production population?
Traditional GEPP indicators measure the resources allocated (training hours, access rates, interviews, mobility) and are used by the agreement’s monitoring committee. On the factory floor, six additional indicators measure the teams’ ability to fill positions, using data you already have: the skills matrix, the authorization log, and the HRIS.
1Job Criticality
Which positions would halt production if the person in that role were absent?
FrequencyAnnual
2Coverage of Critical Competencies
Does each critical position have enough qualified incumbents?
FrequencyMonthly
3Valid Authorizations
Do the affected individuals have valid documents?
FrequencyLive
4Versatility
What percentage of operators can change positions?
FrequencyMonthly
5Time Required to Become Proficient
How long does it take to train one more full-time employee?
FrequencyQuarterly
6Cross-sectional Age Pyramid
Which critical skills will be in short supply within five years?
FrequencyAnnual
Add four or five standard HR metrics—detailed below—to keep the management review to about ten readable lines.
1. The critical nature of the positions
Criticality ranks your positions based on the cost of the incumbent's absence. Calculate it first, as it determines the scope of the following indicators.
Formula
Criticality = impact of a downtime × rarity of the skill × replacement time.
Each criterion is scored on a scale of 1 to 3, and the index ranges from 1 to 27.
| Criteria | Note 1 | Note 2 | Note 3 |
|---|---|---|---|
| Impact of a work stoppage | No effect on the line | Reduced speed or quality | Line Shutdown or Safety Risk |
| Scarcity of Skills | 3 or more qualified employees | 2 qualified employees | Only 1 qualified employee |
| Deadline for appointing a replacement | Less than 2 weeks | 2 to 8 weeks | More than 8 weeks |
Calculate the criticality of a position
Rate each criterion on a scale of 1 to 3 to determine the position's index and ranking.
Where to Find the Data
Scarcity is reflected in the skills matrix, and the time frame is shown in the training history. The impact is assessed during a one-hour meeting with the production manager, maintenance, and QHSE.
Sample Calculation
An adjustment station whose shutdown halts the line (3), staffed by two qualified personnel (2), and for which it takes three months to train a replacement (3), receives a score of 3 × 2 × 3 = 18: it is critical. An offline reconditioning station (1), staffed by four people (1) and requiring one week of training (1), is assigned a value of 1.
Action Threshold
Classify as "critical" any item rated 18 or higher, as well as any item rated 3 for safety impact, and then review the rating annually and whenever there is a process change. These critical items constitute the scope of the following two indicators.
A pitfall to avoid
Note the scarcity of current, qualified incumbents as of the date of the calculation. Remove from the list those who have left, been transferred, or whose authorization has expired; otherwise, a position with only one actual incumbent will be counted as a covered position.
2. The coverage rate for critical skills
Once you have identified your critical positions, make sure that each one has enough qualified employees to cover an absence. Aim for three employees per position—enough to cover a simultaneous absence and time off.
Formula
Coverage = (critical positions filled by at least 3 qualified incumbents / critical positions) × 100.
An employee is qualified if he or she possesses all the skills and certifications required for the position.
Where to Find the Data
In your skills matrix, combined with the requirements of each position.
Fictitious calculation example
Six operators, five critical positions: Each purple dot indicates an operator who meets all the requirements for the position.
| Packaging | Line 2 Settings | Quality control | Forklift Operator | Mixture | |
|---|---|---|---|---|---|
| Operator A | |||||
| Operator B | |||||
| Operator C | |||||
| Operator D | |||||
| Operator E | |||||
| Operator F | |||||
| Qualified Incumbents | 4covered | 1Only 1 regular employee | 3covered | 4covered | 1Only 1 regular employee |
Coverage = 3 positions with at least 3 incumbents / 5 critical positions × 100 = 60 %. "Line 2 Adjustment" and "Mixing," taught by a single instructor, are included in the quarter's training plan.
Sample Calculation
In a workshop with five critical positions, three have at least three qualified incumbents: the coverage is 3 / 5 × 100 = 60 %. The remaining two positions, each with only one incumbent, represent the two training programs to be launched this quarter.
Action Threshold
A critical position with only one incumbent is added to the quarterly training plan, and the third incumbent will undergo training within the year. Recalculate coverage after each requirement is added to the reference framework, since each added requirement reduces the number of people who meet all of them.
A pitfall to avoid
Before launching training programs on your critical skills, look for the operators who hold these certifications but have never been assigned to the position. Sometimes, supervised on-the-job training is all it takes to make them permanent employees.
Free Resource
Excel Competency Matrix Template
A ready-to-fill job and skill matrix to count your qualified employees by position.
3. The percentage of valid authorizations
A holder counted toward coverage loses their qualification on the day their certification expires. The valid certification rate therefore compares the number of valid certifications to the number required for the positions held, and is monitored on an ongoing basis, especially since requirement 7.2 of ISO 9001 mandates that evidence of competence be retained.
Formula
Valid qualifications = (required and valid qualifications / qualifications required for the positions held) × 100.
Ignore any securities you hold but don't use, as they inflate the rate.
Where to Find the Data
The certification registry cross-referenced with the assignment schedule. The expiration dates are known in advance: 5 years for a CACES R489, 10 years for a CACES R482, and refresher training is recommended every 3 years for the’Electrical certification in accordance with INRS standards.
Due dates to set in your alerts
Schedule the alert 90 days before the due date for external recycling and 60 days before the due date for internal recycling.
Sample Calculation
The positions held by a night shift team require 14 certifications, including a CACES R489 that expired last month. The rate is 13 / 14 × 100 = 92.9 %.
Action Threshold
Set up an alert before each deadline, giving you time to find a refresher training session and free up the person's schedule. Allow 90 days when the refresher training is conducted by an external organization, and 60 days when you conduct it in-house.
A pitfall to avoid
Read the list of names for certifications that have expired or are nearing expiration before checking the percentage. In the example, a rate of 92.9 % may refer to the only authorized night shift forklift operator, whom the scheduler must no longer assign to the forklift until the refresher training is completed.
4. The versatility rate
The coverage is read item by item, and the rate of versatility addresses the same issue from the operators' perspective. It measures the percentage of operators capable of handling multiple positions, and thus the workshop's flexibility in dealing with absences and peak workloads.
Formula
Versatility = (number of operators qualified for at least 2 positions / total number of operators) × 100.
Count a position only if the operator meets all its requirements—that is, levels U and O of an ILUO grid. Add positions currently in training to calculate the potential rate.
Where to Find the Data
The versatility matrix, updated with each validation.
Sample Calculation
In a team of 40 operators, 6 hold at least two positions with all their associated requirements, and 5 others are in training for a second position. The current rate is 6 / 40 × 100 = 15 %; the potential rate is 11 / 40 × 100 = 27.5 %.
Calculate Your Versatility Score
Repeat the calculation from the example using your own numbers.
What rate should you aim for?
Based on this strict definition, the median observed across 210 industrial sites equipped with Mercateam is 12.5 % (August 2025 to August 2026). Set your goal for two or three years based on your potential rate and your list of critical positions.
Action Threshold
Track the rate each month and investigate the cause of any drop of more than 2 points: an expired certification results in an operator losing their position, even if they are still proficient in the task.
A pitfall to avoid
Also consider who bears the burden of this versatility. When three operators handle all the substitutions, the departure of just one causes the rate to drop and shifts the burden onto the other two.
5. The time required to become competent
When staffing levels or versatility fall short, the time to competence tells you how long it takes to train one additional employee. It counts the number of days from the start of on-the-job training to the point when the employee is deemed capable of working independently.
Formula
Duration = approval date minus start date, as the median per position.
The median neutralizes the effects of periods interrupted by a long hiatus, which shift the average by several weeks.
Where to Find the Data
The start and validation dates for your training follow-up or signed validation forms.
Order of magnitude
According to Mercateam data, the median duration of a validated career path ranges from 8 days in the automotive industry to 57 days in the cosmetics industry, not including the waiting period before starting the position and the onboarding period.
Action Threshold
Compare the lead time for each critical item with the standard lead time for that item.
With 57 days of financial cushion for a one-month notice period, the process of training a successor must begin as soon as a departure becomes likely.
A pitfall to avoid
Also measure the lead time before the process begins, because a 21-day process initiated two months after the need arises leaves the position understaffed for nearly three months. Next, break the process down into steps approved for the position and standardize the work instructions to shorten the total lead time.
The actual time as seen by the workstation
A 21-day process, launched two months after the need was identified.
60 days
21 days
6. The Age Pyramid Cross-Referenced with Critical Skills
To launch these development paths on time, plan ahead for employee departures. When cross-referenced with the skills matrix, the HRIS’s age pyramid indicates which critical skills are at risk of being lost when their current holders leave within the next five years.
Formula
Exposure to attrition = (critical skills for which the majority of qualified incumbents have reached the age threshold / critical skills) × 100.
Set this threshold at the average retirement age observed at your site, minus five years.
Where to Find the Data
The birth dates from the HRIS, linked to the master file via the employee ID. First, process the exclusive rights held by an employee who is about to leave.
Sample Calculation
Of 20 critical skills, 4 have a majority of their practitioners past the age threshold: the exposure is 4 / 20 × 100 = 20 %. Each of these 4 skills requires a mentoring pair.
Legal Framework
Since October 26, 2025, companies with at least 300 employees have been negotiating employment arrangements for experienced employees—in addition to GEPP negotiations—following an assessment by the employer (Law No. 2025-989 of October 24, 2025). The transfer of knowledge and skills is one of the topics covered, and this indicator provides the numerical basis for it.
Action Threshold
As soon as a critical skill falls within the five-year window, form a mentoring pair and set a validation date for the successor. The time required to develop the necessary skills for the position determines the deadline for the successor to take over.
Reverse Schedule for the Transfer of Ownership
Calculate the deadlines for training a successor before a planned departure in a critical skill area.
Take the median duration of the most recent validated runs for this job, and add the pre-run wait time and the consolidation time for the job.
A pitfall to avoid
A well-balanced workforce pyramid can help you focus your rare skills on the oldest age group. Review your workforce by skill before reviewing it by age group.
Traditional HR metrics to keep on hand
The monitoring committee and the CSE are also awaiting resource indicators. Keep the four or five that support your capacity indicators.
| Indicator | Formula | What it highlights in production |
|---|---|---|
| Training Participation Rate | (employees trained during the year / average headcount) × 100 | The portion of the effort attributable to operators |
| Training hours per employee | Training hours / average headcount | Resources Allocated to the Pathways for Indicator 5 |
| Completion Rate for Career Path Interviews | (interviews conducted / interviews scheduled) × 100 | Requests for transfers and planned departures, collected every four years in accordance with the law of October 24, 2025 |
| Internal mobility rate | (internal transfers / average headcount) × 100 | Job changes that affect coverage |
| Turnover rate | ((departures + arrivals) / 2 / average headcount) × 100 | Skill losses, broken down by tenure and contract type |
Assemble the GEPP dashboard
Each indicator follows the pace of the decision it triggers. Copy this template into your spreadsheet or management tool.
| Indicator | Source | Frequency | Primary Reader | Action Threshold |
|---|---|---|---|---|
| Valid Authorizations | Authorization Log and Schedule | Weekly, real-time alerts | Workshop Manager, QHSE | Maturity in less than 90 days |
| Versatility | Skills matrix | Monthly | Production Manager | A decline of more than 2 points |
| Coverage of Critical Competencies | Job Matrix and Requirements | Monthly | Industrial Management, HR | Critical position with only one incumbent |
| Time Required to Become Proficient | Training follow-up | Quarterly | HR, Training Manager | A notice period longer than usual |
| Job Criticality | Pricing per line | Annually and whenever there is a process change | Industrial Management | A score of 18 or higher |
| Cross-sectional Age Pyramid | HRIS and Matrix | Annual | HR Director, Monitoring Committee, CSE | Critical skill within five years of leaving |
| Traditional HR Metrics | HRIS, Skills Development Plan | Annual | Monitoring Committee, CSE | Deviation from the Agreement's Commitments |
Next, filter the display by user, showing two rows each Monday for the shop floor manager, four per quarter for the industrial management team, and the full set once a year for the monitoring committee.
One dashboard, three views
Select a monitor to view the metrics it tracks, their frequency, and their action thresholds.
Viewed every Monday, two lines
Valid Authorizations
Frequency
Weekly, real-time alerts
Action Threshold
Maturity in less than 90 days
Source
Authorization Log and Schedule
Versatility
Frequency
Monthly
Action Threshold
A decline of more than 2 points
Source
Skills matrix
Data collection is most labor-intensive when the master data is stored in a shared spreadsheet, the authorization log is in the Quality Department, and age data is in the HRIS. At LISI Aerospace, tracking relied on 23 Excel files for each group of 100 people before it was centralized in Mercateam.
Track your competency metrics in a single dashboard
The skills matrix, authorizations, and scheduling system share the same database in Mercateam, which is deployed across more than 300 industrial sites.
Three Things to Check Before Presenting Your Numbers
Check the recency of the reviews
Before publishing a rate, check the date of the last assessment of the operators included in the count. A rating calculated based on evaluations that are more than a year old reflects the site’s history, and two workshops with the same rating may be based on evaluations of very different ages. Display this date next to each indicator.
Comparing Medians Within the Same Scope
For sites within the same group, first determine the list of positions included in the count and the threshold for validating a position. Then compare medians, since just a few highly exposed sites are enough to skew the average upward.
Distinguish Between Permissions and Authorizations in Discrepancies
A non-compliant assignment results from an unvalidated competency or an expired authorization. Present these two issues separately to the committee, as the first requires training and the second requires refresher training.
Where should I start?
Your Startup Plan
First Month
Work with each line manager to assess the criticality of each position.
Second and third months
Calculate the coverage and the percentage of valid authorizations for critical positions, and then process positions with only one incumbent.
Starting in the second quarter
Add in versatility and the time it takes to become proficient after one quarter, once the validation dates have been finalized.
Before the annual review
Compare the age distribution with critical skills before the annual review of the agreement or the assessment of experienced employees.
After four quarters, you will present the monitoring committee with information on filled positions, training timelines, and scheduled departure dates, in addition to training hours. To view these metrics calculated based on your site's data, Request a demo of Mercateam.
View your GEPP metrics calculated using your own data
The skills matrix, authorization tracking, and scheduling all share the same database in Mercateam.
Sources
- Data from Mercateam, 210 French industrial sites, August 2025 through August 2026 (versatility rates and duration of career paths).
- Article L2242-20 of the Labor Code, negotiations on employment management and career paths.
- Law No. 2015-994 of August 17, 2015 on social dialogue and employment, known as the Rebsamen Act.
- Law No. 2025-989 of October 24, 2025 to promote the employment of experienced workers.
- INRS, Electrical Certification.
- LISI Aerospace Case Study.
