Companies adapted from APF Enterprises face significant changes which, without being anticipated and accompanied, could be suffered and have consequences for the ability of the APF Enterprises to maintain jobs and develop new employment opportunities for people with multiple disabilities. The changes are of several kinds and concern the different activities of the companies: transformation of customers’ needs and expectations (e.g. demand for services with higher added value), use of technologies in production processes, deployment of digital uses and tools, etc. These changes will in some cases lead to the disappearance of trades, the transformation of others and the creation of new jobs. Anticipating and adapting to change is a priority issue for APF Enterprises considering the fragility of employees: low level of training of employees (80 % of employees have a level of training 5 and 5), age pyramid marked by the large proportion of more than 50 % (50 % of disabled employees are over 50 years old) and constraints linked to the medical and social environment in tension or even in contradiction with the demands of the economic world. **The challenge of anticipation and adaptation to maintain and create sustainable and inclusive jobs has led APF Entreprises to design a renewed GPEC strategy to be deployed at local and national level.** This strategy is fully in line with the employment creation commitments made in the agreement of 12 July 2018 signed with the Ministry of Labour (Cape to Inclusive Enterprise 2018-2022) and will have to accompany the important changes associated, creating the conditions for massively increasing its workforce by integrating them into the expected business models. **The proposed transformation plan aims at the following objectives:** * to analyse changes in trades linked both to changes and to changes in the needs of contractors, while taking into account sustainable employment opportunities in the employment pools in which companies are located; * describe the skills developments expected to ensure the maintenance and creation of jobs, in particular towards new jobs with high added value; * identify the occupations that will disappear and expertise possible pathways for the employees concerned, in particular to occupations in tension, sustainable occupations in the employment pools, taking into account the issue of inclusion and occupational integration for people with disabilities; * develop GPEC engineering tailored to the specificities of APF Enterprises (large adapted companies, an ambition to have a national vision of developments in employment areas) and training engineering to ensure sustainable professional integration; * adapt the digital tools for job and skills management already in place by taking better account of the size of companies and by creating a national information system to act in support of businesses in the territories; * professionalise and support managers to improve their employability and their ability to implement forward-looking job and skills management at different levels: enterprises, employment pool, region and national level; * strengthen the quality of social dialogue to better support future changes. **This project of national scope is organised in four main stages** which will mobilise in particular managers, employment actors (Pôle Emploi et Cap Emploi in particular), the principals of the EAs including the main accounts and the teams of the headquarters of APF Entreprise and APF France Handicap. A national joint committee GPEC will monitor the progress of the project and propose improvements. **The steps are as follows:** * **Step 1**: mapping jobs and skills, identifying and qualifying changes and their impact on trades * **Step 2**: analyse employment opportunities for employees of adapted companies, especially for employees most at risk of change * **Step 3**: develop the IT modules necessary to have a GPEC Information System adapted to the needs of APF Enterprises and professionalise EA managers on the operational challenges of the GPEC committed by APF Enterprises * **Step 4**: support the change and implementation of the GPEC strategy in EAs. **This transformation project shall enable**: * Save more than 600 jobs out of 2500 * Changing employees whose trades disappear into high-voltage occupations in order to guarantee them sustainable employment * Ensure a sufficient level of training