2016 Report

Organizationalflexibility Performance

Local touch Audacity

Entrepreneurial spirit

Period covered by the Communication on Progress (COP) report3/19/16 to 3/19/17Declaration of ongoing support by the Chair of the Supervisory Board on the following page.

Recap of the ten principles

Businesses that sign up to the UN Global Compact under-take to implement the following 10 principles at all levels of their corporate policy. These principles are divided into four categories: Human Rights, Labor, Environment, and Anti-Corruption.

Human Rights1. Businesses should support and respect the protection of internationally pro-claimed human rights; and2. make sure that they are not complicit in human rights abuses.

Labor3. Businesses should uphold the freedom of association and the effective recog-nition of the right to collective bargaining; 4. the elimination of all forms of forced and compulsory labor;5. the effective abolition of child labor; and6. the elimination of discrimination in respect of employment and occupation.

Environment7. Businesses should support a precautionary approach to environmental chal-lenges;8. undertake initiatives to promote greater environmental responsibility; and9. encourage the development and diffusion of environmentally friendly technol-ogies.

Anti-Corruption10. Businesses should work against corruption in all its forms, including extortion and bribery.

Official Declaration of Ongoing Support

Contents

01 Boccard

01 05 Human Rights

17 Environment

22 Anti-Corruption

09

22

09 Labor

25 Boccard does more

Boccard, Industrial integrator

Engineering, manufacturing,construction, maintenance

01

Boccard

02

Since 1918, Boccard has established itself as a major player in the de-sign and construction of increasingly efficient and innovative industrial plants, both in France and worldwide. Boccard is a leading industrial integrator with expertise in engineer-ing, manufacturing, construction and maintenance. It employs more than 3,500 people in 35 countries.

With its excellent project management expertise based on its "Safety first, on time, on spec, on budget" commitment, Boccard has become a major global player in the optimization of customer investments. Its activities focus primarily on the oil & gas, power, nuclear, and steel industries, and it also works for clients in processing sectors such as brewing, food, drink, beverages, cosmetics, pharmaceuticals, and biotech.

Boccard in Brief

1918Boccard founded

in France

2013 Boccard signs the

UN GlobalCompact

3,500experts worldwide

4th generationof a family-run in-

dustrial development business

35countries

8markets

55Business Units

39:Average age of

Boccard employees

2018 Boccard celebrates its

first 100 years!

03

5 areas of expertise:

Engineering, Manufacturing,

Construction Maintenance and

Turnkey

1 commitment“Safety first, On Time, On Spec, On Budget”

Our marketsOur commitment: helping tomorrow’s factories do better

Oil & Gas

Nuclear

Power

Manufacturing

Brewing

Food & Beverage

Cosmetics & Hygiene

Pharma & Biotech

04

05

Human Rights

Respect and exemplary performance:two key pillars within our organizations

BOCCARD’S ACTIONS:

Human Resource Development and Management Process

The “Human Resource Development and Management Process” forms part of the “Boccard Manage-ment System”. The below extract from the identity sheet stresses the importance of respecting funda-mental human rights:

HUMAN RIGHTS PRINCIPLES

PS 10

INDICE : J

PAGE : 3/7

PROCESSUS SUPPORT

DEVELOPPEMENT DES RESSOURCES HUMAINES & FORMATION

PARTIES INTERESSEES BESOINS ET ATTENTES DES PARTIES INTERESSEES ACTIONS

Direction Respecter les droits humains fondamentaux Renforcer la diversité Renforcer les savoir-faire des équipes

managériales et leur capacité à adapter le management en fonction de l’autonomie des collaborateurs.

Faire évoluer l’autonomie par : - Le développement des connaissances et

compétences - Le développement de la motivation

Anticiper nos besoins en ressources et compétences par l’évaluation et l’adaptation des compétences internes et le recrutement externe,

Adapter le potentiel de ressources à la charge de travail par la modulation,

Identifier les forts potentiels et accompagner leur parcours professionnel,

Favoriser la mobilité interne Accompagner le développement à

l’international

Formation management Disposition relative à la

modulation dans l’accord 35h* People reviews Gestion des carrières BocMobility VIE* Accord égalité hommes

femmes* Mission handicap*

Instances légales Respect des règlementations du travail (droit du) et des obligations légales

Respect des droits humains fondamentaux

Application des règles surveillée par le service juridique social

DONNEES D’ENTREE DU PROCESSUS DONNEES DE SORTIE DU PROCESSUS

Business Plan Objectifs individuels de l’entretien annuel N

Plan de formation Plan de recrutement Entretien annuel d’évaluation de l’autonomie et de la performance individuelle N+1 Résultats et plan d’actions des people reviews N+1

IDENTIFICATION DES RISQUES MOYENS DE MAITRISE

Manque d’anticipation des besoins en ressources Inadéquation des ressources aux besoins Inefficacité des formations réalisées par rapport aux objectifs fixés Turnover élevé

Entretien annuel d’évaluation / People review / Plan de formation / Plan de recrutement issu des BP Evaluation des formations (à chaud et à froid lors des entretiens individuels) Gestion des carrières

IDENTIFICATION DES OPPORTUNITES ACTIONS A ENGAGER

1) Attirer des talents 2) Améliorer l’efficience du recrutement 3) Fidéliser les talents intégrés dans l’entreprise 4) Valoriser et partager la surperformance 5) Faciliter les mobilités et évolutions internes 6) Maîtriser et partager les connaissances 7) Fidéliser les talents après leur départ /valoriser leur

expérience et les compétences acquises

1) Relation avec les écoles 2) Cooptation 3) Parcours d’intégration et accueil des nouveaux

People reviews – gestion des carrières – matrices de compétences

4) Politique primes PQP 5) BocMobility 6) Tutorat –REX - BocShare – formations internes 7) BocFollow

Principle 1: Businesses should support and respect the protection of internationally pro-claimed human rights; and

Principle 2: make sure that they are not complicit in human rights abuses.

06

Human Rights

07

Human Rights

Safety first: Duty to be vigilant and protect employees

The “International Mobility” charter, signed by senior management, sets out the principles and val-ues that all employees must abide by when working abroad. It revolves around three key principles:

• Safety first• Ethics• Tolerance for different standards of living and cultural differences

The first principle is based on the International SOS system and the Travel Risk Policy, as detailed below:

1. Cooperation with International SOS

To inform and protect travelers wherever they are in the world, we have set up a global medical assis-tance and safety service, that all Boccard employees can benefit from. We have chosen to work with International SOS, the leader in medical assistance and safety for emergencies worldwide.

• Access to informationOur employees have access to country guides on medical, safety and practical aspects, as well as tips about their destination. They are written and updated by doctors and safety specialists from International SOS.

• Advice and assistanceIf employees encounter a medical or safety emergency, no matter how serious, they can contact International SOS’s assistance network. This network of multilingual medical and safety experts is available 7 days a week, 365 days a year.

2. Travel Risk PolicyBoccard has introduced a Travel Risk Policy as part of its efforts to educate its employees on travel-re-lated risks and to develop appropriate risk mitigation measures.

The Travel Risk Policy sets out:• The rules and advice that employees should follow before, during, and after their trip.• The health and safety risk assessment, and the associated measures and rules.

It applies to all employees required to travel to any part of the world on business.Boccard takes the safety of its employees when abroad extremely seriously, and addresses this matter in a spirit of joint responsibility with employees.

08

Human Rights

Safety first: Duty to be vigilant and protect employees

In terms of the first two points, Boccard delivers training to staff working abroad and/or with a key role in international projects involving multicultural teams. These training sessions are available in classroom or online format and are delivered by consultants with a dual-culture background who have lived and worked in the host country.

The aim of these multicultural training programs is to ensure that Boccard’s commitment—Safety First, On Time, On Spec, On Budget—is upheld in the firm’s projects and activities abroad. Cultural aware-ness helps to avoid business faux pas, foster synergies and boost professional performance.

More specifically, trainees who take these courses learn:• To be aware of cultural differences • To adapt their personal and professional conduct• To reduce stress and misunderstandings• To decipher cultural codes and communication methods • To anticipate issues that could arise from cultural differences • To better manage relations with people from other countries• To foster the development of best practice • To work in a multicultural environment • To share knowledge and skills

Labor

Industrial relations as a driver of our growth

09

BOCCARD’S ACTIONS:

Industrial relations have always formed an important part of Boccard’s growth strategy.This commitment goes beyond simply complying with legal requirements. Boccard seeks to identify the most effective growth and development solutions for both the business and its employees, in a highly competitive environment.The challenges are many and varied, demanding continuous improvement in major fields such as prevention, quality, productivity and, importantly, knowledge transfer.Boccard works closely with its industrial relations partners, treating them as important stakeholders in its development process. It engages them in discussions, exchanges, and negotiations, as part of its efforts to build a flexible, successful and sustainable business that inspires pride.

Boccard’s commitments cover the following areas:

• Employing disabled workers: Handicap Mission• Social, racial, and cultural diversity• Generational diversity and the employment of mature workers• Death and disability schemes

LABOR PRINCIPLES

Principle 3: Businesses should uphold the freedom of association and the effective recogni-tion of the right to collective bargaining; Principle 4: the elimination of all forms of forced and compulsory labor;Principle 5: the effective abolition of child labor; andPrinciple 6: the elimination of discrimination in respect of employment and occupation.

10

Labor

11

Labor

Disability Agreement: a new disability agreement for 2016-2019

Management and the unions opted to sign a new three-year agreement on the employment of dis-abled workers, with a view to capitalizing on progress to date in this area.

This voluntary agreement marks a new milestone, building on existing knowledge and expertise in a spirit of continuous improvement.

1. Review of the 2013 agreement, which aimed to hit ambitious targets: Employment rate for beneficiary units: change Increase: from 5.26% in 2012 to 6.22% in 2015

Disabled workers: stable, long-term employment • The company’s long-term commitment• Priority for permanent hires• Long-term commitment to creating comfortable working environments and boosting employ-ability

Flagship actions • Awareness-raising • Recruitment:

o Dedicated communication around recruitment o More communication efforts at job fairs o Recruitment via specialist partners By the end of the agreement term: + 8.49 beneficiary entities through recruitment, or 2.83 per year on average

• Retention - Ongoing work on enhancing employee comfort o Organizational enhancements (23%): teleworking, flexible working hours, adapted management o Material enhancements (77%): ergonomic chairs, hearing equipment, rest room, adapted computing equipment

2. New agreement: targets Management Effective disability-related communication Recruitment Get halfway to the target of disabled workers accounting for 6.60% of new hires Retention Complete all necessary enhancements for disabled workers

Organizational enhancements

Material enhancements

12

Labor

Disability Agreement: a new disability agreement for 2016-2019 (continued)

Employment and professional development opportunities Give disabled workers priority access to professional development opportunities

In order to:• Build on efforts to date, using a proven formula• Bring the agreement to maturity• Raise the employment rate above 6.00% and towards the 6.60% target• Address turnover in the disabled worker population• Boost employment opportunities through apprenticeships and similar schemes

Gender Equality Agreement: review of the 2013 agreement

Delivering tangible results:• To improve gender parity in recruitment, with the aim of improving women’s representation in the company.• To promote balanced representation of men and women at all levels of responsibility.• To eradicate the gender pay gap.• To grant part-time work requests, where possible, to strike a better work/life balance.

Positive resultsImplementation of the gender equality agreement has delivered the following results:

• Change in the gender balance since late 2013: women now account for more of the workforce.

o Women as a percentage of new recruits = 20% o Women in the workforce as a whole = 15.33%

• Gender pay gap: Smaller pay gap and less disparity in career prospects, which were already minimal when the agreement was signed:

At 11/30/2016, the average FTE basic salary among women was higher than among men (+91.52).

Reminder: at 11/30/2013, the average FTE basic salary among women was lower than among men (-91.44).

The pay gap (average FTE basic salary) has therefore reversed in just three years.

13

Labor

Gender Equality Agreement (continued)

A new agreement in the pipelineNegotiations on gender equality in the workplace will take place in 2017, with a view to signing a new company agreement to build on achievements to date.

Generation Agreement

Boccard’s success depends on the knowledge and expertise of its people. Passing on these skills is therefore vital to its future. The company needs to develop a system to retain these key skills in-house well into the future and plan for retirements. It also needs to think about its future, looking at how younger generations can benefit from the expertise and skills that more senior employees have built up over time. The company therefore signed an agreement in 2013 with the following objectives:

To provide effective induction schemes for young people• Youth recruitment target:

o 35% new hires aged under 30 o 20% new hires aged under 26

• Youth induction target: o Better induction schemes for young people (induction program, new “promos”, new employee handbook, etc.) o Workstation training courses

• Youth monitoring target: o Progress interview for young employees o Appointment of a mentor

Retain mature employeesEnsure that knowledge and skills are passed on

Review of the agreement: positive outcomes across the boardYouth recruitment: target exceeded

• New permanent hires under 30: 53% • New permanent hires under 26: 32%

Youth induction and monitoring• Number of young employees having completed an induction program: 40• More funds available to train young hires• Financial support to remove material barriers to employment• Mentors appointed for a smoother induction process

14

Labor

Generation Agreement (continued)

Better anticipation of career changes• Late-career orientation interviews for all employees on request• Training activities: individual training, competency reviews• Workstation enhancements for mature employees

Improved workplace relations between generations• Team unity• New intergenerational workshops via Boccard Academy

End-of-career planning• Expanding part-time working for employees aged over 57, with a 10% pay rise• Combined work and retirement to ease the transition

Improved knowledge transfer• Identifying key skills and the people who hold them• Incorporating knowledge transfer into Boccard Academy• Determining and developing a training program

Negotiations are ongoing on a new agreement for 2017-2020

15

Labor

Company agreement introducing a collective, mandatory additional death/disability, supplementary pension and medical fee reimbursement scheme in France

The employee insurance and coverage scheme is organized as follows:

1. Death/disability All employees are covered, on a mandatory basis, for temporary incapacity, disability, and death.

2. Additional health insurance (mutual scheme):• All employees are covered, on a mandatory basis, at the basic coverage level

o Managerial and non-managerial staff o Employees on all contract types: permanent, fixed-term and apprenticeship (professional training contracts, apprenticeship contracts)

• Additional, optional extras (at the employee’s discretion) o Optionally, employees may take out higher levels of coverage for “medical fees”. In such cases, the additional premiums are covered exclusively by the employee.

3. Supplementary pension scheme for managerial and similar staff (art. 83)This scheme provides additional cover, above and beyond the CARSAT, ARRCO, and AGIRC mandatory schemes.

Similarly, Boccard abides by legal requirements on insurance and death/disability cover worldwide.

Article 19.2 of Boccard’s Standard Terms of Business states that suppliers must comply with all national and international laws governing child labor, as well as the provi-sions of applicable legislation:

France (example):

Training:

In 2016, Boccard delivered employment law, labor relations law, temporary employment, and foreign subcontracting training to around 40 people. These courses are now included in the Boccard Academy catalog.

16

Labor

Environment

Delivering tangible results through concrete actions

17

BOCCARD’S ACTIONS:

The "Boccard Management System" includes a dedicated “Corporate Social Responsibility” management process.Boccard has developed an Environmental Policy as part of this process, which sets out our commitments and our pledge to reduce our environmental footprint.

All managers are required to contribute to this process within their entity.

ENVIRONMENTPRINCIPLES

Principle 7: Businesses should support a precautionary approach to environmental chal-lenges;Principle 8: undertake initiatives to promote greater environmental responsibility; andPrinciple 9: encourage the development and diffusion of environmentally friendly technolo-gies.

18

Environment

Greenhouse gas emissions report:Three-year emissions reduction action plan. The report (in French) can be downloaded from the Boc-card website, at: www.boccard.com (Boccard’s DNA > CSR).

Article 20.3 of our Standard Terms of Business addresses Sustainable Development:

Our Purchasing Policy sets out our commitment to respect the environment, and de-mands that our suppliers do the same:

All our suppliers are qualified and assessed according to a predefined set of criteria, which include Hygiene, Safety, and Environment.

19

Environment

Boccard energy audit (France only): transport theme

The audit highlighted several examples of best practice:

• Acquisition of electric vehicles for short trips. A car policy that sets out vehicle selection criteria, including vehicle type and CO2 emissions.• Making drivers accountable for vehicle monitoring and maintenance.

20

Environment

OTHER ACTIONS COMPLETED IN 2016:

"Responsible transport" at Boccard:

Some 15% of all vehicles used for travel between local sites are electric carsFully electric vehicles, with no gas or particle emissions

Limited staff travel:• Widespread use of conference-calls• Use of video-conferencing equipment• Rail as the preferred method of travel

Annual monitoring of CO2 emissions generated by business-related trips (rail, air, and company cars)

"Selective sorting": Equivalent number of finished products made from waste recycled at head office (see illustration opposite)

Rollout at several sites, including the Villeurbanne Salengro site, with impact reduction of 0.10 tons CO2 equivalent (through products recycled in 2016).

"Building energy savings"Installation of:

• A heat pump to optimize energy consumption.• Retrofit lighting: lower energy consumption and longer lifespan.

Innovation:Boccard designs equipment and systems to optimize energy consumption at its customers’ facilities.

21

Environment

OPTIBOXPROCESS INNOVATIONS

BOCCARD PROCESS SOLUTIONS USA - 12559 West Airport blvd - Sugar Land - Texas 77478 - USA - Tel: +1 281 269 6020 - Contact: process-usa@boccard.comBOCCARD CANADA - 85 rue St-Charles Ouest – Bureau 201 - Longueuil, QC J4H 1C5 - Canada - Tel: +1 514-743-1228 - Contact: canada@boccard.com - www.boccard.com

ADVANTAGES

Capacity to interface with any PLC in the market. Designed to work on the optimization of 1 to 20 CIP lines. - Each cleaning line may clean up to 50 machines. - Each machine may operate on 30 different recipes.Capacity to record up to 36,000 pieces of information over 2 years.May be integrated on any installation with the required automation level.

OPTIBOX is a complete system ( Hardware & Software ) for continuous recording system of all existing cleaning parameters which includes treatment of these data and which automatically offers new and optimized cleaning parameters.

TARGETS AND RESULTS

Recording and monitoring of the CIP consumptions (Energies, Water, Chemicals).Decreasing of washing water consumption.Optimisation of the CIP time.Reduction of the waste water volume. Energy savings. Installation production increased availability. Making your plant available for more production time.

Boccard commitment

Cleaning (CIP) under

controlTHE INNOVATIVE MANUFACTURING

PROCESS IMPROVEMENT TOOL

Track Advance

OBJECTIVES AND RESULTS

Enterprise Production Management: from the start of production to analysing the results

Compilation of parameters for production and cleaning

Data analysis and reporting customized to your needs and standards

Benchmarking and optimization

AVANTAGES

Reduce material losses

Lower consumables usage

Optimize process availability by increasing fi rst pass yield

PROCESS INNOVATIONS

Track Advance

«That which can be

measured can be managed andmanaged and

optimized»

+ TO FACILITATE YOUR PROCESS IMPROVEMENTAll modules are adaptable to your specifi c PROCESS requirements

1

742

Anti-Corruption

Zero-tolerance

22

BOCCARD’S ACTIONS:

Boccard has established a set of Commitment Rules governing its relationships with third-parties, customers, suppliers, authorities, and employees. The aim of these rules is to stamp out all forms of corruption. Boccard has a zero-tolerance approach to corruption and is committed to acting with integrity, fair-ness, and professionalism in all its business dealings and relationships with others, at all levels. It is also determined to implement and enforce its anti-corruption rules and processes.

ANTI-CORRUPTION PRINCIPLES

Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

23

Anti-Corruption

24

A Code of Conduct has been drawn up and signed by management. It is based on the values and principles outlined in the BocEthic charter below.This code contains procedures to prevent, report and treat behaviors that may be covered by the BocEthic charter.

A Compliance & Ethics Committee (“BocEthic Committee”) is responsible for steering and coordi-nating appropriate actions to ensure the dissemination and respect of these values and principles through the application of procedures that everyone must know, respect and do respect.This BocEthic Committee is also responsible for responding to questions and allows anyone to report any behavior or fact that appears abnormal or likely to contravene it by means of a dedicated email address: bocethic@boccard.com.

Anti-Corruption

Boccard does more

Working together

25

Boccard does more

26

SUPPORTING INTERNATIONAL CHARITABLE CAUSES

True to its long-standing reputation as a socially engaged company, Boccard provides financial support to charitable activities across the globe: In Belgium, working in partnership with Michel Genart, former Managing Director of Meura and now retired, Boccard soutient ainsi l’Espace Social Télé-Service, véritable maison des solidarités pour les Bruxellois.

In Argentina, Boccard Argentina supports Fundación Conin, a charity that works to combat infant malnutrition, by sponsoring a child.

In France, Boccard has a long-standing record of supporting the following charity: LE FOYER – Notre dame des sans-abri “Les Arbres de la Solidarité” sponsorship program Boccard participates in this program, which provides financial support to emergency homeless shelters.

In Morocco, Boccard supports the association "Enfants du désert" / 4L Trophy.Boccard is proud to have supported the association Enfants du Désert through its involvement with the crew formed by Théo and Hugo, students at INSA" Lyon and engaged for the 20th edition of the Raid 4L Trophy which brought together 1450 crews. The association Enfants du Désert has enabled the opening of nu-merous classrooms and the schooling of many Moroccan children.

In Romania, Boccard collected more than 2m3 of clothes, shoes and toys on Christmas Eve to support the children and teenagers of the orphanage La Casa Maria of Reghin.

In California, Boccard supports the "Enfant Bleu" association, which is committed every day to help children and adults who are victims in childhood, to overcome the trauma of abuse and to lay the foundations of a future life soothed and blossomed. Boccard was the sponsor of the team N ° 50 - RAID LOVE as part of his participation in Raid Amazones (Female Adventure and Raid Sport).

Boccard does more

27

RENEWED PARTNERSHIP WITH HANDICAP INTERNATIONAL

Handicap International, a charity set up in Lyon in 1982, was awarded the Nobel Peace Prize for its work against anti-personnel mines. Handicap International has 3,000 staff working on more than 300 projects in 60 countries.

For the third consecutive year, Boccard has provided financial support to Handicap International to support them in their international activities.

29BOCINFOSDecember

2015

When the Management gave its New Year’s wishes in Villeurbanne in January 2015, Patrick and Bruno Boccard had the pleasure of presenting a check for €20,000 to Handicap International for the benefit of their inclusive education project in Indonesia.

This sum was collected as part of the 1st Boccard Corporate Social Responsibility Challenge, launched at the Boccard Convention in June 2014.

This challenge was won by Boccard Pipe Fabricators in Houston, thanks to the generosity of their employees and their suppliers who together raised €8,700.

On behalf of Handicap International, we thank them for their contribution.

With its commitment to Handicap International, Boccard invites you to take part in the 2nd Boccard Corporate Social Responsibility Challenge.

To do this, you can make a donation yourself, or invite your partners, customers, suppliers, etc. to donate directly to Handicap International, mentioning the operation code so that the donation can be considered as part of the challenge.

Please note that depending on the tax arrangements in force in your country, much of the donation may be tax-deductible.

And above all, for every euro donated by an employee, Boccard will add a euro and so double the donation.

For information about how the challenge works, feel free to contact Emmanuelle Lucot: elucot@boccard.fr / +33(0) 4 78 94 75 81

HELP US TO SUPPORT HANDICAP

INTERNATIONAL

Donating is as easy as can be: just fill in the attached form and send it to Handicap International along with your donation, or visit the web page dedicated to the Boccard Corporate Social Responsibility Challenge: http://www.alvarum.com/challengeboccard2.

Written by: Emmanuelle LUCOT , Internal communication & Campus ManagerHuman ResourcesBoccard SA

Boccard does more

SUPPORT FOR STUDENTS

As a founding member of the Fondation INSA de Lyon, Boccard supports students from the INSA de Lyon school.

In 2014, Boccard signed a five-year commitment as a founding member of the foundation. This commitment reflects the values that the company shares with this prestigious engineering school, and the fact that many of its graduates have gone on to join Boccard Entreprise. It is an excellent way for Boccard to get involved at the heart of the system, and to promote its business to any many students as possible.

INSA de Lyon, with the support of the foundation, offers a structured, innovative and meaningful sponsorship scheme for its partners. This scheme has been developed in response to demand from businesses, and is based around four major development programs, each involving discipline-specific themes and chairs.

INSA de Lyon has therefore developed a program covering 4 central themes and 16 separate programs, in response to specific issues, needs and requirements as expressed by its partners.The foundation’s development efforts are further supported by a number of cross-cut-ting programs.These include a "Social Responsibility" program, under which INSA de Lyon’s Center for Diversity and Success proposes projects to "Sponsor & Partner" businesses, reflecting the center’s values and actions and its partners’ own CSR policies.

28

In 2015, as a founding member, Boccard opted to sponsor the 2018 cohort of the Mechanical Engineer-ing Development Department. This sponsorship program is an opportunity for Boc-card to showcase its business, its activities and its values through a series of scheduled actions.

15BOCINFOSDécembre

2015

Les étudiants du département Génie Mécanique Développement de l’INSA et l’équipe représentant Boccard

RESSOURCES HUMAINES

SERVICES ET SUPPORTS

BOCCARD ET L’INSA LYON :

UN PARTENARIAT PRIVILEGIE

Fort des valeurs communes que nous partageons avec l’école d’ingénieur de l’INSA de Lyon et d’un partenariat qui s’est noué naturellement au fils des années, Boccard a rejoint cette année le cercle des fondateurs de la Fondation INSA. Cet engagement, d’une durée de 5 ans, va nous permettre d’être au cœur de la vie de l’école et de ses étudiants pour créer avec eux une relation sur la durée qui s’inscrit pleinement dans la logique du BocFollow.

En tant que fondateur, nous avons plusieurs moyens d’œuvrer auprès des étudiants et nous avons choisi en autre, de parrainer la promotion 2018 du département Génie Mécanique Développement pour un cycle de 3 ans.

L’objectif principal de ce parrainage est sans conteste de promouvoir BOCCARD auprès de ces futurs diplômés, afin de leur présenter les opportunités de carrières qui s’offrent à eux.

Concrètement, ce parrainage est l’occasion

pour Boccard de présenter son activité, ses métiers et ses valeurs au travers différentes actions qui se dérouleront en général à raison d’une fois par trimestres :

• Conférences de présentation des métiers• Simulations d’entretiens et conseil de

présentation de CV• Visites de sites BOCCARD• Diffusions privilégiées de nos offres de

stages, VIE, emplois jeunes diplômés• Interventions pédagogiques ciblées sur des

sujets de R&D, techniques, etc.• Cas pratiques soumis dans la cadre du

projet d’ingénierie (3ème année), du projet collectif (4ème année), du projet innovation, recherche et développement (5ème année)

• Mentorat au féminin : ce programme repose sur un binôme entre une élève et une marraine, femme ingénieure, prête à dialoguer autour de son expérience personnelle et professionnelle

Pour que ce parrainage soit un succès, nous avons évidemment besoin de votre

engagement opérationnel à nos côtés, pour intervenir auprès des étudiants et pour leur proposer des sujets d’études de projet.

Merci à tous les ingénieurs, hommes et femmes, et quelle que soit votre école d’origine, de bien vouloir se faire connaître auprès du service RH si vous êtes intéressés pour contribuer à votre échelle à cette belle action.

Pour tous renseignements, merci de contacter Emmanuelle Lucot - elucot@boccard.fr+33 4 78 94 55 81.

Auteur : Emmanuelle LUCOT , Communication Interne & Campus ManagerRessources HumainesBoccard SA

ARGENTINA CANADA

CHILECOLOMBIA

MEXICOPERU

TRINIDADUSA

VENEZUELA

BELGIUMCZECH REPUBLIC

FRANCELUXEMBOURG

POLANDPORTUGALROMANIARUSSIA

SLOVAKIASPAIN

SWITZERLANDNETHERLANDS

UNITED KINGDOM

ALGERIAANGOLA CONGO

COTE D’IVOIRETUNISIA

AUSTRALIA CHINAINDIA

INDONESIA MALAYSIA

SINGAPORETHAILAND

www.boccard.com

Boccard SA158 Avenue Roger Salengro

BP 36080 69604, Villeurbanne Cedex

FranceTel.: +33 (0)4 78 93 34 35 - Fax: +33 (0)4 78 89 27 29

boccard@boccard.comwww.boccard.com

An international company with an established local presence