From integration of new hires to training for seniors, Total supports the development of employees throughout their career. A range of career management resources is deployed, coupled with an extensive training policy. Training must equip each employee to effectively meet the challenges of increasingly complex projects, evolving energy issues and the geographic expansion of our operations

Lifelong Career Management

Total supports its 95,000 employees from hiring until they leave their employment and offers them regular opportunities to upgrade their skills. All employees can receive training tailored to their needs throughout their careers. They can expand their technical or management skills, update their knowledge and share their experiences and/or corporate values. Instructional methods are tailored to regional needs or professional disciplines and include workstation training, on-the-job training, mentoring and the transfer of knowledge and skills to local residents.

Intergation of New Hires
In 2006, we hired 6,743 people under permanent contracts across our consolidated scope, for a total of 8,627 in the managed scope. Of these new employees, 53% were under 30. We pay special attention to the integration of young new hires, notably through seminars and mentoring programs that enable them to tap the wealth of experience and know-how available.

In France, as part of our initiatives to support the training and employment of young people with little or no qualifications,.Total signed On June 9, 2005, along with around 100 other companies, the Apprenticeship Charter. It aims to give unskilled young people job opportunities through apprenticeships.

Hires by region^*

	RECRUITMENT
France	27.2%
Europe (excluding France)	23.5%
Africa	7.5%
North America	11%
South America	13.3%
Asia	15%
Other**	2.5%

Hires by age bracket^*

	RECRUITMENT
< 30	53 %
30 - 39	31 %
40 - 49	12 %
50 - 59	4 %

* : Source: 2006 Global Workforce Analysis - Managed scope
** : Middle East, French overseas departments and territories, Pacific.

Career Development for Seniors
With nearly 24% of our employees over 50 in 2006, seniors account for a significant percentage of our workforce. Special training programs provide them with opportunities to continue updating their knowledge, including a focus on the Group and management training. Designed for senior managers, the Managing Experience seminar deals with issues such as new challenges, innovation, and the expectations of younger generations.

Career management, Mobility and Expatriation

Total has a shared set of career management resources that standardize procedures for tracking employee career paths across the organization, such as annual performance reviews and management job evaluations using the Hay method.

These career management resources facilitate mobility and expatriation:

• Managers change positions an average of once every four years, via job or geographic mobility.
• We currently have around 3,600 expatriates from 92 countries working in more than 110 countries worldwide. Africa hosts the largest percentage of expatriates (31.6%), followed by Europe, excluding France (18.7%).

Training

Total deploys an extensive training program to help employees adapt to changes in their working environment.
 
Training in 2006

• Training days: The average number of training days per employee in 2006 was 4.6. Significant differences between regions reflect initiatives to develop skills outside France: the average in Africa was 8.9 days, compared with 3.6 in Europe.
• Training course content: In 2006, 32% of training days were devoted to upgrading the technical skills related to our professional environment, 25% to safety, 15% to language courses and 28% to more general topics.

Université Total
The Total Corporate University was created in 2005 to provide a forum for analysis and discussion on issues affecting the future of our businesses and to enhance Total’s social and technological image.

With that in mind, it undertook five initiatives in 2006:

• An interdisciplinary seminar on Total’s ethical, environmental and social issues was deployed in five countries and attended by more than 400 people.
• The second annual program for Total senior executives was co-organized with the Massachusetts Institute of Technology (MIT) in the United States.
• Geopolitical seminars were held for managers asked to develop projects or work as expatriates in the regions/countries studied.
• At a conference on climate change organized by Total, numerous specialists took stock of progress in research to understand climate mechanisms and their possible consequences for society.
• In July, the corporate university hosted 54 students from 11 countries worldwide for the first Total Summer School. Participants spent a week studying and discussing geopolitics, the future of energy, climate change and corporate social responsibility.