CAPA PLP : Contestations des appréciations “Rendez-vous de carrière”

Les mobilisations spontanées des derniers mois, en écho aux actions syndicales menées depuis une décennie, mettent en lumière la baisse du pouvoir d’achat et le déclassement continu des professions intermédiaires, à commencer par les enseignants dont les conditions de travail se dégradent au même rythme que les tâches augmentent, tandis que le point d’indice continue son gel : disons-le clairement, les PLP doivent faire plus pour gagner moins.
Le protocole PCR avait pour objectif de proposer aux enseignants un système moins injuste de promotion tout en augmentant le traitement par un jeu d’écriture et un octroi d’une poignée de
points d’indice.
Or, cette augmentation marginale est bien entendu complètement insuffisante, et ne suffit clairement pas à réhausser l’attractivité de nos métiers, ni à compenser les gros efforts produits
par une majorité d’enseignants, contraints de muter, d’enseigner face à des classes de plus en
plus nombreuses et à un public de plus en plus disparate.
Plan social national, réduction des postes au concours, baisse continue du pouvoir d’achat des
enseignant.es, contre réforme de la voie professionnelle… tout cela participe au déclassement
de notre condition.
Parallèlement, le nouveau système de promotion, s’il est moins brutalement injuste que le
précédent, continue de s’appuyer sur une notion subjective de “mérite” qui n’a pas le moindre
sens dès lors que l’on sait ce qu’est le métier de PLP in vivo : notons d’ailleurs que nos supérieurs hiérarchiques – proviseurs et inspecteurs – échappent à cette promotion “au mérite”, prouvant ainsi qu’il est tout à fait possible de considérer une fonction comme étant méritante en tant que telle, sans rentrer dans le jeu d’une concurrence distordue et arbitraire.
Car comment comparer les “mérites” entre PLP? En quoi le professeur de matière professionnelle ayant le budget pour faire tel projet est-il plus “méritant” que le collègue de matière générale enseignant à des ULIS souffrant de handicaps mentaux? En quoi un collègue enseignant dans une filière de prestige est-il plus ou moins méritant que celui enseignant dans des CAP d’insertion? Comment comparer le travail d’un professeur chaudronnier et celui d’un enseignant en bureautique?
Personne n’est capable de répondre à ces interrogations, sauf à introduire des critères de départage qui ne doivent rien au “mérite”. C’est ainsi qu’il a été décidé en haut lieu, là où personne n’enseigne jamais, que seuls 30% du corps pouvaient être “méritants”. Les 70 autres % ne le sont pas et ne peuvent l’être, par simple décision administrative.
Il faut donc bien trouver les heureux élus “méritants”! On a donc créé dans la plus pure tradition
de notre Ministère une nouvelle usine à gaz qui mêle inspection, rendez-vous auprès du proviseur et notation du Recteur, ce dernier devant trancher sans avoir jamais rencontré aucun des enseignants qu’il se permet pourtant d’évaluer. Et comme il faut choisir 3 enseignants sur 10 alors que beaucoup d’entre eux ont obtenu de très bonnes appréciations, il suffit alors à M. le Recteur de décider arbitrairement que tel collègue ayant 11 fois l’item “excellent” n’est pourtant pas un professeur excellent. Ou de juger que tel collègue ayant une majorité d’items “très satisfaisant” est en réalité seulement “satisfaisant”. Quand dans le même temps, nous insistons sur ce point, les IPR et chefs d’établissements sont tous “excellents et méritants” à 100% d’entre eux.
Nous souhaiterions d’ailleurs, pour faire notre travail de représentant plus efficacement, disposer des documents indiquant les items reçus pour chaque PLP promouvable, et pas seulement en cas de contestation.
Ce système maintient donc une inégalité de traitement, que cette seule CAPA ne pourra résoudre, comme nous en avons déjà fait la démonstration avec la CAPA “contestation horsclasse” durant laquelle M. le DRH avait refusé d’examiner les contestations, au mépris du dialogue social et de la représentativité, au détriment des droits élémentaires des PLP dont certains subissent un traitement discriminant de la part de leur proviseur.
Pouvoir d’achat en berne, inégalités de traitement, mépris pour le dialogue social : les griefs que l’on retrouve avec vigueur sur nos rond-points ont toujours autant de sens quand on les transpose en salle des professeurs !

Les 8 commissaires paritaires PLP SNUEP-FSU & CGT Educ’Action

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