He's leaving soon. Nothing he knows about the position has been written down by anyone.
Optima Competences Leader will focus on the written documentation of the know-how of a workplace, based on what the person who holds it does. It is in development: we are not selling it today.
In development
30 minutes via video, free of charge, no commitment required.
Optima Competences Leader is a software product developed by Optima AI. It focuses on the documentation of the know-how of a workplace, based on what the person in charge does. We are not selling it today and do not announce any date.
What is written remains. What is not is taken with it. The one who takes over the position re-learns it, often by looking for it, sometimes on the basis of a flaw.
The manufacturer’s manual, the ranges, the operating procedures, the safety data sheet at the station: when they exist, they tell you what to do on the machine.
The adjustment that you make depending on the part, the control you perform before starting without even thinking about it, the noise that indicates a problem. This is often what makes the difference between a machine that works properly and one that doesn’t.
The one who knows no longer thinks about what he is doing: he does it. Asking him to write is asking him to do work that is not his own, on a knowledge that he no longer sees. What he does at the post says more than what he would write in the office.
Before departure, as long as the person is there to show, explain, and correct what has been written. Retirement, mobility, change of location: the date is often known months in advance. After that, it only remains what others remember.
Writing down the know-how of a position, based on what the person in charge does. It is in development; we are talking about it today via video conference.
No, not generally: no text requires a company to document the skills of a position. What does exist are obligations for companies with at least 300 employees to negotiate, and obligations to inform and train on safety, regardless of size.
Since Law No. 2025-989 of October 24, 2025, companies with at least 300 employees that have one or more representative trade union sections negotiate on employment, work, and the improvement of the working conditions of experienced employees, taking into account their age. The negotiation takes place at least every four years by means of a method agreement, failing that every three years, and is preceded by an assessment (Article L2242-22 of the Labor Code). It must address four topics, including «the transmission of their knowledge and skills, in particular mentoring, tutoring, and the sponsorship of skills» (Article L2241-14-1).
Companies and groups with at least 300 employees also negotiate on the management of jobs and career paths, at least every four years by means of a method agreement, or every three years (articles L2242-2 and L2242-20).
For each employee under a professionalization contract, the employer appoints a volunteer tutor who has at least two years of experience in a related qualification (articles L6325-3-1 and D6325-6).
It is recognized as a training activity (article L6313-2). Its implementation includes the analysis of the activity, the prior designation of a trainer who can perform a mentoring function, as well as reflective phases and evaluations (article D6313-3-2).
The employer informs those who use or maintain work equipment of the conditions of use, instructions, and procedures to be followed in the event of foreseeable abnormal situations, and the conclusions drawn from experience gained (article R4323-1). He must provide them with practical training in safety, including on hiring and changing positions or techniques (article L4141-2).
Optima Competences Leader will focus on the written documentation of the know-how of a workplace, based on what the person who holds it does. Its operation is not fixed: we do not describe it until it is built.
What the person in the position does. Not a HR job description, not a competency framework.
The know-how of this position, documented in writing.
How he will gather this know-how and in what form he will make it available. We discuss this during the exchange, from your position.
Optima Competences Leader will target companies where one position is based on one person. The question is not the size of the company; it’s what happens on that position the day that that person is no longer there.
A setting, a machine, a control that only one person really understands. As long as it’s there, everything is fine; no one has ever needed to write it down.
Retirement, internal mobility, relocation. You know when she is leaving; the question is what will be leaving with her.
New hire, employee under a professionalization contract, temp worker. He learns from those who know, as long as he is there, and without any written record of what he has learned.
It will cover what the person in the position does. It will not replace them; what is written will remain for them to read and for you to validate.
We are not selling it today and we are not announcing a date.
None of our software currently documents the skills of a position in writing. Two things already exist for the same position.
Pilot version, with support
He prepares the safety sheet at the machine’s control panel, in the format ED 126 (model from the INRS), based on the instructions, risk analyses and your DUERP. He does not put the know-how in writing: he lists the hazards of the workplace, the measures and protective equipment.
You describe the position and the upcoming departure; we look together at what can already be written, and where to start.
In Optima Compliance, apart from testing tools, your documents are stored in France. They are never accessible to another client. They are not used to train an AI model.
The Optima Competences Leader is not for sale today. The 30-minute exchange is used to discuss your case.
The exchange is free of charge.
Not generally. No text requires the written recording of the know-how of a post. Companies with at least 300 employees that have representative trade union sections negotiate with experienced employees, and the transfer of their knowledge and skills is one of the mandatory topics (articles L2241-14-1 and L2242-22 of the Labour Code).
That is what the person who holds the position does and that is not written anywhere: the adjustment he or she makes according to the piece, the control he or she exerts before launching, what he or she monitors because he or she has already seen the problem arise. We also talk about tacit know-how: the person who possesses it no longer thinks about explaining it.
As long as he is there, on the job rather than in the office: watching him do his job and having him tell me what he is doing is better than a blank page to fill out. What is written is then read over with him, and then with the person who takes over the job. Starting early gives time to make corrections.
The competency matrix is a HR tool: it brings together employees and their skills to find out who knows how to do what. The know-how of the position is its content: how the work is done on that position. The matrix tells who knows; it does not say what they know.
The safety sheet at the station describes the hazards of a workplace, the measures to be observed, and the protective equipment to be worn. The station’s expertise describes how the work is carried out properly. One does not replace the other.
Tutoring is mandatory for every employee under a professionalization contract (Article L6325-3-1 of the Labor Code). Work-based training, in turn, includes the analysis of the activity (Article D6313-3-2). Written knowledge serves as a support for both; it does not replace either the tutor or the training.
No. It specifically aimed at the transmission of knowledge and skills. The article that established it (L5121-6 of the Labour Code) was repealed by Order No. 2017-1387 of 22 September 2017; it was in force until 24 September 2017.
Optima Competences Leader is part of the Poste et savoir-faire (Post and Expertise) axis of Optima Compliance, along with two other agents.
He prepares the safety data sheet at the machine’s control panel, in the ED 126 format, based on the instructions, risk analyses and the DUERP.
It will concern the formalization of the ranges and operating procedures.
30 minutes via video, free of charge, no commitment required.
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Free, no commitment. With our customer relations manager, via video conference, on the task, the file or the machine of your choice.
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