The hen, 22 February 1996, the President of the Republic announced the scheduled end of the conscript army and its replacement by a professional army, it triggers an earthquake in the armed. These have six years to carry out a cultural revolution: this decision terminates the model of the "nation in arms", born in 1792 in Valmy, and therefore makes it inevitable redefining the armed nation link.
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It is in the professionalization that will play out largely redefining this link. Armies are now forced to insert firmly in their environment: to recruit soldiers they need, but also to rehabilitate them once their contracts completed. The majority of the military is indeed recruited for short contracts. They are required to perform in the most civil midst of their professional lives. This ability to integrate into their environment is vital for the hosts, it allows them to meet their recruiting goals, but it helps especially in forging this "shared community of interest" [2] [2] General body Bachelet of army, in charge of ... without which the army-nation link irreparably risk distend.
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The success of the professionalisation therefore appears very quickly depending on three contradictory factors: recruitment (give young people the desire to become military), retention (once committed, to stay long enough recruits within the institution) and retraining, statutorily recognized right. A variable to bring coherence to these factors: training. It allows hosts to meet their labor needs while enabling a successful integration for former soldiers.
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Within the Department of Defense, most of the effort was conducted by the Army, the main beneficiary of national service: the loss of 130,000 called the 1996 quota had to be offset by the recruitment and the committed volunteers of the army (EVAT) that now constitute the bulk of the ranks of the army.
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They appear today as emblematic of the contradictions facing the army professionalized. They lead the institution to conduct, at the same time, a mass recruitment policy and a conversion policy mobilizing substantial resources. The conversion feeds otherwise divergent logics flow management tool for some, expression of the social role of the army for others. How the Army she manages to reconcile these demands, facing a logical "under duress optimization" [3] [3] According to the Comptroller General of the Armed Palos, director ... ?
ORIENTATION AND TRAINING rhythm PROGRESSION AND PROFESSIONAL SOCIAL COMMITMENT OF VOLUNTEER ARMY
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The first year of the contract of an EVAT enables management to judge him on the basis of criteria common to all the regiments (sporting, shooting skills, scoring, etc.). Its original profile and its first results allow the military command to determine its potential and consider its future within the institution. For this orientation, interviews punctuate his career at two, four, seven and thirteen-year career. They are an opportunity to take stock and consider the prospects of military projects and those of the army for him.
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The approval system of degrees and diplomas in place is designed to recognize the holders of a military diploma comparable levels of professional capacity to that of holders of diplomas awarded by the National Education. The system implemented has however focused on degrees and diplomas in technological, whose EVAT rarely holders. These approvals were thus mainly benefited the NCOs.
Particular attention needed to commit volunteers without qualification
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In 2001, the educational level of 57% of recruited was the level IV [4] [4] terminal second year long cycles; training ... and at a level below 18% of them. The share of professional technical education in the qualifications held was the subject of a marked increase (+ 15% to a rate of 58% of committed EVAT). The scale recruitments to make any selection makes it virtually impossible: in steady decline since 1998, the selection rate is 1.9 [5] [5] applications Ratio deductions number of open positions .... .
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The vast majority of committed (85%) sign a long contract for five years. EVAT precarious at the time of commitment (40% being unemployed or unemployed and 19% of pupils or students without work experience) probably explains this choice, security holder. Only 14% are committed for moral reasons and 22% for the taste for military life ... The passage by the army is experienced as a positive choice in favor of the military profession than a personal achievement in a given institution as prestigious and integrative.
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The sociological characteristics of EVAT are not fundamentally modified when they leave the military. Their departure averaging 6 years of service, they can not benefit from the immediate annuity (PJI) due after 15 years of service. Young (24 years on average), their qualification level remains low. For all these reasons (social fragility, structuring aspect of the passage into the ranks of the army but short career, no right to a pension or severance pay), the population of non-transferable employment contracted military is today ' hui as a priority category for the implementation of what is called "the second wave of restructuring."
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