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BAA IT Technical Job Family Jane Dunn – Business Improvement Consultant

About BAA plcHeathrow Gatwick Stansted Southampton Glasgow Edinburgh Aberdeen  World’s largest commercial operator of airports  7 UK airports  12 International Airports (UK, USA, Australia, Italy, Oman)  200m + passengers p.a.  11,000 + staff world-wide  Heathrow Express  Retail  WDF-worlds largest retailer of duty free liquor & tobacco

Background to Project... Recruitment issues No clear competency framework for IT Technical skills No clear Career Development path for IT technical staff

IT Technical Job Family Project Objectives: To develop….. A robust IT Technical competency framework that can be linked to job profiles and roles and an effective Reward & Recognition framework A process of fitting IT Technical roles within the ‘Technical Grade’ career development structure A model to assess against required technical competencies

Principles & Framework – key elements: Adoption of the BCS SFIA+ Model for defining roles, levels and competencies Benchmarking pay against the CEL Salary survey Process for the assessment of technical skills; –Use of ‘BCS Career Developer Tool’ –Assessments undertaken by role holder & line manager –Outcomes reviewed by Moderation Group –‘Rating’ informs salary review

BCS Career Developer Provides; A standardised assessment process supporting current BAA Performance Development process IT ‘skills pool’ information; Standardised against Industry Best Practice Up-to-date Accessible whilst access controls assure confidentiality Other uses include; Training needs analysis Resource and succession planning

Basic elements of reward Base Pay Fixed & pensionable Based on market rates / performance ‘Key Skills’ premium Variable ( Available in exceptional circumstances) Performance Bonus Variable Standard Employee Benefits Fixed

Technical Job Family T&Cs Base pay comprises ;  Technical competence required for role (using BCS SFIA+)  Job size (Hay evaluated)  Market rate (median range based on CEL survey)  Worth of individual (assesssed via BCS Career Developer) Increases could occur as a result of either;  Increase in market rate  Increase in level of competency Base pay will never fall however, could be frozen Standard employee benefits + membership of BCS

Example: Database Administrator BCS Level 2 BCS Level 3 BCS Level 4 BCS Level 5 BCS Skill: Database Administrator (DBAD) BAA Technical Job Family role – Database Administrator Expert Senior Practitioner Junior CEL Salary Survey Data – Function 54 CEL Level 20 £45295 CEL Level 21 £39210 CEL Level 22 £32570 CEL Level 23 £25000

Technical Job Family Performance Bonus Retain BAA’s Performance Development Process:  Setting of 6 Targets  Bonus paid on achievement of targets  360-degree feedback Bonus terms dependent on key BCS level for role

Key IT Responsibilities: Job holders; –Provide evidence & maintain technical assessment using Career Developer tool Line managers; –Create & maintain role profiles using SFIA+ framework –Robust assessment of technical competency –Develop their staff in line with business requirements Moderation group; –Maintain ‘knowledgeable’ independence –Approval of ‘roles in scope’ and associated mappings to BCS / CEL –Review standard of assessments

Implementation: Key technically specialist IT roles identified Roles mapped to SFIA+ framework:  1 key function / level  can be supported by sub functions / tasks Roles mapped to CEL Salary Survey Individuals in roles identified & mapped to appropriate role ? SFIA+ / Career Developer roll-out to wider audience in IT

Questions? Jane Dunn