A&D OVERHEAD FUNCTIONS Roles & Responsibilities OperationsJuenger A&D Schedule ManagementRode A&D Staffing AssignmentsRode A&D Effectiveness & MeasurementsClark.

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Presentation transcript:

A&D OVERHEAD FUNCTIONS Roles & Responsibilities OperationsJuenger A&D Schedule ManagementRode A&D Staffing AssignmentsRode A&D Effectiveness & MeasurementsClark Resource requirements modelRode A&D Strategies & MethodologiesClark Technology transfer Clark Training programsJuenger Manager & officer development programsClark/Juenger Human Resources ManagementRode Assignment trackingRode Development trackingRode Flash report tracking / follow-upRode Compensation managementJuenger Recruiting coordinationRode AdministrationRode Staff coordination & managementRode Finance & Accounting CoordinationRode/Clark External Governance Coordination Channel & Business DevelopmentClark Project Management Excellence, Quality, Assignment InterfaceJuenger

A&D COORDINATION FUNCTIONS Roles & Responsibilities Client Acquisition & Development Teams C4Fleming (telecom) / Chen (hi-tech) Oil & GasWiseman / Juenger Chemical & EnvironmentalGetz Financial ServicesClark DuPont / ConocoLunkenheimer DI WestJuenger Consumer GoodsKrajacic DI EastGathany/Clark Client Services Functions StrategyGetz OperationsJuenger Information / LPTSchneider GOLDMigliorato / Frisch Business ModelingSchneider Marketing ProgramsClark Human ResourcesJuenger Finance & AccountingClark FacultyElderkin ISTFurey

A&D '93 Objectives Overall Objective & Principles Deliver superior results to our clients and Gemini through continuing improvements to the Analysis & Design function. Recruit and develop the best people to provide requisite leadership and consulting Refine and develop methods, technologies and processes to ensure ever-improving effectiveness and efficiency Base all of our activities on the principles of partnership with all constituencies and functions Specific 1993 Agenda People Improved training programs Better identification and execution of development programs Better definition of A&D performance expectations Better execution and control of performance feedback mechanisms Improved and conscientious implementation of merit compensation Enhanced communications Better recruiting processes and results Encourage international opportunities for people development Operations Improved go-ahead rates and yields Focus on improving A&D methodologies Improved transfer of best practices Enhanced A&D performance measurements More A&D's that are rewarding and enjoyable Improved identification of A&D resource requirements Implementation of operative support systems A&D will be positioned to quickly support and integrate new business offerings Partnership A&D leaders assigned as liason-partners to function and MDT management teams as appropriate Actively support the development and activities of Business Development Executives Establish an operative global A&D partnership