At Each Table… One Executive Committee member No two people from the same project office No two people working on the same project.

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Presentation transcript:

At Each Table… One Executive Committee member No two people from the same project office No two people working on the same project

Capital Insight Pty Ltd ABN SYDNEY MELBOURNE BRISBANE Making It Happen! Temre Green 17 October 2008

Overview Background Linking our Strategy to Personnel Objectives through the Operational Framework Development and Performance Making It Happen - Workshop

Linking Strategy to Outcomes Mission Vision Values Strategy Board and Executive Committee Operational Framework Corporate Systems Strategic Initiatives Personnel Objectives Strategic Outcomes Portfolios (Business Units)

Development and Performance What is development and performance? What does development and performance include? Feedback and Development Review (annual) Planning

Benefits to Staff Recognises individual contributions Encourages ongoing development and improvement Documents performance against agreed goals and competencies Makes time for two-way communication and feedback with managers Aligns individuals’ daily work to the overall strategy

Benefits to Capital Insight Improves Capital Insight’s planning process Enhances Capital Insight’s ability to develop employees Offers more structured approach to achieving mission, vision and strategy Enhances communication throughout Capital Insight Makes Capital Insight’s progress and performance more visible Offers greater consistency and efficiency

Overview of Development and Performance Development and Performance will: Include a bi-annual review system Based on skill and behavioural attributes such as: –Personal skills and development –Corporate skills and contributions –Project competencies and performance Complement Capital Insight’s strategy Offer more two-way feedback

Moving Forward To develop and share a draft D&P system Seeking your feedback via an internal survey (online or interview) We want feedback on issues such as: –Skill and behavioural competencies –Structure/prompts for the feedback meetings –Forms and templates for the annual reviews –Training and development opportunities –Leadership development –Professional development

Timeline and Process Annual Cycle of Performance Management SurveyAction PlanJob Profiles Relevant TrainingPersonnel Objectives New Review, Development and Objectives Feedback Meeting

Timeline and Process ProcessCompletion Month and Year Survey (or Interview)November 2008 Action PlanDecember 2008 Job ProfilesMarch 2009 Development & Performance TrainingMay 2009 Develop Personnel ObjectivesJune 2009 Annual Review Process and Setting Individual Objectives Aligned with Corporate and Portfolio Objectives July 2009 Feedback MeetingJanuary 2010 Development & Performance CycleOngoing from July 2010

Making It Happen - Workshop Question: What are our personal and corporate opportunities (i.e. areas for development) that will help Capital Insight accomplish its strategy?

McKinsey 7-S Model 1.Strategy 2.Structure 3.Systems 4.Staff 5.Style 6.Skill 7.Shared Values

Where are our opportunities to accomplish CI’s strategy? 1.Strategy 2.Structure 3.Systems 4.Staff 5.Style 6.Skill 7.Shared Values (20 minutes)