1. Top Down V Bottom Up Planning at Amey:
Martin Nicholds, HR Director – Talent, Resourcing and Learning

2. Amey – touching the lives of 1 in 4 people in the UK everyday

3. Amey’s Clients

4. Amey’s workforce today
14,000
Amey
2% Grads Apprentices
82 different country origins
Age 17 to 81
37% baby boom, 47% Gen X, 16% Gen Y
85% white
70% male, 30% female
20% Part-Time
450 job titles
600 locations
79% perm, 21% temp

5. Existing Challenges in our Industry
Youth unemployment at a record high
Find jobs for around 6000 engineers each year
Make engineering & technology field more attractive to females = increase in numbers
Retain these people within the market sector and not lose them to other industries
To work together – public & private sectors with the education providers – School, FE Colleges and Universities to attract, develop and retain the engineers of the future
So the challenge for large parts of our industry is this
Find jobs for around 6000 engineers each year
Make engineering & technology field more attractive to females = increase in numbers
Retain these people within the market sector
Negative trends impacts will be hidden for a few years
When the demand increases the result may be a skills deficit
To work together – public & private sectors with the education providers – School, FE Colleges and Universities to attract, develop and retain the engineers of the future

6. UK Young Talent - external influences
University applications 8%
BRIC economies
Ageing UK population – 33% 50 plus by 2020
Engineers retiring much faster than new engineers qualifying
UK Govt plans
Double apprentices
Compact on social mobility
No statutory retirement age
21% UK youth unemployment (16-24) % 20 10
Number of people doing engineering and technical based degrees has been increasing but not fast enough to replace retirees
200,000 new engineering jobs likely to emerge over next 5 years in UK
More engineers retiring than entering the industry (Royal Academy of Engineering Feb 2010)
30% Overseas students, who mainly leave UK
30% take jobs in other industries e.g. Finance and retail
Impact of rising student fees - £9K pa
University applications down 15%
Polarisation between academic and vocational skills
Long term youth unemployment
Emerging economies – competition from BRIC countries
Aging UK population – 1/3 of UK labour force will be aged 50 or over by 2020
Our desire to work with our clients to support the youth issue 05 06 07 08 09 10 11

7. Young Talent and it’s importance to Amey
Ageing workforce needs rebalancing
Significant growth agenda
18,000
16,000
14,000
Total workforce
12,000
Higher engagement, lower attrition
Source of innovation
10,000
2008
2011
2013

8. An integrated approach - Young People Pipeline
Duke of Edinburgh Business Scheme – Gold Award
Professional Accreditation
Academic Qualifications
School Students
STEMNET
Trainees
Typically 18 with
few GCSEs
or NEETS
Apprentices
Typically 18+ with
3-5 GCSEs
Technicians
Typically 5 GCSEs, weak A level grades or do not want University route
Undergrad
Students
[Sponsored,
Internships &
Industrial
Placements]
Graduates
Talent Tracker
At Amey we are seeking to take a holistic look mat our approach to ‘young people’ and have a range of interventions and activities at all sections of the Pipeline

9. Questions a management team should be asking:
What’s my resource mix and manpower costs? Perm, temps, subcontractors?
Do I have the right skill sets to achieve next years targets?
Who are flight risks?
What can I do to retain and develop?
Do I have enough good people coming through to replace those who are leaving?

10. Sources of data to inform a view
Financial data
Costs by unit
Recruitment campaign costs
Labour costs
Org charts
Monthly Headcount report
Direct and overhead
Headcount by band
Starters/leavers
Rolling attrition
Grads/apprentices
Community days
Grievance/disciplinary
Absence
Vacancies
PDR Data
9 box grid
SAP