1. Rolls-Royce PLC Case Study
Presenter: Sean Pratt
Capability Consultant – Resourcing and Development
Rolls-Royce PLC, Derby

2. Agenda Background Engineering Career Routes and Progression
Specialist Academy
Getting to general management
Questions
Rolls-Royce proprietary information

3. Background
I work with a Senior Consultant and a Global network of HR Business Partners and Engineering Executives to support Engineers globally
Rolls-Royce PLC is an Engineering Company that designs and develops high technology products integrating them into sophisticated power systems for land, sea and air
Engineering capability is central to meeting the demand of our global market
Rolls-Royce proprietary information

4. Engineering Career Routes and Progression
Career routes, progression and development

5. Career Routes within Engineering
We are committed to helping you to develop your career in Engineering, wherever you work and whatever your specialist skill.
There are a range of opportunities to enable you to specialise, or to develop your capabilities across a broad range of skills.
Managers in Engineering will have three career development routes:
Technical Specialist roles provide the opportunity to develop in-depth expertise in a particular technical skill.
Technical Function Managers are responsible for the day-to-day management and development of their team(s) of engineers, ensuring that methods, tools and processes are adhered to.
Technical Project Managers are responsible for managing the planning, implementation and monitoring of specific work programmes.
Although we are proposing that the processes will be applied globally, there will be some small regional variations to meet legislative requirements.
These variations are still subject to ongoing communication and consultation with Works Councils.
Technical
Specialists

6. How Engineers Progress
For those in roles below management level there are a variety of routes for progression where individuals can develop technical and leadership ability
For those at management level:
Technical Function Managers and Technical Project Managers progress through applying for suitable job vacancies.
Apply for vacancies at the same level to develop new skills, knowledge and experience
Apply for larger roles demonstrating the skills and experience needed
Technical Specialists progress through a process of deepening technical specialism:
Progress to higher roles will involve demonstrating the defined level of experience to an interview panel
So how can you use these different routes to develop your career in Engineering?
If you are in a role below management level, there are a variety of routes for progression
If you are already in a management level role:
The route for Technical Specialists will be through a process of deepening technical specialism.
If you are a Technical Specialist, you could be promoted to a higher Global Grade by deepening your technical knowledge, expertise or specialism and demonstrating growth in your capability and contribution to defined levels.
Promotion will be through the Technical Career Progression Process and is likely to be within your existing role. You will need to demonstrate, to an interview panel, that you are operating to the defined level of technical engineering knowledge, skills and experience required for a role at that level.
In some cases members of the Fellowship, who could be classified as project or function managers, could be considered for promotion if they demonstrate the appropriate technical depth and expertise aligned to the promotion criteria
Progression in Technical Function Manager and Technical Project Manager roles will be through applying for suitable job vacancies.
You can either apply for job vacancies at the same level - to help you develop new skills, knowledge or experience - or at a higher level - where you can demonstrate through previous experience, that you are ready to carry out a larger role.
Rolls-Royce proprietary information

7. Supporting the Development of Engineers
Our Engineering Professional/Technical Framework provides guidance on how to develop your skills and capabilities through each of the three career development routes
It maps out skills and learning in the following areas:
Education
Role Profiles and Competencies
Development Solutions and My Learning
Shared Learning and Master Classes
Professional Recognition
Resourcing and Career Development
We support development through the Professional/Technical Framework
Our Engineering Professional and Technical Framework, (previously called the Professional Development Framework), maps out the development proposition for Engineers by providing guidance on how to develop your skills and capabilities through each of the three career development routes.
The Framework is currently being revised and will cover the following key areas in 2012:
Education
Role Profiles and Competencies
Development Solutions and My Learning
Shared Learning and Master Classes
Professional Recognition
Resourcing and Career Development
Further guidance and tools are available to support your development for example: generic roles profiles which outline the key accountabilities of a role and the behavioural and technical competencies required to deliver it; feedback received from your Performance and Development Review or Leadership Review (E360); the career anchors tools helps you to understand what motivates you in relation to work and Individual Development Plans enable you to capture your development needs and career aspirations.
In addition, the Leadership Framework provides information for leaders on Rolls-Royce core knowledge, education and skills, leadership masterclasses and accelerator programmes.
You can find more detail about the Framework and supporting tools through the Engineering Intranet – in the My Development section
Rolls-Royce proprietary information

8. Specialist Academy
Development Programme for Specialist with High Potential to be World Class in their Field

9. Why we are doing this
Communicate expectations and value the role of technical specialists
Provide opportunities for specialists to work across boundaries on high profile, technically challenging projects thus broadening them
Improve attractiveness to emerging talent and strengthen the Fellowship pipeline as well as strengthen relationships with the Fellows community
Increase the scale and quality of mentoring relationships within the technical community
Develop personal effectiveness
Equip specialists to live up to the expectations of High Potentials as specialists but also as commercial thinker, agent of change, team player and influential communicator etc
Enhance market value through specialist credibility
Rolls-Royce proprietary information

10. High level development approach
12 months
ENGAGEMENT
3 DAY RESIDENTIAL MODULES
(x3)
SPECIALIST PROJECTS
CONSOLIDATION
Support via coaches, mentors, line managers, HR
Senior Executive Sponsorship
Global participation
Alumni and communities of practice beyond

11. Development journey LOCAL MENTORING Career Coaching Conversation 1
RECONNECT
RECONNECT
Career Coaching Conversation
SHP
Line Manager Local Fellowship Rep Career Coaching 1
LOCAL MENTORING
Module 1
Developing Personal Impact & Team Success
3 days residential
Module 2 Growing Breadth & Depth
3 days residential
Module 3
Changing the Future
Fellows’ Conference Graduation
3 days residential
CONSOLIDATION
Kick – Off Webinar
Whole cohort
Fully facilitated with sponsor-led and fellowship ‘guest input’ 2
SHP Alumni
Online Profile Development
Biog.
Experience
Technical Specialism's
Project ‘wish list’
Contact details etc 3
Communities of Practice
Specialist Project Submission
Research into a ‘shortlist’ of suitable specialist projects 1st & 2nd choices 4
SPECIALIST PROJECTS TEAMS – CROSS GEOGRAPHY
ACTION LEARNING
ONLINE ACADEMY NETWORK FORUM / WIKI

12. Getting to general management
Progression to more generalised leadership within and from Engineering

13. Some possible paths across career progression routes
Chief Operating Officer
Programme Executive Roles
We are committed to helping you to develop your career in Engineering, wherever you work and whatever your specialist skill.
There are a range of opportunities to enable you to specialise, or to develop your capabilities across a broad range of skills.
Managers in Engineering will have three career development routes:
Technical Specialist roles provide the opportunity to develop in-depth expertise in a particular technical skill.
Technical Function Managers are responsible for the day-to-day management and development of their team(s) of engineers, ensuring that methods, tools and processes are adhered to.
Technical Project Managers are responsible for managing the planning, implementation and monitoring of specific work programmes.
Although we are proposing that the processes will be applied globally, there will be some small regional variations to meet legislative requirements.
These variations are still subject to ongoing communication and consultation with Works Councils.
Technical
Specialists

14. Enabling the transition to broader leadership roles
10%
Training
Courses
20% Feedback
70% Experience
When individuals were asked about key events and what helped them to transition from one level to another e.g. Managing self to managing others, we found:
18 cited on the job experiences e.g. Being given significant responsibility, exposure to seniors
14 cited feedback, coaching and mentoring e.g. direct manager, relationships and networks
4 cited training courses e.g. Business Leadership Programme, cultural training
Rolls-Royce proprietary information

15. Pivotal Development Role Characteristics
High profile, high exposure buck stops here
Supported through mentor, coach or executive sponsorship (acknowledgement)
Dealing with external stakeholders
Outside of technical comfort zone
Sense of autonomy
Tough technical decision environment
Stretch, leap of faith
Running technical issues with customers
Challenging people environment
Leap of faith
Rolls-Royce proprietary information

16. Leadership in Action