1. Capability Review March 2017

2. 1 2 3 4 Agenda Why: Background and context
Who: Capability Review: who is in scope 3
What: Capability review process 4
When: Next steps and timelines

3. Background and context
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Background and context

4. Capability Review March 2017
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Capability Review March 2017
Background
In the last 2 years most areas have conducted a capability review, leading to good insights in individual development requirements.
We know the TSE capability gaps and many learning and development activities have been undertaken to close the gap.
Objectives
Define Personal Development Plans (PDP) to close identified gaps or to develop the individuals for a future role.
Identify the collective capability development needs for commercial & prioritise the development of the right training solutions.
To measure our current progress and strengthen the capabilities further there is a need to know the current capability “gap.
Two years ago Sales conducted the first capability review to identify the collective capability development needs for Sales. This was formerly known as the skills profiler. Marketing did one 1 year ago and Supply chain 1,5 year ago. Based on the reviews we determined the capability gaps and prioritised the development of the training solutions. As a result the Faculty developed and deployed quite some training programs (e.g. Achieving Excellence in Strategic Account Management, Achieving Excellence in Customer Service, Achieving Excellence in Marketing Management, Landing a Pricing Message, Coaching for Impact). I hope many self-developments have taken place.
In March 2017 we would like to conduct the next capability assessment for Commercial to review the current capabilities (gaps); check progress since last time and identify the collective capability development needs for Commercial. The outcome will be used to develop a forward plan for developing a capable workforce within Commercial.
The timing this time, due to some difficulties with getting People Link up and running, will be quite close, but prior to the appraisal round. We want to emphasize that we are very aware of the agreements we have made with staff representative bodies not to link development planning and performance management/appraisal process, and will honour these as we have done over the past years. From 2018 onwards the timing will coincide with Mid Term Reviews, as planned.
Next steps
Conduct a function-wide capability review using People Link & agree the individual development objectives.
Refresh PDP when older than 12 months.
Needs completion before appraisals this time (agreement with Staff representative bodies), steady state as part of the mid term ( onward).

5. Capability Review Divider slide
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Capability Review

6. Scope Capability assessments last time
Functional skills
Business (x-functional) skills
Personal skills
Leadership skills
First assessment
Sales X
End 2014
Marketing
Begin 2016
Supply Chain
End 2015
Scope Capability assessment March 2017*
Functional skills
Business (x-functional) skills
Personal skills
Leadership skills
Comments
Sales X
Personal Skills and Leadership skills are added to the skill profiles of the roles
Marketing
Supply Chain
* Guideline: if you haven't done a capability assessment and PDP the last 12 months, do a new one. Otherwise put results in peoplelink.
The next capability assessment will be Mid-term 2018

7. Capability review process
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Capability review process

8. Capability review process
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Capability review process
Launch People Link
Managers begin scheduling capability review meetings (can start already)
Process formally launched in sector / department
Employee completes self-assessment
Employee to complete capability review
Capability review meeting
Employee and manager complete capability review together
Analyse Capability gaps and potential methods to address discussed - the Development Needs (use Development Directory)
Sign off Capability Review & fill PDP*
Manager and Employee sign the Capability Review
Employee fills the Personal Development Plan in People Link
* PDP = Personal Development Plan

9. Not all development needs require training-based solutions
Development Directory: Addressing the agreed skills gaps / development needs 1
What you can do for yourself
Self-directed [open] eLearning
Be curious. Read, browse, research
Apply best practice
Learn through teams/networks
Web browsing 2
What you can do with a little help
Make site/customer visits
Take part in project or working groups
Get 360 feedback
Get a mentor or coach
Gain experience by covering for others 3
What can be done for you
Training courses
Training workshops or seminars
Directed eLearning
Professional qualifications/ accreditation
Further education
Capability Review is a vital process for Tata Steel in Europe.
A feature of Capability Review is that it is accessible to everyone, at any time. All roles are visible. 
Anyone can see what is required of any role they happened to be interested in. They can plan or make career choices with a clear understanding of what roles are about and what learning gaps they might have to close to get there. 
Never before have career development options been so transparent.
At an aggregate level, if results of the principle development needs are recorded, then we begin to measure the scale of capability gaps, prioritise and budget to address them.
In certain functions, the process of capability assessment acts as evidence to external authorities that we understand what tasks our people can safely do – and those which they cannot. This is called ‘Capability Assurance’ and is a critical part of our Health & Safety approach.
What capability assessment is Not though – is a performance management tool. A development gap is NOT a reflection on the abilities or perceived quality of an employee. It merely indicates that there are certain elements of a role which must yet be learned and practiced.
APPLY WHAT YOU LEARN
BE THE CAPTAIN OF YOUR OWN DEVELOPMENT
Line managers should aim to address skills gaps using the above as a guide
Guides on resources and support to be made available prior to deployment
Not all development needs require training-based solutions

10. Key next steps and timelines
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Key next steps and timelines

11. 2017 Capability Review Q4-16 Q1-17 Jan Feb Mar Faculty Governance
Establish board
Refine project plan
Define and run process
Governance
Academy
Fix Peoplelink
Collate current profiles
Collate current job family roles
Prepare employee lists
Get Fit
HRBPs
Roles in scope
Skills mapped to roles
Employees mapped to roles
Refreshed data & profiles
Validate
Academy
Refresh Skills Profiler (as back up)
Populate Peoplelink
Refresh training & comms material
Build tooling and train users
Launch
Faculty/ HR
Launch comms to leaders
Launch comms to users
Local works council consultation
Launch communications
Monitor and report
Faculty
Monitor & run status reports
Target 90% completion
Support and guide as necessary
Analyse and report
Faculty
Analyse result data
Prepare result packs
Define recommendations
Plan development solutions

12. Next steps to deploy Capability Review in March 2017
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Next steps to deploy Capability Review in March 2017
Visit the website
Details Capability Review process
Introduction to Capability Review and Development Plan in People Link
Preparation by you
Brief your teams asap
Free up time in March
Schedule meetings with employees asap
As mentioned the time is short. Therefor I ask you to brief your teams about the Capability Review process as soon as possible. Please free up time in March to have the capability review and development plan sessions and schedule meetings asap. The completion window is week 10 to 13: 6th to 31st of March.
Please request that your people participate in completing the capability review & filling development plans and stress the importance of it. In case you have any questions you can contact your local HR business partner or Tabitha Warbout or Daniëlle van Pelt/Glyn Johnston
Completion Period
6th – 31st March 2017
Questions? Contact your HR-BP or Tabitha Warbout (S&M) or Daniëlle van Pelt/Glyn Johnston (SC)

13. ‘Do you have any questions?
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‘Do you have any questions?
Please contact Tabitha Warbout (S&M) or Danielle van Pelt / Glyn Johnston (SC)
Or send an to
Together we make the difference