1. Holding logo slide

2. BAA IT Technical Job Family Jane Dunn – Business Improvement Consultant

3. About BAA plcHeathrow Gatwick Stansted Southampton Glasgow Edinburgh Aberdeen  World’s largest commercial operator of airports  7 UK airports  12 International Airports (UK, USA, Australia, Italy, Oman)  200m + passengers p.a.  11,000 + staff world-wide  Heathrow Express  Retail  WDF-worlds largest retailer of duty free liquor & tobacco

4. Background to Project... Recruitment issues No clear competency framework for IT Technical skills No clear Career Development path for IT technical staff

5. IT Technical Job Family Project Objectives: To develop….. A robust IT Technical competency framework that can be linked to job profiles and roles and an effective Reward & Recognition framework A process of fitting IT Technical roles within the ‘Technical Grade’ career development structure A model to assess against required technical competencies

6. Principles & Framework – key elements: Adoption of the BCS SFIA+ Model for defining roles, levels and competencies Benchmarking pay against the CEL Salary survey Process for the assessment of technical skills; –Use of ‘BCS Career Developer Tool’ –Assessments undertaken by role holder & line manager –Outcomes reviewed by Moderation Group –‘Rating’ informs salary review

7. BCS Career Developer Provides; A standardised assessment process supporting current BAA Performance Development process IT ‘skills pool’ information; Standardised against Industry Best Practice Up-to-date Accessible whilst access controls assure confidentiality Other uses include; Training needs analysis Resource and succession planning

8. Basic elements of reward Base Pay Fixed & pensionable Based on market rates / performance ‘Key Skills’ premium Variable ( Available in exceptional circumstances) Performance Bonus Variable Standard Employee Benefits Fixed

9. Technical Job Family T&Cs Base pay comprises ;  Technical competence required for role (using BCS SFIA+)  Job size (Hay evaluated)  Market rate (median range based on CEL survey)  Worth of individual (assesssed via BCS Career Developer) Increases could occur as a result of either;  Increase in market rate  Increase in level of competency Base pay will never fall however, could be frozen Standard employee benefits + membership of BCS

10. Example: Database Administrator BCS Level 2 BCS Level 3 BCS Level 4 BCS Level 5 BCS Skill: Database Administrator (DBAD) BAA Technical Job Family role – Database Administrator Expert Senior Practitioner Junior CEL Salary Survey Data – Function 54 CEL Level 20 £45295 CEL Level 21 £39210 CEL Level 22 £32570 CEL Level 23 £25000

11. Technical Job Family Performance Bonus Retain BAA’s Performance Development Process:  Setting of 6 Targets  Bonus paid on achievement of targets  360-degree feedback Bonus terms dependent on key BCS level for role

12. Key IT Responsibilities: Job holders; –Provide evidence & maintain technical assessment using Career Developer tool Line managers; –Create & maintain role profiles using SFIA+ framework –Robust assessment of technical competency –Develop their staff in line with business requirements Moderation group; –Maintain ‘knowledgeable’ independence –Approval of ‘roles in scope’ and associated mappings to BCS / CEL –Review standard of assessments

13. Implementation: Key technically specialist IT roles identified Roles mapped to SFIA+ framework:  1 key function / level  can be supported by sub functions / tasks Roles mapped to CEL Salary Survey Individuals in roles identified & mapped to appropriate role ? SFIA+ / Career Developer roll-out to wider audience in IT

14. Questions? Jane Dunn jane_dunn@baa.com