1. 15 May, 2007 Manchester International Skills Links Workshop Dr Tim Manners “Utilising skills across a boundaryless company” – examples from Jacobs Ltd

2. Overview  Presentation Objectives  Jacobs - The Company  Jacobs – The Skills Challenge  Jacobs - Core Values  Resource Deployment – the process  Examples of exploiting overseas skills  Jacobs Graduate Scheme  Jacobs Employment Philosophy  Nuclear skills - the future  Nuclear Training  Conclusions

3. Objectives  Outline Jacobs the company  Arrangements for resource management  Why you need to manage deployment

4. The Company  Jacobs  Global “Boundaryless” Company  45000 staff worldwide  4500 UK staff  Revenue ~ $8B  Diverse Markets inc. Oil & Gas, Pharmaceuticals, Defence

5. Our Personnel Worldwide as of July 2005 4077 23560 139 8030 1445 161

6. Jacobs – The Skills Challenge  Co-ordinating work  Finding the right resource  Are they available?  Risks  Client programmes force the use of sub-contractors  Unaware of resource capability/availability  Work retention leading to delays

7. Jacobs Core Values  Growth  Relationship Based  People

8. Resource Deployment  Boundaryless company  Project manager alerts his line manager  Senior manager (GVP) puts a call out to identify skill, availability and location  Individual identified by management recommendation  How do you organise work in such a large company?  Forums and Networks, IT system, CV database  Flexible approach to deployment and will cross pollinate staff to meet client needs

9. Recent Success  Examples  Ken Powers (US) and Dick Davis (US)  Dick was identified as a suitable candidate to head up the integrated project Team for managing agency work at AWE (2 year deployment)  Ken Powers brought in from the US to change the culture at Hinkley A  Both very successful deployments  International Exchange Programme (embryonic)  European Exchange Initiative (embryonic)

10. Nuclear Skills – The Future  Huge nuclear clean up in the UK  Prospect of new nuclear build  Commercial Power Reactors  Waste Storage Facilities  Where are the new home grown nuclear engineers going to come from?  British Energy and BNFL run Apprenticeship Schemes  UKAEA run Apprenticeship schemes at Culham and Dounreay  Graduate programmes across the nuclear industry in the UK  Still have to rely on skills from overseas in the future

11. Jacobs Graduate Scheme  3 year scheme aligned to Professional registration  12 key skills:  Communication  Working with others  Computer literacy  Problem solving  Contractual practice  Project management  Risk management  Financial management  Health and safety  Quality management  Time management  Environmental awareness

12. Jacobs Employment Philosophy  90% of work comes from repeat business from loyal clients  Combination of loyal client base and steady growth allows us to attract the industry’s top talent  Encourage our employees to improve their expertise:  Jacobs college  Continuous education  Boundaryless networking  Substantial effort focussed on employee retention  Flexible approach to staff deployment

13. Nuclear Training  Some of the British Universities offering degrees in nuclear engineering:  University of Bath  University of Birmingham  University of Cambridge  City University  Imperial College  University of Liverpool  Manchester University  University of Surrey  Lancaster University  Scottish Universities Research and Reactor Centre

14. Conclusions  Jacobs is a worldwide company with a vast skills range  It is a boundaryless company which actively manages the deployment of its workforce  Process starts with attracting, recruiting and retaining the best staff  The process of deploying staff from overseas is initiated by Project Managers and co-ordinated by Senior Management – in practice the process is very effective