Charles Obazuaye

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Charles Obazuaye

• Assistant Chief Executive, HR

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Talent Management - the big picture

• Age profile of workforce with significant of
  senior post holders ( top three tiers) nearing
  retirement
• A cascade of retirement dates within management
  tiers below senior level
• Perception of high external fill rate to senior
  posts
• Challenge of change leadership skills needed in
  local government
• Changing the culture
• Succession planning versus equalities
• Funding source LPSA money

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Lack of Talent or Lack of Courage
People decisions are the most difficult
decisions in organisations. The ability to make
the right decisions about people represents the
most reliable source of competitive advantage
because few organisations have it
Peter Drucker
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Talent Management Holistic Approach
Talent Management
Talent Pipeline
Reward Recognition
Leadership Values
REAL Values

• National Graduate Scheme

Bromley Oscars/Stars A Night to Remember!)

• Internal Management Trainee Scheme

REAL Competencies
Thank You Culture

• Future Leaders Programme

Employment Processes
Ideas Aloud!

• Local PI - of internal fill rate

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Leadership Values
Creating a talent pipeline
Respect Empower Ambition Learn
Leadership competences
Performance Appraisal Development
Recognition Reward
Recruitment selection
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REAL leadership competences

• Leadership is not a function of status or
  position - we are all capable of leading however
  all managers in Bromley should be able to lead
• Staff workshops to explore values and associated
  behaviours
• Draft competence profile ready for consultation
  (9 competences)
• Draft implementation plan CEX road shows
  workshops to remove barriers

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Performance Appraisal Development

• Refocus PRP scheme on key objectives
• Introduce 180º
• Extend management trainee scheme to encourage
  internal talent
• Introduce leadership development programme
• Update and enhance our Management Development
  Strategy
• Integrate REAL competences
• Use 360º appraisals for some groups of staff

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Management trainee scheme

• Joined the national graduate scheme
• Extended concept to identify internal talent to
  run in parallel
• Extend scheme to encourage people with
  disabilities into management

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TALENT PIPELINE

External job market External National Graduate
scheme
Use of appraisal system/ to segment performance and spot potential

Recruitment appointments (Use information to inform recruitment appointments) Use assessment centres to assess level of potential talent in the organisation

Talent Pipeline (Create a pipeline of suitable potential applicants) Succession planning (Identify critical posts and future requirements)

Upskilling (Develop high fliers) Internal graduate scheme Staff into Mgt Grades programme Mgt Grades as Leaders programme (incl. chief officers)
Performance culture based on shared Leadership
values
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Future Leaders Programme 18 months
Programme preparation briefings of participants
and managers training of mentors
Programme completion Mentoring support to next
group Network events
Post assessment centre feedback with chief
officer involvement Develop personal development
plan
Progress review 4/5 monthly review meetings, use
of 360º techniques
Secondments, corporate projects , etc
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Reward Recognition

• Bromley stars 9 awards linked to our values
  nominations by the staff
• Flexible use of honoraria
• Recognition awards (based on a non consolidated
  payments)

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Recruitment selection

• REAL concept integrated into
• recruitment literature
• induction of new staff and newly appointed
  managers
• management training
• Integration of competences into job
  descriptions/person specifications
• Integration into recruitment interviewing
  practices

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Questions?