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The Skills Grid Gillian Perry – 4th December 2008

National Grid The Skills Grid SFIA

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Page 1: National Grid The Skills Grid SFIA

The Skills Grid

Gillian Perry – 4th December 2008

Page 2: National Grid The Skills Grid SFIA

What I will cover this afternoon

A I t d ti t N ti l G id d ISAn Introduction to National Grid and IS

“The People Agenda” in IS ?

What we did & the part SFIA played in the programme

What were the Results of our programmeWhat were the Results of our programme

The continuing journey next steps & how will we measure that ?

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Page 3: National Grid The Skills Grid SFIA

Background - Company Context

National Grid

National Grid is an international electricity and gas company and one of the largest investor-owned energy companies in the world. We play a vital role in delivering gas and electricity to many millions of people across Great Britain and northeastern US in an efficient, reliable and safe manner. We are committed to safeguarding our global environment for future generations and providing all our customers with the highest standards of service through investment in our networks and through our talented, diverse workforce.

People Issues in IS

Impact of mergers, change and efficiency savings

Limited staff attrition due to an excellent employment proposition

Perception of limited training opportunities

Outsourcing and out-tasking

3Continued integration of islands of IT in the business

Page 4: National Grid The Skills Grid SFIA

People Context

The People AgendaThe People Agenda

Established following IS Conference in 2004

Importance of the programme backed up by staff survey results

The People Agenda aimed to:

Increase the overall effectiveness of IS People by ensuring The individuals understood their contribution to the companies success They were in the right role to deliver greatest return on Investment K h d l h d d d d ki i Knew what development they needed and were undertaking it. Worked as communities to solve common problems

Increase the capability of IS by Increasing business confidence of IS to deliver Having the right people in IS to deliver the business needs Being seen as IT Professionals

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Page 5: National Grid The Skills Grid SFIA

Background to UK IS Transformation

Security Innovation

How Can we develop Supplier

Business knowledge

skills for the next generation IT Next Generation

IT

Supplier Management

Efficiency

Collaboration

Ch i Skill C bilit & F

Programming

Efficiency

How do we deliver on f t t d d

Changing Skills Capability & Focus

Testing

Technology

future customer demandTraditional IT

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TechnologyInfrastructure

Based on research by W. Chan Kim (BCG) & Renee Mauborgne (Insead)

Page 6: National Grid The Skills Grid SFIA

Strategic Priorities

Recognised as IT professionalsRecognised as IT ProfessionalsRecognised as IT professionals External benchmark from employee and employer viewpoint Support for involvement in IT professional development & membership.

Development Assessment & Career Planning

Recognised as IT Professionals

Development Assessment & Career Planning 1 or 2 day development centres Individuals and line managers review and set development priorities Helped managers to assess the right roles and future career direction for staff

Focused TrainingFocussed TrainingFocused Training Analysis of data identified key interventions Masterclasses / Mind gyms / technical training Team development (including leadership)

Focussed Training

Communities Established communities Common development areas within the same role

Communities

I d C i tiImproved Communication (inc vision) Improved Communication

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Page 7: National Grid The Skills Grid SFIA

Why SFIA ?

Th i h t!The easy answer is why not!

We wanted:

A set of role descriptions without spending hours writing them ourselvesA set of role descriptions without spending hours writing them ourselves

We wanted to be able to compare ourselves with other companies

We wanted to know what skills we should recruit or develop in our people .

We wanted to identify appropriate training

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Page 8: National Grid The Skills Grid SFIA

How did we use SFIA (including SFIAplus)

Identify theSFIA rolesAgree what

Review (retain vanilla roles where

We do in house

Clarify

vanilla roles wherepossible)

Clarifythe deal

Identify in-house Develop

our People

ycapability

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Page 9: National Grid The Skills Grid SFIA

The Results

H did R t I t tHow did we measure Return on Investment:

Staff Survey results

Project Management effectiveness

BCS mini audit and full audit

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Page 10: National Grid The Skills Grid SFIA

Staff Survey Results – Career Development

2.4.1 You have opportunities to develop your career at National Grid

Career development

Somewhat Agree

Agree 33%

83%

Somewhat Disagree

Neutral

(5)%

0% 10% 20% 30% 40% 50%

Disagree 44%

0% 10% 20% 30% 40% 50%

2004 Results 2006 ResultsBetter (Worse)

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Page 11: National Grid The Skills Grid SFIA

Staff Survey Results – Training Opportunities

70. In my work unit, I am able to take advantage of the learning and development opportunities I need to make a valuable contribution to my company

Training

Somewhat Agree

Agree 27%

26%

Somewhat Disagree

Neutral

Somewhat Agree

12%

26%

23%

Disagree

Somewhat Disagree 12%

12%

0% 10% 20% 30% 40% 50%

2004 Results 2006 ResultsBetter (Worse)

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Page 12: National Grid The Skills Grid SFIA

Business Benefit for Project Management

This was based on a measure created jointly with a

70%

80%This was based on a measure created jointly with a process change in Project Management

No comparable target for 2008 due to new global model

40%

50%

60% model.

Benefits we believe we delivered are:

Role Clarity

20%

30%

40% 20052007

y

Development plans for Project Managers

Investment in training

0%

10%

20%Seen as a professional IT person

Number ofMilestones

missed

Number ofresanctions

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Page 13: National Grid The Skills Grid SFIA

BCS Audit Results

The BCS conducted a mini-audit of IS in March/April 2006The BCS conducted a mini-audit of IS in March/April 2006

The principle findings were as follows:

70% of staff believed that the development climate in IS had improved

79% felt that their role profile was appropriate

83% felt that their plan focussed on important development gaps

25% felt that objecti es ere SMART25% felt that objectives were SMART

75% felt that they would review progress with their Manager

The Recent 2008 Audit found

Awarded full status for Professional Development Accreditation

Management Commitment & staff participation in development is excellent (we have won the hearts and minds of people)

Regular performance and development reviews are held.

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All paperwork is completed but there were observations around quality.

Page 14: National Grid The Skills Grid SFIA

Roles, Globalisation and the Future

SFIA version 4 & the Global Fit

Global IS – National Grid is one of the largest Utilities in the WorldGlobal IS National Grid is one of the largest Utilities in the World

2nd staff survey March 2009 (2008 - Globally 51% said they believe there are opportunities to develop in National Grid. (7% higher globally)

Established a Global People ProgrammeEstablished a Global People Programme

Completed a successful leadership conference – roles remains one of our top priorities

We have a new global model for IS in place

We will have a new organisation in place emphasising globalisation

Global communities

Measures ?Measures ?

Staff Survey

Just looking a other performance measures Customer Survey ? Customer Survey ? Project / Programme delivery ? Individual & Team Performance ?

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Page 15: National Grid The Skills Grid SFIA

Globalisation and the Future

O T O N ti l G id15

One Team, One National Grid