BT MSL Selection – Preparing and Conducting 1-1 meetings

1. BT MSL Selection – Preparing and Conducting 1-1 meetings Tony Carroll HR Manager

2. Training Objectives • To know what BTO Selection is & when to use it • How to prepare for the Selection meeting • How to manage the Selection meeting

3. What is the BTO Selection Process & When to Use It • A meeting between an individual & manager to discuss & score an individual’s skills & experience to undertake a particular role • Scoring is objective: evidence based • When job descriptions are not fundamentally changing but….. a reduction in the number of roles is required

4. BTO Selection Meeting Preparation • Read the guides & ensure individuals have copies prior to the meeting • Think about your team & how you would score them against each skill • Have available the current QPR/APR scores Preparation is key for a successful meeting!

5. Managing the BTO Selection Meeting • Do… • Arrange a face to face meeting; 90 minutes per meeting • Try to avoid Friday or day before rota day or annual leave • Straightforward / calm / get to the point • Listen / acknowledge feelings / be sensitive • Manage yourself • Remind people of the Employees Assistance Programme - 0800 917 6767 • Don’t… • Enter into discussions/concerns on rationale for change • Reconsider DPR scores • Share any scores of other team members • House-keeping • Book a suitable private room with a working LAN • Ensure all have building, floor, room access (BASOL) • Manage the time (equal time for all team members) • Allow time between meetings Concentrate on scoring fairly & consistently

6. BTO Selection Meeting Content • Hold meeting to explain BBB rationale and people approach as per briefing • Confirm Voluntary Leaver scheme is available, terms and process for applications where appropriate • Discuss selection process , clarify understanding and review and capture individual evidence • Talk through timelines Preparation is key for a successful meeting!

7. Evidence Essential Skill and Knowledge Submission and Scoring • Capture evidence in specific terms – use at least 2timely & strong examples • Make sure the examples link to the skill / Knowledge that is being assessed & cover all elements of the skill • Remember; evidence gathering and scoring is a discussion with the aim of coming to a common agreement on each score • Clear & jointly agreed evidence will increase an individual's ownership of the outcome & will lesson the likelihood of appeals Top Tips Use Word for note taking then cut & paste into spreadsheet

8. Examples of Clear Evidence • If the individual does not fully meet the skill criteria; • give a clear explanation of where the skills gapis • If an individual exceeds the skill criteria; • capture why and provide examples

9. Eamples of Unclear Evidence

10. Next steps - Ratification • Skills evidence ratified by Selection Manager & HRBP for quality & consistency of scoring • If it’s not clear or consistent, further information is required from manager(s) • Problems during ratification slow down the process & results will be delayed Right First Time is key!

11. After Ratification • Results, Notification Guidelines & next steps emailed to managers • Arrange a face to face meeting / call to discuss the results & fully explain next steps to individuals • Be aware of the emotional impact on yourself & the individual Ensure the Line Manager Notification Guidelines sent at the time are followed closely when briefing individuals & any questions are fully answered

12. Contact / Support Details HR Tony Carroll , 07753 927997 Selection Manager Andy Wood , 07885 250438