1 / 17

Agile Resourcing Approach Briefing Call - Openreach

Follow the detailed agenda for the Service Delivery Resource Pool (SDRP) Line Manager Briefing Call on June 20th, 2011, focusing on transitioning to Agile Resourcing for effective resource allocation and business success.

lainey
Download Presentation

Agile Resourcing Approach Briefing Call - Openreach

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Service Delivery Resource Pool (SDRP) Line manager briefing call20th June 2011

  2. Agenda • Introduction & Business Context Bob Downes • NI Resource Challenge John Mills • Rationale for Agile Resourcing & SDRP approach Philippa Green • SDRP principles & your people Philippa Green • What you need to do Sarah Gill • Questions & answers Sarah Gill

  3. Introduction & Business ContextBob Downes

  4. Liv asked us to think about the year ahead and what success would look like for Openreach Connecting us • We will be growing our revenues • We will be making the efficiencies and savings needed to allow us to invest in the future • We will hit the 8.3m NGA footprint number early in 2012 • It will feel like one Openreach

  5. The Network Investment Resource Challenge John Mills

  6. What happens to the NSG? The New Skills Group (NSG) was established in January this year to make sure that there was the right match of skills to work in Network Investment as the mix of work changed and resources were released from the transformation programmes. That work is now complete and the NSG will be dissolved.

  7. SDRP • Rationale & Approach • Principles & Your People • Philippa Green

  8. Agile Resourcing & SDRP - how it will work going forward Agile Resourcing Available resource identification Service Delivery Resource pool (SDRP) On-boarding of available resource Allocation of resource against new work opportunities Train resource against business plan priorities to work on value add revenue generation projects Allocate resource to work on value add cost reduction projects Allocation of resource against authorised vacancies Paid leavers backfill Resource moved to Openreach Resource Pool Agile Resourcing New opportunities identified Identification of unbudgeted Service Delivery resource (grade, location & skill type) Permanent transfer into alternative roles 3rd party resource substitution Identification of resource freed up through Service Delivery Transformation & efficiency (grade, location & skill type) Additional revenue generation activity Cost reduction projects

  9. SDRP principles and your people What does it mean to be displaced? • You are not a redeployee or a pre-deployee you are available to work on new value add work • All resource assigned to the SDRP will retain their terms and conditions and appropriate equipment, including vehicles where appropriate, necessary to perform their role. • SDRP will review the skills, location and aptitude of the people assigned to it to assess their suitability for value add new work. • The SDRP will work flexibly with the Openreach Resource Pool (ORP) to ensure the best possible resolution for both the individual and the Business. • Unless there is a compelling reason for doing so, SDRP will not move individuals straight into the ORP. Individuals will be reviewed on a monthly basis

  10. What are the criteria for accepting people into the SDRP? • SDRP is be open to managers and team members and the same principles will be applied to both • SDRP will accept people whose overall performance meets the expected standard (excludes site closure) • SDRP will not accept the following people: • Managing Changing Capabilities (MCC) • Maternity /paternity leave • Performance • under formal performance review • DPR rating below a DN • Discipline • Attendance • People on special leave • DN rating cases will be reviewed on an individual basis to confirm they can be supported in SDRP • SDRP performance differentiation is expected to follow a normal distribution profile • Acknowledge progress made to date

  11. Matching & a candidate’s decision How do we match candidates to opportunities? Criteria… • Locations of resource reviewed to identify critical masses of people available for new work and or potential work swap locations • Individuals mapped to value add opportunities in their location (50% match criteria adopted) • Skills matrix created for new opportunities to support matching existing skill sets What are the options? • To embrace the new opportunities available, learn new skills and continue to deliver value add and worth while work for the business OR • Take role offered and proactively look for another role (supported by your line manager through PDPs and 121s) OR • Register an interest in a leaver payment And if they don’t like any of the options? • The business has to evolve its people to meet the demands of a changing set of commercial opportunities – we recognise this is a difficult time and we’ll guide and support individuals throughout the process

  12. Your roleSarah Gill

  13. Your role in transitioning individuals • Explain to your employees why they’re going to the SDRP • Make sure they’re prepared for the move. • Make sure all their personal documents are up to date. • As well as the practical things ...: • Treat your people with respect • Prepare them for change • Make the transition as positive as possible. • Ensure a smooth handover to the Transition Manager

  14. Specific Actions • Immediately • Ensure all skills details are correctly captured on the tracker • Ensure all e-perform documents are up-to date and Q1 rating on system • Make sure you are familiar with the briefing information • By Thursday 23rd June • Hold a 1:1 with your individuals on the SDRP list • Explain the rationale and why they are have been freed up from current work (volume of work in area, skills, geography) • Explain that they will move to the SDRP w/e 30th June • Talk through Philippa’s slides in detail • Let them know that we are already carrying out the matching process and they will be informed of their next role asap (possibly before they move into the resource pool) • Let them know they can apply for a leaver payment • Give them the follow up letter confirming details • Once you have confirmation of the Transition Manager in the SDRP • Arrange a three-way call with the Transition Manager • An introductory call with the transition manager will take place on day one of the SDRP and formal 121 within first few days. • CPA s will be managed centrally

  15. Useful Information Everything you need to know can be found at • http://openreach.intra.bt.com/index/our-organisation/service-delivery/service-delivery-transformation/sd_resource_pool.htm

  16. Question time – facilitated by Sarah • On the phone: dial *1 (star 1), give your name and comment/question • On LiveMeeting: type in your name and comment/question

  17. Review & Next Steps - Bob • Why we need to do this • What happens next? • Make sure you: • are supportive and available for your people during this time • accurately capture all of their skills and aspirations and their records are up to date and accurate • ask questions and highlight any concerns you have – if you have any further questions contact philippa.green@openreach.co.uk

More Related