1. Assistant Chief Executive, HR
Charles Obazuaye
Assistant Chief Executive, HR

2. 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

3. 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

4. Talent Management – Holistic Approach
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

5. Creating a talent pipeline
Leadership Values
Respect
Empower
Ambition
Learn
Leadership competences
Performance Appraisal & Development
Recognition & Reward
Recruitment & selection

6. 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

7. 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

8. 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

9. 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

10. Future Leaders Programme – 18 months
Programme preparation: briefings of participants and managers; training of mentors
Core Development
Elements:
REAL Values and competences
Personal Dev Plan & mentoring
Personal Development: tailored activities
Assessment Centre: OPQ, EI, etc
Organisational Development: mandatory element
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

11. 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)

12. 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

13. Questions?