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Gannett is a media and marketing solutions company with a diverse portfolio of over 100 plus broadcast, digital, mobile and publishing companies.
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Gannett’s Board Chair and CEO
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GANNETT - The Transformation
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Create programs that support Gannett's strategic transformation!
The Challenge Create programs that support Gannett's strategic transformation!
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DIVERSITY: The Business of People
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Gannett Talent Acquisition and Development
Diversity Gannett Talent Strategies College Recruiting Talent Development Program Executive Recruiting Gannett Career Site Gannett Mentoring & Development Recruitment Development Retention Mentoring Leadership and Diversity Addressing Gannett’s Talent Challenges Strategic Leadership Mission Statement “Provide transformational value to our strategic partners through talent acquisition and development programs.”
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Leadership & Diversity Council
(Established February 2007, Council restructured in June 2013) Gracia Martore President and CEO Accountability Communications Kevin Lord HR Sponsor Maria Barrs KXTV-10 Sacramento Desair Brown USA TODAY Chad Bundrock Gannett Publishing Services Tim Fair Labor Relations Don Paff Gannett HR Saira Stahl Strategy Laura Dalton Corp Comma Tayler James USA TODAY Kate Walters Gannett Digital Mackenzie Warren USCP Content and Programming Derek Murphy Business Sponsor (USAT) Strategies include Accountability: Evaluate the diversity trends by division and key disciplines and make recommendations for improvement. NOTE: Executive Summary Diversity Dashboard (in place and being reviewed/updated periodically) Include Diversity Program as part of the management-training curriculum. Recommend GLT continue to support & actively champion diversity initiatives. NOTE: GLT has Key Performance Indicators for diversity workforce goals. Communications Create messaging that supports the goals of the Leadership and Diversity Council. Elevate profile of the Leadership & Diversity Awards winners (unit and individual) by creating brief video profiles of the top award winners. Identify a Diversity Champion in each operating location and create a contact list for idea sharing, networking and local engagement Content and Programming Review census data and community demographics to ensure coverage is reflective of the communities we serve. Collaborative Content sharing Share the messaging Recruitment and Development Develop a program strategy for identifying minority candidates for department heads, vice presidents and unit heads to reflect the Gannett workforce. Establish Employee Resource Groups, focused Veterans, Ethnic Minority Groups and strategic disciplines. Establish and refine Career-Path development programs. Recruitment diversity commitment: “Our commitment to diversity extends to every position at Gannett, with an emphasis on senior level positions such as vice president and above. Our goal is to develop a leadership team and workforce that truly reflect the diversity of our nation and the communities we serve.” Ellen Crooke WXIA-WATL Atlanta Tory Hargro Gannett Digital Ronnie Ramos Indy Star Karen Magnuson Rochester USCP David Plazas Fort Myers USCP Virgil Smith Diversity Chair Recruitment & Development Nicolle Campa Gannett HR PaShon Mann Gannett HR Kristi Plain Gannett HR Stanton Tang WZZM-TV Grand Rapids Dan Trach Westchester Marsheila Hayes Diversity Admin
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Leadership and Diversity
Drives Innovation Diversity Includes Everyone
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Leadership and Diversity
Our goal is to attract and retain superior talent and develop a diverse workforce that reflects the communities we serve. Slide 2 – Leadership and Diversity Our Leadership and Diversity initiative is the center leg of the stool that supports Design and Innovation and Information Center strategies. As we discussed with Art, Leadership and Diversity are not two separate topics, but rather a unified concept. It is a multifaceted strategy that addresses employee recruitment to retirement. Or as Craig says the two R’s. And as Craig also said: “We can’t possibly succeed in our mission to be innovative and customer centric if we aren’t in balance with our communities.” “Our goal is to attract and retain superior talent and develop a diverse workforce that reflects the communities we serve.” “Recruitment to Retirement”
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Leadership & Diversity
Diversity includes everyone and diversity drives innovation and customer and operational solutions. di·ver·si·ty At Gannett we accept and respect the diversity of everyone. Diversity of experience, culture, education, interests, race and ethnicity, age, socio-economics, physical abilities, sexual orientation, transgender, religion, and other beliefs breeds innovation and powers ideas. Diversity is a core value for Gannett.
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Recruitment: Best talent to support the business strategy
Accountability: Diversity Representation & KPIs Communication: Internal and external Retention: Top talent and succession planning Mentoring Development Exit Survey Internet Site Intranet Site Videos & Ads Dashboard Annual Unit Report Key Performance Indicators Multi Platform Best Talent Diversity Recruitment Accountability Retention Communication Slide 3-Key Issues We have identified four key issues for our Leadership and Diversity strategy. The key issues are: Recruiting the best people; Training and developing people across multi-platforms and divisions; Retention of top talent and succession planning for retaining and promoting our best and brightest; and Executing Diversity strategies with a goal of having our workforce reflect the same diversity that exists in the communities we serve. We will implement greater site accountability to help us achieve our goal. The Business of People How do we build on our successes for ?
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Recruitment
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Key Recruiting Strategies
Get control of your search agreements Hold recruiters accountable Utilize Social and Professional Networks Robust Onboarding Program Do not accept excuses Diverse Slates of Candidates
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Recruiting is like fishing… you want Salmon?
Fish where they are You can find talent! Create an environment of inclusiveness and the best will find you!
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Leverage your employees’ profiles for external purposes
impressions Your ad campaign has served over 424,298 488,256 clicks on your ads 3,286 The Gannett Work With Us* campaign performed at 13x the Industry Average** Average click-through rate 0.67% *Work With Us: Own the ad space on 100% of Gannett’s employee profile pages. **Industry CTR average is 0.05%
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Talent Brand Index measures your talent brand What percent of people who know about you show an interest? Talent Brand Reach 794,571 members 133,162 Gannett 17% Talent Brand Index We use your talent brand reach and talent brand engagement to measure your talent brand index. Talent brand index measures your ability to engage the potential candidates who know about you. It measures your attractiveness among external talent. (Note: See Talent Brand Index presentation in Merlin for more detailed information on TBI) Your talent brand index is x%, and we will use this number to benchmark and compare your employer brand to peers, over time, and across functions and geographies. Talent Brand Engagement = Talent Brand Engagement Talent Brand Reach Talent Brand Index Talent
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LinkedIn Confidential ©2013 All Rights Reserved
Our Talent Brand Index has increased by 2% since our last review in August 70% growth over time Finally, we can help you track your employer brand over time. Brand is not something that changes overnight– rather, it is something that needs to be cultivated over time. As you invest in your employer brand, LinkedIn can help you assess the effectiveness of your employer branding efforts both on and off LinkedIn– using the talent brand index. Let’s pause here and review what we’ve talked about: - How are these results in line or different from your expectations? Why? - How is your employer brand aligned compared to your recruiting priorities? - How is your brand enhancing or inhibiting your success in hiring? LinkedIn Confidential ©2013 All Rights Reserved
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Retention
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Gannett Mentoring Program
Launched a pilot mentoring program with 106 participants. Full Company-wide program slated for Jan. 2009 Professional development by pairing mentors and mentees across disciplines – and in some cases, across divisions Development and retention of mid-level talent Over 1,600 participants since the inception in 2009
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The goals of the program are to offer:
Mentor and mentee personal development Networking opportunities Opportunities for mid-level executives to explore challenging issues in safe relationships Positive engagement with other executives Development and retention of our mid-level talent
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Partnership with Harvard Business Publishing
Harvard ManageMentor – an e-learning module providing on-going development in Gannett core leadership competencies Session led by Dr. Michael Roberto
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Launched in 2010 Curriculum Focus Participants per year
Sessions conducted 2010, 2011, 2012 and 2013 Curriculum Focus Leading in the New Business Environment Digital Strategy Innovation Case Studies Participants per year 150 per year nominated by senior leaders 50 recently completed Advance GLP
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GLP participants have access to online content for full year.
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Building the Pipeline… Gannett Future Leaders
Schools visited in 2013 COLLEGE RECRUITING 1,240 Applicants company-wide 172 Hired YTD INTERNS 30 former GCI Interns hired in 2013 33% of TDP former GCI Interns TDP Talent Development Program Description Established in 2007 as a 10 Week Program – Broadcast and Sales now 30 weeks Includes extensive orientation, webinars and on the job training TDP Alums participate in bi-annual development conference American University Arizona State University Columbia University CUNY School of Journalism Florida International University James Madison University Penn State University Northwestern University Syracuse University Virginia Tech University of Kansas University of Miami University of Missouri University of North Carolina Michigan State University 30% Minority | 70% Female | 29% Promoted Tracks: TDP s2013 We hired 31 TDPers 13 Producers 13 MMJs 1 Corporate Strategist 1 Digital 1 Sales Account Executive 2 Graphic Designers Interns 172 Interns across the company 2014 16 Producers – Second year of Broadcast Producer Program expanded to 30 Weeks 20 Account Executives as part of new 30 Week Sales Associate Program 3 MMJs 3 Digital 42 TDPers is the largest investment to-date TDP Extension Programs: The sales associate and broadcast producer programs will be conducted in January and June in 2014. The training period for both programs lasts 30 weeks with the goal of developing and retaining talent in two critical hiring areas as indicated by our clients. Program Details: Sales Associate Program: USCP selected eight (8) training locations for first TDP Sales Associate Program. There will be two (2) program participants per site for 16 total USCP sales associates for Broadcast will have a total of four (4) participants for 2014 located in Phoenix and Denver, with two (2) sales associates per site. An official roll out was done as a webinar for Ad Directors the week of Oct. 1st. The Talent Acquisition team wills rollout the program to HRBPs at participating sites via webinar next week. Recent college graduates and veterans are being targeted in the program's recruiting efforts. Broadcast Producer Program: The training sites for the broadcast producer program will continue to be KPNX-TV in Phoenix, AZ and KUSA-TV in Denver, CO. There will be a total of 16 broadcast producer participants for 2014: eight (8) for January and eight (8) for June. Successful graduates will be positioned across the nation at local Gannett television stations. We will incorporate Belo into the program for assignments in 2014. Page 1 of
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Talent Development Program
2013 Spring Class 2013 Summer Class 2009 Class 2007 Class 2008 Class 2010 Class 2011 Class 2012 CLASS
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Talent Development Program
#TDP13 Conference
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Current Programs – 30 Weeks
Producer Program Sales Associate Program Achieving personal revenue goals through needs-based selling with established accounts and prospects Assessing customer needs and identifying sales opportunities by working closely with accounts Using print, online, and niche/specialty products to create customized media mix solutions that meet specific customer needs On-the-job training supplemented with webinar training sessions Overseeing production aspects for newscasts Planning creative graphics and production elements for segments Generating content for on-air, online and mobile products
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Accountability
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2013 Leadership and Diversity Evaluation Areas
Employment Profile Workforce Profile Executive Review High Potentials Turnover Top Executives Diversity Incentive tied to Goals
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Leadership & Diversity Award
Gannett Diversity Award: Honors the Gannett operating unit that hires, develops, recognizes and rewards a diverse group of employees who achieve outstanding results. The operating unit Leadership and Diversity Award will be selected from the operating units with a rating of Superior and above on Gannett's Annual Leadership and Diversity Report. $10,000 Award The winners of the Individual Leadership and Diversity Award will be selected from nominations from employees of the company. $1,000 Award
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Communication
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Our Challenge: How best to inform, engage and connect employees to help Gannett achieve its strategic goals.
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Align messaging to the brand. Recruiting Postcard
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Put effort into design and style. Journalism Conference Advertising
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Provide consistent experience. Recruiting signage.
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Questions and Discussion
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