1. Nurturing Talent Christine Amyes Executive Director People

2. What is Talent? In general terms? Skills…… Aptitude…… Ability …to drive a job, a team and/or a business forward And at New Charter? “Individuals with the capabilities to drive the corporate plan”

3. Why bother? The business needs skilled workers More cost effective to grow our own More than just housing Social responsibility for creating opportunities for local people Important role in reducing unemployment

4. Strands of work Workforce of the Future People in our Communities Our Employees

5. The Workforce of the Future “I want to give young people the chance to achieve more than they thought possible, where better to start than school? Our academies can provide this.” Ian Munro, Group Chief Executive Our academies

7. Working with schools Visits to the business Work placements Class/assembly talks Taster sessions and projects Job shadowing CV writing and mock interviews Careers events – e.g. “speed dating” at Copley Academy

8. Working in partnership Foundations in Housing 12 GM landlords 95 apprenticeships 66% apprentices over19 11 Training Providers contracted to deliver frameworks £353,077 funding drawn down

9. Working in partnership Foundations in Housing Construction Digital and IT Facilities Finance Catering Housing Printing Business Administration Customer Service

10. Working in partnership Manchester Athena £400k Skills & Employment contract 10 GM Landlords - led by One Manchester Funded through SFA by Local Growth Fund and European Social Fund Aim to up-skill more than 800 people

11. Working in partnership Great Opportunities Helping local people into paid employment Apprenticeships Time Banking volunteering project LEAP and ESF employment programmes Job Seekers Allowance voluntary work placements Work Club customers into paid employment Social Enterprise working with 2 nd Generation Furnishings Skills to Build training programme

12. Working in partnership U sing our Networks Royal Exchange Theatre Manchester United Foundation Universities and Colleges Local companies and charities Our supply chain Business in the Community Greater Manchester Chamber of Commerce

13. Apprenticeship Levy 0.5% of payroll £15k allowance per employer All companies with payroll >£3m will contribute 2% of UK companies will contribute £3bn 1,300 companies in GM will pay c. £80m

14. Growing our Own Attracting Talent Developing Talent Managing Talent Succession Planning Retaining Talent

15. Recruitment – why work for us? Selection – how do we decide? Welcome – what do they need? Attracting Talent Developin g Talent Managing Talent Succession Planning Retaining Talent

16. Learning and Development Performance review Career Conversations Development Plans Attracting Talent Developing Talent Managing Talent Succession Planning Retaining Talent

18. Ingenium Competitive process – max 12 places Director buddy Projects Personal Impact training Action Learning Sets Executive meetings Courage and Spark

19. High potential or everyone? Map the gaps Factor diversity into decision-making Get support from the top Attracting Talent Developing Talent Managing Talent Succession Planning Retaining Talent

20. A great place to work Strong values Authentic leadership S-t-r-e-t-c-h Reward and Recognition Attracting Talent Developing Talent Managing Talent Succession Planning Retaining Talent

21. So what? What does this mean for my own organisation What can I do ?

22. What are our Organisational Priorities? Appointments – Can’t get the right people – A reliance on expensive consultants – low calibre internal candidates – high turnover in critical roles Managing Business Risks – pending retirements but limited succession coverage – succession exposure within critical roles – high dependence on few individuals for critical roles Identifying and Developing Talent – difficulties in filling vacancies at middle-senior levels from within – Losing good younger professionals/managers

23. What are the organisational priorities for talent? Which teams, roles or skills? What is the current situation? What are the risks of doing nothing? Who cares about this? What could they each do? The Board Senior Management Line Management HR Me Others Two action points from today 1. 2. Talent - my own organisation

24. Thank you