A framework for the implementation of a career framework and integrated continuous development culture

1. CHOICES: Career Management

2. Career Development – The Future: Reward Review Promotion Secondment/ Projects Development Performance Improvemnt As is Local vacancy Group vacancy CHOICES: External vacancy

5. Current we operate grades which help to determine your level in the organisation. We will be moving towards a more simplistic model of 5 Career Bands which gives greater flexibility in terms of advancing your career progression to more senior roles. Each band will have a broader salary scale and its own set of benefits. As you progress in your role you have options to develop within your current career band or into another career band. These might include developing skills relevant to your Band so that you can move between Departments or perhaps take advantage of internal promotion opportunities and move up into the next Band. Career Bands Career Bands

6. Job Families are a natural group of people with the same skill sets relevant to a particular professional area e.g. Finance, IT, Analyst, a job family could span different departments Ways of illustrating linkages between our internal departments, the Group and the wider working world at large Places where you can see your career investments paying dividends giving you the choice to develop as a professional with transferable skills that benefit the business and you! Group Job Families Job Families

12. PDR Preparation The intranet has a dedicated area in support of the PDR process. Preparing for the PDR is something that both the manager and employee need to take seriously. This time allows the collection and collation of evidence and a chance to reflect on what is being achieved. It is essential for the manager to collect previous reports, 1:1s, attendance records, R&R submissions and PDRs together with relevant evidence. The employee needs to reflect on performance and consider work options as well as pull together any evidence they feel is relevant to the process. PDR Preparation Clare has recently invested time in supporting community development through a school link programme. She has her previous PDR, took on an objective to increase her knowledge of the schools market and has enjoyed taking part in community work. All this evidence is valuable at the PDR. The PDR has two main sections; one for performance appraisal, one for development planning. Both sections are equally important helping assess achievement of company objectives and department targets as well as allowing for individual career planning. For those managing the process HRD deliver training programmes on the process. PDR The PDR