The Kimberly Clark experience with SFIAplus included: 1) Kimberly Clark is a global company that competes in multiple markets and needed to contain back office costs while emphasizing talent management. 2) An initial limited pilot of SFIAplus in 2009 was successful, leading Kimberly Clark to build out more role definitions using the framework. 3) Key benefits seen so far include providing visibility into career opportunities, supporting recruiting and skills assessment, and enabling training and education planning.

1. SFIA Conference
Kimberly Clark Experience
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2. The KC Story
• Kimberly Clark – A global company that
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competes in multiple markets (Consumer
Products, Health Care and Professional)
• KC – Business Considerations
– Highly competitive markets
– Mergers and acquisitions
– Need to contain “Back Office” costs
– Emphasis on Talent Management

3. Why did KC choose SFIAplus
• Strategic focus on growing talent
– Rapidly changing technology
– Ever increasing demand from business while needing
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to contain spending
• Employees are seeking a clearer understanding of
career opportunities
• Needed to move fast with talent management
solutions
• Required a low cost solution

4. KC / BCS Approach
• Conducted limited pilot in 2009 with our Project
Delivery Management group
• Exposed the team to the raw material using the
BCS Role Model service
• B ilt f
Built four roles of one skill at a chosen l
l f kill t h level
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• Team performed a skills assessment against the
description and the SFIAplus framework overall

5. Key Discoveries
• Team directly linked SFIA skill level with
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organisational level
– Failed to see other factors that influence job level
–CCaused us t re-think our approach
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• We focused on building a comprehensive role
definition that includes:
– Skill requirements (SFIAplus)
– Leadership p
– Job level (model organisation)
– Technical requirements

6. Key Discoveries
• Required close coupling with corporate Talent
Management initiative
• Guiding principles around skill level assignment
is critical
• Senior IT Leadership sponsorship and
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involvement a MUST
• Established successful implementation as a key
IT leadership objective

7. Perceived Benefits of SFIAplus
• Speed of deployment
• Pick & Mix rather than craft
• Recognised by KC’ers as a “Source of
Truth
Truth” – no challenges to quality of content
• Focuses on significant measurable skills
• Standardised language – consistency of
definitions across the enterprise
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8. Benefits Seen so Far
• Organisation sees this as an investment in them
– Enables individual development plans
– Supports career p
pp planning efforts
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• Provides a foundation for future Talent
Management efforts
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– Provides visibility to other career opportunities
– Supports recruiting activities
– Enables skills assessment and identification of skill gaps
– Enables training and education planning

9. Major Challenges
• IT Leadership Buy-In
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• Customise or Standardise
• Alignment of Org Role structure and SFIA job levels – the
need to avoid skills inflation
• Building a sustaining model
– Ongoing go ernance
governance
– Support resources and requirements
• “English Pros” for the non-UK audience
English Pros non UK
– too subtle at times
• Communication and Change Management

10. Key Messages from KC
• Secure senior leadership sponsorship early and
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maintain it
• Build a high powered implementation team
– Respected throughout the organisation
– Knowledgeable of their organisation
– Passionate about talent management
• HR on board from the start
– Ensure alignment with enterprise initiatives
– Ch
Champions f th cause
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11. Key Messages from KC
• Agree on the role structure before embarking on
building skill profiles
• Create a talent management strategy and
understand how the SFIAplus tool set supports
the strategy
• Don’t let perfection be the enemy of good
– Accept the 80% fit
– Be willing to move rapidly and adjust if necessary

12. The Journey Continues