Assessing TalentLessons from the HSCIC

presented by Tim Roebuck/Karen Addis

Background

• DH vision for its Arm’s Length Bodies is to adopt an approach to talent management

• staff surveys: employees expect managers to be more consistent in their approach to individual performance management

• Identification and nurturing of talent is one of the key features of High Performance Working Organisations (HPWOs)

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Predicting the obstacles of change

Based on Beckhard and Harris, 1987

…but how would it work in the HSCIC?

Some sources of inspiration…

• NHS Leadership Academy – Maximising Potentialhttp://www.leadershipacademy.nhs.uk/resources/talent-management-hub/talent-management-guides/

• Paul Turner – Make your people before you make your productshttp://www.amazon.co.uk/Make-Your-People-Before-Products/dp/111889958X

• CIPD – Toolkits, instruments, readiness assessmentshttp://www.cipd.co.uk

• Learning from Others

Key Considerations – IES 4 Step Model

Definition

Focus

Process

Action

• What do we mean by talent in this organisation?

• Which groups of people will talent management focus on?

• How will talent management be done in practice?

• What are the practical outcomes of talent management?

http://www.employment-studies.co.uk/system/files/resources/files/502.pdf

Institute of Employment Studies, Report N0 502, October 2013

ProfessionalFlexible

Exemplify Values

Inclusive(All professions)

Moderated assessment with clear implications

Consistent Mgmt.Enable Transformation

Up or out?

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Potential• Demonstrable

characteristics (mind-sets, traits)

HSCIC – 9 Box Grid

Performance • Work Objectives• Professional and Management

Competence• Values

Indicators to improve objectivity

9-box Grid Approach

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Potential Performer

Developing Performer

Ineffective (or new to

role)

Strong Potential

Good Performer

Contributor

Star Performer

Strong Performer

Good Contributor

Performance

Pot

entia

l

Increase performance

Increase potential

New opportunities

Performance measures (if consistent)

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Process Steps

Initial Assessment Manager

Moderation Grandparent Manager Manager Manager

Confirmation Director OD Team

PDR Manager Employee

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Approach to rollout

• Cross organisational pilot group• Guidance• Cascade (ownership)• Focus groups after each cycle• Improvements• Guidance revised

Plan

Do

Review

Improve

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Challenges Reviewed on Way.

• Cultural Preferences:– Process Vs Judgement– Equity Vs Fairness– Prescription Vs Implication

• Concepts:– The discretionary nature of potential– Continuous performance dialogue

• Availability of enablers:– 360’ – Inflexible T&Cs?

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Key Learning

• Definition stage is time intensive – but worth it

• PDRI approach - essential

• Challenges Managers:– Accountable for judgement– Honest, constructive discussions

• Moderation does improve consistency– Beginning to breakdown silos too

• Culture shifter – perseverance required!

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Next steps

• Continue plan-do-review-improve• Introduce Career Management• 360’ tool• Development activities for the ‘middle boxes’• More support for managers• More corporate glue.

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End

Thank you for attending today’s session.

Any questions?