TFS Human Resources Deployment Strategy Tonya Miller.
Transcript of TFS Human Resources Deployment Strategy Tonya Miller.
TFS Human Resources Deployment Strategy
Tonya Miller
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HR Champion Team
Executive Steering Committee Daniel Casteel
Division HR Champion Tonya Miller
ADT HR Representative Mike Esposito
SimplexGrinnell HR Representative Anne Liming
Tyco Safety Products HR Representative Bob Hetzel
TFS – Communication & Training Lisa Turner
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HR Champion Fit in Six Sigma
Division and Business Unit Consistency
Sharing Business Unit Best Practices
Key Areas
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Make policy-setting decisions regarding six sigma deployment throughout the division
Support six sigma deployment across the division
Function as single point of contact for six sigma Human Resources issues and implementations
HR Champion Fit in Six Sigma
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Division and Business Unit Consistency
Selection
Job postings
Forms
Compensation
Reward and Recognition
Communication
Applicant tracking
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Communicating to employees• Office postings• Website
Recruiting employees• Post cards• Business Unit website
Leverage and share best practices – no need to reinvent the wheel
Business Unit Best Practices
SimplexGrinnell Human Resources Deployment Strategy
Anne Liming
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TFSS and Business Unit Consistency
Sharing Best Practices
Life Cycle of a BB & Professional Development
What Happens Next?
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Selection process
Compensation
Reward and Recognition
LPP
TFSS and Business Unit BB Consistency
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Selection Process
Self-select• Nomination checklist• Resume• Essay [Why I want to be a BB]• Demographic information• Structured interview questions – Lominger
competenciesIdentification of selected BBNotification of personnel not selectedDatabase
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Competencies and Qualities of the Black Belts
LeadershipDiplomacy
Analytical abilities
Trust and Integrity
Customer Advocate
Deep process knowledge
Diverse Work Experience
Open-minded
Eager to learn new ideas
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Black Belt Total Rewards
Compensation & Benefits
Career Progression
Training & Developme
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Work/Life
Total Rewards
Leverage all reward elements in attracting and retaining Black Belts
Compensation
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Objective is to provide Black Belts an increase in total cash compensation compared to existing business role
–Delivered through an increased incentive opportunity
Black Belt candidates will be selected from a wide range of roles and therefore, may have a wide range of base salary and target incentive opportunity
–Variation in pay is acceptable; no attempt to align compensation
–Higher compensated Black Belts should demonstrate higher competencies, and should generally focus on larger, more impactful projects
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Most Black Belts, retain current annual base salary
–Eligible for future salary increases in accordance with the company’s merit increase guidelines
–Annual salary review conducted by Project Champion
In some cases, an equity adjustment may be required. Examples may include:
–Selection to Black Belt program is considered a “promotion” for that particular employee
–Low base salary relative to internal and external market
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Guarantee incentive payment equal to the amount Black Belt would have earned had they remained in current position
Black Belt candidates not currently on an annual incentive plan in FY03 will receive an incentive opportunity equal to 10% of their current base salary
FY 2003
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80% - EBIT and FCF of business unit aligned to Six Sigma projects
–Provides strong “line of sight” to deployment projects as individuals in Black Belt role will focus on projects closely aligned to existing areas of responsibility
–Six Sigma savings and/or profit improvement are reflected in business unit financial measurements
20% - EBIT and FCF of next level up business unit
–Supports teamwork across the organization
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Individual Modifier
–Adjustment for individual performance not captured in the financial measurements
–Recognizes both superior performance (positive modifier) and underperformance (negative modifier)
–Amount of Modifier is discretionary, but reasonable, i.e. +/- 25%
–Frequent use to account for direct results of Six Sigma projects
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Incentives will be paid on an annual basis
–No quarterly payments; not consistent with timing of Black Belt contributions
Self-Select out or do not close projects
–Revert back to original incentive percentage opportunity upon exit from the program
–No incentive premium will be paid for the period of time that an employee was in the program
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Target incentive opportunity increased 10 percentage points compared to FY03 incentive target for current position upon completion of Black Belt Certification
Supports importance of role within the company and the impact of their contributions to overall business performance
Proration of Target Incentive Percentage – FY 2004
–10 percentage point increase in incentive opportunity will prorated to the time of Black Belt Certification…not acceptance to the program
FY 2004
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Cash Award - $2,500 immediately upon certification
–Immediate recognition
–Short time horizon to recognize value
–Greater alignment to individual results
Stock Options
–One time special option grant at the time of Black Belt certification (number of shares TBD)
–Immediate recognition
–Long-term time horizon to recognize value
–Greater alignment to Tyco International results
Reward & Recognition
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Black Belt Life Cycle
Identification
Training
Graduation
Application
Appraisal
Certification
Ongoing Projects
New Assignment
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LPP & Professional Development
LPP – done at the Business Unit Level with review at TFSS
Development plan with Project Champions and Deployment Manager
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Announcement of deployment – conference call with all offices
Communicating to employees• Office postings• Website• FAQ’s
Recruiting employees• Post cards• Personal contacts
Leverage and share best practices – no need to reinvent the wheel
Best Practices
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What Happens Next?
Dedicated HR Mgr: Mike Creed
BB Performance Appraisal: after 2 months then 6 months
Performance Appraisal – all exempt employees evaluated for the Six Sigma participation/training
Training requirements
Communication
Selection Process• Review process to determine best practice• Review assessment center/self-assessment addition to process• Include recent performance appraisal
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Black Belt Application Deadline • Wednesday, April 2
Interview Notification If Pass to 2nd Round• Monday, April 7
2nd Round Applicant Interviews • Wed/Thurs./Fri, April 9,10,11
Black Belt Candidate Notification • Thursday, April 17
BB Training Begins – Wave 1 (13 BB) • Tuesday, April 29
BB Training Begins – Wave 2 (15 BB)• Tuesday, May 13