The challenge:
Our client, the Gov Facilities Services Limited (GFSL), was seeking to improve their staff retention levels.
They wanted to discover and define career pathways across their organisation to create a visual representation of the pathways on offer.
By doing this, GFSL were keen to align their reward and pay structure with career progression within the organisation and to enhance their brand as an employer of choice.
The solution:
We had several discovery calls with GFSL to understand their objectives, expectations and requirements.
Prior to an initial kick-off meeting, we conducted desk research of similar organisations and reviewed their existing career development policies and practices. We were then able to agree the project’s scope, timeline and budget with their senior management team during that meeting.
A project plan, including the following deliverables and milestones, was then signed off:
Development of career pathways interactive documents, with up to 20 linked documents to be load onto GFSL’s SharePoint system.
Creation of an eLearning file containing information from the documents.
Creation of multi-purpose video content to promote each team, with the aim of using this in career pathways materials and external hiring campaigns.
Recommendations report and presentation.
Project management.
A series of interviews and focus groups with GFSL’s staff, managers and stakeholders were then conducted to gather data on their current roles, responsibilities, skills, qualifications, aspirations and challenges.
We analysed this data using qualitative and quantitative methods, such as thematic coding, gap analysis, competency mapping and career ladder modelling.
This work allowed us to develop interactive documents, showcasing the career pathways for each of the six functions within GFSL: electrical, mechanical, fabric, cleaning, stores and management.
These documents contained information on current and potential roles within each function, the required skills and qualifications for each role, progression opportunities and routes within and across functions, and the learning and development resources available for each role. They were linked to each other and to GFSL’s SharePoint site, where staff could access more details and apply for relevant opportunities.
We were also able to create an eLearning file that summarised the key information from the documents in an engaging and interactive way. This file could be accessed by staff on any device and included quizzes, videos and feedback forms.
All the results we collected were then compiled to allow us to create a recommendation report and presentation. These findings were presented to GFSL’s senior management team in person, highlighting the main benefits and outcomes of the project.
The results:
The work we carried out had several benefits for GFSL, namely:
Increased clarity and transparency of career pathways within the organisation.
Enhanced employee engagement, motivation and retention.
Improved talent attraction, development and succession planning.
Aligned reward and pay structure with career progression.
Promotion of GFSL’s brand, image and reputation as an employer of choice.
GFSL’s Deputy People Director, Danny Roberts, said: ““The Career Pathways project will help our people identify future careers and give them real direction on what path to take, which skills they need to develop and those that are transferrable.
“Working with Reed Talent Solutions has been a real pleasure. Matt facilitated the whole process and the whole team were organised, constructive and gave valuable feedback throughout.”
Find out more about our talent advisory solutions and how to boost your employee value proposition, or get in touch with one of our experts to talk through your needs.
