BTSR guidebook ~ Training & skills self-evaluation
CNBC – Session C
| Date: | May 2008 |
|---|---|
| Contact: | Gayle Templeton, Anne-Marie Groeger |
| Telephone: | 020 7653 9309, 020 7653 5950 |
“Session C” is held in the January - April time frame, with continuing actions throughout the year. It is the process used to review the entire organisation and staffing plans for the business – The Annual Human Resources Review.
Session C involves a “bottom up” look at organisational effectiveness and structure; the performance, promotability and development needs of professional employees; talent pipelines for key roles and focused attention on key corporate messages and leadership initiatives.
Leaders at CNBC Europe are held accountable for the identification and development of talent, and one of the key tools for doing so is the Session C process. It is also a critical process aimed at sharing talent across businesses.
The Session C process stems from the business agenda and priorities; key strategic business initiatives and whether the organisation is structured and staffed appropriately to address them.
The process begins in January and culminates with Business Leadership Team reviews with the CNBC CEO in February – March, and up to the GE CEO in April. Session C is not a one-off, it is a comprehensive process, which cycles through the year and it is the roadmap for the year of the HR Director and Leadership Team.
The Role of HR & Operating Management in Session C
Session C is the joint responsibility of the HRM and the Operating Manager. Typically HR takes on the project/process management responsibility including strategy, timeline and content of the Session C. HR is also expected to know the key talent and to be involved in performance and promotability assessments.
Operating Managers help drive the reviews and the candour and thoroughness of the process. HR and Operating Managers share responsibility for implementing any decisions and follow-up actions.
Individual Managers with direct reports are responsible for completing their feedback section with their comments on accomplishments of their employees, their strengths and developmental needs.
The Session C Presentation
The Session C presentation outlines the company’s most valuable asset: its people. It takes its data from the EMS process, which is our internal appraisal process. At the local level the process starts with each employee filling out his or her EMS using the online eEMS tool. This information is then analysed and used in the presentation.
The Session C presentation must include the following areas:
- Review employees’ performance including strengths, development needs and leadership potential, utilising EMS
- Identify top talent at an early stage to facilitate development
- Review business and functional succession plans for key jobs
- Identify training opportunities to build skills and develop employees.
Session C rankings, which are based on performance ratings and promotability, are illustrated on a grid, giving a snapshot of the company’s talent. The performance ratings are based on individuals’ contributions, performance and achievement of their Goals and Objectives.
The main goal of the Session C is to identify whether the business is organised in the most efficient way to support the business strategy and initiatives. It highlights the measures that need to be taken from an organisational standpoint.
The EMS & the EMS Discussion
The term “EMS” can refer to one of two inputs:
- The Employee assessment - our internal résumé and the performance and career development document, completed by the employee.
- The Manager assessment - the performance and career development document, completed by the Manager.
Most organisations complete the EMS either in the last quarter of the year or in the first quarter of the following year.
The purpose of the EMS process is to:
- Provide employees with feedback on performance vs. goals and expectations, GE leadership values and their strengths and development needs
- Give employees a forum to state career interests and objectives
- Review and discuss employee plans
- Provide a forum for employees and Managers to discuss any existing issues.
Employee Differentiation
CNBC differentiates between its top talent, highly valued and least effective employees.
All employees are evaluated against four factors:
- Performance on current job – ‘Results’
- GE values
- Promotability
- Specific on-the-job skills.
The above four factors are then used to determine the overall rating.
