Review

Continue roll out of Compass leadership programme and build tailored development programmes for key potential successors.

Following on from Compass assessment centres, identification and action of tailored development plans for leadership and succession candidates.

Complete competency frameworks for underwriting, wordings, Internal Audit, Information Services and Business Projects Group.

Competency frameworks developed for Underwriting, Wording, Internal Audit and Business Project Group. The frameworks for Actuarial and Information Systems will be completed in 2009.

Design and procure training and development to support relevant competencies within these frameworks.

Work focused on claims management. The areas to follow competency frameworks referred to above.

Design and implement team leader and entry level development programmes.

Implementation of Positive Power and Influence programme and development of core induction programme.

Implement Group-wide employment law awareness training for line managers.

Rollout of ‘Grasping the Nettle’ programme across manager population.

Review flexible working initiatives.

A seasonal working proposal has been developed. To be piloted in 2009.

• Manage a further employee opinion survey to measure staff morale and track performance against 2004 and 2007 surveys.
• Ongoing review of Group reward structure, specifically Profit Commission Scheme, structure of death-in-service benefits and the potential to introduce salary sacrifice arrangements.
• Implementation of improved pre-employment screening arrangements.
• Further development of competency frameworks, to include know-how capability and competency requirements for key functions.
• Development of career frameworks with prescribed learning and development interventions linked to competency frameworks and to career progression – for all key technical functions.
• Implementation of a Learning Management System to provide a single Group-wide portal for all training and development applications.