We’ve committed resources towards We’re encouraging We’re continuing regular context setting and improving forward planning of work and succession planning at ensuring our leadership members are more prioritising resources, including flexible our SMT based on visible to our local teams. working (particularly for those who are PDPR discussions and ill). are including We’re also considering a SMT to get ‘shadow’ development more colleagues involved and are sharing SMT opportunities in Team outcomes to all colleagues more promptly. Talk to ensure colleagues can have We’re also developing a communications career progression charter for what the directorate does with a discussions. one-page slide for each team.
We’ve committed resources towards improving forward planning of work and prioritising resources, including flexible working (particularly for those who are ill). We’re encouraging succession planning at our SMT based on PDPR discussions and are including development opportunities in Team Talk to ensure colleagues can have career progression discussions. We’re continuing regular context setting and ensuring our leadership members are more visible to our local teams. We’re also considering a ‘shadow’ SMT to get more colleagues involved and are sharing SMT outcomes to all colleagues more promptly. We’re also developing a communications charter for what the directorate does with a one-page slide for each team.
Document%20-%20Directorate%20Actions%202018%20Summary.docx