Page 55 - AGL Sustainability Report 2011

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Sustainability Performance Report 2011 53
Employee engagement
Reward, recognition and benefts
Providing clear expectations and recognising and
rewarding performance and contribution to the business
is motivating for employees and critical to achieving
AGL’s goals and targets.
Performance Development Review process
AGL’s Performance Management Cycle is an important process
for creating a high performance organisation, where people take
accountability for delivering results and for building the capability
needed to progress their careers in AGL.
AGL’s Performance and Development Review (PDR) process is used
to measure and manage employee performance. The PDR process
incorporates measurable objectives, regular (at least monthly) one-
to-one conversations between leaders and employees, mid-year
and full-year performance reviews, career development planning
and stakeholder feedback.
The PDR delivers on AGL’s commitment to provide all employees
with clarity about what is expected of them, and links reward and
recognition of employees’ performance and contribution to the
business in a transparent and equitable manner.
To increase the transparency of the PDR process, a company-wide
calibration process is undertaken to ensure that performance ratings
are applied consistently and equitably.
To ensure employees’ efforts are aligned to strategic goals,
mandatory objectives are developed and cascaded through the
executive team to other layers of leadership (where relevant).
The mandatory objectives for FY2011 included: specified financial
targets; health, safety and environment targets (including lead
and lag indicators); and employee engagement targets.
Career development
The results of the 2011 AGL Engagement Survey indicate that
career development continues to be a key driver for attracting,
engaging and retaining employees. Recent research into AGL’s
Employment Value Proposition has placed career development in
the top three drivers for why people seek to join and stay with AGL,
ahead of remuneration and benefits.
In the context of a rapidly changing energy industry, being able
to offer attractive and challenging careers is critical to attracting
and retaining talented employees, and ultimately, to the delivery of
business results.
At AGL career management is a series of activities and experiences
that contributes to job enrichment, satisfaction, growth and success
over the course of a person’s working life.
Recently AGL launched a Career Management Framework. AGL’s
Career Management Framework is composed of five career factors
that need to come together to deliver an employee’s long-term
career growth. This framework helps leaders in their discussions
about employees’ career development strengths, gaps and potential
career moves, as well as projects or experiences that may be needed
for their development.
In addition to the new Career Development Framework, there are a
range of processes and offerings that enable employees to realise
their career aspirations in AGL:
>> Career Development Plan
>> promotion of internal job opportunities
>> career development workshops
>> talent management
>> assisted Education program
>> leadership development
>> personal development.
The focus for FY2012 will be promoting, embedding and integrating
the new AGL Career Management Framework with other career
tools and learning programs.
Assisted Education program
AGL supports employees completing formal qualifications at
secondary and tertiary level through the Assisted Education
program. This program supports employees financially and by
allowing time off work to study. In FY2011, AGL provided $238,672
in financial support to employees on the program, compared to
$203,000 in FY2010.