AnnuAl REPORT 2011-2012 - Sbs

oRGaNISaTIoN
PEoPlE aND CUlTURE
SBS Culture Project
SbS made a significant investment in strengthening its
culture in the last 12 months. A project team comprising
of 12 executive and next level leaders completed an
analysis of current culture and identified elements that
needed improvement. Following on from this, the SbS
culture Roadmap was created and launched with SbS’s
top 90 leaders and management team in june 2012.
the Roadmap identifies six initiatives which encourage
everyone within the organisation to build a more
robust ‘One team’ culture, with a related focus on
‘Achievement’. Over the next six months these initiatives
will continue to be rolled out with the next planned
employee Survey at the end of 2012 used to measure
the impact of the Roadmap.
Enterprise agreement 2011
A new enterprise Agreement was negotiated in 2011
to replace the SbS certified Agreement which expired
in November 2011.
MyCareer@SBS
in keeping with the terms of the 2011 enterprise
Agreement our performance management system,
Mycareer, is now fully operational and all employees have
completed their first full year cycle. the system affords
opportunities for feedback and recognition of good
performance throughout the year and provides a solid
link into the rewards system. the changes achieved in
the 2011 enterprise Agreement to the Mycareer process
support the goal of achieving a high performance team
based culture by rewarding such achievements and
behaviours and not rewarding underperformance.
A job evaluation methodology is being introduced into
SbS in order to help managers assess work value more
effectively. this methodology provides a supporting
structure and contributes to a better understanding of the
dimensions from which jobs are comprised. it will also
assist in recognising good performance and identifying
potential for greater responsibility.
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learning@SBS
SbS has launched its first Leadership Development
Program with a pilot group of 15 experienced first
line leaders undertaking a six month learning journey,
focussed on improving people leadership. the program
has been developed to complement existing skills,
as identified by the online assessment process,
‘Manager Ready’.
Learning opportunities for employees are being enriched
through online training modules, delivered from a learning
library. this system allows employees to access training
whenever they wish and this flexibility should, in turn,
increase learning opportunities for shift-workers, who do
not work standard hours. An initial trial has indicated both
interest and positive comment.
Human Resources
SbS has started undertaking a program to bring a greater
focus to people and culture and move to a business
partner model with outsourced payroll and new technology
platform. the project aligns to two SbS core strategies:
capabilities and people.
the program of work improves the focus of the HR
function to a strategically aligned specialist advisory focus
within the organisation. the new model will aim to develop
leadership capability at all levels with further progress
expected in 2012–13.
SBS Ignite
Processes for assisting new employees joining SbS
remained a priority this year. A total of 170 employees took
part in the ‘Day One New Starter Workshop’, with more
than 90 per cent of participants surveyed indicating their
experience in the induction either excellent or very good.
A ‘New Manager’ process was introduced during the
year, along with a ‘New Manager Pack’, providing support
materials. Our ‘eeO, Harassment and bullying Workshop’
was made available as an online module, making it more
accessible to new starters.