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KEY EXPECTED ACHIEVEMENT

1 - Workforce planning management:

1.1 - An analysis of the health of the Metier is available on a tactical horizon (such as 5 R : right size, right competencies, right location, right cost, right shape) : diagnosis, risk analysis, indicators follow up. It is regularly updated and shared with the Metier network, business and PDPs

1.2 - An action plan – tactical and operational horizon - is designed, implemented and monitored : ie: recruiting, attractivity, pipelines for critical jobs/positions/competencies, L&D offer evolution, upskilling, reskilling.

1.3 - The performance improvement expected by the business is measured

1.4 - Contributes to SWP projects (when a need is identified) on his geographical and metier perimeter (identification of projects, local animation, final presentation, deployment of action plan), in cooperation with the Group Competency manager

2 - Metier support:

2.1 - Propose learning and development solutions to entities / sites / teams to improve performance by strengthening competencies

2.2 - At the request of the manager and the PDP, evaluates or has an expert evaluate a level of professional competence (individual or team)

2.3 – Ensure the Metier documentation is known and provide guidance on its use: job descriptions, competencies, Metier specific competencies assessment tools. Can help PDP’s or Managers to design position descriptions or professional paths.

2.4 - Presents the Metier (jobs, competencies, etc.) to help people build their professional project

2.5 - At the request of the manager and the PDP, proposes "tailor made" L&D actions adapted to specific needs (ie: team performance, individual reskilling, up skilling) (profesionnal and behavioral competencies)

3 - L&D offer adaptation

The effectiveness, efficiency and business impact of L&D offer meet the needs:

3.1 - Consistent with its Groupe environment, the L&D offer is consistent with local needs and local law; it is available to métier Members and Teams

3.2 - L&D offer leverage synergies across sites, entities and métiers

3.3 - the specifications to meet the new needs are drafted with the requestor and the Metier referents.

3.4 - The make or buy decision, the choice of modalities, the management of the realization and the availability are managed.

3.5 - The L&D offer is known and used by the target audience.

3.6 - Learning communities are created and animated to improve the immersion and the reinforcement of the L&D offer.

3.7 - The efficiency and effectiveness of the L&D offer is evaluated and improved for the business and the people3.8 - Benchmarked, innovative competency development solutions are explored to improve Business impact

3.8 - Benchmarked, innovative competency development solutions are explored to improve Business impact

4 - Metier competency network(s)

Metier and L&D best practices are captured and shared within the Group (facilitated by Group Competency Managers) and local networks (facilitated by Country/Region L&D Managers)