Integrating people data into as-is phase Background • During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented separately to the overall as-is picture. • How can we integrate the people as-is insights more fully to give an as-is picture against the 5 Lean Lenses that will lead to a deeper understanding and more rounded implementation and sustainability plan for all 5 Lean lenses? Approach: What 1. Be clearer about what data is available to support the 5 lean lenses (slide 2) 2. Involve operational change agents in gathering data based on insights from Who & when 3. OD lead and HRBP to contract with Navigator by morning of day 2 in kick off week to share what data is available (analysis unlikely to be complete at this stage) 4. Operational Change Agents briefed during kick off meeting on 3-5 themes to be looking for impact of – Navigator & OD lead/HRBP How 5. Use slide 2 to prompt conversation about what people data is available 6. HRBP/OD lead produce brief summary of key themes (e.g. impact of measures, role of managers, interactions between teams) to help Navigator and OCAs understand what they can be looking for during as-is phase 7. Update RBWA template to enable OCAs to capture insights

Integrating people data into as-is phase Background During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented

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Integrating people data into as-is phase

Background • During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented

separately to the overall as-is picture. • How can we integrate the people as-is insights more fully to give an as-is picture against the 5 Lean Lenses

that will lead to a deeper understanding and more rounded implementation and sustainability plan for all 5 Lean lenses?

Approach:

What1. Be clearer about what data is available to support the 5 lean lenses (slide 2)2. Involve operational change agents in gathering data based on insights from

Who & when 3. OD lead and HRBP to contract with Navigator by morning of day 2 in kick off week to share what data is

available (analysis unlikely to be complete at this stage)4. Operational Change Agents briefed during kick off meeting on 3-5 themes to be looking for impact of –

Navigator & OD lead/HRBP How 5. Use slide 2 to prompt conversation about what people data is available6. HRBP/OD lead produce brief summary of key themes (e.g. impact of measures, role of managers,

interactions between teams) to help Navigator and OCAs understand what they can be looking for during as-is phase

7. Update RBWA template to enable OCAs to capture insights

Page 2: Integrating people data into as-is phase Background During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented

Integrating as-is people data to as-is phase

Having the right mindset Organising our people and developing their skills

Managing our performanceMaking processes more efficient

Listening to our customers

Managers ObjectivesTeam member job standards

Org charts & org sizeSpans & Layers LocationsSkills information (how well defined & understood – what skills do people have?)Role mapping & Job titles Job DescriptionsInfo on managers spend their time

CARE agile – insights about perspective on customersOCI – does culture culture encourages

CAREagile – levels of engagement & key themesEEI, PCI & LSI baselineBullying & harassment Job standards – how clear are behaviours OCI & any focus group information