Progress against 2007/08 commitments.

Create and deliver a compelling employee value proposition and employer brand

Appointed a full-time dedicated resource to analyse AGL’s recruitment and retention process and procedures – the Talent Acquisition Project Leader. Key components of this project include: reviewing recruitment agency agreements, ensuring the agencies we work with have aligned diversity policies, and reviewing recruitment practices. This project will continue during 2009/10

In progress

Develop a comprehensive induction program, including on-line, paper based and workshop elements that delivers a high quality branded experience for new employees

Established a new induction process, including a Welcome Day.  The Welcome Day is a one-day, interactive face-to-face experience where the new employee learns about the AGL business, our strategic direction, vision, goals and values.  New employees also receive a hard-copy Welcome Pack containing information for all employees about AGL, including AGL benefits, HSE information and the energy industry. On-line induction materials have been developed for roll out during 2009/10

Achieved

Commence the delivery of Values Workshops across the business to skill employees in applying AGL values to make the right decisions and work effectively with one another

Piloted Values Workshops in a number of locations to test the relevance of the workshops to different business areas.  The delivery of the workshops has been delayed due to resourcing issues and timing within business units; however a full-time resource has been allocated to manage and coordinate delivery of the workshops across AGL.  The Values Workshops are now scheduled for delivery in 2009/10

In progress

Extend 360o  feedback program, based on the AGL Leadership Capability framework, to all senior leaders

Developed a 360 degree assessment tool (based on the leadership capabilities).  Customised coaching support is also available for middle and senior leaders

Achieved

Extend the refreshed talent identification processes throughout the business and support the identification of talent to ensure effective succession planning

Reviewed and refreshed the Talent Management process in 2008/09.  Tools were piloted in selected Retail, Merchant and Corporate teams with positive results and clear linkages to career development planning and succession planning.  Company-wide implementation is planned for 2009/10

Achieved

Deliver the new streamlined and standard Performance and Development Review (PDR) system across the business

Developed and rolled out the new PDR process to all employees for 2008/09.  Leaders and employees were engaged in this process in face-to-face skills based training.  There is ongoing communication and training around the PDR process.  All new policies and guidelines have been placed on our intranet

Achieved

Expand the current reward and recognition program to include a AGL Living the Values award and recognition of a top performer and team

Launched AGL’s revitalised reward and recognition program incorporating service awards. AGL Living the Values provide employees the opportunity to go in the running to be selected as the Employee of the Year or Team of the Year. Service awards were also revitalised, recognising the long-term contribution of our employees with 5, 10, 20, 25 and every subsequent five years of service

Achieved

Launch The Grid: a new task-based intranet

Launched the intranet, named ‘The Grid’. It is continually updated and now has a new feature story daily. This provides a connection to AGL’s projects and priorities, business unit updates and activities as well as stories about its people. With a stronger focus on connecting people to other parts of the business, there has been a significant increase in business unit stories on The Grid

Achieved

Deliver tiered and targeted Leadership in Action initiatives for leaders

Delivered the Leadership in Action framework with targeted initiatives for developing leaders at all levels of the business, including a foundations course for new leaders, certificate/diploma courses for frontline leaders, and a customised residential program for experienced leaders.  These initiatives are underpinned by the Leadership Capability Framework

Achieved

Reintroduce our Women in Leadership program to mentor, coach and grow AGL’s emerging, middle and senior leaders.

Appointed a new Head of Organisational Development and Diversity in April 2009, so AGL is now well placed to pursue best-practice initiatives in Equal Opportunity for Women. During 2008/09 three women commenced the XPlore Senior Career Resiliency Program

AGL provides one-to-one executive support to address senior women’s individual issues on a needs basis throughout the year

Achieved