People Plan

The Campbell Page People Plan is the overarching framework which provides the structure and direction to deliver the people elements of the Strategic Plan.

The People Plan consists of an aim and a set of principles to create an integrated Human Resources Management System consisting of 5 core pillars delivering specific business outcomes.

The People Plan Framework

Strategic Plan

Pillar 1

Commitment

The People Plan provides a vehicle to assist Campbell Page to become an employer of choice by ensuring that all Staff members are encouraged, motivated, rewarded, up skilled, mentored and valued in an environment that is both professional and employee focussed.

In doing this we:

  • provide effective leadership and management, which is fair, inclusive and transparent
  • consult and seek employee input in the development of Policies and Procedures
  • challenge employees to identify ways in which their roles may be more rewarding and challenging
  • provide timely and accurate information to all
  • promote an organisation wide environment that seeks to protect the welfare of all employees and visitors
  • provide an environment in which innovation and creativity is encouraged
  • encourage honesty, integrity and trust in all our relationships
  • support equity and equal opportunity
  • encourage open, transparent and sincere discussion of views and opinions
  • ensure all Staff appointments and promotions are made with integrity and fairness
  • encourage cooperation and teamwork
  • respect difference, perspective, diversity and creativity
  • encourage and support professional and personal development of all our Staff through the provision of various developmental avenues
  • encourage efficiency in the use of our resources, the responsible recycling of materials and waste minimization
  • encourage and value a safe and healthy environment in which to work
  • are committed to ensuring that private information is treated with strictest care and confidentiality

Pillar 2

Acquiring

Recruiting people of best fit in terms of skills, experience, qualifications, attitude and personality is essential to ensure the ongoing success of Campbell Page. We strongly support the principles of equal opportunity and anti-discrimination in all recruitment processes.

In doing this we:

  • undertake workforce planning ensuring appropriate career paths for all employees
  • establish succession planning processes to allow opportunity for advancement
  • recruit the best people with appropriate skills, experience, qualifications, attitude and personality
  • ensure selection of internal and external candidates is merit base
  • induct new employees via a comprehensive and timely program to enable full staff productivity as quickly as possible

Pillar 3

Utilising

Campbell Page endeavours to provide sufficient remuneration and benefits to attract, retain and motivate quality employees. We will maintain a competitive remuneration structure to provide internal equity and external competitiveness.

In doing this we:

  • reward staff for their contribution in a fair and equitable manner
  • provide a competitive remuneration levels and structure which enhances organisational & individual performance
  • ensure an individual's performance contributes to their rate of pay
  • review each employee's performance annually
  • ensure successors are identified and available to meet immediate replacement needs of key positions
  • maintain open communications with a focus on developing sound, harmonious working relationships ensuring managers and supervisors are skilled in dispute resolution and grievance procedures

Pillar 4

Developing

Learning & Development (L&D) looks at most appropriate methods for achieving desired learning outcomes including on-the-job training, placements, rotations, research, seminars, mentoring, coaching and study.

In doing this we:

  • plan individual L&D strategies that will assist, develop and retain skilled staff
  • strive to become an organisation where L&D is an accepted part of individual and organisational responsibility where people are continually learning
  • identify skills gaps and address these needs in a structured, cost effective manner
  • allow staff the opportunity to learn in a manner that is appropriate and cost effective
  • prepare staff to undertake higher level work
  • address skills required for current and next level effective performance
  • adopt a 10:20:70 philosophy, whereby approximately 10% of learning is through training courses, research and & reading; 20% of learning is feedback, mentoring and coaching 70% from planned, systematic on-the-job experiences targeting transfers, rotations, secondments, or promotions and working on tasks & problems in projects or task forces

Pillar 5

Working Environment

Campbell Page is committed to provide a safe and healthy workplace that supports the well being of staff, volunteers, service users, visitors and contractors. All employees need to work together to create, promote and maintain a safe, fulfilling working environment.

In doing this we:

  • comply with all applicable health and safety acts and regulations as a minimum
  • clearly define health and safety responsibilities for managers, employees and contractors.
  • implement a risk management system to identify assess and control workplace hazards.
  • consult with employees to identify assess, and control workplace hazards
  • provide information, instruction, training and supervision to enable employees to perform their work in a safe manner without risks to health.
  • provide and maintain safe plant, equipment and facilities.
  • actively respond to and investigate injuries and incidents.
  • insure injured employees are returned to suitable work at the earliest possible opportunity.
  • review and improve our systems to reduce and eliminate workplace injuries and illnesses
  • allocate resources to meet these commitments.
  • offer Employee Assistance Program (EAP) which is a free off-site counselling service to assist staff who may be dealing with difficult personal problems at work and/or at home.
  • promote work/life balance by providing flexible working conditions i.e. rostered days off, part time work, job share opportunities, working from home and flexible working hours.

The success of our People Plan will be reflected by:

  • Reduced Turnover
  • Increased Retention of Staff
  • Increased Employee Satisfaction
  • Reduced Worker's Compensation Costs
  • Increased Level of Internal Appointments
  • Increased Business Performance
  • Increased Level of People Relieving in Higher Positions