BAA IT Technical Job FamilyJane Dunn – Business Improvement Consultant

About BAA plc

Heathrow Heathrow GatwickGatwick

Stansted Stansted

SouthamptonSouthampton

Glasgow Glasgow EdinburghEdinburghAberdeenAberdeen

World’s largest commercial

operator of airports

7 UK airports

12 International Airports(UK, USA, Australia, Italy, Oman)

200m + passengers p.a.

11,000 + staff world-wide

Heathrow Express

Retail

WDF-worlds largest retailer of

duty free liquor & tobacco

Background to Project...

Recruitment issues

No clear competency framework for IT Technical skills

No clear Career Development path for IT technical staff

IT Technical Job Family Project Objectives:

To develop…..

A robust IT Technical competency framework that can be linked to job profiles and roles and an effective Reward & Recognition framework

A process of fitting IT Technical roles within the ‘Technical Grade’ career development structure

A model to assess against required technical competencies

Principles & Framework – key elements:

Adoption of the BCS SFIA+ Model for defining roles, levels and competencies

Benchmarking pay against the CEL Salary survey

Process for the assessment of technical skills;

– Use of ‘BCS Career Developer Tool’

– Assessments undertaken by role holder & line manager

– Outcomes reviewed by Moderation Group

– ‘Rating’ informs salary review

BCS Career Developer Provides;

A standardised assessment process supporting current BAA Performance Development process

IT ‘skills pool’ information;• Standardised against Industry Best Practice

• Up-to-date

• Accessible whilst access controls assure confidentiality

Other uses include;• Training needs analysis

• Resource and succession planning

Basic elements of rewardBasic elements of reward

Base PayFixed & pensionableBased on market rates / performance

‘Key Skills’ premium Variable (Available in exceptional circumstances)

Performance Bonus Variable

Standard Employee Benefits

Fixed

Technical Job Family T&CsBase pay comprises ;

Technical competence required for role (using BCS SFIA+)

Job size (Hay evaluated)

Market rate (median range based on CEL survey)

Worth of individual (assesssed via BCS Career Developer)

Increases could occur as a result of either;

Increase in market rate

Increase in level of competency

Base pay will never fall however, could be frozen

Standard employee benefits + membership of BCS

Example: Database Administrator

BCS Level 2

BCS Level 3

BCS Level 4

BCS Level 5

BCS Skill: Database Administrator (DBAD)

BAA Technical Job Family role – Database Administrator

Expert

Senior

Practitioner

Junior

CEL Salary Survey Data – Function 54

CEL Level 20 £45295

CEL Level 21 £39210

CEL Level 22 £32570

CEL Level 23 £25000

Technical Job Family Performance Bonus

Retain BAA’s Performance Development Process: Setting of 6 Targets

Bonus paid on achievement of targets

360-degree feedback

Bonus terms dependent on key BCS level for role

Key IT Responsibilities:

Job holders;

– Provide evidence & maintain technical assessment using Career Developer tool

Line managers;

– Create & maintain role profiles using SFIA+ framework

– Robust assessment of technical competency

– Develop their staff in line with business requirements

Moderation group;

– Maintain ‘knowledgeable’ independence

– Approval of ‘roles in scope’ and associated mappings to BCS / CEL

– Review standard of assessments

Implementation:

Key technically specialist IT roles identified

Roles mapped to SFIA+ framework:

1 key function / level

can be supported by sub functions / tasks

Roles mapped to CEL Salary Survey

Individuals in roles identified & mapped to appropriate role

? SFIA+ / Career Developer roll-out to wider audience in IT

Questions?

Jane Dunn jane_dunn@baa.com