Mobility, careers & talent management

1. Brief service summary

Organise career pathways and mobility opportunities by connecting business needs, skills and expressed aspirations. The engagement prepares talent management arrangements and criteria without promising individual progression or reserving opportunities on the basis of opaque assessments.

2. Your needs

Internal opportunities lack visibility, pathways are not formalised or succession needs are addressed late. Decisions may depend on local practices that are difficult to explain.

You wish to prepare a shared framework for identifying transitions, examining internal applications and organising the development required.

3. Objectives of the engagement

The engagement aims to clarify the framework’s purposes, criteria and responsibilities. It helps distinguish demonstrated skills, potential to explore, expressed wishes and the organisation’s future needs.

The objective is better-documented decisions without confusing inclusion in a talent pool with a commitment to promotion.

4. Indicative scope

The work may address job families, transitions, career reviews and succession needs. Information, application and examination arrangements are proposed for validation.

Framework design is separate from its application to named individuals. Relationships with recruitment, training and forward-looking skills management are specified to avoid duplication.

5. Possible delivery arrangements

Interviews, review of reference frameworks and pathway workshops help develop options. Anonymised cases may help check understanding of criteria without constituting actual selection or an automated decision.

6. Possible deliverables

Deliverables may include a map of transitions, talent-pool management principles, review templates and pathway monitoring arrangements.

7. Conditions and limitations

No mobility, succession or progression is guaranteed. Individual decisions remain with the organisation, under applicable conditions and necessary authorisations. Data, criteria and access must be governed appropriately. Specialist assessments and individual support are not automatically included; pilot 04.04 remains dedicated to workforce and skills planning.