SENIOR MANAGEMENT CONFERENCE: DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION Identifying and select

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SENIOR MANAGEMENT CONFERENCE DEPARTMENT OF
PUBLIC SERVICE AND ADMINISTRATIONIdentifying and
selecting talent for accelerated developmenta
Sanlam case study
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AGENDA

• Why the need for an Accelerated Development
  Programme (ADP)?
• The ADP Concept
• The Leadership Model
• An Evaluation of Selection Process
• Performance Predictions
• Lessons Learned

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Why the need for an Accelerated Development
Programme (ADP)?

• Financial Services Charter
• Talent pool of black sales managers limited
  within industry
• FAISmeant change from Insurance sales to
  Professional financial advice.tertiary
  qualifications became more desirable

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THE ADP.

• 8 Black Females (B.Comm/ Acc/ Bus.Sc)
• Rotation in business
• Debriefing and constant performance feedback
• Action Learning Projects
• Mentoring

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The Selection Process

• Step 1
• Calling all graduates. Sunday Times Ad
• 400 applicants
• Well positioned in newspaper
• No detail wrt competencies nor intricacies of
  Distribution environment

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The Selection Process cont

• Telephonic screening
• Premise All had similar qualifications
• Technical / Professional Knowledge and Skills
• Planning and Organising
• Thinking Skills
• Self Awareness/ Personal Insight

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The Selection Process cont

• Behavioural Assessment
• Role-plays/ In Basket
• Formal work based scenarios
• Assessed ability to work with both operational
  and strategic information
• Thinking Skills
• Relationship Management
• Facilitating Change
• Entrepreneurship
• Planning and Organising

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The Selection Process cont

• Levels of work
• Levels of work used as the foundation
• Sanlam 5 levels of operation
• Focused on functioning at middle management (for
  placement purposes)

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The Selection Process cont

• Panel Interview and Presentation
• Formal presentation
• Communication
• Business Acumen / Organisational awareness
• Thinking Skills
• Impact

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The Selection process cont

• Personality Preferences
• 15 FQ
• ii. Used to provide additional information and
  identify red flags
• iii. Not used to deselect candidates

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Leadership Model
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Performance Predictions

• 8 candidates in total
• 50 hit rate
• iii. Linked to performance in tasks /
  assignments, as well as feedback from rotation
  managers
• iv. Differentiating factor Work experience
  before starting the programme

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Lessons learned

• Should there be a focus on entrepreneurship? The
  individual may have a preference to be in a
  specific environment.
• Should the management style differ within the
  sales environment ranking of competencies
  differs across the business.
• Work Environment needs to be able to support
  proactively (mentors, line managers ability to
  coach).