Understand the value and contribution 1 makes and why/how that helps Accolade
Understanding of org. goals & expectation
Know what is expected of me & how to be successful
I see a career future at Accolade
I understand how compensated
Relevant for Accolade
Achieving org goals
Healthy pipeline of talent
Internal talent ready to move into new roles
Retaining talent (key talent)
Understand where to invest development #39;s and for who?
Understanding of utility players regrettable loss
Outside of AHA's
What does it mean?
How do you do it?
Communicating the stories of how ppl did this?
Posting of internal roles
Criteria for what roles are posted?
Hiring assessments g(?) of At(?)
Transferable skills to new roles
Cultural: Competence model
D(?) from PEP
Annual vs. Ongoing
Part of check-ins
Leadership metric - EE?
Promotions/Internal movement for key talent
How to define key talent
Understand how we track/record this?
What are key roles?
How determine key roles
Helps to determine succession relevant?
Internal vs. External hiring for
Expectation of leaders
Role of leader in career development
3-5 year tenure
Institutional knowledge & telling our stories
Exit interviews (WYYGO)
Plan for captured audiences
Career dev. planned for your people
AHA Leadership every Friday
COL Meeting & staff
Peer to peer
Pay for performance
Cheers for peers
Goal: We are the company others benchmark against
Drive value for our employees!
Boost employee engagement & career
Career development and leadership development
Best practices: What is the right level?
Integration of Cultural Cornerstones
Where and how?