CWU T&S WEEKLY BULLETIN NO 2020 / 42
01 Nov 2020
TELSTRA TALENT REVIEW
It's time to focus on your strengths and skills, interests and aspirations. Whether you're looking for a move or are happy where you are, we're interested in hearing your thoughts. The Talent Review has been launched across Telstra. The Talent Review will be a great opportunity for us to identify and discuss your aspirations so that we can help to build the right skills, experiences and support to help you. You may be happy in your current role but wish to expand on your knowledge and skills.
Your people leader will submit a talent rating in Workday after your career conversation and just as we do for performance ratings, we meet as a management team and calibrate these ratings across the business. This is now called a Talent Showcase.
TELSTRA TALENT REVIEW - RESPONSE
Yes, last week we launched Talent Review across all of Telstra. Talent Review has been around at Telstra in various forms for several years, and is a standard HR practice. Its purpose is to understand the strengths, interests and aspirations of our people in each function, so we can find better ways to connect people and opportunities across the business. Through Talent Review, employees can tap into more opportunities to develop or progress in Telstra, for example, working towards a new job or promotion, rounding out skills etc. To be clear, it is not utilised for the purposes of identifying redundant roles.
Information on Talent Review has been cascaded to employees, but is also available to them through the People Hub - Talent at Telstra (note you will not be able to access this link - this is more if your members are asking you where they can find information). There are also Q&A sessions being run for employees to ask questions/find out more detail, running over the next 3 weeks. They can register for these sessions also through the People Hub.
N&IE EXPRESSIONS OF INTEREST - TELSTRA RESPONSE
There are currently 109 People Leaders across N&IE. We are proposing 170 new agile leadership roles under the Agile construct, including Group Owners, Chapter Type Leads, Chapter Leads, and Product Owners.
This represents an increase in leadership roles. The expression of interest (EOI) process allows current leaders to have a say in what role they wish to perform moving forward. In the first instance, they will be prioritised for roles in their current band.
Thereafter, they will be considered for roles of a higher band (if there are any available, and if they had expressed interest in those roles). Further, if employees do not apply, or are unsuccessful in the roles they have applied for, Telstra would seek to reassign them to a role they are capable of performing in accordance with Telstra Policy, clause 12 of the EA, and their employment contract. As a result of the above, there should not be any redundancies.
Authorised by Dan Dwyer Branch Secretary