Remuneration
The objective of FMG’s Remuneration Policy is to establish a framework for remuneration decisions that supports the recruitment, retention, and engagement of employees. It is a very transparent approach where positions are banded across the organisation and market competitive ranges are set. This information is available to all employees, which supports employees having conversations with their leader around their current level of competency, what great looks like and what development options will help them to enhance their performance and improve their remuneration position. Supporting our employees and their leaders to have open and honest conversations around remuneration is a great example of our culture being lived.
Training and professional development
FMG supports our people’s growth through a comprehensive learning and development environment enabling both formal and informal learning. Our learning offering includes: core role learning pathways and development frameworks, access to a range of external learning opportunities, social learning, coaching, mentoring and the provision of five professional development days each year. We have a Learning Management System called Accelerate. In recognition of changing employee expectations and the need for organisations to be more and more adaptable, we’ve developed a learning strategy with the tagline ‘Freedom to Learn’. Throughout 2018/19 we’ve had three areas of focus:
Career progression
FMG supports employees to recognise their career goals and develop towards those. This is achieved through:
To encourage career conversations, we have incorporated these into our Mid-Year Performance and Development Conversations that occur in October each year. Every year we also complete a talent review and succession planning across the whole organisation. This helps us provide targeted development to individuals in our talent pool, and plan for succession. With a total of 636 employees, in 2018/19 we recruited 218 positions. 114 of these were external, with the remaining 104 placed internally – nearly at 50/50. This highlights our commitment to growing and developing our internal talent. The FMG Graduate Programme has been in place since 2010. Since the introduction of the programme we have hired 37 graduates, with 4 graduates starting in February 2019 and 22 of those graduates still employed at FMG today. Our Graduate Programme has a great reputation, particularly in rural communities and we receive over 50 applications per graduate intake. Internally we have had amazing success with our Graduate Programme with four graduates now holding senior positions within FMG and an average tenure overall of 3.7 years. This year we are reviewing our graduate programme with a view to potentially expanding it to other parts of the organisation in the future. We are also developing and implementing an emerging leaders programme in 2019/20.
Diversity and inclusion
Our shift to the Gallup Q12 framework in 2018 has been vital in continuing to support the development of our already strong inclusive culture. Our culture ensures that everyone feels that they are treated with respect, everyone feels valued and appreciated, and our leaders do what is right. This is also reflected in our FMG values of Do What’s Right, Proud of Who We Are, We’re In It Together, Make It Happen. Within the Q12 framework there are two questions that help us to track our progress and we continue to see great results in the questions centred around valuing the opinions of our people and that people feel cared about as a person. In addition to the Gallup Q12 implementation, FMG continues to build our knowledge and understanding of everyone who works at FMG. We create workspaces where we can be ourselves and where we can bring strengths. FMG does this this through facilitating individual and team StrengthsFinder assessments and sessions. The StrengthsFinder approach is positioned around positive psychology and helps to honour and celebrate each employee as a unique individual. Diversity is not about how we differ, it’s about embracing each other’s uniqueness.
Access to technology and resources
At FMG we see technology as a key enabler for much of what we do. Some of the areas this can be seen are:
Communication
We have recently implemented Yammer as an internal communications tool. This has enabled a lot more discussion and sharing of knowledge and ideas across the organisation. In addition to this, and because of our geographically dispersed workforce, we use Skype for business. Alongside our Gallup Q12 survey we have action planning that occurs within teams. This is a way to open up communication lines within teams and discuss what would make them love as many of their work days as possible, and be more productive in their work lives. We have also recently upgraded our intranet to Sharepoint and are implementing a suite of Office365 tools to encourage greater information sharing, collaboration and communication across the organisation.
Work-life balance
With 30 offices around NZ, FMG has a widely dispersed and varied population. The number of offices around the country allows FMG to work with individuals, where possible, to align their home office with individual needs. We also trust our people with the freedom to choose where, when or how they can best achieve and deliver outcomes with the support of their leaders and peers. With over 50% of our recruitment assignments filled by internal promotions, FMG also has a focus on supporting employees to work in roles that suit their current family and lifestyle needs, together with aligning this, where possible, to their career ambitions. We also take the opportunity to seek regular feedback from our employees which feeds into our commitment to continuous business process improvement and aims to make working at FMG streamlined, integrated and easy. Based on the feedback we’ve received, flexible working is a current focus of ours. Therefore, this year we are developing a full flexible working programme. An example of what we have been doing is a recent move to our Wellington Office where we implemented activity based working as a first step towards encouraging working flexibly.
Health and wellbeing
At FMG we take our employees Wellbeing and Safety very seriously. We have a comprehensive Wellbeing and Safety programme. We have a strong focus on building resilience and supporting our team with a number of mental health initiatives. These include:
Reward and recognition
There are many ways we reward and recognise our employees’ and teams’ achievements at FMG. These include:
Further information