www.derby.ac.uk/corporate ann minton workforce development fellow university of derby corporate tony...

www.derby.ac.uk/corporate

Ann MintonWorkforce Development FellowUniversity of Derby Corporate

Tony AthertonVice President

Head of Talent & Culture UK ConsumerCitibank

Making Employer & University Partnerships Work


• UDC is the business-to-business arm of the University of

Derby – with its own dedicated customer service and

quality assurance infrastructure.

• UDC provides innovative, bespoke, accredited work

based learning solutions for large and small employers.

• Since 2008, our client base has increased from 8 to 261,

our work-based learners have risen from 187 to 2,353,

with 750 of those from our collaborative partners.

University of Derby Corporate: What we do


Citi Global Process identifies, develops and retains top talent

– High Potential

– Critical Resource

– Promotable

– Deep Reach

Talent Books are created with Executive team and approved by CEO and myself.

Relevant actions are designed and implemented, for example:

– Internal Development

– Role Rotations and Assignments

– Mentoring

– Leadership Master Classes

However, there was a gap that could not be filled by internal design

Citibank: Our Talent Management Background


Citibank: Our Talent Management Background

We identified gaps in Senior Management’s readiness to take Leadership roles.

– Citi and Egg employees with ‘deep’ experience of their business function.

– Risen through the ranks within the same business area/company.

– Specialists in their field, missing the broader aspects to business management.

– Academic learning limited to under-graduate studies or specialist skills (CIMA, Law degrees etc).

– Limited exposure to wider community and business areas.

We looked to University of Derby Corporate to assist


• Discussions began in 2007 about working together.

• We initially focussed on the delivery of a Level 7 programme.

• There was some discussion about reconfiguring first line management

training, ILM was not proving popular or of benefit to the business.

Our Journey: The History of our Partnership


(*There are additional levels/turns in the Executive Leader space not represented in this diagram)

MC

LC1

LC2

LC3

BLP

CEF

Citibank Leadership Development Pipeline:


Development was aligned to our pipeline and therefore company appraisal

system:

Our Journey: The Approach to our Partnership

• Accreditation of in house programmes at L4 and L5.

• Joint development/ delivery of L6 programme.

• University delivery of L7 bespoke Talent Management programme.


Completion of:

• Managing @Citi

• People Contract Modules

• Leading @ Citi 1

Completion of:

• Leading @ Citi 2

• Work based project

Our Journey: Accreditation


• Support for in-house training team to become accredited lecturers and

access to our CPD portfolio.

• Networking with and access to other trainers from a range of

organisations.

• Initial staff development using our ‘Supporting Work Based Learners’

(SWBL) Programme (Level 6, 30 Credits) specially developed for our

Corporate Partners.

• Access to UoD’s full range of Management and Leadership Journals.

• Educational access to Industry Reports & relevant Academic Research

Papers.

Our Journey: Development of Citibank Training Team


“Feedback to delegates was excellent. I would never have known that the tutors were not full

time HE lecturers. “External Examiner, UG Leadership & Management programmes

Our Journey: Evaluation of Accredited Programmes


Iterative process

– Initial dialogue May 2009– High level engagement – CEO and Dean of Faculty– Launch Feb 2010– Part of a strategic relationship

Programme Focus

– Needed to be Challenging– Contextualised to the finance sector (Citi)– Work Based Assessment– Take individuals out of their silo’s– Flexible approach

Our Journey: Talent Management Programme


Knowledge– Academic.– Business Acumen.– Greater understanding of other business functions.

Competence– Enabling managers to widen understanding of subjects– Readiness for wider role.

Networking/Relationships– Develop broader company network.

Outcomes– Learning to learn again.– Qualification that means something to them with or with Citi.– Psychological Contract– Retention tool

Our Journey: Key Requirements


Year 1 Modules – Selected intentionally to provide holistic learning in business leadership

• Finance

• Decision Analysis

• People Management & Development

• Project Management

Our Journey: Programme Overview


“One of the great things about the programme has been the opportunity to learn as a team; with colleagues from various functions across Citi and Egg.

Sharing insight from individual experiences has cultivated a healthy dialogue and debate, strengthening working relationships.”

“Taking regular time out to consider Business As

Usual in an academic context is invaluable. Course

topics provide the catalyst, and being led by a

commercially experienced lecturer gives a great

grounding. Combined they provide a platform to

build upon to analyse, consider and implement

strategy changes in my department on dimensions

that I wouldn't normally spend much time

considering.”

“The scope of the course is wide ranging and it has had a good mix of both theory and real life examples. For me, one of the most useful learnings to date

has been the ability to interpret financial information more effectively. In an organisation such as Citi understanding the key commercial drivers of the

business and how specific functional areas contribute towards these is essential. As such I've been able to apply principles learnt in the classroom at

UDC to real situations at work.”


• Innovation

• Commitment

• Founded in Work Based Practice

• Partnership working

• Critical Review

Critical Success Factors:

www.derby.ac.uk/corporate ann minton workforce development fellow university of derby corporate tony...

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