Training and development
Miller has ambitious plans for the future, and attracting and retaining the best people is key to our success. As such we look to invest time in all aspects of training, from on the job through to shared learning through our internal networking forum (Connections) or formal technical training and soft skills development.
Career framework
In 2009 the career framework was implemented to help create more consistency in the roles and expectations across the organisation. The levels in the framework rise from A to F.
For each level, there are six factors which describe the most significant attributes of all roles at Miller to be considered when performing your role. They also enable direct comparisons to be made between roles across the business. The factors are:
- Technical and functional expertise
- Resource management (including people, projects and budgets)
- Business impact, comprising strategic impact and decision making & risk
- Complexity, comprising problem solving & analysis and creativity/innovation
- Working relationships, comprising client focus and communication
- Drive for results /Commercial awareness
Each factor is defined and describes the typical content of roles at each level of the framework. Performance is then measured against the factors at the relevant level for your role.
Performance review
The performance review process works in conjunction with the career framework helping managers to have constructive conversations with employees about where they currently are and what they need to do to develop.
Our employees gain:
- A clear understanding of what is expected
- Recognition of their achievements
- Linkages between personal and business goals
- A discussion about career aspirations and how these might be achieved