Investing in people at Miller

Growth and development of your skills and knowledge

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. We actively encourage all of our people to gain appropriate qualifications and to commit to their continuous professional and personal development.

Pathway to partnership

In 2012, we introduced the “Pathway to partnership” to support the attraction, development and retention of the talent we need to continue the success of the partnership. Our pathway provides a clear route map to partnership within Miller. It is underpinned by three key components:

1. Our new competency model
2. Partnership titles
3. Clear promotion criteria

Our competency model supports all of our HR/people management processes from recruitment through development and succession planning. It helps Miller and every individual to focus on developing the key competencies for success in their role by detailing what we expect to be able to observe or evidence at each level.

It provides everyone across the business with a map or indication of the knowledge, skills and behaviours that will be valued, recognised and rewarded and these competency indicators are linked to our six level partnership title structure.

Performance review and promotion

In measuring performance, we assess each employee in respect of their day-to-day work and their objectives and the competencies they have demonstrated in delivery of their results.

We assess whether each key competency has been observed or evidenced at, above or below the level required and this assessment forms the basis for identifying development needs and nominating individuals for promotion.

Clear promotion criteria to each partnership title level are published and used to decide whether nominations are accepted. A nominations committee comprising of three senior partners considers the nominations for partnership and makes its recommendations to the partnership board each year.