Colleague Survey, Performance and Development Portal

Tender description

CITB is looking for a partner to enable us to understand engagement across CITB through the use of a variety of survey formats. We require a partner who will have an established experience base who can demonstrate excellent understanding of action planning as a result of the information gathered through surveys and can provide an easy to use tool to collate the actions in a transparent manner allowing oversight and accountability for delivery. The purpose of this work is to drive up engagement levels and thus increase performance across the organisation. The tender will be split in lots as below, but the bidder will be able to bid on one or both lots. Lot 1: Engagement •Colleague Engagement Surveys •Accept data uploads either manually or from HRIS •Multiple questionnaire and report templates and ability to create own. To include 180 and 360 feedback surveys •Provide regular insights and trend analysis on outcomes of survey events •Ability to link survey data together to identify trends •Multiple level reporting functionality/demographics •Benchmarking ability against self and relevant sectors •Coaching support for managers as an outcome •Easy to access quick learning & skills development for managers and colleagues •Support from people scientists to help inform results and action planning •Online live chat/help facility •Regular 121 contact from people scientist/support coach to implement continuous improvement Lot 2: Performance & Development Performance – Essentials •Performance management, align to Role profile and competency Framework, Employees with business objective and purpose •Evaluations, calibrations, multi-source feedback, goals, continuous feedback, 360s & resources for Development •A system where employees will have access to continuous feedback through self-reflections, Manager guidance and feedback and peer to peer feedback •Ability to ask for feedback through the platform to ensure everything is collated in one place •Manager to have ability to access full team through the platform and move between them easily •Talent Review process support and tool, succession reporting and talent management capability. •Ability to link data to engagement survey to ensure high quality succession planning outcomes •Ability for People team to easily access information on colleague population to ensure performance is monitored and managed effectively. Development - Essentials •Behaviour changing tools to support managers into leaders - Playbooks, Skills Coach, 1-on-1s.- •Learning – Development plans linked to positions and competency framework