The engagement and skills of our entire workforce are vital ingredients in making Severn Trent
Water and Water Technologies and Services leaders in their field. Therefore, Severn Trent aims to promote the
development and training of employees at all levels. Annual performance appraisals are used to drive the
direction of, and demand for, training activities.
Training developments at Severn Trent Water
Severn Trent Water has a leadership development programme intended to develop leadership behaviours that will allow us to 'be the best'. This work underpins the company's performance management and succession planning processes, and will contribute to the development of an open and honest culture.
We also have a set of 'front line manager' programmes. These focus in particular on customer service, performance management and leadership, and they reflect the particular demands facing our line managers in recent years.
Over 550 managers in Severn Trent Water took part during 2006/07 in workshops on ethical decision-making. The next phase is to extend this training across Severn Trent Water in 2007/08, to reach all employees.
In 2006/07 Severn Trent Water launched the Developing Talent programme, a structured and inclusive development plan for people with high potential. Unlike its predecessor, the old graduate scheme, it is open to internally-recruited participants for whom no specified qualifications are required (as well as externally-recruited graduates).
We extended the 2006 apprenticeship recruitment campaign and received 1,000 applications for 40 roles. The apprentices chosen joined 49 other trainees in distribution and sewerage who began their development programmes earlier in the year. Some of them will be the first in the UK to earn qualifications under the proposed Water Apprenticeship Framework.
We also continued to work with Energy and Utility Skills, the Sector Skills Council, and to play an active part in the development of training and qualification frameworks across the water industry.
Training developments at WTS
Leadership development and technical excellence are two vital elements in the future success of WTS. Two new programmes launched in 2006/07 will reinforce our strengths in these areas.
In WTS, we introduced a Manager Training Programme in North America. The three-year programme is targeted at middle and senior-level management, and focuses initially on communication skills. The intention is to help managers effectively manage their own teams and work with other divisions and other clients on business development, operational efficiency and profitability opportunities.
The Analytical Services division launched the STL Technical Excellence Programme (STEP), which is designed to identify and develop the technical experts of tomorrow. Successful applicants receive a personal development plan and time away from their current role to develop technical capabilities that support the needs of the business. Each individual chosen to take part in the programme is supported and guided through their development by a technical mentor and a Leadership Team sponsor. The programme focuses on technical development in microbiology, general chemistry, licensed chemistry or inorganic chemistry, depending upon the individual’s interests and the requirements of the business.
