We have continued to focus on talent management to maximise the performance and potential of employees throughout their career and ensure we develop managers for the future. We have continued to implement our 'Talking Talent' process across the company, to support succession planning and development, and identify talent risks.
We have rolled out our core leadership development programmes (at both foundation and advanced level) to ensure we have the right leadership now and in the future. The first graduation event has taken place to celebrate and recognise 49 managers who have successfully achieved their 'licence to lead'.
We continue to encourage a culture of performance and engagement, and carry out 'performance development reviews' for all employees, which link individual objectives to Thames Water's business plan and assess to what extent employees live our company values. In 2009, we have introduced performance-related pay, based on employees' overall performance ratings.
Page externally verified