Welcome to your Talent Self Assessment. The purpose of the questionnaire is to provide you with a quick yet systematic check-in across your talent process. Upon completion we will analyse your responses and provide you a detailed report, highlighting areas where you benchmark highly and recommendations on where you can consider future improvement. 

As per our GDPR policy, all your data will be treated and kept confidential.

It should take you less than 10 minutes to complete.

Name
Email
1.

Governance, Culture & Conduct


Conduct Risk is not a defined term and the FCA has expressly stated that it is not suggesting that there is a single regulator-approved identikit culture that will suit every organisation. Rather, firms must develop their own Conduct Risk definition and strategy tailored to the specific risks that they are exposed to and the needs of their organisation. Do you have a clear and understood firm wide definition of conduct risk?
2. If so, how is this embedded? (select all that apply)
3. Do you have a conduct risk framework in place?
4. Which of the following are included with that framework? (select all that apply):
5. Do you have a conduct risk committee or working group?
6. If so, who ‘owns’ this within your firm?
7. Do you have a conduct dashboard that collates MI throughout your organisation to provide senior management with an overview of issues, hotspots and progress?
8. If yes, how often is this data reviewed?
9. If not, how is this data collated and managed currently?
10. Do you offer training to your employees on conduct risk?
11. If yes, how often do you run training? (select all that apply)
12. Which of the following would you change about your existing conduct risk training approach? (select all that apply)
1 out of 7
13. Policies & Procedures

Do your policies & procedures form the basis for the organisation’s employee handbook, training for supervisors and managers, and the context for employee orientation?
14. Is there a clear distinction between your policies and procedures, i.e. what procedures you need to perform and how you need to perform them?
15. Policies and procedures are living documents that should grow and adapt with an organisation. How often are policies & procedures reviewed?
16. Are these policies & procedures centrally stored and regularly accessed and used by employees?
17.

Dedicated tools can help you document, track, and maintain processes. Do you currently use tools or software for this purpose?

18. Do you have an information repository to answer FAQs or common employee concerns about policies and procedures?
19. Does your organisation have an established Training & Competence policy?
20. Does your Business Continuity Plan (BCP) include training and competence?
2 out of 7
21. Talent Acquisition & Retention

How do you currently recruit for new talent?
22. Which of the following skills do you anticipate most needing in the future? (select all that apply). Have you planned how to incorporate these?
23. What are your biggest challenges in attracting new talent? (select all that apply)
24. Do you have a robust onboarding process that provides employees with a roadmap for success?
25. If yes, at what frequency do you have milestones? (select all that apply)
26. What challenges do you currently have with the onboarding process?
27. Do you expect significant changes as work patterns and virtual working becoming more widespread?
28. What are the biggest challenges in respect of this during the next 3 months?
3 out of 7
29. Performance Management and Reward & Recognition

What metrics do you currently use to measure performance? Please provide details.
30. Is there a mix of both short and long term metrics?
31. Do these metrics align with your strategic business objectives?
32. Do you use rating scales to indicate an employee's level of performance or achievement?
33.

Are all managers engaged and trained on your performance management approach?

34. How often do you offer training on performance management?
35. Are performance evaluations separate from development discussions?
36. Are promotions/incentives aligned directly to your performance management approach? Please explain your answer.
37. Have you received feedback from employees to confirm if your incentives are aligned with their desires?
38. How often do you benchmark compensation and benefits against competitors and/or the market?
4 out of 7
39. Career Development and Learning & Development

At what frequency do managers discuss their direct reports career aspirations?
40. Do you align career development opportunities to the different workforce generations within your firm?
41.

Do you have a transparent promotion process that guide employees towards the expected standards and supports them once promoted?

42. Is career development aligned to learning pathways tailored to individuals?
43. Do your learning pathways align to both roles and functions?
44. How long are learning pathways planned for?
45. Do you offer training to your employees on financial markets?
46. Which of the following would you change about your existing financial markets training approach? (select all that apply)
47. Do you offer training to your employees on compliance & regulations?
48. Which of the following would you change about your existing compliance & regulations training approach? (select all that apply)
49. Where applicable, under SMCR have you already delivered Conduct Rule training for your Senior Manager and Certifed employees?
50. Where applicable, under SMCR have you already delivered Conduct Rule training for your Conduct Rules employees?
51. Do you offer training to your employees on personal development?
52. Which of the following would you change about your existing personal development training approach? (select all that apply)
53. Do you have a diagnostic tool that is used to define the training needs analysis for the firm?
54. Do you measure the return on investment of your training, namely effectiveness, impact, and engagement? If so how?
55. If you do not measure the return on investment of your training, namely effectiveness, impact, and engagement please explain why?
56. Do you anticipate more training to be delivered to your employees virtually in the future?
57. Is your investment in learning and development aligned to achieve your strategic business goals?
58. Does your organisation provide specific graduate, management, or accelerate programmes to manage and nurture your talent pipeline?
59. Do you anticipate having to transform existing programmes (e.g. graduate/management) into a digital learning solution in the future. If so, please provide details of how you plan to do so.
60. What formats have you used already? (select all that apply)
61. Which of the following do you/will you use to deliver training?
62. Prior to the current situation which of the following did you use to deliver training? (select all that apply)
63. Do you currently have an in-house Learning Management Systems (LMS), i.e. a software application for the administration, documentation, tracking, reporting, automation, and delivery of courses and training programs?
64. Do your employees have access to an eLibrary of previous training courses and materials, either internally or externally?
65. Do you have a continuous professional development programme (CPD) in place?
66. How is this currently tracked and managed?
67. Who is responsible for ensuring compliance with the CPD requirements?
68. Does this CPD requirement differ across the organisation, i.e. between front office and support employees in terms of minimum required hours?
5 out of 7
69. Coaching & Mentoring

Do you have a formal mentoring programme in place?
70. What number of staff who qualify for mentoring currently receive it? (please select the closest response)
71. What are the reasons for less than 100%?
72. How many managers are equipped with skills to coach their team to perform?
73. Do you offer coaching training to managers?
74. If yes, how often do you offer training? (select all that apply)
6 out of 7
75. Succession Planning

Can you achieve your business goals with your current people and capabilities?
76. What are your current leadership gaps?
77. Do you have a pipeline of qualified leaders do fill these gaps?
78. Do you have a succession plan or strategy in place?
79. If yes, is this linked to your strategic business goals?
7 out of 7

Welcome to your Talent Self Assessment. The purpose of the questionnaire is to provide you with a quick yet systematic check-in across your talent process. Upon completion we will analyse your responses and provide you a detailed report, highlighting areas where you benchmark highly and recommendations on where you can consider future improvement. 

As per our GDPR policy, all your data will be treated and kept confidential.

It should take you less than 10 minutes to complete.

Name
Email
1.

Governance, Culture & Conduct


Conduct Risk is not a defined term and the FCA has expressly stated that it is not suggesting that there is a single regulator-approved identikit culture that will suit every organisation. Rather, firms must develop their own Conduct Risk definition and strategy tailored to the specific risks that they are exposed to and the needs of their organisation. Do you have a clear and understood firm wide definition of conduct risk?
2. If so, how is this embedded? (select all that apply)
3. Do you have a conduct risk framework in place?
4. Which of the following are included with that framework? (select all that apply):
5. Do you have a conduct risk committee or working group?
6. If so, who ‘owns’ this within your firm?
7. Do you have a conduct dashboard that collates MI throughout your organisation to provide senior management with an overview of issues, hotspots and progress?
8. If yes, how often is this data reviewed?
9. If not, how is this data collated and managed currently?
10. Do you offer training to your employees on conduct risk?
11. If yes, how often do you run training? (select all that apply)
12. Which of the following would you change about your existing conduct risk training approach? (select all that apply)
1 out of 7
13. Policies & Procedures

Do your policies & procedures form the basis for the organisation’s employee handbook, training for supervisors and managers, and the context for employee orientation?
14. Is there a clear distinction between your policies and procedures, i.e. what procedures you need to perform and how you need to perform them?
15. Policies and procedures are living documents that should grow and adapt with an organisation. How often are policies & procedures reviewed?
16. Are these policies & procedures centrally stored and regularly accessed and used by employees?
17.

Dedicated tools can help you document, track, and maintain processes. Do you currently use tools or software for this purpose?

18. Do you have an information repository to answer FAQs or common employee concerns about policies and procedures?
19. Does your organisation have an established Training & Competence policy?
20. Does your Business Continuity Plan (BCP) include training and competence?
2 out of 7
21. Talent Acquisition & Retention

How do you currently recruit for new talent?
22. Which of the following skills do you anticipate most needing in the future? (select all that apply). Have you planned how to incorporate these?
23. What are your biggest challenges in attracting new talent? (select all that apply)
24. Do you have a robust onboarding process that provides employees with a roadmap for success?
25. If yes, at what frequency do you have milestones? (select all that apply)
26. What challenges do you currently have with the onboarding process?
27. Do you expect significant changes as work patterns and virtual working becoming more widespread?
28. What are the biggest challenges in respect of this during the next 3 months?
3 out of 7
29. Performance Management and Reward & Recognition

What metrics do you currently use to measure performance? Please provide details.
30. Is there a mix of both short and long term metrics?
31. Do these metrics align with your strategic business objectives?
32. Do you use rating scales to indicate an employee's level of performance or achievement?
33.

Are all managers engaged and trained on your performance management approach?

34. How often do you offer training on performance management?
35. Are performance evaluations separate from development discussions?
36. Are promotions/incentives aligned directly to your performance management approach? Please explain your answer.
37. Have you received feedback from employees to confirm if your incentives are aligned with their desires?
38. How often do you benchmark compensation and benefits against competitors and/or the market?
4 out of 7
39. Career Development and Learning & Development

At what frequency do managers discuss their direct reports career aspirations?
40. Do you align career development opportunities to the different workforce generations within your firm?
41.

Do you have a transparent promotion process that guide employees towards the expected standards and supports them once promoted?

42. Is career development aligned to learning pathways tailored to individuals?
43. Do your learning pathways align to both roles and functions?
44. How long are learning pathways planned for?
45. Do you offer training to your employees on financial markets?
46. Which of the following would you change about your existing financial markets training approach? (select all that apply)
47. Do you offer training to your employees on compliance & regulations?
48. Which of the following would you change about your existing compliance & regulations training approach? (select all that apply)
49. Where applicable, under SMCR have you already delivered Conduct Rule training for your Senior Manager and Certifed employees?
50. Where applicable, under SMCR have you already delivered Conduct Rule training for your Conduct Rules employees?
51. Do you offer training to your employees on personal development?
52. Which of the following would you change about your existing personal development training approach? (select all that apply)
53. Do you have a diagnostic tool that is used to define the training needs analysis for the firm?
54. Do you measure the return on investment of your training, namely effectiveness, impact, and engagement? If so how?
55. If you do not measure the return on investment of your training, namely effectiveness, impact, and engagement please explain why?
56. Do you anticipate more training to be delivered to your employees virtually in the future?
57. Is your investment in learning and development aligned to achieve your strategic business goals?
58. Does your organisation provide specific graduate, management, or accelerate programmes to manage and nurture your talent pipeline?
59. Do you anticipate having to transform existing programmes (e.g. graduate/management) into a digital learning solution in the future. If so, please provide details of how you plan to do so.
60. What formats have you used already? (select all that apply)
61. Which of the following do you/will you use to deliver training?
62. Prior to the current situation which of the following did you use to deliver training? (select all that apply)
63. Do you currently have an in-house Learning Management Systems (LMS), i.e. a software application for the administration, documentation, tracking, reporting, automation, and delivery of courses and training programs?
64. Do your employees have access to an eLibrary of previous training courses and materials, either internally or externally?
65. Do you have a continuous professional development programme (CPD) in place?
66. How is this currently tracked and managed?
67. Who is responsible for ensuring compliance with the CPD requirements?
68. Does this CPD requirement differ across the organisation, i.e. between front office and support employees in terms of minimum required hours?
5 out of 7
69. Coaching & Mentoring

Do you have a formal mentoring programme in place?
70. What number of staff who qualify for mentoring currently receive it? (please select the closest response)
71. What are the reasons for less than 100%?
72. How many managers are equipped with skills to coach their team to perform?
73. Do you offer coaching training to managers?
74. If yes, how often do you offer training? (select all that apply)
6 out of 7
75. Succession Planning

Can you achieve your business goals with your current people and capabilities?
76. What are your current leadership gaps?
77. Do you have a pipeline of qualified leaders do fill these gaps?
78. Do you have a succession plan or strategy in place?
79. If yes, is this linked to your strategic business goals?
7 out of 7

HR Toolkit Self Assessment

Don't miss a bite - sign up & get our monthly METAbitesround up in your inbox

Detailed information on the processing of personal data can be found in our Privacy Policy and on Mailchimp.

Don’t worry we promise never to spam or bore you! You can unsubscribe at any time.