Case Study: Organisational Developement - Science City York | Ways HR

Organisational Development, Science City York

This business and skills development initiative was established in 1998 by City of York Council and the University of York.
The objective is to create opportunities across York and North Yorkshire in bioscience, creative industries and IT & digital.
Since 1998 they have created over 80 technology companies and 2,800 jobs. The aim: create 15,000 science and technology jobs in York by 2021.

What did our client need?

SCY developed organically, undergoing substantial resourcing changes. They wanted to maximise the current team’s skills and capabilities and to strengthen the management base.
They asked us to formally analyse team capabilities against business plan priorities. The work had to be in accordance with local authority procedures.

How did we help?

We created an accountability matrix. Job accountabilities are plotted along one axis, a variety of different roles along the other.
This highlights areas of overlap and duplication, and areas in which clarity must be developed.
We also designed a dictionary of competencies.
The roles fitted a comprehensive Job Family framework to promote flexibility, career pathways and clear behavioural responses.
Finally we amended the capabilities of the new forward-facing roles.

What challenges did we face?

Ensuring appropriate job definition and assessments of job size, given the radical nature of the role design.
We used mediation to keep definition and assessment in line with their core approach to job evaluation.
Delivering the project objectives in the originally prepared timeframe.
Our Head of Practice led the project. His expertise in organisational and role definition ensured success.

What benefits did our client gain?

A valued working relationship with the Project Director and regular reporting to a formal joint-steering group maintained an excellent relationship.
We conducted some assessment activity to help our client to deploy staff with a clearer understanding of the performance levels required in all roles.
Job evaluation and salary benchmarking of the newly designed roles provided additional reward advice.
Ultimately, our client could recognise and build upon their organisation’s inherent flexibility.
And our implementation recommendations enabled them to evidence and address key HR issues.

Contact