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Is the aim to have a PM / Chaange / BA Comp framework?

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Is the aim to have a PM / Chaange / BA Comp framework?

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As we grow - this should be watched as our processes and methods scale as well.

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As we grow - this should be watched as our processes and methods scale as well.

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Account /' Engagament leads to make overall goals of roles clearer if the project is a long one & revisit 

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Account /' Engagament leads to make overall goals of roles clearer if the project is a long one & revisit 

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Empowered to have the conversation with coaches and confident that the resourcing sessions discuss personal goals.

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Office looks plain... story in the backlog already

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Office looks plain... story in the backlog already

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Encourage consultants to t
take ownership of an area/ idea and drive to a MVP without need to go through the backlog which may halt progress.

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effective and flexible policy on time off in lieu / flexible working hours, based on trust

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effective and flexible policy on time off in lieu / flexible working hours, based on trust

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Loads of opportunity to develop in roles, and gain new experiences. Good responsibility

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Loads of opportunity to develop in roles, and gain new experiences. Good responsibility

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Little bit more awareness of Industries / clients / types of projects Clarasys is actively targeting would be ideal

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Little bit more awareness of Industries / clients / types of projects Clarasys is actively targeting would be ideal

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Echoing the point below... internal work is always de-prioritised. Have struggled in recent months to even get 1 hour without people last minute cancelling last minute.

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Echoing the point below... internal work is always de-prioritised. Have struggled in recent months to even get 1 hour without people last minute cancelling last minute.

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Is there something we can do around dedicated time for internal work? (Esp for people with actual internal responsibilities)
What is the strategic view on this as I understand the challenge where we can be pulled in many directions internally, whilst also being expected to do a full time client role.

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EBI - internal scrum process. Not enough stories getting through BLG. Too much time spent debating over stories and often two rounds of planning poker per story.  Need to make some improvements to the E2E internal scrum process and retrain employees to gain buy-in. There is some discontent with the process at the moment. 

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EBI - internal scrum process. Not enough stories getting through BLG. Too much time spent debating over stories and often two rounds of planning poker per story.  Need to make some improvements to the E2E internal scrum process and retrain employees to gain buy-in. There is some discontent with the process at the moment. 

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EBI: People made more use of the available comms matrix

We trained people who use Clarasys announcements (chatter page) over General Clarasys to ensure that we all receive an email about important updates. Ops campaign?

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Some days are busier than others but WLB @ Clarasys is great - there is no doubting that.

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Some days are busier than others but WLB @ Clarasys is great - there is no doubting that.

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If we do work late, are there plans on formalising a "late night" policy or similar, or is this at the discretion of the engagement lead? E.g. if I've worked late multiple weeks and want to finish early one Friday - is that OK?>

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Never had a big issue with laptop or any tech - really quick and helpful responses on new ticketing system

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Never had a big issue with laptop or any tech - really quick and helpful responses on new ticketing system

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would be good to understand IT strategy moving forward - mac, windows, chromebook etc

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We're still doing quite a lot of roles not aligned to our strategy

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We're still doing quite a lot of roles not aligned to our strategy

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Competency framework is really useful and provides guidance for areas of focus and development

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Competency framework is really useful and provides guidance for areas of focus and development

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It would be useful if we had a better tool to track objectives against competencies. I just end up with a monster spreadsheet and it can be hard to track next steps, objectives, evidence, RAG etc...

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Nobody wants to micromanage... we are supported to have a go at trying out new things... We have safe spaces where we can fail and learn

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Nobody wants to micromanage... we are supported to have a go at trying out new things... We have safe spaces where we can fail and learn

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Risk here is culture of mollycoddling - sometimes do you actually just need to do something at work even if it's not completely pleasant? Are we going to love every day?

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I heard about subscription consulting when I first arrived and not much more on it since.  Seemed like a good idea. Where did it go?

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I heard about subscription consulting when I first arrived and not much more on it since.  Seemed like a good idea. Where did it go?

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Competency framework provides good structure

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Competency framework provides good structure

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Although it does seem like some competencies are more important than others.  I've never done any internal work so my 'work on a proposal' etc competencies are red...  I don't think this is an issue however as it allows flexibility (framework not policy!)

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Multiple opportunities all in very different roles

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Multiple opportunities all in very different roles

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This is dependent on availability of suitable roles which depends on what your career aspirations are. Do we agree that sometimes it is necessary to do a less favourable role (as part of working life, Clarasys' growtch etc) provided that the majority of roles align to aspirations?

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This is dependent on availability of suitable roles which depends on what your career aspirations are. Do we agree that sometimes it is necessary to do a less favourable role (as part of working life, Clarasys' growtch etc) provided that the majority of roles align to aspirations?

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My engagement lead has always been open and honest and provided guidance without micro managing, and allowing me freedom to try out new things. 

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My engagement lead has always been open and honest and provided guidance without micro managing, and allowing me freedom to try out new things. 

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Personally I really like the review quarterly cycle and bonus - it is clear to me how different components of my reward are based on different aspects of my development/ability.

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Personally I really like the review quarterly cycle and bonus - it is clear to me how different components of my reward are based on different aspects of my development/ability.

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What do people not like about the current process?

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Although my days are busy, I have never had to work over a weekend / too late in the day. I don't know any other mgmt consultants who can say this

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Although my days are busy, I have never had to work over a weekend / too late in the day. I don't know any other mgmt consultants who can say this

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Priorities can chop and change very quickly based on the latest trend in the market - is this intentional so that we are always seen at the cutting edge of what we are trying to achieve? 

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Priorities can chop and change very quickly based on the latest trend in the market - is this intentional so that we are always seen at the cutting edge of what we are trying to achieve? 

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V quick and easy to order new headphones etc 

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V quick and easy to order new headphones etc 

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Looks like most of the dubious old laptops have been phased out... except mine ;) 

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Looks like most of the dubious old laptops have been phased out... except mine ;) 

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Inclusion of different levels has added some structure & guidance

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Inclusion of different levels has added some structure & guidance

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Possible to understand 'banding' in terms of pay at different levels?  Could this be published to provide transparancy?   Could we publish how we benchmark at the moment?

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This surprises me as Ops have made a number of 

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This surprises me as Ops have made a number of 

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Desk booking - people book but dont come in and vice versa

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Desk booking - people book but dont come in and vice versa