06 MAY-HR Weekly Initiatives Weekly Progress Report

Revised Action
S/N Initiative Major Activity/Task Delayed
1 Improve CBE's recruiting

processes
4. Design processes and cadence required to

regularly update exam bank
7. Design applicant satisfaction survey

9. Prioritize which vacancies to be
upgrade/prioritize first based on role
importance, urgency, availability of
applicants etc.
11. Assess effectiveness against identified

KPIs
12. Adjust decision making processes, exam

bank management and satisfaction survey
effectiveness and adjust plan accordingly
12. Adjust decision making processes, exam

bank management and satisfaction survey
effectiveness and adjust plan accordingly
13.Scale up and implement across all

recruitment drives
2 (11a)Introduce value based
KPIs and upskill staff with 2. Use existing merit guidelines, calibrating
product and customer pay with external benchmarks to align
service by creating financial rewards to individual performance
capability development
program
2. Use existing merit guidelines, calibrating
pay with external benchmarks to align
financial rewards to individual performance
2. Use existing merit guidelines, calibrating

4. Design quarterly evaluation of process

progress towards goals & performance
4. Design quarterly evaluation of process

5. Roll out training program (e.g., online

course) to ensure managers understand value
of performance differentiation and incentives,
and can role model within their units
6. Roll out of communications program to

clarify role of performance differentiation and
reward/bonus plan (e.g., via road show);
business leaders should be used to deliver the
message

message
7. Provide training for leadership on
identifying and proactively coaching poor
performers

performers

performers

performers
8.Implement updated incentive structure
8.Implement updated incentive structure
9. Assign single owner within the unit with

responsibility for driving performance
differentiation

differentiation
differentiation
10.Integrate responsibility for performance

diffrentiation into leaders performance review
10.Integrate responsibility for performance

3 Enhance learning and

development system by up
skilling staff on training
processes and broadening
KPI tracking
6.Develop process to create specific KPIs to test

specific training effectiveness (Eg. Assess
effectiveness of customer service training by
measuring number of in-branch complaints












6A. Assess effectiveness of updated
processes
6B. Update processes based on findings and

implement across other learning journeys
4 Restructure organization for

a more customer-centered
approach and improved
coordination between 9 Recruit internal and external profiles based
related functions on new roles required
9 Recruit internal and external profiles based

on new roles required
10 Gather feedback from the teams affected

by the redesign and update the organization
structure as necessary

5 Enhance Performance
Scorecard for Procurement
Department Staff 4. Roll out the enhanced scorecards on
selected roles
5. Assess effectiveness of pilot programme

and make necessary updates
6. Update the procurement department’s

operationalization document and submit for
approval
6 II. Introduce Value based 4. Conduct trainings for Whole Sale Banking
KPIs and upskill staff with and other impacted division staff based on
product and customer competency assessment result
service skills by creating
capability development 4. Conduct trainings for Whole Sale Banking
programs and other impacted division staff based on
competency assessment result
4. Conduct trainings for Whole Sale Banking
and other impacted division staff based on
5. Develop process to create specific KPIs to test specific

training effectiveness (Eg. Assess effectiveness of
customer service training by measuring number of in-
branch complaints
7 7-Enhance Performance
Management System
Through improved incentive
system
1.Use existing merit guidelines, calibrating

1.Use existing merit guidelines, calibrating

2.Formally integrate individual goal setting as

a standard part of performance management,
ensuring they are connected to business and
team goals
3.Design quarterly evaluation of process


4.Roll out training program (e.g., online




5.Roll out of communications program to

message

message

message

message
performers

performers

performers
7. Implement updated incentive structure

8.Assign single owner within the unit with
differentiation

differentiation

differentiation
9. Integrate responsibility for performance


8 9. Improve Succession
Management by reigniting
employee buy-in and
upskilling implementation
teams
8 9. Improve Succession
Management by reigniting
employee buy-in and
upskilling implementation 5 Identify potential talent pool for succession
teams
5 Identify potential talent pool for succession
6 Work with other TM functions to create a

targeted development or recruitment plan to
prepare candidates for future roles or start
external search
6 Work with other TM functions to create a
targeted development or recruitment plan to
prepare candidates for future roles or start
external search
7 Identify roles to implement pilot succession

plan
plan

plan

plan

plan

plan

plan
plan

plan

plan

plan

plan
10 Assess candidates fit and readiness against

critical role requirements
12 Implement updated succession

management process
management process

management process
management process
management process
management process
management process
management process
management process
management process
management process
management process
13 Assess effectiveness of pilot through

preidentified KPIs
13 Assess effectiveness of pilot through

preidentified KPIs
14 Update plan based on assessment findings

and implement
15 Update HR policies and procedures based

on latest succession design
9 Enhance career 5.Develop Attractive value propositions

management by redefining (opportunity to grow, compensation, etc) on
the career path process and an individual level
implementing policies
consistently across divisions
6.Work with succession planning team to

specify promotion criteria and process
regarding promotion decisions, reflecting
alternative career opportunities
7.Integrate with recruiting team to attract the
right group of employees
8.Conduct high-quality-oriented assessment

of candidates selected to join track in order to
avoid creating a pool of low performers
9.Develop personnel development tools for

expert tracks
9.Develop personnel development tools for

expert tracks
10.Drive shared understanding and alignment

in the top team to push the approach
11.Co-create w/ line managers & target

population in selected pilot areas, having
them decide about major design choices
12.Set up monitoring tools to control
individual and institutional development and
effectiveness of concept
13.Conduct pilot of selected career paths
14.Assess effectiveness of pilot programme
15.Update career path design based on

findings of pilot programme
16.Roll out updated design across career
paths in CBE
17.Update CBE policies and procedures to
reflect latest career path design
17.Update CBE policies and procedures to
reflect latest career path design
10 Review the potential and
update the position of HR 2. Identify integration areas/outstanding
Business partnering coordination needs of the HR function that
are unmet by other coordination
mechanisms
3.Design strategic objectives for business

partner team(HRBP goals and Strategy)
10.Assess effectiveness of updated position
against predetermined KPIs
11.Make adjustments as needed based on

assessment
11 Clearly define roles for all

talent management functions
and a well coordinated
competency-based system.
11.Implement pilot design
12. Assess effectiveness of pilot based on

pre-determined KPIs
13. Update design based on assessment

findings
14. Scale up and implement updated plan for

TM units and TM office
15. Update policies and procedures based on
final design
12 Rebuild all dual reporting

lines, starting with most
important business
decisions, to ensure that
decisions are made at the
right level of the business,
and that there is clear
ownership established across
CBE.
4. Conduct training for pilot units outlining

key responsibilities, authorities, and
processes required for an effective reporting
system
5. Implement updated reporting processes for

pilot units
6. Assess effectiveness of new reporting lines
7. Update reporting design based on

assessment findings
8.Implement updated reporting design

process across other identified units
13 Update available Oracle

support for HR activities
5. Identify areas to expand oracle services for
pilot phase
6. Define KPIs for successful expansion of
Oracle system
7. Conduct trainings for HR staff managing

the processes supported by oracle updates
8. Conduct trainings for staff using the new

systems (e.g., staff doing online learning
programmes)
9. Implement the list of identified

opportunities from pilot areas
10.Assess effectiveness based on set KPIs
11.Adjust design where needed based on

assessment
12. Scale up and implement across all
identified areas
13. Continuously assess needs for upgrades /

enhancements to the system
14 (10)Update performance
management of staff by
increasing importance of key
metrics such as sales
profitablity,productivity and
linking incentives to
individual,quantifiable 1 Use existing merit guidelines, calibrating
1 Use existing merit guidelines, calibrating

1 Use existing merit guidelines, calibrating

2. Formally integrate individual goal setting

as a standard part of performance
management, ensuring they are connected to
business and team goals







message
message

message

performers

performers

performers


differentiation

differentiation

differentiation







15 Enhance performance management

system through increased focus on 3. Update managerial KPIs to enhance the prioritization
coaching, mentorship, and ongoing of ongoing learning, coaching, and mentorship support
development(Main)
15 Enhance performance management
system through increased focus on
coaching, mentorship, and ongoing
development(Main)
3. Update managerial KPIs to enhance the prioritization

of ongoing learning, coaching, and mentorship support




9. Provide coaching for leadership on updated systems

and how to provide coaching and mentorship for
managers that are struggling
10. Assess effectiveness of pilot programme and make

necessary updates
11.Update programme based on assessment findings

12.Implement coaching, mentorship, and ongoing
learning plan across the broader organization











13. Update relevant policies & procedures to reflect new

programmes
16 Enhance performance
system through increased
focus on
coaching,mentorship and
on-going development for
credit risk teams
3. Update managerial KPIs to enhance the
prioritization of ongoing learning, coaching,
and mentorship support
9. Provide coaching for leadership on updated

systems and how to provide coaching and
mentorship for managers that are struggling

11.Update programme based on assessment
findings
12.Implement coaching, mentorship, and

ongoing learning plan across the broader
organization
13. Update relevant policies & procedures to
reflect new programmes
17 Support staff development

through ongoing learning
and development programs 3. Update managerial KPIs to enhance the
and active coaching and prioritization of ongoing learning, coaching,
feedback culture (Retail and and mentorship support
branch banking)
3. Update managerial KPIs to enhance the

prioritization of ongoing learning, coaching,
and mentorship support


11.Update programme based on assessment
findings
12.Implement coaching, mentorship, and

ongoing learning plan across the broader
organization
13. Update relevant policies & procedures to
reflect new programmes
18 Enhance ownership and 2.Decide on clear instructions on how to

initiative-taking across CBE execute group role clarity exercise and
corresponding templates for exercise
3.Identify target group for pilot process based

on areas with the least clear decision-rights
and lowest amount of ownership
4. Run training workshops for managers on

how to use tool, guide
discussions, and conduct role plays
4. Run training workshops for managers on
how to use tool, guide
discussions, and conduct role plays
5.All employees in pilot programme conduct

exercise and define their role and decision
rights in writing, and then discuss and align
with their direct manager
6.Staff meeting in pilot

functions/groups/units to review and align on
roles, responsibilities, and decision rights
7.Senior leaders conduct exercise and hold

managers accountable for conducting exercise
8. Communicate within pilot group any needs

for clarity of roles and responsibilities
9. Run survey to assess effectiveness of

programme and adjust accordingly
10. Expand adjusted programme to the rest of

CBE
19 Update EMC structure to 1. Based on new organization structure,
drive efficient and effective selected leadership style, and business
decision-making strategy, select EMC archetype
2 .Allocate positions in EMC and any other
committees to V/Ps in CBE
2 .Allocate positions in EMC and any other

committees to V/Ps in CBE
3. Draft governance charter for EMC,

including forum purpose and activities, items
that are in scope, and items that are out of
scope
scope
scope
4. Design meeting cadence, meeting calendar,

agenda template, and meeting norms
5.Refine decision rights across BOD, EMC,

and EMC subcommittees
6.Based on decision rights, and EMC design,

determine if there is need for any changes to
the top team (e.g., additional roles)
7.Define key KPIs for EMC and

subcommittees
7.Define key KPIs for EMC and
subcommittees
8. Implement planned design
9. Assess effectiveness of updated structure

based on identified KPIs and surveys of
related stakeholders
10.Update design according to findings of

assessment
11.Update policies and procedures according

to identified design
20 Update decision-rights to
reduce unnecessary
escalation and allow top 2. Identify top 30 – 40 major business
management to prioritize decisions
strategic decision-making
3. Identify 10 decisions to be used in pilot

design process
4. Define RACI model for top 10 pilot

decisions (i.e., define process flow and roles
for each step, specifically for approval
authority including delegated
authorities)
5. Establish process to continue to map next

top 20-30 business decisions for CBE
6.Roll out of training workshop with

stakeholders on updated decision rights and
processes (including delegated authorities)
7.Roll out training to leaders on how to

delegate decisions
8.Disseminate written guidance to senior

leaders on how to role model the new
decision making processes
8.Disseminate written guidance to senior
leaders on how to role model the new
decision making processes
9.Implement new decision-rights processes

for 10 pilot decisions
10.Run survey on the effectiveness of the

upgraded decision processes and adjust roll-
out process accordingly
11. Work with EMC to approve post-pilot

programme
12. Expand adjusted process to top 30-40
decision-rights
13. Begin process of identifying additional

sets of decision rights to design
14. Update relevant policy and procedure

documents with latest decision rights
Commercial Bank of Ethiopia
HR Division
Revised Action Plan for Delayed Major Activities Related to Initiatives
Detail Activity/Task Delayed Weight Current Status Responsible Organ
4.5 Define the meeting cadence/time

frequency to update/revise the exam 0.11 Completed HR Division
questions;
4.6 Review the existing exam
administration practice of the Bank and 0.25 Completed
prpopose remidial solutions
4.7 Design how to implement the proposed
solutions so as to curb the existing 0.06 Completed
challenges
0.06 Completed
0.06 Completed
0.06 Completed
4.8 Prepare a discussion session so as to
collect feedback on the proposed and
0.15 Completed HR Division
designed solutions and incorporate the
comments
4.9 Implement the proposed solution to

address irregularities of exam
administration (the remaining activities will 0.04 Inprogres HR Division
be addressed as per 10.3) (Develop Talent
Assessment Guideline)
Form teams to develop exams 0.04 Completed
Develop exams for selected vacancies 0.04 Completed
Develop the required system in
0.04 Completed
collaboration with ERP team
Enroll eligible applicants as per the
0.04 Completed
proposed solution
Administer the exam 0.04 Completed
Send offer letter to the successful candidates
for the vacant post as per the proposed 0.04 Completed
solution
7.4 Develop tool to assess the applicants'

experience including the timing of the 0.09 Completed HR Division
survey (Internal)
0.09 Completed
0.09 Completed
0.09 Completed
0.09 Completed
0.09 Completed
0.09 Completed
0.09 Completed
7.4 Develop tool (Questionnaire) to assess
the applicants' experience including the 0.09 Completed
timing of the survey (External)
7.4 Develop tool (System) to assess the

applicants' experience including the timing 0.09 Completed
of the survey (External)
Test the system functionality 0.09 Completed
Conduct the external applicant satifaction
0.09 Inprogres
survey
9.4Identify Job titles from the prioritized
job roles for vacancy
9.4 Validate the prioritized job roles 0.07 Completed
9.3 Determine prioritized roles based on the
criteria
0.07 Completed
10.2 Conduct Pilot satisfaction survey on
identified job roles
Generate assessment report on piloted job
0.07 Inprogres
roles - Internal Vacancies
10.3 Pilot updated exam bank management
process
0.04 Not started
0.04 Not started
0.04 Not started
11.1 Make assessment based on the
0.07 Not started HR Division
validated KPIs
0.07 Not started
11.2 Identified additional improvement
areas
0.07 Not started
12.1 Incorporate all the identified additional
improvement areas
0.07 Not started
12.2 Follow up and monitoring 0.11 Not started HR Division
0.11 Not started

13.1 Identify recruitment drive changes
which have policy and procedure
implication and Integrate with the normal
process
0.04 Not started
13.2 Implement the identified recruitment
drives
0.04 Not started
13.3 Follow up and monitoring the
implementation process
0.04 Not started
2.6 Submit the final draft performance

based reward proposal for HR Management 0.01 Completed HR Division
and STPO HR Work Stream discussion
2.7 Submit the draft performance based

reward execution guideline for HR
Management and STPO HR Work Stream
discussion
2.9 Incorporate feedback and submit the

final guideline for EMC approval
4.4 Implement at Pilot level the aligment of

relevant incentive system
4.5 Identifay any enhancements and adjust
accordingly
4.5 Identifay any enhancements and adjust
accordingly
0.015 Not started
0.015 Not started
5.3 Conduct training for line managers 0.010 Completed HR Division
6.1 Identify communication channels 0.01 Completed HR Division
6.2 Develop message to be signed and

communicated by the President on
clarifying the role of performance
differentiation and reward/bonus plan
7.1 Develop coaching and mentoring
training plan as part of annual L&D Plan
7.2 Execute coaching and mentoring

training per L&D plan
7.3 Conduct communication and awareness
creation
creation
creation
creation
7.4 Monitor and Follow up and submit

quarter progress report
8.1 Conduct frequent orientation and 0.01 Completed

reminder of all stakeholders on the 0.01 Completed
implementation of performance based
0.01 Completed
reward
0.01 Completed
0.01 Completed
0.01 Completed
0.01 Completed
8.2 Communicate all stake holders the
linkage of incentive system with 0.09 Completed HR Division
performance
9.1 Assign an employee as a Single owner

who champion performance based reward.
Develop criteria for identifying single

owners that will be champions for 0.01 Completed
performance differentiation
0.01 Completed
0.01 Completed
9.2 Conduct reward based performance

workshop for selected single owner
0.02 Completed
0.02 Not started
0.02 Not started
9.3 Communication of the selected
employees by vice presidents to serve as
single owner to drive performance
differentiation.
0.02 Completed
0.02 Completed
0.02 Completed
10.2 Communicate the Seated treshold 0.01 Completed HR Division

10.3 Evaluate and monitor the single
owners execution at the EMC performance 0.04 Not started HR Division
review meeting on quarterly basis
6.9. Prepare requirements for Oracle

System support and provide it to ERP Team
0.023 Completed
0.023 Completed
0.023 Completed
6.10. Conduct pilot test to check the

functionality of platform
0.023 Not started

0.023 Not started
0.023 Not started
6.11. Apply Level-III training evaluation
for selected trainings
0.023 Not started
0.023 Not started
0.023 Not started
6.12. Conducting w.shop to major stake

holders to boost awarness and get buy-in for 0.023 Not started HR Division
the impact assessment work-Level III
0.006 Not started
0.023 Not started
0.023 Not started
6.12. Establish department level team that

will run or ensure implementation of
enhancements in collaboration with vendor 0.023 Not started HR Division
(following selection of potential vendor)-
Level IV
0.023 Not started
0.023 Not started
0.023 Not started
6.13. Determine Scope, methodology,
sample size, formats of the survey
questioner and other relevant tools with 0.045 Not started HR Division
selected vendor (jointly deliver inception
report)-Level IV
0.045 Not started
6.14. Closely Work with the vendor team or

shadowing to understand complete impact 0.045 Not started HR Division
assessment process (Pilot Test)-Level IV
0.045 Not started
6.15. Work with the vendor team and co-

researching to understand the whole impact
assessment process (collaborate on Data
collection)
0.023 Not started
0.023 Not started

0.023 Not started
6.16. Finalize consolidated list training

courses to be impacted during the
assessment (Data processing and
submission of draft report including
analysis of primary and secondary data in
line with the scope of work)-Level IV
0.045 Not started
6.17. Finalize and submit final impact

assessment report -Level IV
0.040 Not started
6.18. Arrange workshop for all concerned

stakeholders at CBE and communicate 0.040 Not started HR Division
assessment findings
0.040 Not started
6.19. Application of overall assessment

feedbacks and recommendations and
improving CBE’s L & D strategy and goals
with vendor
0.040 Not started
6.20. Improve Metrics and KPI or indicators

to assess effects on bank's or its 0.040 Not started HR Division
businesses(efficiency and effectiveness)
0.040 Not started
6.21. Conduct trainings for staff to transfer

learning or share knowledge on the process
and methods of training impact 0.235 Not started HR Division
assessment(up skilling on training impact
assessment)
0.235 Not started
6.22. Prepare and apply improvement

action plan for the list of limitation/gaps in
the identified areas-As per Level IV impact
assessmnet findings
0.045 Not started

6.23. Assess the effectiveness of the
improvement plan based on the developed 0.085 Not started HR Division
KPIs
0.085 Not started
6.24. Adjust and redesign the system where
needed based on the assessment
0.085 Not started
6.25. Scale up and implement across all

training categories/areas (conduct impact
assessment Every three years and improve
L&D practices
0.210 Not started

9.4 Finalize placement or assigment for all
non managerial positions particularly for
impacted division such as Wholesale
banking, Credit IFB, Customer Experience, 0.550 Inprogres HR Division
Business continuty management and
Procurement (Strategic sourcing) which
need redeployemnt
9.5 Follow up and monitor the effective

execution of the placement
9.5 Follow up and monitor the effective

0.075 Completed
execution of the placement
10.1 Collect feedback on the approved

establishment and employees deployment
10.2 Conduct Continuous

discussion/validation section
10.2 Conduct Continuous

0.013 Completed
discussion/validation section
0.013 Completed
0.013 Completed
0.013 Completed
0.013 Completed
0.013 Completed
0.013 Completed
10.3 Take corrective mesures for the

identified loop holes/amendments
0.013 Completed
0.013 Completed
0.013 Completed
0.002 Completed
0.013 Completed
0.013 Completed
0.024 Completed
4.3 Ensure supervisors and employees are
0.018 Completed
tracked the performance data.
4.4 Feedback & Coaching are given for high

0.002 Completed HRBP and the department
and low performer.
0.125 Not started HRBP and the department
5.1 Conducting appraisal for all eligible 0.125 Not started HRBP and the department
employees on Quarterly and update the
existing goal and target. 0.125 Not started HRBP and the department
0.195 Not started HRBP and the department
6.1 Assessment of the newly updated the

goal and target to the overall expected 0.055 Completed HRBP and the department
performance(service excellence, people and
capability, operational risk and financial
performance)
0.125 Completed
4.1. Conduct the training courses as per the
annual training plan for the month of 0.033 Completed
(January 1 - 15 ,2023)
(January 16 - 30 ,2023)
(February 1 - 15 ,2023)
(February 16 - 30 ,2023)
(March 1 - 15 ,2023)
(March 16 - 30 ,2023)
annual training plan for the month of (April 0.033 Completed
1 - 15 ,2023)
annual training plan for the month of (April 0.033 Inprogres
16 - 30 ,2023)
annual training plan for the month of (May 0.033 Completed
1 - 15 ,2023)
annual training plan for the month of (May 0.033 Not started
16 - 30 ,2023)
annual training plan for the month of (June 0.033 Not started
1 - 15 ,2023)
annual training plan for the month of (June 0.033 Not started
16 - 30 ,2023)
annual training plan for the month of (July 0.033 Not started
1 - 15 ,2023)
annual training plan for the month of (July 0.033 Not started
16 - 30 ,2023)
annual training plan for the month of 0.033 Not started
(August 1 - 15 ,2023)
(August 16 - 30 ,2023)
(September 1 - 15 ,2023)
(September 16 - 30 ,2023)
(October 1 - 15 ,2023)
(October 16 - 30 ,2023)
(November 1 - 15 ,2023)
(November 16 - 30 ,2023)
(December 1 - 15 ,2023)
(December 16 - 31 ,2023)
4.2. Evaluate the effectiveness of the

0.125 Completed
training through (Level I - III)
4.2.1. Conduct Level I evaluation and

analysis for all training courses 0.125 Completed
4.2.2. Conduct Level II evaluation and

analysis for selected training courses 0.125 Completed
4.2.3. Conduct Level III evaluation and analysis for

selected training courses (0.031 per month for 4
months)

months)
months)

months)
5.1. Identify & develop/revise/ all required KPIs-For

the learning system evaluation.
5.2. Assess performance based on KPI 0.05 Not started HR Division
5.3. Measure appropriateness of the KPI and
incorporate in the procedure and related documnets

based reward proposal for HR Management 0.015 Completed HR Division

final draft performance based reward
proposal for EMC Core Support Committee
discussion
final draft performance based reward 0.035 Completed HR Division
proposal for EMC discussion
reward execution guideline for HR
Management and STPO HR Work Stream
discussion
1.9 Incorporate feedback and comments
0.116 Completed
from SPTO
reward execution guideline for EMC Core 0.003 Completed EMC
Support committee discussion
1.9 Incorporate feedbacks and comments
and submit the draft performance based
0.023 Completed
reward execution guideline for EMC Core
Support committee discussion
Labour Union, Transformation
final performance based reward execution 0.093 Completed
Office, EMC
guideline for EMC approval
2.13 Conduct testing 0.005 Completed ERP, TO, HRBP and all Divisions
2.13 Conduct testing 0.005 Completed

0.105 Not started
0.105 Not started
3.5 Identify any enhancements and adjust
0.105 Not started
accordingly
0.105 Not started
accordingly
Learing and
4.3 Conduct training for line managers 0.005 Completed Development,Transformation Office
& HRBP Departments
Learing and
& HRBP Departments
Learing and
& HRBP Departments
Learing and
& HRBP Departments
Learing and
& HRBP Departments
Talent Acquisition and Management

5.1 Identify communication channels 0.070 Completed
(ERC),Transformation Office

communicated by the President on Talent Acquisition and Management
0.140 Completed
clarifying the role of performance (ERC),Transformation Office
5.3 Disseminate the message by the

President during 2022/23 budget year 3rd
quarter & annual meeting and via CBE 0.070 Completed
internal communication plat form like
portal, outlook

President during 2022/23budget year 3rd
quarter annual meeting and via CBE 0.070 Completed
internal communication plat form like
portal, outlook
L&D, Transformation
0.010 Completed Office,Consultant, Pilot department
and HRBP

training per L&D plan 0.010 Completed
0.035 Completed
0.035 Completed
L&D, Transformation
creation
and HRBP

0.005 Completed
creation
0.005 Completed
creation
0.005 Completed
creation
6.4 Monitor and Follow up and submit Transformation Office, Pilot

0.005 Completed
quarter progress report department and HRBP
0.011 Completed *EMC
7.1 Conduct frequent orientation and 0.011 Completed

reminder of all stakeholders on the 0.011 Completed
0.011 Completed
reward
0.011 Completed
0.011 Completed
0.011 Completed
0.011 Completed
7.2 Communicate all stake holders the
linkage of incentive system with 0.260 Completed
performance
7.3 Conduct ongoing appraisal for all

HRBP, Talent acquisition and
eligible employees on quarterly and annual
0.009 Not started managemnt,Transaction
basis by aligning with relevant incentive
Management and ERP
system.
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.009 Not started
0.039 Not started
0.039 Not started
0.039 Not started
0.136 Not started
8.1 Assign an employee as a Single owner

0.033 Completed Vice Presidents, chief and Directors
0.033 Completed
0.033 Completed
0.033 Completed

0.028 Completed L&D, Divisions
0.028 Completed
0.028 Not started
0.028 Not started
differentiation.
0.035 Completed
0.035 Completed
0.025 Completed
9.2 Communicate the Established treshold 0.005 Completed
0.020 Not started EMC and Division

0.020 Not started
0.020 Not started
9.3 Evaluate and monitor the single owners
execution at the EMC performance review 0.020 Not started
meeting on quarterly basis
0.020 Not started
0.046 Not started

5.2 Amend potential performance matrix
guide to establish markers(Indicators) that 0.140 Completed
can serve as predictors of high potential
5.3 Integrate potential performance matrix

to determine level of readiness and imbed 0.004 Completed
for potential successor selection criteria.
0.004 Completed
0.004 Completed
0.004 Completed

0.004 Completed
0.004 Completed
0.004 Completed

0.004 Completed
0.004 Completed
0.004 Completed

to determine level of readiness and imbed
0.004 Completed
(Assess existing system)
Prepare Customization requirement 0.004
Develop the system as per the requirment 0.004
Develop the system as per the requirment 0.004

to determine level of readiness and imbed
0.004 Not started
(Test the system)
Awareness creation to end users 0.004
Conduct the evaluation at pilot level 0.004
Make adjustment accordingly 0.004
6.3 Assess potential successors against

0.070 Completed
those predetermined profiles.
6.4 Detremine the desired and actual
behavior scores of potential successor,
determine the target development options. 0.008 Completed
(Identify and select potential high level
successor)
Select potential raters 0.008
Deploy the required system 0.008
Conduct developmental need assessment
0.008
based on the existing competency
Select external consultant for succession
0.008
programme
Organize workshop for top management to
0.008
create awareness
Provide feedback to potential successors
0.008
based on 360 assessment
Select developmental intervention based on
0.008
the assessment feedback
Conduct developmental programmes and
0.008
followup
7.3 Implement the sucession plan as per the
0.116 Completed
approved action plan
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029 Completed
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
0.029 Not started
0.029
0.029
0.029
10.1 Assess candidates’ technical core and
leadership competency against the critical
0.700 Completed
role where he selected as a candidate.(For
eligble pools)
12.1 Periodic revision of succession
0.034 Completed All stockholders of succession planning,
planning program and critical roles,
0.009 Completed
0.009 Completed
0.009 Completed
0.034 Not started All stockholders of succession planning,
13.1 Collect relevant data 0.117 Completed
13.2 Conduct assessmet report based on
0.117 Completed
predetermined KPIs
0.117 Completed
predetermined KPIs
0.070 Completed
predetermined KPIs
14.1 Based of findings update the
0.088 Completed
succession plan program,
0.088 Completed
0.140 Completed
0.117 Completed
15.1 Revise the HR procedure based on the
0.175 Completed
reform project findings/feedback,
15.1 Revise the HR procedure based on the
0.175 Not started
reform project findings/feedback,
5.1 Design/revise the individual employees''

0.007 Completed
career progression framework/
6.1 Design/develop tools/guidleine to

0.005 Completed
address the integration of SPM & CM
6.1 Design/develop tools/guidleine to
0.005 Completed
address the integration of SPM & CM
6.2 Develop draft career development
0.007 Completed
guideline
6.3 Forward the draft to SPTO for comment 0.007 Completed
6.4 Enirich the document as per the

0.005 Completed
comment given
6.5 Enirich the document for EMC Core sub
0.005 Completed
commite
6.6 Incorporate the feedback given by the
0.005 Completed
sub committee
6.7 Get final endorcement from EMC core
0.129 Completed
sub committee
6.8 Submit the final career guideline for the
0.129 Completed
president approval
7.1 Explore the Bank's career ladder upon
internal and external vacancy Effective execution of TAM
0.005 Completed
announcement, communicate the revised initiative
career ladder to all employees of Bank
internal and external vacancy
0.01 Completed
announcement, communicate the revised
internal and external vacancy
0.01 Completed
announcement, communicate the revised
8.1 Design/develop tools/guidleine use to
collected feedback/track the effectivess of Effective execution of TAM SPM
0.01 Completed
integration of CM with recriutmnet & initiatives
SPM.
collected feedback/track the effectivess of
0.01 Completed
integration of CM with recriutmnet &
SPM.
collected feedback/track the effectivess of
0.05 Completed
integration of CM with recriutmnet &
SPM.
9.1 Identify developmental interventions

targeted to different career ladders/job
families in consultation with the Business All business units/divisions clear
0.329 Not started
Units/divisions (based on the competencies identification of competencies
for each critical skill group) and share to the
L& D Dept for next action.
9.2 Devlop tool and measurment for carrer

progression(set methodology how progress 0.035 Completed
through the carrer path will be measured)
10.1 Organize workshops and create

awareness of the CM program to the
0.020 Completed
executive and senior management team
(Develop Proposal)

awareness of the CSM program to the
executive and senior management team
0.035 Completed
/conduct the awareness by external
consultants better a team from FSFM
(Approved Proposal)

awareness of the CSM program to the
executive and senior management team 0.035 Not started
/conduct the awareness by external
consultants better a team from FSFM/
12.1 Design tools/metrics to monitor follow
0.082 Completed
up the end to end CM process & practice.

0.082 Completed

0.082 Completed
13.1 Set critera for pilot 0.070 Completed
13.2 Conduct pilot of selected career paths 0.047 Not started
14.1 Prepare survey instrument and collect

0.070 Not started
relevant data
14.2 Conduct assessmet report 0.070 Not started
14.3 Develop recommendations for

improvements of weaknesses and 0.070 Not started
challenges
15.1 Update career path design based on
0.140 Not started
findings of pilot programme
16.1 Roll out updated design across career
0.517 Not started
paths in CBE
17.1 Amend policy and procedure as per the
0.105 Not started
new amendment
17.2 Get approval of the policy and
0.070 Not started
procedure
2.4. Revise the initital integration areas/

coordination needs deliberated before to
ensure integration across HR funcations and 0.035 Completed HR Division
Submit the document to TO and VP-HR for
review and approval
3.2. Enhance submitted HRBP Goals and

strategies ( Identify short ,medium and long
term strategic objectives to narrow the gap
and ensure integration with COE funaction
strategies ) and re-submit to TO and VP-HR
for final approval of the strategy document
3.2. Enhance submitted HRBP Goals and

strategies ( Identify short ,medium and long
term strategic objectives to narrow the gap
0.032 Completed
and ensure integration with COE funaction
strategies ) and re-submit to TO and VP-HR
for final approval of the strategy document
3.3. Communicate and Implement 0.070 Completed HR Division
3.3. Communicate and Implement 0.070 Completed
10.1.Assess/evaluate the activites performed

based on evaluaiton criteria (KPIs)
Develop TOR 0.011 Completed

Develop Assessment Proposal 0.011 Completed
Dvelop questionnarie 0.011 Completed
Submit the questionnaire for review and
0.011 Completed
distribute to target group
Data collection and analysis 0.011 Completed
First Draft submitted 0.011 Completed
Submit the final report to TO and VP HO 0.011 Completed
11.1.Make adjustments as needed based on

assessment.
Discuss on the assessment findings 0.009 Completed
Identify the gap area from the findings 0.009 Completed
Review the gaps 0.009 Completed
Decide the area that need change before
0.009 Completed
adjustement is made
Adjustment is made on HR Procedure 0.009 Completed
Adjustment is made on HRBP
0.009 Completed
Roles,Integration areas and JD
HRBP training need is identified based on
0.009 Completed
the findings
11.1 Implement pilot design 0.050 Inprogres TO
11.1 Implement pilot design 0.010 Inprogres

12.1 Assess the pilot phase implementation
0.050 Not started TO
with the KPIs defined
0.050
0.050
0.050
13.1 Update design based on assessment
findings
0.050
0.050
0.050
14.1 Scale up and implement updated plan
for TM units and HRBP office
0.050
0.050
0.050
15.1 Update policies and procedures based
on final design
0.050
0.050
0.050
4.1 Develop training material to conduct
training/workshop for the target groups for 0.100 Completed TO
validation;
4.2 Conduct validation session with
concerned division on the draft dual 0.025 Completed TO
reporting document
reporting document
reporting document
reporting document
reporting document
reporting document
reporting document
reporting document
reporting document
reporting document
5.1 Summarize and analyze comments
0.050 Inprogres TO
collected from the validation session.
5.2 Update the draft document as per the
0.038 Inprogres TO
feedback collected.
5.3 Present the final dicument at SPTO
level.
5.4 Distribute the document to EMC Core
0.038 Not started
Support Sub-committee.
5.5 Implement updated reporting processes
0.038 Not started
for pilot units
6.1 Conduct discussion session to asses
effectiveness of new reporting relationship 0.025 Not started TO
and collect feedback
0.025 Not started
0.025 Not started
0.025 Not started
6.2 Identify list of improvement areas for
further update
0.025 Not started
0.025 Not started
0.025 Not started
7.1 Update reporting design based on
assessment findings;
0.025 Not started
0.025 Not started
0.025 Not started
8.1 Implement updated reporting design

process across other identified units;
0.025
0.025
0.025
8.2 Prepare summary of implementation
report
0.038
0.038
0.038
5.3 Implementation of new workforce
establishment as per the revised 0.014 Completed ERP Unit &HR Division
organizational structure of the Bank
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
0.014 Completed
5.4 Open Issues related to Enhancement of
0.010 Completed ERP Unit &HR Division
HR transactions
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
0.010 Completed
5.5 Develop tool to assess the applicants
0.018 Completed
satifaction survey
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
5.6 Developing new reports related to turn
over, promotion, new hire, vacancy
announcement, rehire, demotion, lateral 0.018 Completed ERP Unit &HR Division
transfer, progress report and internal
mobility rate.
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
0.018 Completed
5.7 Develop mass objective delete on the
performance management moduel
0.070 Completed
5.8 Set notification to all employees
regarding objective tracking the 0.070 Completed ERP Unit &HR Division
performance management system.
0.070 Completed
5.9 Enable mass objective weight on the
performance management system.
0.070 Completed
5.10 Developing new reports related to
individual & bulk enrolment track, training
provided, first & second level training 0.150 Completed ERP Unit &HR Division
evaluation, CBE sponsorship program and
automatic notification related to OLM.
5.10 Individual Participants Enrolment
track, Training Enrolment, Generate
Various Training Reports (OLM Course 0.030 Completed
evaluation and Course enrollement detail
report)
5.10 Automatic Notification, First Level
0.030 Inprogres
Training Evaluation
5.10 Bulk Enrolment 0.015 Inprogres
5.10 Learning Certification Reports 0.015 Completed
5.10 CBE Sponsorship Program 0.015 Completed
5.10 Second Level Training Evaluation 0.015 Completed
5.11 Create integration between L&D with
Talent Acquisition Oracle System
0.038 Not started
Career and Sucession Oracle System
0.038 Completed
PMS Oracle System
0.038 Completed
HR Transaction Oracle System
6.1 Collect the desired results (KPIs) from
each enhancement activities of the 0.035 Not started ERP Unit &HR Division
respective department
0.035 Not started
6.2 Evaluate enhancement activities so far
performed against the requirement of each 0.075 Completed ERP Unit &HR Division
HR Department
0.075 Not started ERP Unit &HR Division
7.1 Identify enhancement made so far and
any additional applications developed in 0.070 Not started ERP Unit &HR Division
house
7.2 Develop operating manual/training
materials to provide trainings to concerned 0.100 Not started ERP Unit &HR Division
HR performers.
7.3 Identify the target goup and make other
preliminary arrangements.
8.1 Render the trainings in collaboration
with the ERP Technical and dedicated 0.075 Not started ERP Unit &HR Division
respective HR department teams
0.075
9.1 Continuous follow up the
implementation of enhancement made under 0.150 Not started ERP Unit &HR Division
respective departments
10. Gather information about the
enhancement made and prepare overall 0.045 Not started ERP Unit &HR Division
report.
10.1 Measure effectiveness of the
enhancement made using the Predetermined 0.045 Not started ERP Unit &HR Division
KPI.
11.1 Proppose improvement areas though

collecting feedbacks from user organs if any
0.025
0.025
0.025
12.1 Liaise with Sub teams to coordinate
the full scale implementation.
0.038
0.038
0.038
13.1 Assess upgrades/enhancements on the 0.065
system. 0.065
0.065

based reward proposal for HR Management 0.010 Completed EMC

final draft performance based reward
0.010 Completed
proposal for EMC Core Support Committee
discussion
final draft performance based reward 0.024 Completed
proposal for EMC discussion
reward execution guideline for HR Labour Union, Transformation
0.003 Completed
Management and STPO HR Work Stream Office, EMC
discussion
1.9 Incorporate feedbacks and comments 0.003 Completed

and submit the draft performance based
reward execution guideline for EMC Core
Support committee discussion 0.003 Completed
0.003 Completed
final performance based reward execution 0.036 Completed
guideline for EMC approval
1.12 Testing is conducted 0.006 Completed ERP Team
ERP, Transformation Office, HRBP

Department and all Divisions

3.3 Ensure all eligible employees sign
0.030 Completed Divisions, HRBP Department
quarterly contractual agreement
0.045 Inprogres
0.045 Not started
0.045 Not started
accordingly
0.015 Not started
accordingly
0.015
accordingly
0.015
accordingly
Learing and
0.006 Completed Development,Transformation Office
& HRBP Departments
0.006 Completed
4.3 Conduct training for line managers 0.006 Completed
0.006 Completed
0.006 Completed
Learing and
4.4 Making accessible the training Material
0.005 Completed Development,Transformation Office
to all supervisors and employees.
& HRBP Departments
0.005 Completed

5.1 Identify communication channels 0.005 Completed
communicated by the President on Talent Acquisition and Management
0.010 Completed
clarifying the role of performance (ERC),Transformation Office

President during 2021/22 budget year
annual meeting and via CBE internal 0.005 Completed
communication plat form like portal,
outlook

President during 2021/22 budget year
annual meeting and via CBE internal 0.005 Completed
communication plat form like portal,
outlook
L&D, Transformation
and HRBP

0.005 Completed
0.005 Completed
0.005 Completed
L&D, Transformation
and HRBP
6.3 Conduct communication and awareness 0.004 Completed

creation
0.004 Completed
0.004 Completed
6.4 Monitor and Follow up and submit Transformation Office, Pilot

0.010 Completed
quarter progress report department and HRBP
7.1 Conduct frequent orientation and

reminder of all stakeholders on the
0.015 Completed *EMC
reward
7.2 communicate all stake holders the
linkage of incentive system with 0.070 Completed
performance
0.015 Completed
7.3 Conduct ongoing appraisal for all
HRBP, Talent acquisition and
eligible employees on quarterly and annual
0.305 Completed managemnt,Transaction
basis by aligning with relevant incentive
Management and ERP
system.
8.1 Assign an employee as a single owner

0.008 Completed
0.008 Completed
0.008 Completed

0.010 Completed L&D, Divisions
0.003 Completed
0.005 Completed
0.005 Completed
differentiation.
0.005 Completed
0.005 Completed
0.005 Completed
9.2 Communicate the Seated treshold 0.001 Completed

execution at the EMC performance review 0.002 Completed EMC and Division

execution at the EMC performance review 0.001 Completed


3.1 Define and design KPI for the coaching &

mentoring programs effectivess including the Structure 0.088 Completed HR Division
On the Job Training(SOJT)program.
0.088 Completed
0.088 Completed
0.088 Completed
3.2 Update Supervisor's/line managers performance
goal and target in aligmnet with pilot Stracture On the 0.315 Not started HR Division
Job Training(SOJT)program.
0.315
3.3 Evaluate the piloted SOJT program effectiveness 0.022 Not started HR Division
0.022
0.022
0.022
0.022
0.022
0.022
0.022
0.022
0.022
0.022
0.022
0.022
9.2 Develop additional coaching and mentoring
supporting material like video guide 0.035 Completed HR Division
0.035 Completed
0.035 Completed
0.035 Completed
9.3 Distribute coaching and mentoring supporting
material for supervisors 0.070 Completed HR Division
10.1 Assess effectiveness of pilot programme and

make necessary updates 0.088 Completed HR Division
0.088
0.088 Completed
0.088 Completed
11.1 Update programme based on assessment findings 0.350 Completed HR Division

12.1 Implement coaching, mentorship, and ongoing
learning plan across the broader organization(March 1 0.040 Completed HR Division
- 15 ,2023)
learning plan across the broader organization (March 0.040 Completed HR Division
16 - 30 ,2023)
learning plan across the broader organization (April 1 0.040 Completed HR Division
- 15 ,2023)
learning plan across the broader organization (April 16 0.040 Completed HR Division
- 30 ,2023)
learning plan across the broader organization (May 1 - 0.040 Completed HR Division
15 ,2023)
learning plan across the broader organization (May16 0.040 Not started HR Division
- 30 ,2023)
learning plan across the broader organization (Junel 1 0.040 Not started HR Division
- 15 ,2023)
learning plan across the broader organization (June 16 0.040 Not started HR Division
- 30 ,2023)
learning plan across the broader organization (July 1 - 0.040 Not started HR Division
15 ,2023)
learning plan across the broader organization (July 16 0.040 Not started HR Division
- 30 ,2023)
learning plan across the broader organization (August 0.040 Not started HR Division
1 - 15 ,2023)
learning plan across the broader organization (August 0.040 Not started HR Division
16 - 30 ,2023)
13.2 Update relevant policies & procedures to reflect
new programmes 0.020 Not started HR Division
0.020 Not started

0.020 Not started
0.020 Not started
3.1 Define and design coaching &
mentoring /targets KPIs as part of
0.015 Completed
supervisors'periodic performance evaluation
criteria
0.015 Completed
criteria
3.2 Update Supervisor's/line managers

performance goal and target and associated
0.015 Completed
KPI's so as to enhance their responsiblities
of coaching and on going learning supports;
3.3 Update of the operationalization

0.015 Completed
document based on the changes made
9.2 Develop additional coaching and

mentoring supporting material like video 0.020 Completed
guide
9.3 Distribute coaching and mentoring
0.030 Completed
supporting material for supervisors
10.1 Assess effectiveness of pilot
0.050 Completed
programme and make necessary updates
11.1 Update programme based on
0.050 Completed
assessment findings
12.1 Implement coaching, mentorship, and

ongoing learning plan across the broader 0.030 Completed
organization(January 1 - 15 ,2023)

organization (January 16 - 30 ,2023)

organization (February 1 - 15 ,2023)


organization (March 1 - 15 ,2023)


organization (April 1 - 15 ,2023)


organization (May 1 - 15 ,2023)

ongoing learning plan across the broader 0.028 Not started

organization (June 1 - 15 ,2023)
13.1 Update relevant policies & procedures

0.155 Completed
to reflect new programmes
0.155 Completed
0.025 Completed
criteria
0.025 Not started
criteria
3.2 Update Supervisor's/line managers
performance goal and target and associated
0.100 Not started
KPI's so as to enhance their responsiblities
of coaching and on going learning supports;
3.3 Update of the operationalization

0.100 Not started
document based on the changes made
9.2 Develop additional coaching and
mentoring supporting material like video 0.050 Completed
guide
9.3 Distribute coaching and mentoring
0.030 Completed
supporting material for supervisors
10.1 Assess effectiveness of pilot
0.050 Completed
programme and make necessary updates
11.1 Update programme based on
0.037 Completed
assessment findings

organization(January 1 - 15 ,2023)

organization (January 16 - 30 ,2023)










0.100 Completed

0.100 Completed
2.2 Decide on the approach how to identifay

0.100 Completed TO
areas those lack group role clarity
3.1 Identify target areas with the least clear

decision-rights and lowest amount of 0.050 Completed TO
ownership
3.1 Identify target areas with the least clear
decision-rights and lowest amount of 0.050 Completed TO
ownership
3.2Get consensus on identified Target

0.050 Completed TO
groups/audiences
3.2Get consensus on identified Target

0.050 Completed TO
groups/audiences
4.1 Design training course materials on
0.100 Completed TO
ownership guidance
4.2 Make other preliminary
0.100 Completed TO
arrangements/Communication/.
4.3 Deliver the training for the identified
managers' target groups;
5.1 Identify the list of employees in pilot
0.100 Completed TO
area
5.2 Devlop criterias/parameter for pilot
0.050 Completed TO
selection
5.2 Develop template for managers to
conduct discussion with theire sub ordinates 0.250 Completed TO
on there job role
5.3 Follow up pilot ownership
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
0.025 TO
implementation
7.1 Conduct a workshop/Zoom training for
senior management to communicate their
0.100 TO
roles on the impementation of ownership
and initiative taking
7.1 Conduct a workshop/Zoom training for
senior management to communicate their
0.100 TO
roles on the impementation of ownership
and initiative taking
7.2 Follow up the implementation and

exercise of ownership guidance across their 0.100 TO
domain (by HRBP Department/Unit)
8.1 Provide the required support when the

0.100 TO
need arsie from pilot group
9.1 Prepare survey instrument and conduct

0.400 TO
assessmet report
10.1Develop recommendations for
improvements of weaknesses and 0.230 TO
challenges
1.6 Get approval on the recommended EMC
0.067 Inprogres Chief of staff
archetype
2.2 Define the types of sub-committees

0.200 Completed Chief of staff
from EMC Members
2.3 Define the number of VPs allocated for

the defined sub-committees.
3.1 Revise the existing EMC governance

charter based on the recommended model;
3.2 Identify and propose list of

enhancement areas on the governance 0.200 Completed Chief of staff
charter based on the recommendation;
3.3 Send the proposal for deliberation and

0.200 Inprogres Chief of staff
approval
4.1 Review the identified enhancment areas

on the meeting cadence of EMC's
4.2 Design a meeting cadence, meeting

calendar, agenda template, and meeting 0.100 Completed Chief of staff
norms to optimally meets its purpose;
4.3 Amend the meeting cadence, meeting
calendar, agenda template, and meeting
norms based on feed back from
stockholders.
4.4 Submit for delibration and get approval

on the proposed EMC's meeting cadence, 0.100 Completed Chief of staff
calander, templates and norms;
5.1 Review the existing decision areas of

BOD, EMC, and EMC-Sub committee
5.2 Define the decision rights for each

0.067 Not started Chief of staff
decision body
5.3 Get approval of the decision right
proposal
6.1 Update the decision rights if there is

additional VPs added
7.1 Collect pertinent inputs and Select the

right KPI measure
7.2 Set the target/ thresholds and endorse
for EMC approval
7.3 Develop/Update the Job Descriptions of
EMC Members
8.1 Develop communication plan to
communicate the new EMC stucture and 0.100 Not started Chief of staff
member's role
8.2 Follow up the implemention of the new
EMC stucture and role
9.1 Collect relevant data 0.100 Not started Chief of staff
preseted KPIs
improvements of weaknesses and 0.100 Not started Chief of staff
challenges
11.1 Update policies and procedures
according to identified design
2.1 Identify the types/sources of major
business decisions(e.g. Financial, structure,
Strategic decisions, Manpower, Operational
decisions)
2.2 Identify top 30 – 40 major business
decisions from the identified sources;
3.1 Identify top 10 major business decisions
from the identified sources;
3.2 Get consensus/validation on identified
decisions
4.1 Define process flow for each decision
steps
4.2 Define assigned roles for each owner

based on RACI model
5.1 Define process flow for each decisions 0.080 Completed Chief of staff
5.2 Define assigned roles for each owner

based on RACI model
6.1 Prepare Training Materials 0.080 Completed Chief of staff
6.2 Identify the target audience and make
other preliminary arrangements.
6.3 Train on the updates or conduct
workshop for group 1
7.1 Train the leadrship group on the updates
(Target group 1)
(Target group 2)
(Target group 3)
8.1 Prepare draft written guidance on how
to role model the new decision making 0.262 Inprogres Chief of staff
processes
8.2 Gather feedback from stakeholders and
finalize the written guidance document
9.1 Implement the identified 10 Pilot

decisions on the mapped process.
10.1 Collect relevant data 0.120 Not started Chief of staff
10.2 Conduct assessmet report 0.160 Not started Chief of staff
improvements of weaknesses and 0.120 Not started Chief of staff
challenges
11.1 Work with EMC to approve post-pilot
programme
12.1 Expand adjusted process to top 30-40
decision-rights
13.1 Identifying additional sets of decision 0.080 Not started Chief of staff
13.2 Define/map process flow for each

decisions
13.3 Assign role/responsblity for each
owner based on RACI model
14.1 Update the policy and procedure as per
the new amendment
14.2 Get approval of the policy and
perocedure
Related to Initiatives
Completion Period
Accomplishm Deliverable Accomplishment
ent From To
Defined meeting cadence

100
of the team
2-Jan-23 31-Jan-23 0.11 1
100 Assessment report 2-Jan-23 31-Jan-23 0.25 1
100 " 1-Feb-23 7-Feb-23 0.06 1
100 8-Feb-23 14-Feb-23 0.06 1

100 15-Feb-23 21-Feb-23 0.06 1
100 22-Feb-23 28-Feb-23 0.06 1
100 " 1-Mar-23 8-Mar-23 0.15 1
60 " 9-Mar-23 31-Mar-23 0.02 0.6
100 22-Mar-23 31-Mar-23 0.04 1

100 23-Mar-23 31-Mar-23 0.04 1
100 1-Apr-23 7-Apr-23 0.04 1
100 8-Apr-23 14-Apr-23 0.04 1

100 15-Apr-23 21-Apr-23 0.04 1
100 22-Apr-23 30-Apr-23 0.04 1
100 Assessment tool 2-Jan-23 8-Jan-23 0.09 1
100 9-Jan-23 15-Jan-23 0.09 1

100 16-Jan-23 22-Jan-23 0.09 1
100 23-Jan-23 31-Jan-23 0.09 1
100 1-Feb-23 7-Feb-23 0.09 1
100 8-Feb-23 14-Feb-23 0.09 1
100 15-Feb-23 21-Feb-23 0.09 1
100 22-Feb-23 28-Feb-23 0.09 1
100 1-Mar-23 7-Mar-23 0.09 1
100 8-Mar-23 14-Mar-23 0.09 1
100 15-Mar-23 22-Mar-23 0.09 1

80 17-Apr-23 22-Apr-23 0.07 0.8
100 Validated roles 16-Mar-23 22-Mar-23 0.07 1

100 23-Mar-23 31-Mar-23 0.07 1
100 1-Mar-23 7-Mar-23 0.07 1
100 8-Mar-23 15-Mar-23 0.07 1

Conducted satisfaction
100
survey
16-Apr-23 22-Apr-23 0.07 1
80 23-Apr-23 30-Apr-23 0.06 0.8
100 1-May-23 7-May-23 0.04 1

8-May-23 14-May-23 - 0
15-May-23 22-May-23 - 0
23-May-23 31-May-23 - 0
Assessment report 1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Get relevant feedback 16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Identified recruitment
drives input
1-Jul-23 7-Jul-23 - 0
8-Jul-23 15-Jul-23 - 0
Implementation follow
report
16-Jul-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Get relevant feedback 16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Final draft proposal

100 presented to HR Jan.10 ,2023 Jan.14 ,2023 0.01 1
Management
Final draft guide

100 presented to HR Jan.25 ,2023 Jan.31,2023 0.01 1
Management
100 Mar.01 ,2023 10-Mar-23 0.05 1
100 May 1, 2023 May, 7 2023 0.05 1
May 8,2023 May,15 2023 - 0
May,16 2023 May,22 2023 - 0
May,23 2023 May,30 2023 - 0

1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
100 Feb 01,2023 Feb 07,2023 0.01 1
100 Feb 08,2023 Feb 14,2023 0.01 1
100 Feb 15,2023 Feb 21,2023 0.01 1
100 Feb 22,2023 Feb 28,2023 0.00 1
100 Mar 01,2023 Mar 07,2023 0.00 1
100 Mar 08,2023 Mar 10,2023 0.00 1
100 Mar 11,2023 Mar 13,2023 0.00 1
100 Mar 14,2023 Mar 16, 2023 0.00 1
100 Mar 17,2023 Mar21,2023 0.00 1
100 Mar 22,2023 Mar 26,2023 0.00 1
100 January 20,2023 January 22,2023 0.01 1
100 January 23,2023 January25,2023 0.01 1

100 Training plan Jan.03,2023 Jan.11,2023 0.01 1
100 1st Round training done Feb 01,2023 Feb 03,2023 0.01 1
100 2nd Round training done Feb 15,2023 Feb 17,2023 0.01 1
100 3rd Round training done Feb 21,2023 Feb 25,2023 0.02 1
100 4th Round training done Feb 26,2023 Feb 28,2023 0.02 1
Awarness creation 1st
100
round
Feb 01,2023 Feb 03,2023 0.01 1
Awarness creation 2nd
100
round
Feb 04,2023 Feb 06,2023 0.01 1
Awarness creation 3rd
100
round
Feb 07,2023 Feb 09,2023 0.01 1
Awarness creation 4th
100
round
Feb 10,2023 Feb 13,2023 0.00 1
100 Quarter progress report Feb 14,2023 Feb 20,2023 0.01 1
100 Orientation conducted Feb 21,2023 Feb 28,2023 0.01 1
100 Mar 01,2023 Mar 07,2023 0.01 1

100 Mar 08,2023 Mar 14,2023 0.01 1
100 Mar 16,2023 Mar 21,2023 0.01 1
100 Mar 22,2023 Mar 28,2023 0.01 1
100 Mar 29,2023 April 5,2023 0.01 1
100 April 6,2023 April 13,2023 0.01 1
100 April 14,2023 April 20,2023 0.01 1
Communication
100 conducted& awerness April 21,2023 April 30,2023 0.09 1
created
Selected champion
100
employees
April 1,2023 April 7,2023 0.01 1
100 April 8,2023 April 15,2023 0.01 1
100 April 16,2023 April 22,2023 0.01 1

100 April 23,2023 April 30,2023 0.01 1
100 Workshop conducted April 24,2023 April 30,2023 0.02 1
100 May 1,2023 May 6,2023 0.02 1

May 7,2023 May 13,2023 - 0
May 14,2023 May 13,2023 - 0
All the single owners are
100
communicated
April 1,2023 April 7,2023 0.02 1
100 April 8,2023 April 14,2023 0.02 1

100 April 15,2023 April 21,2023 0.02 1
100 April 22,2023 April 30,2023 0.02 1
Communication channel
100
identified
Jan 22,2023 Jan 25,2023 0.01 1
Communication material
100
prepared
Jan 25,2023 Jan 30,2023 0.01 1
100 Communicated treshold Feb. 1 ,2023 Feb. 7 ,2023 0.01 1
100 Communicated treshold Feb. 8 ,2023 Feb 14 ,2023 0.01 1
Developed evaluation and
monitoring Parameter & 12-Jun-23 18-Jun-23 - 0
Template
Template
Collected data and
assesment for monotoring 26-Jun-23 2-Jul-23 - 0
and evalauation
Evaluation and
Monitoring report
3-Jul-23 9-Jul-23 - 0
Level-III Training
Evaluation Oracle
100
Requirement-Categories/t
1-Mar-23 7-Mar-23 0.02 1
ypes get identified
Level-III Training
100 Evaluation Oracle 7-Mar-23 15-Mar-23 0.02 1
Requirements-1'st draft
Level-III Training
Requirements-2'nd draft
Level-III Training
Requirements-final
Pilot Implementation and

Evaluation Report -Pillot
100 During May 2023; 1-May-23 7-May-23 0.02 1
Evaltion Report -During
June 2023
pilot 8-May-23 15-May-23 - 0
pilot 16-May-23 21-May-23 - 0
pilot 22-May-23 31-May-23 - 0
Application of Level-III
Evaluation &Reports
1-Jun-23 7-Jun-23 - 0
Evaluation &Reports
8-Jun-23 15-Jun-23 - 0
Evaluation &Reports
16-Jun-23 22-Jun-23 - 0
Evaluation &Reports
23-Jun-23 30-Jun-23 - 0
Workshop get conducted 1-Jun-23 7-Jun-23 - 0
Established team to work

0
with vendor
1-May-23 7-May-23 - 0
8-May-23 15-May-23 - 0
16-May-23 21-May-23 - 0
22-May-23 28-May-23 - 0
1'st draft inception

report(Joint team)
June.01, 2023 7-Jun-23 - 0
Final inception
report(Joint team)
8-Jun-23 15-Jun-23 - 0
Findings incorporated in
the requirement-1'st draft
June.16, 2023 June.22, 2023 - 0
Findings incorporated in
the requirement-Final
23-Jun-23 June31, 2023 - 0
All the required data get

identified
1-Jul-23 7-Jul-23 - 0
All the required data at

hand(as per detail work 8-Jul-23 15-Jul-23 - 0
action plan)
action plan)
action plan)
Draft Report 1-Aug-23 7-Aug-23 - 0
8-Aug-23 15-Aug-23 - 0
Impact assessment report-

1'st final
16-Aug-23 22-Aug-23 - 0
Impact assessment report-

final of final
23-Aug-23 31-Aug-23 - 0
Workshop get conducted Sep.1, 2023 Sep.7, 2023 - 0
Workshop get conducted Sep.8, 2023 Sep.15, 2023 - 0
Action plan will be drawn

for the improvement of 16-Sep-23 Sep.22,2023 - 0
L&D Strategy and goal
Action plan get endorsed Sep.23,2023 Sep.30,2023 - 0
Metrics and KPIs get

identified -1'st draft
Oct 01,2023 Oct 7,2023 - 0
Metrics and KPIs get

identified -final
Oct 8,2023 Oct 15,2023 - 0
Trainings conducted to
targeted
groups/employess who Oct 01,2023 Oct 7,2023 - 0
have major stake on
impact assessmnet task
Trainings conducted to
targeted
groups/employess who Oct 8,2023 Oct 15,2023 - 0
have major stake on
impact assessmnet task
Improvemnet areas get

identified & action plan Oct 01,2023 Oct 7,2023 - 0
developed-1'st draft
Improvemnet areas get

identified & action plan Oct 8,2023 Oct 15,2023 - 0
developed-final
Assessment reports Oct 16,2023 Oct 22,2023 - 0
Assessment reports Oct 23,2023 Oct 30,2023 - 0

Adjustmnets/
Improvemnets get done
Oct 16,2023 Oct 22,2023 - 0
Adjustmnets/
Improvemnets get done
Oct 23,2023 Oct 30,2023 - 0
Scale up the leasons

learned via making it part
of the procedure( identify Oct 16,2023 Oct 22,2023 - 0
change areas in the
procedure)
Amend procedure Oct 23,2023 Oct 30,2023 - 0
95 Deployment conducted 1-Jan-23 31-Jan-23 0.52 0.95
Status report and Timely

100
execution of placement
31-Jan-23 7-Feb-23 0.08 1
100 8-Feb-23 15-Feb-23 0.08 1
Developed data collection

100
instrument
1-Jan-23 30-Jan-23 0.10 1
Fruitful Discussion as
100
planed
1-Feb-23 10-Feb-23 0.01 1
100 11-Feb-23 15-Feb-23 0.01 1

100 16-Feb-23 22-Feb-23 0.01 1
100 22-Feb-23 28-Feb-23 0.01 1
100 1-Mar-23 7-Mar-23 0.01 1
100 8-Mar-23 15-Mar-23 0.01 1
100 16-Mar-23 22-Mar-23 0.01 1
100 23-Mar-23 31-Mar-23 0.01 1
Organizational structure
100
amended accordingly
1-Feb-23 10-Feb-23 0.01 1
100 11-Feb-23 15-Feb-23 0.01 1

100 16-Feb-23 22-Feb-23 0.01 1
100 22-Feb-23 28-Feb-23 0.01 1
100 1-Mar-23 7-Mar-23 0.00 1
100 8-Mar-23 15-Mar-23 0.01 1
100 16-Mar-23 22-Mar-23 0.01 1
100 23-Mar-23 31-Mar-23 0.02 1
Tracking as per the
100
expected tracking period
Jan.15,2023 31-Mar-23 0.02 1
Feedback and coaching

100
done
Jan.15,2023 15-Apr-23 0.00 1
25% Appraisal done 15-May-23 19-May-23 - 0
25% Appraisal done May.20,2023 May24,2023 - 0
25% Appraisal done May.25,2023 May.30,2023 - 0
25% Appraisal done Jun.01 ,2023 5-Jun-23 - 0
100 Assessment done 15-Apr-23 22-Apr-23 0.06 1
100 23-Apr-23 30-Apr-23 0.13 1
100 1-Jan-23 15-Jan-23 0.03 1
100 16-Jan-23 30-Jan-23 0.03 1
100 1-Feb-23 15-Feb-23 0.03 1
100 16-Feb-23 28-Feb-23 0.03 1
100 1-Mar-23 15-Mar-23 0.03 1
100 16-Mar-23 30-Mar-23 0.03 1
100 1-Apr-23 15-Apr-23 0.03 1
100 16-Apr-23 30-Apr-23 0.03 1
100 1-May-23 15-May-23 0.03 1
16-May-23 31-May-23 - 0
1-Jun-23 16-Jun-23 - 0
17-Jun-23 30-Jun-23 - 0
1-Jul-23 15-Jul-23 - 0
16-Jul-23 31-Jul-23 - 0
1-Aug-23 16-Aug-23 - 0
17-Aug-23 31-Aug-23 - 0
1-Sep-23 15-Sep-23 - 0
16-Sep-23 30-Sep-23 - 0
1-Oct-23 15-Oct-23 - 0
16-Oct-23 31-Oct-23 - 0
1-Nov-23 15-Nov-23 - 0
16-Nov-23 30-Nov-23 - 0
1-Dec-23 16-Dec-23 - 0
17-Dec-23 31-Dec-23 - 0
100 1-Jan-23 15-Jan-23 0.13 1
100 1-Jan-23 15-Jan-23 0.13 1
100 1-Jan-23 15-Jan-23 0.13 1
Level III training evaluation

100 analysis report 1-Mar-23 31-Mar-23 0.03 1

100
analysis report 1-Apr-23 30-Apr-23 0.03 1
100
analysis report 1-May-23 31-May-23 0.03 1

analysis report 1-Jun-23 30-Jun-23 - 0
Learning system KPI Identified 1-Jul-23 31-Jul-23 - 0

Assessment conducted 1-Aug-23 31-Aug-23 - 0
Materials./procedure
updtaed
1-Sep-23 15-Sep-23 - 0

100
presented to EMC
Jan.10 ,2023 Jan.14 ,2023 0.02 1

100
presented to EMC
Feb.15 ,2023 Feb19 ,2023 0.01 1

100
presented to EMC
Feb.20 ,2023 Feb23 ,2023 0.04 1
100 Jan.25 ,2023 Jan.31,2023 0.04 1
100 Feb.01 ,2023 Feb 7 ,2023 0.12 1
Approved performance
100
based reward proposal
Feb.01 ,2023 Feb 7 ,2023 0.00 1
100 Feb 8 ,2023 Feb19 ,2023 0.02 1
Approved performance
100
based reward guideline
Feb.20 ,2023 Feb28 ,2023 0.09 1
100 Testing done Jan.19 ,2023 Jan.20 ,2023 0.01 1

100 Testing done Jan.23,2023 Jan.23 ,2023 0.02 1
Implemented Pilot
incentive system
Jul 1,2023 Jul,7 2023 - 0
Implemented Pilot
incentive system
Jul 8,2023 Jul,15 2023 - 0
Enhancements identified Jul,16 2023 Jul,22 2023 - 0
Adjustments made Jul,23 2023 Jul,30 2023 - 0

1ST ROUND Training
100
conducted
Feb 01,2023 Feb 07,2023 0.01 1
2nd ROUND Training

100
conducted
Feb 08,2023 Feb 14,2023 0.01 1
3rd ROUND Training

100
conducted
Feb 15,2023 Feb 21,2023 0.01 1
4th ROUND Training

100
conducted
Feb 22,2023 Feb 28,2023 0.01 1
5th ROUND Training

100
conducted
Mar 01,2023 Mar 07,2023 0.01 1
100
identified
Apr. 01,2023 Apr. 05,2023 0.07 1
100 Reinforcement message Apr. 06,2023 Apr. 10,2023 0.14 1
Reinforcement message
100
Prepared
Apr. 11,2023 Apr. 20,2023 0.07 1
100
disseminated
Apr. 21,2023 Apr. 30,2023 0.07 1
1st round Coching
100
training conducted
Feb 01,2023 Feb 03,2023 0.01 1
2nd round Coching

100
training conducted
Feb 15,2023 Feb 17,2023 0.01 1
3rd round Coching
100
training conducted
Feb 21,2023 Feb 25,2023 0.04 1
4th round Coching
100
training conducted
Feb 26,2023 Feb 28,2023 0.04 1
25% Awarness creation

100
created
Feb 01,2023 Feb 03,2023 0.01 1

100
created
Feb 04,2023 Feb 06,2023 0.01 1
100
created
Feb 07,2023 Feb 09,2023 0.01 1
100
created
Feb 10,2023 Feb 13,2023 0.01 1
100 Quarter progress report Feb 14,2023 Feb 20,2023 0.01 1
100 Orientation conducted Feb. 21,2023 Feb 28,2023 0.01 1
100 Mar 01,2023 Mar 14,2023 0.01 1

100 Mar 15,2023 Mar 21,2023 0.01 1
100 Mar 22,2023 Mar 30,2023 0.01 1
100 Apr. 01,2023 Apr. 07,2023 0.01 1
100 Apr. 08,2023 Apr. 15,2023 0.01 1
100 Apr. 16,2023 Apr. 22,2023 0.01 1
100 Apr. 23,2023 Apr. 30,2023 0.01 1
100 Communication plan April 21,2023 April 30,2023 0.26 1
Reward based
performance system Jul. 01 ,2023 Jul. 7 ,2023 - 0
implemented
Jul. 08 ,2023 Jul. 15 ,2023 - 0

Jul. 16 ,2023 Jul. 22 ,2023 - 0
Jul. 23 ,2023 Jul. 30 ,2023 - 0
Aug. 01 ,2023 Aug. 7 ,2023 - 0
Aug. 08 ,2023 Aug. 15 ,2023 - 0
Aug. 16 ,2023 Aug. 22 ,2023 - 0
Aug. 23 ,2023 Aug. 30 ,2023 - 0
Sep. 01 ,2023 Sep. 7 ,2023 - 0
Sep. 08 ,2023 Sep. 15 ,2023 - 0
Sep. 16 ,2023 Sep. 22 ,2023 - 0
Sep. 23 ,2023 Sep. 31 ,2023 - 0
Oct. 01 ,2023 Oct. 7 ,2023 - 0
Oct.. 08 ,2023 Oct.. 15 ,2023 - 0
Oct.. 16 ,2023 Oct.. 22 ,2023 - 0
Oct.. 23 ,2023 Oct.. 31 ,2023 - 0
Selected champion
100
employees
April 1,2023 April 7,2023 0.03 1
100 April 8,2023 April 15,2023 0.03 1

100 April 16,2023 April 22,2023 0.03 1
100 April 23,2023 April 30,2023 0.03 1
100 Workshop conducted April 24,2023 April 30,2023 0.03 1
100 May 1,2023 May 6,2023 0.03 1

May 7,2023 May 13,2023 - 0
May 14,2023 May 13,2023 - 0

100
communicated
April 1,2023 April 7,2023 0.04 1
100 April 8,2023 April 15,2023 0.04 1

100 April 16,2023 April 22,2023 0.04 1
100 April 23,2023 April 30,2023 0.03 1
100
identified
Jan 22,2023 Jan 25,2023 0.01 1
100
prepared
Jan 25,2023 Jan 30,2023 0.01 1

monitoring Parameter & 29-May-23 4-Jun-23 - 0
Template
5-Jun-23 11-Jun-23 - 0
12-Jun-23 18-Jun-23 - 0
Template
Collected data and
and evalauation
Evaluation and
Monitoring report
3-Jul-23 9-Jul-23 - 0
- 0
100
Amended performance potential matrix guide 1-Jan-23 31-Jan-23 0.14 1
Potential based eligbity

100
criteria maintained
1-Feb-23 7-Feb-23 0.00 1
100 8-Feb-23 15-Feb-23 0.00 1

100 16-Feb-23 21-Feb-23 0.00 1
100 22-Feb-23 28-Feb-23 0.00 1

100
criteria maintained
1-Mar-23 7-Mar-23 0.00 1
100 8-Mar-23 15-Mar-23 0.00 1

100 16-Mar-23 22-Mar-23 0.00 1
100 23-Mar-23 31-Mar-23 0.00 1

100
criteria maintained
1-Apr-23 7-Apr-23 0.00 1
100 8-Apr-23 15-Apr-23 0.00 1

100 16-Apr-23 22-Apr-23 0.00 1
100 23-Apr-23 30-Apr-23 0.00 1

100
criteria maintained
1-May-23 7-May-23 0.00 1
8-May-23 15-May-23 - 0
16-May-23 22-May-23 - 0
23-May-23 31-May-23 - 0

criteria maintained
1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
100 Identified Gap 1-Jan-23 28-Feb-23 0.07 1

Proposed developmental
100
intervention
1-May-23 7-May-23 0.01 1
- 0
- 0
- 0
- 0
- 0
- 0
- 0
- 0
100 Defined intervention 1-Jan-23 31-Jan-23 0.12 1
100 Defined intervention 1-Feb-23 7-Feb-23 0.03 1

100 8-Feb-23 15-Feb-23 0.03 1
100 16-Feb-23 21-Feb-23 0.03 1
100 22-Feb-23 28-Feb-23 0.03 1
100 Defined intervention 1-Mar-23 7-Mar-23 0.03 1
100 8-Mar-23 15-Mar-23 0.03 1
100 16-Mar-23 22-Mar-23 0.03 1
100 23-Mar-23 30-Mar-23 0.03 1
100 Defined intervention 1-Apr-23 7-Apr-23 0.03 1
100 8-Apr-23 15-Apr-23 0.03 1
100 16-Apr-23 22-Apr-23 0.03 1
100 23-Apr-23 30-Apr-23 0.03 1
100 Defined intervention 1-May-23 7-May-23 0.03 1
8-May-23 15-May-23 - 0
16-May-23 21-May-23 - 0
22-May-23 31-May-23 - 0
Defined intervention 1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 21-Jun-23 - 0
22-Jun-23 30-Jun-23 - 0
Defined intervention 1-Jul-23 7-Jul-23 - 0
8-Jul-23 15-Jul-23 - 0
16-Jul-23 21-Jul-23 - 0
22-Jul-23 30-Jul-23 - 0
Defined intervention 1-Aug-23 7-Aug-23 - 0
8-Aug-23 15-Aug-23 - 0
16-Aug-23 21-Aug-23 - 0
22-Aug-23 30-Aug-23 - 0
Defined intervention 1-Sep-23 7-Sep-23 - 0
8-Sep-23 15-Sep-23 - 0
16-Sep-23 22-Sep-23 - 0
23-Sep-23 30-Sep-23 - 0
Defined intervention 1-Oct-23 7-Oct-23 - 0
8-Oct-23 15-Oct-23 - 0
16-Oct-23 22-Oct-23 - 0
23-Oct-23 31-Oct-23 - 0
Defined intervention 1-Nov-23 7-Nov-23 - 0
8-Nov-23 15-Nov-23 - 0
16-Nov-23 22-Nov-23 - 0
23-Nov-23 30-Nov-23 - 0
Defined intervention 1-Dec-23 7-Dec-23 - 0
8-Dec-23 15-Dec-23 - 0
16-Dec-23 22-Dec-23 - 0
23-Dec-23 31-Dec-23 - 0
Profile of candidates
against the requirement of
100
next higher position they
1-Jan-23 30-Jan-23 0.70 1
assume
Evaluated succession
100
planning program,
1-Jan-23 31-Jan-23 0.03 1
100
planning program,
1-Feb-23 7-Feb-23 0.03 1
100 8-Feb-23 15-Feb-23 0.01 1
100 16-Feb-23 22-Feb-23 0.01 1
100 23-Feb-23 28-Feb-23 0.01 1
100
planning program,
1-Mar-23 31-Mar-23 0.03 1
100
planning program,
1-Apr-23 30-Apr-23 0.03 1
planning program,
7-May-23 31-May-23 - 0
planning program,
1-Jun-23 30-Jun-23 - 0
planning program,
1-Jul-23 31-Jul-23 - 0
planning program,
1-Aug-23 31-Aug-23 - 0
planning program,
1-Sep-23 30-Sep-23 - 0
planning program,
1-Oct-23 31-Oct-23 - 0
planning program,
1-Nov-23 30-Nov-23 - 0
planning program,
1-Dec-23 31-Dec-23 - 0
100 Collect data 1-Mar-23 10-Mar-23 0.12 1
100 Organized data 11-Mar-23 16-Mar-23 0.12 1
100 Vet data 17-Mar-23 23-Mar-23 0.12 1
100 1st draft assesment report 24-Mar-23 28-Mar-23 0.12 1
2nd draft aasesment
100
report
29-Mar-23 4-Apr-23 0.12 1
100 Final report 29-Mar-23 4-Apr-23 0.07 1

planned activity for
100
update
5-Apr-23 10-Apr-23 0.09 1
100 list of items to be updated 11-Apr-23 16-Apr-23 0.09 1
100 Updated program 17-Apr-23 23-Apr-23 0.14 1
100 Updated program 24-Apr-23 30-Apr-23 0.12 1

Revised procedure and
100
guide
1-May-23 10-May-23 0.18 1
Approved procedure and
guide
11-May-23 16-May-23 - 0
Career progression
100 framework get 15-Jan-23 20-Jan-23 0.01 1
updated/developed
Tools/guideline get
100
developed 25%
15-Jan-23 20-Jan-23 0.01 1
Tools/guideline get
100
developed 25%
15-Jan-23 20-Jan-23 0.01 1
100 1-Mar-23 7-Mar-23 0.01 1
100 1-Mar-23 7-Mar-23 0.01 1
100 8-Mar-23 13-Mar-23 0.01 1
100 14-Mar-23 18-Mar-23 0.01 1
100 19-Mar-23 25-Mar-23 0.01 1
100 1-Apr-23 15-Apr-23 0.13 1
100 16-Apr-23 30-Apr-23 0.13 1

Alignment of job families
100
to recruitment
1-Jan-23 7-Jan-23 0.01 1
100 Prepared portal message 8-Jan-23 11-Jan-23 0.01 1
Communicated (the
100 revised career ladder to 11-Jan-23 15-Jan-23 0.01 1
all employees of Bank)
Tool/guidleine scope
100
identification
16-Jan-23 19-Jan-23 0.01 1
1st draft Tool/guidleine

100
get developed .
20-Jan-23 24-Jan-23 0.01 1
Final Tool/guidleine get

100
developed .
25-Jan-23 27-Jan-23 0.05 1
Developmental
interventions get 1-Jun-23 15-Jun-23 - 0
identified
parameters and mesures

identified for career
100
progress of individual
1-Feb-23 7-Feb-23 0.04 1
employees
100 Draft Proposal 8-Feb-23 13-Feb-23 0.02 1
100 Approved Proposal 14-Apr-23 19-Apr-23 0.04 1
Workshop conducted 15-May-23 30-May-23 - 0

Defined list of potential
100
metrics
28-Feb-23 7-Mar-23 0.08 1
100 seated critera for selection 8-Mar-23 13-Mar-23 0.08 1
Selected best tool or

100
metrics for CBE context
14-Mar-23 17-Mar-23 0.08 1
Pilot selection criteria get

100
identified
1-May-23 7-May-23 0.07 1
Implementation plan
drawn
12-Jun-23 17-Jun-23 - 0
Brief target group 19-Jun-23 24-Jun-23 - 0

Conducted pilote carrer
path
26-Jun-23 30-Jun-23 - 0
Relevant data gathered 23-May-23 30-May-23 - 0
Assessment report 1-Jun-23 6-Jun-23 - 0
Recommendation and
improvements
7-Jun-23 9-Jun-23 - 0
Updated career path

based on findings
10-Jun-23 15-Jun-23 - 0
Escalated career path
across across CBE
16-Jun-23 22-Jun-23 - 0
Ammended policy and
procedure
23-Jun-23 30-Jun-23 - 0
Approved policy and
procedure
1-Jul-23 8-Jul-23 - 0
The initial document

100 submitted
15-Jan-23 31-Jan-23 0.04 1
Approved strategic
100 objective document
1-Feb-23 7-Feb-23 0.03 1
100 8-Feb-23 15-Feb-23 0.03 1

Strategic objective
100 implementation started
16-Feb-23 21-Feb-23 0.07 1
100 22-Feb-23 28-Feb-23 0.07 1
Assessment/evaluation
100 outcome get 1-Mar-23 7-Mar-23 0.01 1
identified/known
100 8-Mar-23 15-Mar-23 0.01 1
100 16-Mar-23 22-Mar-23 0.01 1
100 23-Mar-23 30-Mar-23 0.01 1
100 1-Apr-23 7-Apr-23 0.01 1
100 8-Apr-23 15-Apr-23 0.01 1
100 16-Apr-23 22-Apr-23 0.01 1
100 23-Apr-23 30-Apr-23 0.01 1
Adjustmnets/
100 amendements get done
1-Mar-23 7-Mar-23 0.01 1
100 8-Mar-23 15-Mar-23 0.01 1
100 16-Mar-23 22-Mar-23 0.01 1
100 23-Mar-23 30-Mar-23 0.01 1
100 1-Apr-23 7-Apr-23 0.01 1
100 8-Apr-23 15-Apr-23 0.01 1
100 16-Apr-23 22-Apr-23 0.01 1
100 23-Apr-23 30-Apr-23 0.01 1
Implementation of Pilot
65
design;
1-Feb-23 7-Feb-23 0.03 0.65
60 8-Feb-23 15-Feb-23 0.01 0.6

50 16-Feb-23 21-Feb-23 0.01 0.5
50 22-Feb-23 28-Feb-23 0.07 0.5
Assessment report 1-May-23 7-May-23 - 0

8-May-23 15-May-23 - 0
16-May-23 21-May-23 - 0
22-May-23 31-May-23 - 0
Updated design 1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Design implemented 1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Updated HR Policy and
procedure
1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Developed Training
100
materials
1-Jan-23 15-Jan-23 0.10 1
100 16-Jan-23 21-Jan-23 0.03 1
100 22-Jan-23 29-Jan-23 0.03 1
100 30-Jan-23 5-Feb-23 0.03 1
100 6-Feb-23 12-Feb-23 0.03 1
100 13-Feb-23 19-Feb-23 0.03 1
100 20-Feb-23 26-Feb-23 0.03 1
100 27-Feb-23 5-Mar-23 0.03 1
100 6-Mar-23 13-Mar-23 0.03 1
100 14-Mar-23 21-Mar-23 0.03 1
100 22-Mar-23 31-Mar-23 0.03 1
Implementation status
95
report
1-Apr-23 7-Apr-23 0.05 0.95
85 8-Apr-23 15-Apr-23 0.03 0.85
0 16-Apr-23 22-Apr-23 - 0
1-May-23 7-May-23 - 0
- 0

22-May-23 31-May-23 - 0
22-May-23 31-May-23 - 0
Identified list of
improvement areas
8-May-23 15-May-23 - 0
8-May-23 15-May-23 - 0
16-May-23 21-May-23 - 0
22-May-23 31-May-23 - 0
Updated reporting
structure
1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Implement the reporting
design on the remaining 1-Jun-23 7-Jun-23 - 0
units;
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Summary implementation
report
1-Jun-23 7-Jun-23 - 0
8-Jun-23 15-Jun-23 - 0
16-Jun-23 22-Jun-23 - 0
23-Jun-23 30-Jun-23 - 0
Well captured HR data
100
based on new structure
13-Jan-23 19-Jan-23 0.01 1
100 20-Jan-23 26-Jan-23 0.01 1

100 27-Jan-23 3-Feb-23 0.01 1
100 4-Feb-23 10-Feb-23 0.01 1
100 11-Feb-23 17-Feb-23 0.01 1
100 18-Feb-23 24-Feb-23 0.01 1
100 25-Feb-23 3-Mar-23 0.01 1
100 4-Mar-23 10-Mar-23 0.01 1
100 11-Mar-23 17-Mar-23 0.01 1
100 18-Mar-23 24-Mar-23 0.01 1
100 25-Mar-23 31-Mar-23 0.01 1
Well captured HR data
100
based on new structure
13-Jan-23 19-Jan-23 0.01 1
100 20-Jan-23 26-Jan-23 0.01 1
100 27-Jan-23 3-Feb-23 0.01 1
100 4-Feb-23 10-Feb-23 0.01 1
100 11-Feb-23 17-Feb-23 0.01 1
100 18-Feb-23 24-Feb-23 0.01 1
100 25-Feb-23 3-Mar-23 0.01 1
100 4-Mar-23 10-Mar-23 0.01 1
100 11-Mar-23 17-Mar-23 0.01 1
100 18-Mar-23 24-Mar-23 0.01 1
100 25-Mar-23 31-Mar-23 0.01 1
100 13-Jan-23 19-Jan-23 0.02 1
100 20-Jan-23 26-Jan-23 0.02 1
100 27-Jan-23 3-Feb-23 0.02 1
100 4-Feb-23 10-Feb-23 0.02 1
100 11-Feb-23 17-Feb-23 0.02 1
100 18-Feb-23 24-Feb-23 0.02 1
100 25-Feb-23 3-Mar-23 0.02 1
100 4-Mar-23 10-Mar-23 0.02 1
100 11-Mar-23 17-Mar-23 0.02 1
100 18-Mar-23 24-Mar-23 0.02 1
100 25-Mar-23 31-Mar-23 0.02 1
100 13-Jan-23 19-Jan-23 0.02 1
100 20-Jan-23 26-Jan-23 0.02 1

100 27-Jan-23 3-Feb-23 0.02 1
100 4-Feb-23 10-Feb-23 0.02 1
100 11-Feb-23 17-Feb-23 0.02 1
100 18-Feb-23 24-Feb-23 0.02 1
100 25-Feb-23 3-Mar-23 0.02 1
100 4-Mar-23 10-Mar-23 0.02 1
100 11-Mar-23 17-Mar-23 0.02 1
100 18-Mar-23 24-Mar-23 0.02 1
100 25-Mar-23 31-Mar-23 0.02 1
100 13-Feb-23 19-Feb-23 0.07 1
100 20-Feb-23 25-Feb-23 0.07 1
100 27-Feb-23 3-Mar-23 0.07 1
100 4-Mar-23 11-Mar-23 0.07 1

100 13-Mar-23 19-Mar-23 0.07 1
100 20-Mar-23 26-Mar-23 0.07 1
100 27-Mar-23 3-Apr-23 0.15 1

100 4-Apr-23 10-Apr-23 0.03 1
100 11-Apr-23 17-Apr-23 0.03 1

70 24-Apr-23 30-Apr-23 0.01 0.7
100 1-May-23 15-May-23 0.02 1
100 16-May-23 30-May-23 0.02 1
100 1-Jun-23 15-Jun-23 0.02 1
100 27-Mar-23 3-Apr-23 0.04 1
100 27-Mar-23 3-Apr-23 0.04 1
100 4-Apr-23 8-Apr-23 0.04 1
100 4-Apr-23 8-Apr-23 0.04 1
0 9-Apr-23 15-Apr-23 - 0
0 16-Apr-23 25-Apr-23 - 0
100 26-Apr-23 2-May-23 0.08 1
3-May-23 10-May-23 - 0
11-May-23 20-May-23 - 0
21-May-23 31-May-23 - 0
1-Jun-23 8-Jun-23 - 0
9-Jun-23 16-Jun-23 - 0
17-Jun-23 25-Jun-23 - 0
26-Jun-23 31-Jul-23 - 0
26-Jun-23 31-Jul-23 - 0
26-Jun-23 31-Jul-23 - 0
1-Aug-23 7-Aug-23 - 0
8-Aug-23 14-Aug-23 - 0
15-Aug-23 22-Aug-23 - 0
23-Aug-23 31-Aug-23 - 0
1-Aug-23 7-Aug-23 - 0
8-Aug-23 14-Aug-23 - 0
15-Aug-23 22-Aug-23 - 0
23-Aug-23 31-Aug-23 - 0
1-Sep-23 7-Dec-23 - 0
8-Dec-23 14-Dec-23 - 0
15-Dec-23 22-Dec-23 - 0
23-Dec-23 31-Dec-23 - 0
- 0

100
presented to EMC
Jan.10 ,2023 Jan.14 ,2023 0.01 1

100
presented to EMC
Feb.15 ,2023 Feb19 ,2023 0.01 1

100
presented to EMC
Feb.20 ,2023 Feb23 ,2023 0.02 1
Draft performance based

100
reward guideline
Jan.25 ,2023 Jan.31,2023 0.00 1
Draft performance based

100
reward guideline
Feb.01 ,2023 Feb 7 ,2023 0.00 1
100 Feb.08 ,2023 Feb 7 ,2023 0.00 1

100 Feb 9 ,2023 Feb14 ,2023 0.00 1
Performance based
100
reward guideline
Feb.20 ,2023 Feb28 ,2023 0.04 1
100 Testing done Jan.11 ,2023 Jan.18, 2023 0.01 1
100 Testing done Jan.23,2023 Jan.23 ,2023 0.01 1

Quarter performance plan
100
signed
May 1,2023 May,7 2023 0.03 1
Implemented Pilot
100
incentive system
May 1,2023 May,7 2023 0.05 1
Implemented Pilot
incentive system
May 8,2023 May,15 2023 - 0
Enhancements identified May,16 2023 May,22 2023 - 0
Adjustments made May,23 2023 May,29 2023 - 0
May,30 2023 Jun,7 2023 - 0
Jun,8 2023 Jun,15 2023 - 0
1ST ROUND Training

100
conducted
Feb 08,2023 Feb 14,2023 0.01 1
2nd ROUND Training

100
conducted
Feb 15,2023 Feb 21,2023 0.01 1
3rd ROUND Training

100
conducted
Feb 22,2023 Feb 28,2023 0.01 1
4th ROUND Training

100
conducted
Mar 01,2023 Mar 07,2023 0.01 1
5th ROUND Training

100
conducted
Mar 08,2023 Mar 15,2023 0.01 1
training material
100
distributed
January 15,2023 January 22,2023 0.01 1
100 January 23,2023 January 30,2023 0.01 1
communication channel
100
identified
January 15,2023 January 21,2023 0.01 1
100 Reinforcement message January 18,2023 January 21,2023 0.01 1
100
Prepared
January 22,2023 January24,2023 0.01 1
100
disseminated
January 25,2023 January 29,2023 0.01 1
1st round Coching

100
training conducted
January 01,2023 January 7,2023 0.01 1
2nd round Coching

100
training conducted
January 18,2023 January 21,2023 0.01 1
3rd round Coching
100
training conducted
January 22,2023 January24,2023 0.01 1
4th round Coching
100
training conducted
January 25,2023 January29,2023 0.01 1

100
created
January 01,2023 January 7,2023 0.00 1

100
created
January 8,2023 January 14,2023 0.00 1
100
created
January 15,2023 January 21,2023 0.00 1
100
created
January 22,2023 January 31,2023 0.00 1
100 Quarter progress report February 01,2023 February 03,2023 0.01 1
100 Orientation conducted February 01,2023 February 03,2023 0.02 1
Communication
100
conducted
April 21,2023 April 25,2023 0.07 1
100 April 26,2023 April 30,2023 0.02 1

Reward based
100 performance system 1-May-23 31-Dec-23 0.31 1
implemented
Selected champion
100
employees
February 01,2023 February 7,2023 0.01 1
100 February 8,2023 February 14,2023 0.01 1

100 Workshop conducted February 01,2023 February 7,2023 0.01 1


100
communicated
February 01,2023 February 7,2023 0.01 1

100
prepared
Mar 8,2023 Mar 14,2023 0.00 1
Communicated treshold
100
for target group
Mar 15,2023 Mar 22,2023 0.00 1
Communicated treshold
100
for target group
Mar 23,2023 Mar 30,2023 0.00 1

Template

Template
Collected data and

and evalauation
Evaluation and
Monitoring report
3-Jul-23 9-Jul-23 - 0
Coaching program KPIs get

100 identified including SOJT.-1'st 1-Apr-23 7-Apr-23 0.09 1
draft
100 identified including SOJT.-2'nd 8-Apr-23 15-Apr-23 0.09 1
draft

100 identified including SOJT.get 16-Apr-23 22-Apr-23 0.09 1
stake holders inputs on the KPIs
100 Final KPIs 23-Apr-23 30-Apr-23 0.09 1

Supervisors' Performance
100 appraisal parametrs get revised 1-May-23 15-May-23 0.32 1
as per the SOJT.1'st draft
Supervisors' Performance
appraisal parametrs get revised 16-May-23 31-May-23 - 0
as per the SOJT.Final
SOJT Effectiveness report( 1-Jun-23 7-Jun-23 - 0

SOJT Effectiveness report 8-Jun-23 15-Jun-23 - 0
SOJT Effectiveness report 1-Jul-23 7-Jul-23 - 0
SOJT Effectiveness report 1-Aug-23 7-Aug-23 - 0
SOJT Effectiveness report 1-Sep-23 7-Sep-23 - 0
additional supportive materials
100
get identified
1-Mar-23 7-Mar-23 0.04 1
100
get developed -1'st level
8-Mar-23 15-Mar-23 0.04 1
100
get developed 16-Mar-23 22-Mar-23 0.04 1
100
get approved
23-Mar-23 31-Mar-23 0.04 1
materials get distributed-
100
coaching aids and manuals
23-Mar-23 31-Mar-23 0.07 1
8-Mar-23 15-Mar-23 - 0
16-Mar-23 22-Mar-23 - 0
23-Mar-23 31-Mar-23 - 0
100 Assessment Report 8-Apr-23 15-Apr-23 0.09 1
100 15-Apr-23 30-Apr-23 0.09 1
100 16-Apr-23 22-Apr-23 0.09 1
100 23-Apr-23 30-Apr-23 0.09 1
100 Updated program/material 15-Apr-23 30-Apr-23 0.35 1
Number of employees get
100
trained
1-Mar-23 15-Mar-23 0.04 1

100
trained
16-Mar-23 30-Mar-23 0.04 1

100
trained
1-Apr-23 15-Apr-23 0.04 1

100
trained
16-Apr-23 30-Apr-23 0.04 1

100
trained
1-May-23 15-May-23 0.04 1

trained
16-May-23 31-May-23 - 0

trained
1-Jun-23 16-Jun-23 - 0

trained 16-Jun-23 30-Jun-23 - 0

trained
1-Jul-23 15-Jul-23 - 0

trained 16-Jul-23 31-Jul-23 - 0

trained
1-Aug-23 15-Aug-23 - 0

trained
16-Aug-23 31-Aug-23 - 0
Relevant documents get updated 1-Sep-23 7-Sep-23 - 0

8-Sep-23 15-Sep-23 - 0
16-Sep-23 22-Sep-23 - 0
23-Sep-23 30-Sep-23 - 0
Supervisors' KPIs get
100
identified/revised
1-Jan-23 7-Jan-23 0.02 1
100 8-Jan-23 15-Jan-23 0.02 1
supervisors' Performance
100 appraisal parametrs get 16-Jan-23 23-Jan-23 0.02 1
revised
Updated PMS
100
operationalization docs
24-Jan-23 31-Jan-23 0.02 1
Additional supportive
100
materials get developed
2 January 2023 15 January 2023 0.02 1
100 Materials get distributed 16 January 2023 30 January 2023 0.03 1
100 Assessment report 30 January 2023 30 January 2023 0.05 1

Updated
100
program/material
1-Feb-23 Feb.11, 2023 0.05 1
Bankwide workplace
learning, coaching &
100
mentorship get
1 January 2023 15-Jan-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16 January 2023 30-Jan-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Feb-23 15-Feb-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Feb-23 28-Feb-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Mar-23 15-Mar-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Mar-23 30-Mar-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Apr-23 15-Apr-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Apr-23 30-Apr-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-May-23 15-May-23 0.03 1
impelemented
Bankwide workplace
mentorship get
16-May-23 31-May-23 - 0
impelemented
Bankwide workplace
mentorship get
1-Jun-23 16-Jun-23 - 0
impelemented
Bankwide workplace
mentorship get
16-Jun-23 30-Jun-23 - 0
impelemented
Relevant documents get
100
updated
11-Jan-23 16-Jan-23 0.16 1
100
updated
Jan 17, 2023 Jan 22, 2023 0.16 1
Supervisors' KPIs get

100
identified/revised
1-May-23 6-May-23 0.03 1
7-May-23 13-May-23 - 0
supervisors' Performance
appraisal parametrs get 14-May-23 20-May-23 - 0
revised
updated PMS
operationalization docs
21-May-23 27-May-23 - 0
Additional supportive
100
materials get developed
Jan. 18, 2023 Jan. 22, 2023 0.05 1
100 Materials get distributed Jan. 23, 2023 Jan. 27, 2023 0.03 1
100 Assessment report Jan. 28, 2023 Feb. 03, 2023 0.05 1
Updated
100
program/material
Feb. 04, 2023 Feb. 10, 2023 0.04 1
Bankwide workplace
100
mentorship get
1-Jan-23 15-Jan-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Jan-23 30-Jan-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Feb-23 15-Feb-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Feb-23 28-Feb-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Mar-23 15-Mar-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Mar-23 30-Mar-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
1-Apr-23 15-Apr-23 0.03 1
impelemented
Bankwide workplace
100
mentorship get
16-Apr-23 30-Apr-23 0.03 1
impelemented
Bankwide workplace
mentorship get
1-May-23 15-May-23 - 0
impelemented
Bankwide workplace
mentorship get
16-May-23 31-May-23 - 0
impelemented
Bankwide workplace
mentorship get
1-Jun-23 16-Jun-23 - 0
impelemented
Bankwide workplace
mentorship get
16-Jun-23 30-Jun-23 - 0
impelemented

100
updated
11-Jan-23 16-Jan-23 0.10 1

100
updated
Jan 17, 2023 15-Feb-23 0.10 1
Designed Instruction
100 clarity sample for group 2-Jan-23 31-Jan-23 0.10 1
role
100 Identified Target areas 1-Feb-23 7-Feb-23 0.05 1
100 8-Feb-23 15-Feb-23 0.05 1
Validated group for

100
piloting
16-Feb-23 21-Feb-23 0.05 1
100 22-Feb-23 28-Feb-23 0.05 1
100 Designed course materials 1-Mar-23 10-Mar-23 0.10 1
100 Enrolled employees 11-Mar-23 20-Mar-23 0.10 1

Trainings conducted 1-May-23 7-May-23 - 0

Identified target
100
employees
17-Apr-23 22-Apr-23 0.10 1
100 Developed exercises 1-Mar-23 7-Mar-23 0.05 1
100 27-Mar-23 1-Apr-23 0.25 1
Follow up status report 1-Jun-23 7-Jun-23 - 0
Follow up status report 29-Jun-23 4-Jul-23 - 0
Follow up status report 5-Jul-23 11-Jul-23 - 0
Delivered workshop 1-Jul-23 7-Jul-23 - 0
Delivered workshop 8-Jul-23 15-Jul-23 - 0
Weekly report 16-Jul-23 23-Jul-23 - 0
Confusions on roles get

cleared
8-Jun-23 15-Jun-23 - 0
Questionniares get
developed
16-Jun-23 20-Jun-23 - 0
Proposed
recommendations
21-Jun-23 30-Jun-23 - 0
Approved proposal on the
98
proposed EMC archetype
1-Jan-23 31-Jan-23 0.07 0.98
100 Defined Sub Committees 8-Feb-23 16-Feb-23 0.20 1

Defined Define number
100 and type of sub- 17-Feb-23 24-Feb-23 0.20 1
committees
Draft governance charter

100
report
25-Feb-23 3-Mar-23 0.20 1
Identified improvement
100
areas
4-Mar-23 11-Mar-23 0.20 1
98 Approved charter 12-Mar-23 20-Mar-23 0.20 0.98
Designed meeting
cadence, meeting
100 calendar, agenda 21-Mar-23 27-Mar-23 0.10 1
template, and meeting
norms
Designed meeting
100
cadence & norms
28-Mar-23 4-Apr-23 0.10 1
100 Collected feedback 5-Apr-23 11-Apr-23 0.10 1
validated meeting
cadence, meeting
100 calendar, agenda 12-Apr-23 19-Apr-23 0.10 1
template, and meeting
norms
Defined decision area and

100
owner for each commite
20-Apr-23 26-Apr-23 0.07 1
Defined decision rights 27-Apr-23 3-May-23 - 0
Approved decision rights 4-May-23 11-May-23 - 0
Validated decsion area

and owner for each 12-May-23 18-May-23 - 0
commite
Selected measures 19-May-23 25-May-23 - 0
Set target 26-May-23 1-Jun-23 - 0

Updated/developed JDs 2-Jun-23 8-Jun-23 - 0
Effectively identified
arche type and decision 9-Jun-23 17-Jun-23 - 0
right

Relevant data gathered 1-Jul-23 8-Jul-23 - 0
Assessment report 9-Jul-23 16-Jul-23 - 0
Improvement plan of
action
17-Jul-23 23-Jul-23 - 0
Update policie and

procedure
24-Jul-23 30-Jul-23 - 0
Identified the types of

100
Business Decisions
2-Jan-23 10-Feb-23 0.20 1
100 Identified Major Business Decision 11-Feb-23 14-Feb-23 0.20 1
100 Identified Decisions for pilot 15-Feb-23 21-Feb-23 0.20 1
100 Selected decisions get validated 22-Feb-23 25-Feb-23 0.08 1
100 Designed Process flow 26-Feb-23 3-Mar-23 0.16 1
Defined responsibility
100
with RACI Model
4-Mar-23 9-Mar-23 0.16 1
100 Designed Process flow 10-Mar-23 15-Mar-23 0.08 1
100 Assigned responsibility 16-Mar-23 21-Mar-23 0.12 1

100 Training course Materials 22-Mar-23 29-Mar-23 0.08 1
100 Enrolled stakeholders 30-Mar-23 5-Apr-23 0.04 1
100 Trainings conducted 6-Apr-23 12-Apr-23 0.03 1
Trainings conducted 13-Jun-23 13-Jun-23 - 0
60 Draft guidance 28-Apr-23 4-May-23 0.16 0.6

Final guidance 5-May-23 11-May-23 - 0
Implemented decision right 12-May-23 18-May-23 - 0

Relevant data gathered 19-May-23 25-May-23 - 0
Assessment report 26-May-23 1-Jun-23 - 0
Improvement plan of action 2-Jun-23 8-Jun-23 - 0
Approved post pilot program 9-Jun-23 15-Jun-23 - 0

Decision right for the
next 30-40 Decision
16-Jun-23 22-Jun-23 - 0
Additional decision right 23-Jun-23 29-Jun-23 - 0
Designed Process flow 30-Jun-23 6-Jul-23 - 0
Assigned responsblity 7-Jul-23 13-Jul-23 - 0
Ammended policy and procedure 14-Jul-23 20-Jul-23 - 0
Approved policy and procedure 21-Jul-23 27-Jul-23 - 0

Activites acomplished
Business requirement
developed and dedicated
team
assigned ,application
development started
-1
April 24,2023 April 30,2023
0.01
0.01
0.05
0.01
0.01
0.01
0.003
0.003
0.003
0.003
0.003
0.003
0.004
0.01
0.01
0.01
0.0075
0.0075
0.015
0.015
0.0075
0.0075
0.0075
0.00375
0.005
0.0075
0.0075
0.0075
0.0075
0.0075
0.0075
0.0075
0.0075
0.28825
0.28825
31-Oct-23
April 23,2023 April 30,2023
30-Apr-23
Plan Acomp
Target groups identified
and get consensus at
team level(Entry level
positions)
Deviation
Initiative Major Activity/Task Delayed
4. Design processes and cadence required to regularly upda

7. Design applicant satisfaction survey
Improve CBE's recruiting processes
9. Prioritize which vacancies to be upgrade/prioritize first

based on role importance, urgency, availability of applicants
etc.
This week expected work and done
from last week +this week
4. Design quarterly evaluation of process progress towards goals &

performance
(11a)Introduce value based KPIs and upskill 9. Assign single owner within the unit with responsibility for
staff with product and customer service by driving performance differentiation
creating capability development program
8.Assign single owner within the unit with responsibility for

7-Enhance Performance Management driving performance differentiation
System Through improved incentive system

6 Work with other TM functions to create a targeted development
9. Improve Succession Management by or recruitment plan to prepare candidates for future roles or start
reigniting employee buy-in and upskilling external search
implementation teams 7 Identify roles to implement pilot succession plan
15 Update HR policies and procedures based on latest succession
design
Enhance career management by redefining 6.Work with succession planning team to specify promotion
the career path process and implementing criteria and process regarding promotion decisions,
policies consistently across divisions reflecting alternative career opportunities
3.Design quarterly evaluation of process progress towards goals &

performance
(10)Update performance management of
staff by increasing importance of key metrics
such as sales profitablity,productivity and
linking incentives to individual,quantifiable
(10)Update performance management of
staff by increasing importance of key metrics
such as sales profitablity,productivity and 3.Design quarterly evaluation of process progress towards goals &
linking incentives to individual,quantifiable performance
Enhance performance system through

increased focus on coaching,mentorship and 12.Implement coaching, mentorship, and ongoing learning
on-going development for credit risk teams plan across the broader organization
Enhance performance management system
through increased focus on coaching,
mentorship, and ongoing development 3. Update managerial KPIs to enhance the prioritization of
Retail ongoing learning, coaching, and mentorship support

6.Develop process to create specific KPIs to test specific
training effectiveness (Eg. Assess effectiveness of customer
service training by measuring number of in-branch
complaints
Enhance learning and development system 6.Develop process to create specific KPIs to test specific training
by up skilling staff on training processes and effectiveness (Eg. Assess effectiveness of customer service training by
broadening KPI tracking measuring number of in-branch complaints
4. Conduct trainings for Whole Sale Banking and other impacted

division staff based on competency assessment result
II. Introduce Value based KPIs and upskill

staff with product and customer service
skills by creating capability development 4. Conduct trainings for Whole Sale Banking and other impacted
programs division staff based on competency assessment result
4. Conduct trainings for Whole Sale Banking and other impacted

division staff based on competency assessment result

Update available Oracle support for HR
5. Identify areas to expand oracle services for pilot phase
activities
Review the potential and update the 10.Assess effectiveness of updated position against
position of HR Business partnering predetermined KPIs
Send offer letter to the
successful candidates for the
0.04 Completed 100% 0.04 22-Apr-23 30-Apr-23
vacant post as per the proposed
solution
Conduct the external applicant
0.09 Inprogres 80% 0.07 17-Apr-23 22-Apr-23
satifaction survey
Generate assessment report on
piloted job roles - Internal 0.07 Inprogres 80% 0.06 23-Apr-23 30-Apr-23
Vacancies
10.3 Pilot updated exam bank HR
0.04 Completed 100% 0.04 1-May-23 7-May-23
management process Division
0.04 100% 0.04
0.23 0.2
4.4 Implement at Pilot level the

HR
aligment of relevant incentive 0.045 Completed 100% 0.05 ay 1, 2023 May, 7 2023
Division
system
9.2 Conduct reward based

performance workshop for 0.02 Completed 100% 0.02 May 1,2023 May 6,2023
selected single owner
0.06 0.06
8.2 Conduct reward based

performance workshop for 0.028 Completed 100% 0.028 May 1,2023 May 6,2023
selected single owner
0.03 0.03
5.3 Integrate potential
performance matrix to determine
6.4
levelDetremine the and
of readiness desired
imbedandfor 0.004 Completed 100% 0.004 1-May-23 7-May-23
actual behavior
potential scores
successor of
selection
potential successor,
criteria. (Assess determine
existing system) 0.008 Completed 100% 0.008 1-May-23 7-May-23
the target development options.
7.3 Implement
(Identify the sucession
and select potential
plan as per the approved
high level successor) action 0.029 Completed 100% 0.029 1-May-23 7-May-23
plan
15.1 Revise the HR procedure
based on the reform project 0.175 Completed 100% 0.175 1-May-23 10-May-23
findings/feedback,
0.22 0.22
6.8 Submit the final career

guideline for the president 0.129 Completed 100% 0.129 16-Apr-23 30-Apr-23
approval
13.1 Set critera for pilot 0.070 Completed 100% 0.070 1-May-23 7-May-23
0.20 0.20
Quarter
3.3 Ensure all eligible employees
performanc
sign quarterly contractual 0.030 Completed 100% 0.03 May 1,2023 May,7 2023
e plan
agreement
signed
Implement
3.4 Implement at Pilot level the
ed Pilot
aligment of relevant incentive 0.045 Inprogres 50% 0.02 May 1,2023 May,7 2023
incentive
system Reward
7.3 Conduct ongoing appraisal system
based
for all eligible employees on
performanc
quarterly and annual basis by 0.305 Not started 80% 0.24 1-May-23 31-Dec-23
e system
aligning with relevant incentive
implement
system. 0.380 0.30
ed
Bankwide
workplace
learning,
12.1 Implement coaching,
coaching
mentorship, and ongoing
0.028 Completed 100% 0.03 & 1-May-23 15-May-23
learning plan across the broader
mentorship
get
impelemen
ted
0.028 0.028
3.1 Define and design coaching Supervisor
& mentoring /targets KPIs as s' KPIs get
part of supervisors'periodic identified/r
performance evaluation criteria Pilot
evised
0.025 0.025 Implement
ation and
Evaluation
Report -
6.10. Conduct pilot test to check Pillot
6.12. Establish department 0.023 Completed 100% 0.02 1-May-23 7-May-23
the functionality of platformlevel During
team that will run or ensure Established
May 2023;
implementation of enhancements team to
Evaltion
0.023 Not started 0% - 1-May-23 7-May-23
in collaboration with vendor work
Reportwith
-
(following selection of vendor
During
potential vendor)-Level IV 0.045 0.02 June 2023
4.1. Conduct the training courses

as per the annual training plan
for the month of (April 16 -
30 ,2023)
4.1. Conduct the training courses

as per the annual training plan
for the month of (May 1 -
15 ,2023)
4.2.3. Conduct Level III evaluation and

analysis for selected training courses
(0.031 per month for 4 months)
0.031 Completed HR Division 100% 0.03 1-May-23 31-May-23
0.10 0.10
5.10 Automatic Notification,

First Level Training Evaluation
5.10 Bulk Enrolment 0.015 Inprogres 70% 0.01 24-Apr-23 30-Apr-23
5.10 Learning Certification

Reports
5.10 CBE Sponsorship Program 0.015 Completed 100% 0.02 16-May-23 30-May-23
5.10 Second Level Training

0.015 Completed 100% 0.02 1-Jun-23 15-Jun-23
Evaluation
5.11 Create integration between ERP Unit
L&D with Talent Acquisition 0.038 Completed &HR 100% 0.04 27-Mar-23 3-Apr-23
Oracle System Division
5.11 Create integration between
L&D with Career and Sucession 0.038 Not started 100% 0.04 27-Mar-23 3-Apr-23
Oracle System
0.038 Completed 100% 0.04 4-Apr-23 8-Apr-23
L&D with PMS Oracle System
L&D with HR Transaction 0.038 Completed 100% 0.04 4-Apr-23 8-Apr-23
Oracle System
6.1 Collect the desired results
ERP Unit
(KPIs) from each enhancement
0.035 Not started &HR 0% - 9-Apr-23 15-Apr-23
activities of the respective
Division
department
0.035 Not started 0% - 16-Apr-23 25-Apr-23
6.2 Evaluate enhancement
ERP Unit
activities so far performed
0.075 Completed &HR 100% 0.08 26-Apr-23 2-May-23
against the requirement of each
Division
HR Department
0.385 0.31
Submit the final report to TO

and VP HO
0.011 Not started 100% 0.01 23-Apr-23 30-Apr-23
0.011 0.011
This week report
0
0.03
0
- 0.08
- 0.02
-
- 0.07
0
Status as of May 06, 2023
Total Status as Alloted

No Initative Summery
Weight dec 31 Weight
1 Improve CBE's recruiting processes 7 3.5 3.50
(11a)Introduce value based KPIs and upskill staff with product and customer
2 3 2.091 0.91
service by creating capability development program
Enhance learning and development system by up skilling staff on training
3 7 4.55 2.45
processes and broadening KPI tracking
Restructure organization for a more customer-centered approach and
4 4 3 1.00
improved coordination between related functions
5 Enhance performance scorecard for procurement department staff 5 4.23 0.77
6 Introduce Value based KPIs and upskill staff with product and customer 3 1.43 1.57
service skills by creating capability development programs
7-Enhance Performance Management System through improved incentive
7 7 4.47 2.53
system
9. Improve Succession Management by reigniting employee buy-in and
8 7 2.69 4.31
upskilling implementation teams
Enhance career management by redefining the career path process and
9 7 4.66 2.34
implementing policies consistently across divisions
10 Review the potential and update the position of the HR Business partners 7 6.608 0.39
Clearly define roles for all talent management functions and a well
11 4 3 1.00
coordinated competency-based system.
12 Update available Oracle support for HR activities 7 4.13 2.87
(10)Update performance management of staff by increasing importance of

13 key metrics such as sales profitablity,productivity and linking incentives to 3 2.08 0.92
individual,quantifiable
Design coaching and mentorship plan to support ongoing development
14 7 4.2 2.80
(Main Coaching)
Enhance performance system through increased focus on
15 coaching,mentorship and on-going development for credit risk teams 3 1.8 1.20
Enhance performance management system through increased focus on

16 coaching, mentorship, and ongoing development Retail 3 1.8 1.20
Total 84 54.24 29.76

Department Plan % Against
Plan Accomplishment Percentage Variation
(Owner) weight allocated
Talent Acquistion 2.55 2.50 97.99 (0.05) 72.86
PMS 0.58 0.58 100.56 0.00 63.81
L&D 0.14 0.11 83.33 (0.02) 5.51
TO Office 1.00 0.97 97.26 (0.03) 100.00
PMS 0.20 0.20 100.00 - 25.97
L&D 0.77 0.77 100.0 0.00 48.94
PMS 1.55 1.55 100.02 0.00 61.26
CSPM 2.88 2.88 100.01 0.00 66.75
CSPM 0.80 0.80 100.02 0.00 34.23

HRBP 0.39 0.39 100.00 - 100.00
TO With
0.20 0.11 54.25 (0.09) 20.00
Procedure Team
ORACLE TEAM 1.66 1.58 95.51 (0.07) 57.70
PMS 0.78 0.78 99.97 (0.00) 84.78
L&D 1.78 1.78 100.00 - 63.39
PMS AND L&D 0.77 0.77 100.00 - 64.17
PMS AND L&D 0.61 0.61 100.00 - 51.00
16.65 16.38 98.42 (0.26) 55.93

100.00
100.00
100.00
100.00
100.00
100.00
100.00
100.00
100.00
New plan after YTD
rev YTD
Acomplishment % Acomplishment %
Plan % Against
Against weight Plan Acomp; Against weight Variation
weight allocated
allocated allocated
71.39 36.43 35.70 86.43 85.70 (0.73)
64.16 19.33 19.44 89.03 89.14 0.11
4.59 1.93 1.61 66.93 66.61 (0.32)
97.26 25.00 24.31 100.00 99.31 (0.69)
25.97 4.00 4.00 88.60 88.60 -
48.94 25.61 25.61 73.28 73.28 (0.00)
61.27 22.14 22.15 86.00 86.00 0.00
66.76 41.10 41.10 79.53 79.53 0.00
34.24 11.45 11.45 78.02 78.02 (0.00)

100.00 5.60 5.60 100.00 100.00 -
10.85 5.00 2.71 80.00 77.71 (2.29)
55.11 23.66 22.60 82.66 81.60 (1.06)
84.76 26.00 25.99 95.33 95.33 (0.01)
63.39 25.36 25.36 85.36 85.36 -
64.17 25.67 25.67 85.67 85.67 -
51.00 20.40 20.40 80.40 80.40 -
55.05 19.82 19.50 84.39 84.07 0.31

06 MAY-HR Weekly Initiatives Weekly Progress Report

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Revised Action

S/N Initiative Major Activity/Task Delayed

1 Improve CBE's recruiting

4. Design processes and cadence required to

7. Design applicant satisfaction survey

11. Assess effectiveness against identified

12. Adjust decision making processes, exam

12. Adjust decision making processes, exam

13.Scale up and implement across all

2. Use existing merit guidelines, calibrating

4. Design quarterly evaluation of process

4. Design quarterly evaluation of process

5. Roll out training program (e.g., online

6. Roll out of communications program to

6. Roll out of communications program to

7. Provide training for leadership on

7. Provide training for leadership on

7. Provide training for leadership on

8.Implement updated incentive structure

8.Implement updated incentive structure

9. Assign single owner within the unit with

9. Assign single owner within the unit with

10.Integrate responsibility for performance

10.Integrate responsibility for performance

3 Enhance learning and

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6.Develop process to create specific KPIs to test

6B. Update processes based on findings and

4 Restructure organization for

9 Recruit internal and external profiles based

10 Gather feedback from the teams affected

10 Gather feedback from the teams affected

5. Assess effectiveness of pilot programme

6. Update the procurement department’s

5. Develop process to create specific KPIs to test specific

1.Use existing merit guidelines, calibrating

1.Use existing merit guidelines, calibrating

2.Formally integrate individual goal setting as

3.Design quarterly evaluation of process

3.Design quarterly evaluation of process

4.Roll out training program (e.g., online

4.Roll out training program (e.g., online

4.Roll out training program (e.g., online

4.Roll out training program (e.g., online

5.Roll out of communications program to

5.Roll out of communications program to

5.Roll out of communications program to

5.Roll out of communications program to

6. Provide training for leadership on

6. Provide training for leadership on

7. Implement updated incentive structure

7. Implement updated incentive structure