ACARP Roadway Development

August 2009

The Way We Work - Harnessing Development Teams at Dendrobium

Slide 2

Business Context

Illawarra Coal’s intention is to be a values based organisation that adheres to high standards of integrity,

respect and trust. The purpose of the ‘Team Work Standards’ is to establish a set of performance requirements which will guide the people within Illawarra Coal to deliver the best they can for

themselves, the team and the business.

Slide 3

IC Team Standards – 5 major components

• Team Purpose

• Zero harm

• Capability

• Behaviour

• Results

Slide 4

The “Way We Work”

Strategic Intent – provide competitive advantage through an aligned and values

based workforce

Business Plan Objective

5 Year Strategy

People Pillar

Slide 5

The “Way We Work” – why do it?

Designed around Engaging Frontline Supervisors and How their teams work together.

Leadership – providing feedback and recognition

Role Clarity & Responsibility - Undermanagers and Deputies, how do they steer their teams?

Providing Development teams with ‘Buy-in’ into the achievement of Business Goals

Bringing ‘Values and Behaviours’ into the Way We Work

Slide 6

Illawarra Coal Values

Commitment to HSEC - We have an overriding commitment to health, safety, environment and our communities

Integrity - We are open and honest, we do what we say and treat each other with respect

Courage to lead - We have the courage to own and lead improvement – We challenge the norm

Decisions based on facts - Resourceful people who make decisions based on facts and data

High performance - Passion for meeting or exceeding our goals

WHAT DO THESE VALUES MEAN TO THE AVERAGE EMPLOYEE?

Values • The core contributors in driving behaviours and attitudes• Values that the workforce believe in

Slide 7

Why do it? - 5 Year Strategy

FY09 Context Setting • Getting the Supervisors on Board, • Supervisors provided with basic leadership tools and behaviours• Supervisors assisting in developing team charters

FY10 Embed and Enhance• Supervisor Training and Coaching in LZH Behaviours• Supervisor Reviewing and actioning development plans• Supervisor supported development of team charters, aligned to Dendrobium Business

Plan with measurable target

FY11 Alignment• Supervisors network on roles and behaviours at IC workshop• Supervisor conducting performance reviews against team charter and recognising good

performance• Supervisor lead development of charters, aligned to Dendrobium Business Plan with

measurable target

FY12/13/14 Team Goal Setting & Performance Assessment• Employees living the values• Team achieving outcomes on team charters• Supervisor facilitated team sessions , Team assess performance and determine

corrective performance actions on a monthly basis

Slide 8

The How? Supervisors

Facilitated Session with all Frontline Supervisors prior to Crew Team Building Sessions.- All supervisors from each area of Development (i.e. MG6)- N/S, D/S, A/S, WE D/S, WE N/S Deputies- Training in leadership tools- 4 hour session

Leadership

Role Clarity

Behaviours and Values

Performance Feedback

Monitor and Review

Linkages to Business Plan

My pick – the Cajun Rack of Lamb and Salt & Pepper Squid

Slide 9

The How? Crews

Crew Team Building Sessions2 day facilitated session (approx 50 people) Introduction to new start of shift process tool (ROPES)Refresher on Leading Zero Harm Safety Tools Development of Team Charter

• Team Identity• Team Purpose• Values – What do they mean for each crew?• Setting of Measurable Objective around – Zero Harm,

Standards and Behaviours, Efficiency and Results• Setting of 30, 60, and 90 day targets• Success for the Team is ……………………………………

Crew skills matrix

Slide 10

MG6 Green Gators

Zero Harm Standards & Behaviour Efficiencies & Results

No TRI’s for MG6 All LAMPS witnessed and noted on

ROPES board Review 3 procedures by the end of

MG6

No downtime due to skills shortage – 80% green on skills matrix

House keeping audit – 1 per tour 100% compliance 103 inspections Implement 3 improvement ideas for

MG6

Conduct shiftly performance reviews Lead the average MPOH league table

Dendrobium

Team Purpose: Lead the way in safe production

Success for our team is … Completing MG6 on time, injury free, whilst maintaining team integrity

Our Values and BehavioursCommitment to HSEC – The safety tool bag is part of our cultureIntegrity – Ownership of our actionsCourage to Lead – We have zero tolerance to poor standardsDecisions Based on Facts – Be prepared to change by letting standards drive the processHigh Performance – Solid team commitment to performance

MG6 WWW 19-20 February 2009

30 Day Targets 60 Day Targets 90 Day Targets

4 MPOH for 3 hrs 4 MPOH for 4 hrs 4 MPOH for 4 hrs

June 09

Slide 12

Charter review process

30 DAY REVIEW

Results forwarded to crews 1 week out

Crews review performance against Charters

Each crew presents results to shift

60 DAY REVIEW

90 DAY REVIEW

RESET 30, 60, 90 Day Goals

New Charters developed for all process changes (i.e. new gateroad panel)

Front line Supervisor (Deputy) and Undermanager Driven – maintained at crew level

Slide 13

Results – has it been successful?

?

Slide 14

Key Learning's

Understanding the purpose of the Way We Work- what were we trying to achieve - selling the vision- Making it sustainable

Getting buy-in from Shift Undermanagers and Deputies• getting the key people to ‘buy’ into the vision and want to ‘own it’

Crews• do not believe we resolved the issue of shift to shift standards

and replication

Review Process • what is this really about?• for me it is about the Shift Undermanager and the Deputy

engaging with their crews• originally this seemed foreign to people and hard work