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2007 Goals and Progress

Group Goals and Progress

Goals set for 2007 Progress during 2007
  • Improved employee satisfaction scores to be achieved with targets set of 55 points for satisfaction and 50 points for engagement
  • Improved scores of 66 for satisfaction and 60 for engagement
  • Launch of UK recruitment review
  • The UK recruitment review is currently ongoing
  • Continued roll-out of the DNA leadership strategy
  • DNA continues to roll-out across the whole business
  • Hold first leadership conference
  • Our first leadership conference was held in February 2007, successfully bringing together all of our senior staff together to update them on the future strategy of the business
  • Extend DNA review to the next tier of management
  • DNA is currently being extended across the Group
  • Implement DNA Perform, our performance management process
  • A process is currently in place to review DNA across the Group


Coach Goals and Progress

Goals set for 2007 Progress during 2007
  • Further improvement in employee satisfaction and engagement scores with targets set of 65 and 63 index points respectively
  • Improved scores of 76 and 65 respectively
  • Launch of first level leaders programme
  • First level leaders launched in the coach division in 2007


Bus Goals and Progress

Goals set for 2007 Progress during 2007
  • Further improvement in employee satisfaction and engagement scores with targets set of 55 and 50 index points respectively
  • Improved scores of 58 and 54 respectively
  • Travel Coventry and Travel London to seek IIP accreditation
  • Coventry achieved IIP in 2007 and London is set to achieve this by Summer 2008
  • Launch of first level leaders programme
  • Launched in our bus business in 2007


Train Goals and Progress

Goals set for 2007 Progress during 2007
  • Further improvement in employee satisfaction and engagement scores with targets set of 54 and 48 index points respectively
  • Improved scores of 56 and 52 respectively
  • Launch of first level leaders programme
  • First level leaders launched in 2007
  • Extend professional rail operator programme to 50 more managers
  • The operator programme was successfully extended and continues to broaden out across the business, particularly at National Express East Coast, which joined the group in December 2007


North America Goals and Progress

Goals set for 2007 Progress during 2007
  • Move forward on the Group Leadership DNA programme including completion of profiles and development plans
  • All of the DNA profiles were completed and we are moving ahead into year two of development plans
  • Utilise current momentum with the coaching programme to continue roll-out further into the organization in both Canada and the US
  • Coaching continues to be a valuable tool with respect to building on employees development plans


ALSA Goals and Progress

Goals set for 2007 Progress during 2007
  • Implementation of a people development plan to ensure talent retention by creating individual career development plans for high-potential employees
  • Over 3,700 hours were dedicated to training staff
  • Plans targeted at improving the work environment in order to increase satisfaction rates
  • Results of first employee survey with resulting actions and creation of improvement teams.
  • First motivation conferences for Alsa employees in Asturias and Cantabria with the participation of 450 employees.
  • Optimisation of recruitment and selection of processes for drivers
  • Implemented and currently in progress
  • Implementation of the PIC across remaining units
  • Implemented
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