RM6002 - PERMANENT RECRUITMENT SOLUTIONS

WORKING WITH FOR EXECUTIVE AND NON-EXECUTIVE SEARCH Contents Chapter Page Our deep understanding of leadership 3 A diverse track record of appointments 3 A world leading search & assessment methodology 4 A proactive commitment to diversity 6 Lot 6 - executive search - digital, data, and technology 7 1. Job families 8 2. Team for delivery 8 3. Cross industry public and private experience 10 4. Track record 10 5. Case studies 10 Case study 1 - working with a Department to appoint a CIO 10 Case study 2 - working with a Department to appoint a CDIO 11 Key contact 11

2 Our deep understanding of leadership

Korn Ferry has genuine global capability and our leverage the extensive networks of the global dedicated -based Government Practice pool of partners at Korn Ferry to your advantage. is highly experienced in working at the interface We use our expertise in close collaboration with between the public sector and the commercial world. your knowledge, to find outstanding candidates, Our developed understanding of government, not only from within the Civil Service, but also public scrutiny and the complexity of candidates from outside the public sector who stakeholders, enables our team to effectively strongly believe in its purpose and ethos.

We will work closely with you to translate your strategic direction, challenges and opportunities into a success profile for each role, defining competencies, traits and drivers needed, therefore ensuring both fit and competence of candidates. The graphic below illustrates the breadth of our sectoral experience and expertise.

Equal to our industry depth of experience, we have but also due to our work with the Cabinet Office’s market depth of understanding in government National Leadership Centre, creating a world-class bodies and the public sector, not just from the methodology for assessing excellence across all many leadership searches we have done previously, aspects of public service leadership. 3 A world leading search & assessment methodology

Our proven search methodology is heavily ensure that we have thoroughly considered all research-based and involves extensive sourcing, suitable candidates. A typical process from kick- database reviews, original research and direct off to appointment lasts for 12-15 weeks, but we approaches to individuals across markets to can be flexible for your specific requirements.

PHASE ONE: PHASE TWO: PHASE THREE: PHASE FOUR: PHASE FIVE: PREPARATION SEARCH ASSESSMENT APPOINTMENT FOLLOW-UP

Working session with Mapping of candidates Review draft long-list Your interview Follow-up/Feedback key stakeholders to from companies and shortlisted candidates session KF Agree preferred finalise role talent pools candidates Selection of preferred Review search quality specifications Analysis and grading of candidate and process Agree timeline and KF approaches candidates from both Formal referencing process preferred candidates, advertisements and confirms interest and O„er role and agree Discuss candidate search against agreed interviews terms pools profile Write report on each Signing Agree on text for Preliminary longlisted candidate advertisement and conversations with Review with you and Announcement relevant publications if candidates where agree shortlisted required required, to confirm our view of capability candidates to interview Longlist of potentially interested candidates and diversity stats

3-4 WEEKS 1-3 WEEKS CLIENT AND CANDIDATE(S) DEPENDENT

After confirming the longlist with you, we will utilise our world-leading assessment methodology to establish the ideal candidates. Successive acquisitions have enabled us to develop an integrated framework of rich assessment methodologies, algorithms and data sets, all at the heart of our most robust, accurate assessment of senior leader readiness, fit to role and potential, on the market. During the early stages of the search process we will conduct informal referencing as due diligence by speaking to established contacts from our extensive networks as sources. This will give us an understanding of whether the candidates have the skills, experiences, competencies, drivers and traits appropriate to the role. We do this in four ways:

Measurement of the behaviours and drivers Functional, industry, and other experiences that are required to deliver the future role assessed against the role requirements in successfully BEHAVIOURAL MARKET- the market context for the company LEADERSHIP BASED FACE-TO-FACE INTERVIEW INTERVIEW INTERVIEW FACE-TO-FACE INTERVIEW

Measurement of leadership competencies, Assessment of leadership behaviours in experiences, traits and drivers LEADERSHIP FORENSIC candidate's current role INVENTORIES REFERENCING ONLINE SELF-ASSESSMENTS (KF4D) PHONE INTERVIEW

• World-leading: our most credible tool yet for evaluating talent; • Validated: predictions based on years of research and the results of over 2.5 million assessments; • User-friendly: accessible from any device, rich visual representations of assessment results offer you deep insight into every candidate.

4 Our assessment methodology utilises as well as using our leading Four-Dimensional sophisticated leadership simulation designed to Assessment (KF4D) psychometric tool to give represent a condensed year on the job, focusing real insight into each candidate. KF4D was on realistic business challenges that elicit the developed specifically for selection purposes specific behaviours crucial to success. Being 96% and provides a holistic perspective, covering the more predictive than the average of assessment candidate’s competencies, experiences, traits, centres, these have proven to be effective and drivers. The KF4D tool provides a complete at being highly accurate at the most senior view of an individual’s leadership capabilities with leaderships. An in-depth interview is conducted specific regard to each position. to review the candidates’ experience and skills,

Evaluated primarily through interview

Skills and behaviours Assignments or roles that prepare a person for future roles COMPETENCIES EXPERIENCES

WHAT THE CANDIDATE HAS DONE

WHO THE CANDIDATE IS

TRAITS DRIVERS Interpersonal skills, Values and interests that personality types and influence a person’s career path, intellectual capacity motivation and engagement

Evaluated primarily through referencing

Your initial input regarding the desired skills, qualities and attributes for each position would be combined with Korn Ferry’s benchmarked data on best-in-class performers to generate a ‘Unique Candidate Success Profile’. Each candidate is then benchmarked against this and also compared to the other candidates.

5 A proactive commitment to diversity

We prioritise diversity because we strongly believe that teams which comprise members with diverse experiences and perspectives can address problems more effectively and are more prepared to challenge accepted norms, make better decisions and therefore improve organisational performance. We are fully aware of the need to ensure diversity representation in all its forms and this will include a diversity of personal and professional backgrounds to bring experience and perspectives from varied sectors and walks of life to get diversity of thought. We will do our utmost to ensure that we meet the highest standards for equality by providing the best possible diverse candidates at longlist stage and presenting all candidates from under-represented groups fairly.

From 2016 - 2017, 34% of our Board and CEO placements across EMEA were women and within our FTSE 350 searches, 48% were women.

We remain committed to extending our outreach to diverse candidates through these key steps: 1. Careful wording of the role specification and advert. 2. Publishing the advert in publications targeted at candidates from diverse backgrounds. 3. Assessing all candidates equally and fairly (internal, external, applicants, search-led). 4. Unconscious bias training for Korn Ferry Senior Client Partners who lead your search. 5. Following proper practice for applicants with disabilities and accommodating their needs during the process. 6. Leading dedicated initiatives to proactively identify and engage female and BAME talent in the pipeline. 7. Mentoring and coaching of step-up diversity candidates. 8. Developing strong partnerships with diversity networks and organisations, to source them for great candidates. 9. Active thought- leadership, events and speeches on diversity topics to reach out to new candidates. 10. Documenting and reporting percentages of diversity candidates at each stage of the process.

6 Lot 6 - Executive search - digital, data and technology

Korn Ferry’s Digital Centre of Expertise and Technology Officers Practice are focused exclusively on IT, Digital and Data mandates. They can provide for Government Departments a depth of expertise in understanding technology and digital roles, as well as an insight into the challenges of data, cyber security, AI and future technical solutions. We constantly map, target, and track technology leaders to develop close relationships with current and emerging talent. We develop these technology candidate talent pools by market and level, using AI tools to bring the broadest market coverage possible. As a result, we understand how to target the best candidates, not just those who fit a salary banding. Digital transformation is moving at pace and impacting all industries, as such digital, data and technology is of increasing importance. Our track record is the primary reason, as well as our breadth and depth of global experience why clients are keen to work with us, to ensure they get the best candidate possible for strategic roles in their organisations.

We have a global track record of recruiting senior Digital and Technology leaders for the world's leading companies all sectors and geographies, Track record including clients such as Sanofi, Target, HP, Ingram Micro, KPMG, McKesson, J&J, Nestle, Nissan, Ebay and Intel.

We value the partnership we have with UK Government and are enthusiastic to continue that relationship and to help government Our commitment departments make critical and transformative appointments. We will to you work with eachdepartment to understand the needs and culture, engage candidates and qualify their fit for role.

The work would be led by our Government Head, Mary Macleod and our CTO/CIO leader, Kevin Sealy with support from the Global Partner team. Specialist team They will be supported by specialist research who work solely on Digital & Technology assignments.

We have expert knowledge of the Digital and Technology candidate pools Relevant candidate across all related areas and geographies, through past work and our Knowledge proactive networking with these leaders.

We have an excellent network of senior contacts (across CEOs, Chairmen, Sourcing our Group HRDs, CIOs, CFOs and Board Functional Directors) who can give us network informal and formal references on candidates.

We use an industry-leading assessment tool as part of the search process Leadership to provide insight into leadership and cultural characteristics. Allied to our assessment detailed functional assessment, we therefore believe we can give the most all-round view of potential candidates.

We will work with you to ensure that the selling messages are crisp and Selling the compelling and that candidates understand the company, the culture and role are excited by the challenge. We have track record of appointing senior leaders into similar roles and you can have the confidence we will deliver.

7 Job Families

We will utilise the expertise of our wider industry experts to support you in finding senior leadership candidates to fill technology, data, IT and digital roles. One of our key strengths is our relevant networks across industry and business. Our global breadth and industry depth will provide access to relevant candidate networks for SCS and Non-Executive roles.

Team for Delivery

A key component of the Korn Ferry executive search process is the appointment of the core consulting team. The core team for each project will work in collaboration with colleagues in the UK and globally. Following are the key contacts for Korn Ferry who will collaborate and work closely with colleagues across industries and functions. Our core team consists of:

Mary Macleod Senior Client Partner, Board & CEO Services and Head of UK Government Search Practice ƒƒ Leads Executive Search for all government, ƒƒ Is one of the senior diversity and inclusion SCS and public sector senior leadership roles leads for Search, to monitor progress on across the UK, including public appointments diverse placements and to ensure an inclusive and Board roles. recruitment process. ƒƒ Former Member of Parliament who has worked in six Government departments and chaired an inquiry to initiate the Women and Equalities Select Committee.

David Pitts Section Leader, Technology & Digital ƒƒ David has successfully delivered complex international assignments covering the breadth of IT, supporting organisations through transformation and growth. Clients have ranged from start-ups to FTSE 100 businesses, as well as Government, Agency and public sector roles. ƒƒ With over 20 years of IT industry experience, he has worked on a broad spectrum of mandates from Heads of IT and Heads of business unit IT, to Infrastructure Management and Information Security. ƒƒ Global experience includes searches that have encompassed talent and clients across Europe, Americas and Asia. ƒƒ David previously worked in Brussels for the European Union.

8 Kevin Sealy Senior Client Partner, EMEA Leader CIO & Technology Officers Practice ƒƒ Kevin Sealy is a Senior Client Partner at ƒƒ He worked across information technology Korn Ferry’s London office where he leads the industry, as practitioner and search firm’s Chief Information Officer & Information professional. Technology Officers Centre of Expertise in ƒƒ Kevin held previous position as a partner in Europe, the Middle East and Africa. IBM Business Consulting Services (formerly ƒƒ He specialises in appointing Chief Information PricewaterhouseCoopers Consulting), he Officer’s and senior information technology led the delivery of technology strategy and professionals across all industry sectors systems integration work with blue-chip and has worked with many leading global clients internationally. He began his career as a companies on high profile chief information graduate trainee in the information technology officer and digital technology placements. department at Mobil Oil Company Ltd.

Wider team

We will also use our global Digital Search team to find the best technology and digital talent that is available, which can be seen on the diagram.

San Fransisco New York London Stockholm Keith Feldman Marc Gasperino* Fiona Vickers* Johan Nyberg Derrek Milan Jennifer De Castro Kevin Sealy Bob Concannon Hoda Tahoun Bernhard Raschke Warsaw George Bongiorno Liz Boardman Doug McAllister Krzysztof Nowakowski Sidney Cook Chicago Gerry McNamarra Joanne Cumper Sam Wallace Jeremy Zeman Craig Stephenson Louisa Perry Frankfurt Masaaki Kaburagi Ann Vogel Mark Polansky Kristen Anderson Alexander Wink Los Angeles Noah Schwarz Adam Wood Christian Roedermund Mumbai Taipei Kathy Vrabeck Dallas Caren Fleit Christoph Mât Advesh Mittal* Peter Yuan Kevin Anderson Ron Porter Madrid Hagen Schweinitz Atlanta Jesus Marrodon New Delhi Scott Coleman Boston Milan Abhishek Anand Paul Chau Heidi Hoffman Julie Norris Paris Simone Giorgi Doug Greenberg Deb Germaine Philippr Decléty Singapore Jeff McKinnis Catherine Ducros Elektra Mararian Jamey Cummings Philadelphia Nick Evans John Kuper Sao Paulo, Brasil Wilson Tan Virtual office Jairo Okret Sydney Lynne Nixon Doug Maxfield Washington DC Tiago Salomao Sue Ribot Lindsay Every Caitlin Iseler * Regional Practice Leaders

We will also access the wider expertise in the global Government Practice.

9 Cross industry public and private experience

Our dedicated Government Practice has significant experience of working across the public sector, creating a real understanding of government priorities and challenges. Our familiarity of working with Government Departments and Agencies will inform our conduct throughout these searches. We will become your ambassadors, building strong strategic relationships with potential candidates in both the public and private spheres.

The Technology Officers lead for the work undertaken under the Framework Agreement will, on an ongoing basis identify senior technology professionals who might be appropriate for Civil Service (and wider public sector) positions. Through this, a talent pool will be generated which will result in new searches being expedited more quickly and for Korn Ferry to provide information to Government Departments (as requested) on availability of talent and compensation levels.

There are many roles where we have completed successful searches within the Digital and Technology sectors for roles such as Chief Information Officer, Chief Digital Officer, Digital Innovation and E- Commerce Director, Chief Data Officer EMEA, and other senior executive positions at companies such as those listed below:

Debenhams plc TalkTalk Telecom Group Plc GlaxoSmithKline Travelodge Hotels Ltd YouView TV Limited Countrywide Plc MOD – Defence, Equipment & Support Liverpool Victoria Badoo Trading Limited National Australia Bank PPRO Financial Ltd The Metropolitan Police Brakes Group Premium Credit Limited Dart Group Plc Brakes Group Dentsu Aegis Network Steinhoff

Case studies Case Study 1 – Working with a Department to appoint a CIO

Context: A CIO was required to deliver a significant transformation and reorganisation of IT and how it supported the organisation. This involved a move from legacy to digital platforms. We were appointed to conduct a competition encompassing an external search and advertisement across international media.

Summary: The Candidate Information Pack was created in conjunction with the panel and selection criteria was agreed. Detailed mapping was completed to identify candidates with the right experience and skills, we also ran an advert as part of a fair and open process. We attracted candidates by understanding the opportunity and the context of the Department to act as ambassadors, representing an exciting opportunity for a dynamic organisation. All candidates were then asked to submit applications alongside those from the advertisements, which were fully tracked and managed, including all diversity and disability monitoring. Candidates were presented to the panel at longlist,

10 evaluated and subsequently interviewed in order to reach short list recommendation. These candidates were then assessed using Korn Ferry’s proprietary assessment tool, the results of which were discussed with the panel with our clinical psychologist. Fireside chats and panel interviews were arranged leading to a successful placement.

Outcome: We managed the appointment process for both client and candidate, giving appropriate salary expectations and aiding all negotiations. By assigning the specialist team, we were able to combine a wealth of expertise across the IT function and public sector which enabled us to position the opportunity and candidates in the best possible manner.

Case Study 2 - Working with a Department to appoint a CDIO

Context: This Department required a CDIO to drive transformation and digitisation across the organisation. We were appointed to conduct an external search across public and private sectors together with an advertising campaign across various digital media.

Summary: We managed a team of five for the assignment, comprising Senior Client Partner leading all Public Sector work; Practice lead for IT; Delivery Consultant for IT, dedicated researcher and a support Coordinator. By assigning this specialist team, we were able to combine a wealth of expertise across the IT function and public sector which enabled us to position the opportunity and candidates in the best possible manner. We created the interactive candidate information pack with the panel which was approved at ministerial level. For candidate identification we conducted a broad mapping, ensuring comprehensive diversity coverage. We used the full Korn Ferry network and technology tools to identify the right candidates who would be highly motivated by the opportunity. We attracted diverse candidates through a role description which properly represented the role as an exciting opportunity with scope for innovation. Search candidates were presented alongside applicants and verified against agreed criteria at the longlist panel meeting. Face to face interviews were subsequently conducted and candidates further assessed for shortlist discussion, through competency-based interviewing and use of our proprietary Korn Ferry tool (the results of which were discussed with the panel with our clinical psychologist). Results were evaluated, and a shortlist approved for fireside chats and panel meetings.

Outcome: On confirmation of three appointable candidates, we managed the offer process, aligning candidate expectations with the available offer and supported this through to a successful placement. All diversity and disability metrics were managed and supplied to the Department with full supporting documentation.

Key contact The framework contact at Korn Ferry is Tom Davies who would welcome a further discussion about how we can partner with you in the future.

Tom Davies Principal, Board & CEO Services and Government Practice Email: [email protected] Phone: 07824 844 970 Korn Ferry, Ryder Court, 14 Ryder Street, London, SW1Y 6QB

11 About Korn Ferry

Korn Ferry is a global organisational . We work with organisations to design their organisational structures, roles, and responsibilities. We help them employ the right people and advise them on how to reward, develop, and motivate their workforce. And, we help professionals navigate and advance their careers.

Our 8,600 colleagues serve clients in more than 50 countries. We offer five core solutions. ƒ Organisational Strategy ƒ Assessment and Succession ƒ Talent Acquisition ƒ Leadership Development ƒ Rewards and Benefits

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