Challenge:
Broaden Talent Pool

• A large consulting firm faced intense competition for the top-caliber hires it needed to preserve its position as a premier consultancy. Internal development and peer-group hiring alone were failing to fill the hiring pipeline.
• The firm needed to reach out to candidates from industry. It also needed a reliable method for assessing capabilities needed to be implemented fast.

Solution:
Train Hiring Managers with Competency-Based Selection & Assessment Model

• In a series of three-day workshops, The Chatfield Group taught the consulting firm’s U.S.-based hiring managers how to evaluate candidates using a sophisticated competency-based assessment model.
• The Chatfield Group assembled a team of experts in assessment, training and competency-based selection processes to conduct the workshops, which included behavioral interviewing techniques and practice interviews as well as videotaped feedback.

Challenge:
Quickly Expand Recruiting Capabilities

• A rapidly growing telecommunications company faced an immediate need for on-site recruiting assistance to meet aggressive staffing goals and to fill weekly training sessions to capacity. It found itself short-handed in the recruiting area when an internal recruiter had to take an unexpected leave of absence.

Solution:
Provide Immediate On-Site Recruiting Presence

• The Chatfield Group provided an on-site recruiting expert to source candidates while limiting the use of contingency firms. Our recruiter phone-screened and interviewed candidates, consulted with hiring managers, and checked references.
• Key Benefits: All slots were filled with high-caliber employees, peak-season service requirements were met, and retention of new hires improved by 50% compared with the prior hiring period.

Challenge:
Stem “Brain Drain” from High-Profile Federal Agency

• Historically, turnover was largely a non-issue for the regional branch of a prestigious federal agency employing nearly 500 scientists, engineers, economists and other highly skilled professionals. Today, however, the agency faces major talent shortages due to an aging workforce.

Solution:
Develop Customized HR Planning Process to Address Recruitment & Retention

• To address the prospect of significant staff shortages, The Chatfield Group developed a customized HR Planning Process designed to strengthen the agency’s recruitment and retention efforts.
• The project included development of a customized competency model, management training, and training of a facilitation team to implement an organization-wide talent-assessment process.

Challenge:
Strengthen Executive Development

• A Fortune 500 financial institution was seeking new ways to improve its leadership capabilities.
• The Chatfield Group suggested that the firm leverage its performance appraisal process as a means to enhance management development opportunities for its executive team.

Solution:
Leverage 360-Feedback Process as Development Tool for Group Executives

• Performance appraisal for top executives included a progressive, competency-based 360-feedback process administered by The Chatfield Group as well as executive coaching.
• The Chatfield Group worked with the firm’s Human Resources group to apply insights gained from the 360-feedback process to strengthen the firm’s executive development program.

Challenge:
Facilitate Culture Change

• A top-tier accounting & consulting firm needed to gather data on a wide range of employee perceptions as part of an organization-wide effort to change the firm’s culture.

Solution:
Design Surveys for Employee & Alumni Groups

• To facilitate culture change, The Chatfield Group designed an organizational survey to gather data on a wide range of employee perceptions. The project included survey design, administration, feedback reporting and focus groups. The attitudinal data gathered provided the basis for cultural change.
• In addition, The Chatfield Group developed a customized alumni survey to gather exit information from former employees to strengthen management awareness of the need for culture change.

Challenge:
Measure Impact of Change-Management Programs

• A rapidly growing health services provider wanted to assess the impact of its efforts to facilitate culture change.

Solution:
Multi-Year Culture Assessment Project

• Working with The Chatfield Group, the company launched a series of programs to measure the success of its change-management efforts.
• The Chatfield Team designed and facilitated annual meeting with employee groups as well as focused interventions to accelerate culture change.

Challenge:
Strengthen Performance Management & Employee Retention

• “Tier Two” accounting firm facing strong competition from its larger competitors for top talent needed to address significant retention issues in order to achieve its growth objectives.

Solution:
Develop Four-Phase Performance Enhancement Program

• The Chatfield Group developed and administered an all-employee survey and an exit interview process to gather data on the causes of turnover at the Tier Two accounting firm.
• Based on our findings, we developed a competency model for development of employees at all levels, from new associate through partner, and a customized performance measurement process to provide direct performance feedback from managers, project leads, team members and clients.

Challenge:
Train Process Improvement Staff

• The HR department of a large, rapidly growing packaging company needed to quickly develop and deliver a comprehensive training program for the company’s process improvement staff.

Solution:
Design & Implement Process Improvement Training Program

• Working closely with the firm’s HR group, The Chatfield Group developed a comprehensive training program for the packaging company’s process improvement teams that included team building blocks and both facilitator and TQM training.
• Despite tight time constraints, The Chatfield Group achieved rapid delivery of the comprehensive training program to the firm’s process improvement teams.

Challenge:
Strengthen Performance Management of Integrated Business Units

• A Fortune 100 packaging company serving industrial and consumer markets needed to address performance management issues following the merger of several packaging units.

Solution:
Training Workshops Focusing on Process & Communications Skills

• The Chatfield Group developed and facilitated management training workshops at multiple U.S. locations of the packaging company, focusing on process basics and the core communications skills needed to manage performance.
• With feedback from the sessions, The Chatfield Group teamed with the client’s HR staff to create an improved performance management system for the merged businesses.

Challenge:
Link Performance Management System to Business Objectives

• A privately held manufacturer of audio electronics for professional and commercial applications needed a competency-based performance management system that would connect strongly with the company’s business objectives.

Solution:
Back-to-Basics Goal-Setting & Performance Management Process

• The Chatfield Group teamed with the company’s HR staff to develop a “back-to-basics” goal-setting and performance management process that satisfied managers and employees alike with its simplicity and helped to modernize the business.

Challenge:
Attain Aggressive Performance Goals

• A global commercial finance company with more than $20 billion in assets needed help attaining aggressive performance goals.
• The client sought to attain top quartile ROE for each of its five core businesses as well as A/A+ bond ratings and a 15% overall ROE.

Solution:
Leverage Training, Coaching & 360-Feedback Programs

• The Chatfield Group developed and implemented a performance management training program that included goal-setting, coaching and feedback, and performance appraisal modules as well as a customized online 360-feedback review process.

Challenge:
Restructure Compensation Program

• Major not-for-profit organization with 250 employees and more than 100 separate job categories needed to totally revamp its compensation structure.

Solution:
Totally Revamp Strategic Compensation Framework

• The Chatfield Group helped the association transition to a more competitive pay philosophy. We developed a strategic compensation framework for the organization to assess the competitiveness and equity of both base pay as well as total cash programs.
• The Chatfield Group created a market-based job evaluation system for the association as well as new salary structures for executive and sales positions. We developed a performance-based management incentive plan and a structure and system for sales incentives. We also developed both a salary administration handbook and a training program to introduce the new pay program and pay administration policies to employees.

Challenge:
Develop Competitive, Performance-Oriented Compensation

• Growth-oriented “Tier Two” accounting firm needed to realign its compensation programs in order to compete more effectively with its larger competitors.
• Firm management was seeking a more competitive and equitable compensation system that would tie associate and staff pay ranges to performance goals.

Solution:
Market-Based Compensation Structure

• The Chatfield Group developed a market-based compensation structure for the accounting firm that was equitable as well as both flexible and competitive in the administration of pay.
• Project deliverables included the market analysis of all positions, development of new pay structures, a cost-analysis program implementation, development of pay administration guidelines for managers, and communication of program changes to managers and employees.