Following the appointment of a new Chief Executive, one of his key tasks was to review Centro's senior management structure, particularly in light of the dynamic external environment and the need to demonstrate delivery capability and value for money.

Project Background
With a vision of creating a world class public transport system for the West Midlands, delivered by a best in class organisation, ER Consultants was commissioned to assist in developing, advising and recommending possible structural options, and to challenge thinking so that the most appropriate solution could be developed and implemented.

ER Consultants Approach
Creating a new Organisational Model:  Working alongside the Chief Executive and HR Director, we conducted a series of external stakeholder interviews, internal senior management workshops, and benchmarked Centro against other public transport organisations. Through this process, ER Consultants were able to create a set of organisational success criteria, translate the vision into a range of organisational model options, and evaluate those options.   The final recommendation for a switch from a functional to modal organisational model that created stronger alignment to Centro's strategic goals, with increased director level accountability was put forward and approved by Centro's political councillors.                                                   
 
Assessment and Selection of new Director Posts:  For the new posts created for the new Operating Board, an assessment and selection process took place, evaluating internal and external candidates.  The assessment incorporated personality profiling, presentations and panel interviews.

Building the Supporting Structures:  Meanwhile, the organisation redesign of the supporting structures took place.  Overall this review was broken down into a number of stages:  articulating the need for change; clarifying the vision and explaining how the new organisation supported that vision; working with heads of function to detail the supporting structure and roles for each directorate; iterating proposals in order to match the strategic and financial objectives (incorporating Gershon targets); job sizing the new roles, and matching people to posts.

Quote from the Organisation Change & Development Director
The review involved a complete organisation change, including the senior team.  The support, guidance, and challenge of ER Consultants assisted in keeping a focus on outcomes and benefits.  Additionally their expertise and knowledge was vital in maintaining momentum in approving and implementing new structures and ways of working.


For more information contact:  Gary Ashton