STRATEGY AND TRANSFORMATION MANAGER – BOTSWANA POWER CORPORATION

Manage the development, monitoring, implementation and reporting of the Corporate Performance Management system;

Ensure the availability and implementation of the Corporation and Business Unit Business Models;

Manage the Corporate Strategic Planning process and facilitate the strategy alignment at all levels of the corporation;

Ensure the development of the Corporation’s Business Plan;

Ensure the implementation of a comprehensive communication and learning process to ensure alignment of SBU’s and CSU’s operations with the strategic agenda;

Implement and maintain a corporate strategy and performance management Business Intelligence System; and

Develop and maintain the Corporation business risk profile.

 STRATEGIC GOALS

Perspective

Goal

Key Performance Indicators​​

Strategic direction of the corporation is managed

• Corporation and Business Unit Business Models exist and are implemented throughout BPC
• Strategies at all levels of the organisation are aligned to the agreed strategic direction
• Strategic Business Unit and Corporate Support Units business plans are integrated
• A corporate strategy and performance management Business Intelligence System exists and is maintained
• Corporate performance is reported on as per set timeframes
• Information obtained inform future operations of BPC
• The Board is satisfied with the corporation ‘s Strategic Agenda and Business Plan
• Business risks are managed
• Business risks are identified as per the Business Intelligence System
• Control measures are in place to avoid, or at least limit risks
• Measures are taken to address specific risks to the CorporationFinancial

  Costs are contained

• Corporation initiatives (programmes) are within set financial parameters
• Operations completed remain within set budget
• Financial benefits of the Corporation are managed
• Financial benefits emanating from Corporation initiatives (programmes) are realised as per the scoping activities
• Short term business objectives are aligned with long term financial plans
• Corporate Performance Management operations are directed towards ensuring healthy financial statusCustomer

  Efficient communication is ensured

• All relevant stakeholders are kept informed
• Reporting structures are in place to ensure effective communication to all parties concerned (directly and indirectly).
• Organisational change is managed
• Change Management strategy, policies, and procedures exist and are implemented
• Change management is actively driven when strategic direction requires
• Employees are continuously informed of relevant changes, improvements or developments within the BPCInternal Process

  Corporate alignment is ensured

• Strategy alignment occurs at all levels of the corporation and integrates operations of SBUs and CSUs
• The corporate strategy planning process is managed as per set programmes and timeframes
• An integrated corporate calendar is complied annually
• Service delivery of each SBU and CSU is executed as per agreed standards and targets
• A commercial culture is created and maintained
• Time Management is adhered to in all corporation operations
• Activity definition, sequencing, duration and estimating activities are effective
• All operations are optimised to ensure service delivery within allocated targeted timeframes
• All stakeholders deliver services as per their responsibilities, and to the minimum quality standards agreed.
• Human Resource strategies are integrated into the overall corporation strategic agenda
• Organisational Human Resource needs and utilisation is aligned to the Corporation’s strategic agenda
• A strategy is developed and implemented to maximise resource utilisation
• Reports are provided at set timeframes that indicate and forecast the scope of continued utilisation of  specific categories/groups of human resources
• Value system alignment is achieved
• Goal alignment is achieved.
• BPC adheres to a philosophy of long-term, sustained growth
• Human Resource needs, parameters and assumptions are set annually
• Competent and experienced employees have clear career paths within BPC
• BPC employees experience a high level of job satisfaction and the levels are measured at pre-determined intervals
• Succession plans are developed and implemented throughout the organisation.
• Employees are competent and motivated
• A high –performance team culture exists
• Employees understand, accept and support  the new business model
• Continuous improvement is implemented in all operations within the corporation
• Personal Development Plans(PDPs) are in place and implemented for individual employees
• All employees are assessed annually in terms of the BPC Performance Management system