Crossrail is committed to developing its staff to meet the needs of the project and ensuring staff have the skills required to undertake their roles effectively.
Talent and succession planning allows Crossrail to consider the integrated team’s talent pipeline and identify development opportunities for staff so that when the time comes, they are prepared and ready to progress. A learning legacy paper on Talent and Succession Planning reviews Crossrail’s approach to talent and succession planning across an integrated team to secure the programme’s delivery.
Crossrail is committed to developing the next generation of leaders through the Crossrail Leadership Development Programme. The programme is targeted at individuals who are in, or are soon to be in a management role, to make sure they have the skills to be an effective leader. A learning legacy paper on the Crossrail Leadership Development Programme outlines Crossrail’s approach to developing leadership talent within an integrated team.
Crossrail provides a range of learning and development opportunities to its staff to build the workforce capabilities, skills and competences required on the programme. A learning legacy paper on Learning & Development reviews Crossrail’s approach to learning and development across the integrated team. Crossrail’s Learning & Development Policy has been shared alongside this learning legacy paper.
| Summary |
Publication date |
Document Type |
Topic area: Talent and Development This micro-report outlines Crossrail’s approach to learning and development including internal and external training; mentoring; access to a learning and development library; work shadowing; and leadership development. The report concludes with the importance of offering a wide range of development opportunities and ...
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27/09/2016 |
Micro-report |
Topic area: Talent and Development This micro report provides an overview of Crossrail’s approach to leadership development. The micro report concludes: the importance of ensuring targeting invitation to participate in the programme; establishing clear rules for engagement; facilitator consistency; and make a recommendation to future projects to consi...
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27/09/2016 |
Micro-report |
Topic area: Talent and Development This micro-report provides an overview of Crossrail’s approach to talent & succession planning which is targeted at increasing organisational resilience, understanding the organisational‘bench-strength’ and increasing the availability of experienced and capable people that are prepared to assume roles as they...
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27/09/2016 |
Micro-report |
Topic area: Youth Engagement Since 2005, Crossrail has run a STEM schools engagement programme called Young Crossrail. Between 2013 and 2016 this programme engaged with 44,000 young people, teachers and parents across 350 schools, colleges and universities reflecting a strong engagement culture. This case study provides an overview of the programm...
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27/09/2016 |
Case Study |
Topic area: Quality Crossrail worked with the British Quality Foundation to develop a’ Spot-On’ training course to improve the effectiveness of the Non-Conformance Reports (NCR) process across the programme and create a culture where issues are reported allowing them to be dealt with in a controlled, transparent and efficient manner. ...
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26/02/2016 |
Micro-report |
Topic area: Environmental Management (Future release) This is a research project, working with IEMA, other major projects and Crossrail’s contractors to identify the environmental skills/competency requirements of a major project. This can then be used to develop certified training that can be taken from project to project. It will cover key roles in both the c...
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30/03/2019 |
Research Paper |
Crossrail is committed to developing its staff to meet the needs of the project and ensuring staff have the skills required to undertake their roles effectively.
