CONFIDENTIALAppendix · extended services roadmap
The initial programme is intentionally focused. Once MetierSA has a common view of succession risk, readiness and action, the same evidence base can be extended into workforce visibility, Employment Equity reporting and differentiated performance management.
AN EXTENSION PATH, WHEN REQUIRED
Each future option below depends on the decision discipline created in the first succession programme. The sequence prevents MetierSA from expanding before the right information, ownership and working rhythm are in place.
Extend the leadership view into workforce, representation and Employment Equity data. The design starts with the decisions MetierSA needs to make, then creates relevant reporting and indicators around them.
Replace spreadsheet-led performance activity with journeys that support frontline and general workers operationally, while enabling senior management and ExCo to focus on strategic contribution, leadership impact and accountability.
Interventions can include management mentorship, executive coaching and development-centre design, based on the evidence generated and the demands of future roles.
Define governance, talent-review packs, role ownership and executive presentation support so that the first programme becomes a sustainable leadership practice.
Peopletree’s commitment: the wider roadmap will only be activated when it supports a confirmed MetierSA decision or operating requirement. The first programme remains the evidence base for that choice.
RETURN TO THE DECISION
The main proposal defines the immediate succession programme and next working-session agenda.