Ongoing Firm-Wide Development

The firm will provide in-person and Zoom trainings regularly.  Staff meetings will typically cover one topic and have pre-work.  The meeting day are typically broken out into smaller groups to ponder a question or two, with intentional mix of different dept team members.

Annual meetings and trainings routinely covered: 

• Beginning of the year Kick-off for Staff

• Culture including Diversity, Equity, Inclusion, Belonging (DEIB)

• Professional Development Day(s) for all staff in person generally at one of our offices

• Workshops to cover a specific topic

• Wellness and Annual Benefits Review & Education

• Year-End Review

Other trainings may be added based on identified development needs applicable to all staff.  Firm-wide trainings focus on cross-departmental awareness, culture, and general professional development. Additionally, Pacific Institute and Sandler Training will be offered each year.  All staff are expected to attend each of them at least once during their employment at CFG, typically after 3-6 months at the Firm when offered.  Staff are encouraged to repeat sessions to deepen their understanding when approved by you as their Manager.  Alternatively, you may determine a repeat of either may aide in a team member’s professional growth and incorporate it into their Individualized Development Plan.

Finally, the firm’s operating system (Salesforce) is integral to our daily business management.  It continues to evolve not only firm-wide but within each department.  Therefore, ongoing Salesforce trainings will be provided throughout the year to ensure consistent and accurate use and data integrity.

Below is an example of the trainings the firm provides. Please be advised learnings can be added or removed from the below example.

DOCUMENTS LINKED ON THIS PAGE:

• Individualized Development Plan 

• Individualized Development Plan & Action Plan

• Skills Competency Development Model

• Development Paths

• Development Meetings: self-assessment

• Questionnaire for Regular One on One’s

Individual Development

Individualized Development Plans are encouraged at appropriate times for all CFG employees.  See Manager Led Development for more details. 

Manager Training

When someone is externally hired or internally promoted to a Manager which is anyone with direct reports or anyone in a position of leadership such as a Director with no reports or Team Leads, they will complete an initial leadership training program and on-going training.  The initial training is to get familiarized with the Standard Operating Procedures at CFG.  The Manager Hub is the primary on-line resource for all Managers.  In addition, a new Manager will be trained on: Coaching for development, conducting a performance review, deeper-dive DISC training and more.

As a reminder, Manager is defined as anyone that has direct reports.  This includes Directors, Vice Presidents, Heads of, and Chief’s.

Below is an example of the trainings the firm provides. Please be advised learnings can be added or removed from the below example.

MANAGER-LED DEVELOPMENT:

REGULAR ONE TO ONE MEETING:  Manager holds a 1 on 1 meeting with each team member following the agenda (hyperlink excel document) that covers employees timely topics, general job responsibilities, projects & deliverables.  The cadence depends on the employee’s tenure and development status.  General guidelines are as follows:

• Weekly or more when: a new employee is learning their job.  Or, employee is on a PIP.  Or, engaged in an active development plan.  Or, an established employee is working on a project that requires frequent touch-bases. Managers can request employees complete the Questionnaire for Regular One on One’s in advance to help facilitate the discussion.

• Bi-weekly: Established employees that are self-sufficient and their role requires frequent touch bases due to time sensitivity.  Or, who are engaged in an active development plan.

• Monthly: Established employees who are self-sufficient and not on a PIP or engaged in an active development plan.

At appropriate times, each team member should have an Individualized Development Plan to focus on the professional growth of the employee.  These Plans can include insurance and/or investment licensing, stretch assignments, professional development programs outside of CFG (pertaining to their intended growth), certifications or designations for their role, departmental cross training, etc.  It may also be on specific skills sets such as communication, presentation, project or time management, etc.

The Individualized Development Plan as well as on-going Action Plan is built into the one-on-one meeting document.  This should be used when an employee is trained to do their job and is working towards progressing either because:

• They are not performing to the minimum expectations of the role or

• They are performing as expected and are developing additional skills sets to further their career

Please be sure you fully understand how to use the Individualized Development Plan so your team member understands the purpose and is a willing participant.  Reference the Skills Competency Development Model document for options on specific topics to focus for a particular team member.

As often as possible, identify the next role each team member is working towards.  Refer to the Development Paths for not only the team member’s current department but other CFG departments.  Work with COO to help identify cross-departmental role opportunities.

Considerations for a promotion are as follows:

• Successful completion of an Individualized Development Plan

• Strong performance in current role to include deliverables

• In the green on the Employee Health Report

IN-DEPTH DEVELOPMENT MEETINGS:

Periodically (ideally monthly between tri-annual reviews): Manager holds one on one In-Depth Development Meeting (Employee completes self-assessment in preparation and Manager reviews for specific discussion points).

See Calendar for big picture reference

Managers implementing an Individualized Development Plan, that is specifically working towards a promotion, should refer to the Development Paths by Department using existing roles.  If a manager thinks a new role is needed for the department based on it’s growth, be sure to get this approved by the COO and CFO in advance, then work with HR on the creation of a job description.  HR will ensure the title and compensation is aligned with comparable positions in other CFG departments.  Completing the Individualized Development Plan will ensure the employee knows the short term goals and benchmarks to be completed that will lead to the desired position as well as the anticipated time-line.

Store all personnel related documents in the Employee’s Personnel OneDrive Folder.

LOGGING STAFF DEVELOPMENT IN SALESFORCE

1. The manager will log into Salesforce and search the employee’s name (i.e Jane Doe) and click on their contact record