Talent compass

Talent Compass - EMPLOYEES

Click on each banner to access the information.
Click on the magnifying glass to learn more about the Q4 and Mid-year talent and leadership reviews and to expand the discussion categories in the Talent Compass.
Click on the learn more buttons for more details on the Leadership Pillars and Values.
Capture your reflections in the “Check-in” in Workday CAE+me app.

The questions in the Talent Compass are to help you self-reflect and prepare to have an effective discussion with your leader.

Reflecting on each category of the Talent Compass helps you consider your overall contribution to CAE and to your team.

Contribution and performance

CONTRIBUTIONS & PERFORMANCE

Have I achieved my objectives for the period, what was the result?

  • How did I support my team in achieving goals through my skills, knowledge, and leadership?
  • What extra contributions have I made to CAE that could warrant a higher level or different type of reward?
  • What is the impact of my contributions on my teams' overall goals and how does it contribute to the overall business objectives (Department, Business unit, Corporate)
Recognition and motivation

RECOGNITION & MOTIVATION

How do I feel about my overall compensation/monetary rewards?

  • Are there any non-monetary rewards (training, conferences, delegations, high-visibility programs, etc.) or other forms of recognition that I would find valuable and motivating?

How do I feel about my work/life balance, level of work-related stress and overall engagement?

  • What are the main causes and my coping strategies? 
  • What motivates me to continue contributing to and growing at CAE (including future interests)?
  • Is there anything that demotivates me from doing so?
  • How do the flexible time policies enable me to find a work/life balance that suits me?
As a people leader

FOR PEOPLE LEADER This quadrant is reserved for people leaders as they prepare for their Talent Compass reflection with their manager. Reflect on your leadership style, strengths and opportunities. Prepare examples of actions and behaviours.

Click to learn more about our pillars

How have I showcased the 4 Leadership Pillars in my role as a leader? (Agile & Versatile, Inclusive & Connected, Winning Mindset, Visionary & Energizing) See slide 4 to learn more about our pillars

  • What is one leadership pillar or leadership trait that I champion? And how?
  • What is one leadership pillar or leadership trait that I want to develop to maximize my contributions?
  • What actions will I take?

Considering the development categories, (keep up to date, develop, stretch, observe) how have I supported the growth and development of my team?

  • Those identified as having High Potential, High Performers, new hires, other team members. If a team member is having difficulty in their current role, what actions have I taken to bring them to desired performance?

How have I used the feedback I receive to improve my capabilities and my self-awareness?

  • Multi-sourced feedback: employees, leader, colleagues, customers

How have I leveraged Officevibe to improve team engagement and create a positive experience for my team?

  • Consider your metrics over the last year: where you are thriving, which fluctuated the most, areas of focus, feedback received
Talent compass
Values

VALUES

Click to learn more about our values

How do I exhibit CAE values in my work and to what degree (act as a role model, demonstrate, promote learning)?

  • How do I inspire my colleagues to embody CAE values when interacting with them?
  • How do I demonstrate that I have the customers’ needs at the center of my actions?

How have I actively contributed to an inclusive, collaborative work environment, and actively increased my awareness of unconscious bias? Click to learn more on how to make a difference.

Growth and development

GROWTH & DEVELOPMENT

Am I ready/willing to take on more challenges or a change in my responsibilities?

  • Would I take on critical deliverables in my team?
  • What scarce or critical skills required for our growth have I maintained or acquired?
  • How do I exhibit learning agility?

deco imageWhat actions have I taken to further my development in my skills and skill interests? What additional support do I need? You can use your Career Hub profile in Workday to guide your discussion and help you identify your development actions and keep your development plan up to date

  • Can I identify a mentor in my network or become a mentor?
  • Have I received or solicited the feedback that I need to grow? How do I feel about it and what have I learned from it?
  • How can participating in a Gig help me gain more exposure and experiences?
  • What trainings can I leverage that are in line with my development goals?
CAE Continuum flexible work profile

CAE CONTINUUM FLEXIBLE WORK PROFILE

How has working remotely vs. being on site impacted my wellness, overall contribution and ability to reach my goals?

  • Would you recommend any change to your current ratio of remote vs.on-site work?
Talent compass

Talent Compass - LEADER

Click on each banner to access the information.
Click on the magnifying glass to learn more about the Q4 and Mid-year talent and leadership reviews and to expand the discussion categories in the Talent Compass.
Click on the learn more buttons for more details on the Leadership Pillars and Values.
Capture your reflections in the “Check-in” in Workday CAE+me app.

As a leader, the Talent Compass allows you to reflect on your employees performance and to engage in meaningful conversations regarding their contributions, growth & development, rewards and values.

The questions in the Talent Compass are to help prepare to have an effective discussion with your employee.

Contribution and performance

CONTRIBUTIONS & PERFORMANCE

Did the employee achieve their objectives for the period, what was the result?

  • How did this employee help the team achieve its goals through his/her skills, knowledge, and leadership?
  • To what extent has this employee made an overall contribution to CAE (beyond his/her own role and team, including stretch assignments in current role) that might warrant a higher level or different type of reward?
  • What is the impact the employees' contributions on my teams' overall goals and how does it contribute to the overall business objectives (Department, Business unit, Corporate)
Recognition and motivation

RECOGNITION & MOTIVATION

Is this employee paid competitively with respect to the external market (based on salary scales/market salary information from interviews, etc.)?

  • Is this employee paid equitably with respect to internal peers (base salary, incentives, allowances, benefits, etc.)?
  • Is this employee provided with non-monetary rewards or other forms of recognition commensurate with his/her contributions?
  • Can this employee’s pay positioning (externally & internally) be substantiated (based on relevant experience, qualification, longevity in the role, critical or scarce skills or performance in previous years)?

What is this employee’s level of stress, work/life balance and overall engagement?

  • Do we provide him/her with the right support?
  • What motivates this employee to continue contributing to and growing at CAE? Is there anything that demotivates him/her from doing so?

How do I enable the employee to benefit from the flexible time policies?

As a people leader

FOR PEOPLE LEADER
This quadrant is reserved if your employee is a people leaders for the Talent Compass discussion

Click to learn more about our pillars

How has this employee showcased the 4 Leadership Pillars in their role as a leader? (Agile & Versatile, Inclusive & Connected, Winning Mindset, Visionary & Energizing) See slide 4 to learn more about our pillars

  • How has this employee taken action to exhibit the leadership pillars and traits ?
  • How can I support the leadership pillar or leadership trait that this employee wants to develop and champion.

How has this employee supported the growth and development of their team?

  • Considering the development categories, (keep up to date, develop, stretch, observe) and those identified as having High Potential, High Performers, new hires, employees having difficulty in current role and other team members.

How has this employee used feedback they receive to improve their capabilities and self awareness

How has this employee leveraged Officevibe to improve team engagement and create a positive experience for their team?

Talent compass
Values

VALUES

Click to learn more about our values

To what degree does this employee exhibit CAE values in their work (acts as a role model, demonstrates, promotes learning)?

  • Which of the CAE values does this employee inspire in others in their interactions? How else do they inspire others?
  • To what extent does this employee have the customers’ needs at the centre of their actions (sometimes, always, exemplary)?

Has the employee actively contributed to an inclusive & collaborative work environment, and demonstrated awareness of unconscious bias? Click to learn more.

Growth and development

GROWTH & DEVELOPMENT

Would I assign critical deliverables to this employee or challenge him/her with a change (expanded role, new lateral role, promotion)?

  • To what extent does this employee exhibit learning agility? How?
  • What kind of scarce or critical skills has this employee developed or maintained that are essential for our growth?

What concrete development actions has the employee taken towards their development plan? What skills and skill interest are they working towards developing?

  • Could they benefit from having a mentor or be a good candidate for mentoring others?
  • How have I provided support and guidance? What additional support may they need?
  • Is the employee actively seeking feedback from me and others?
  • What Workday Learnings have they leveraged? Have they expressed interest in a Gig in line with their skills and development actions?
CAE Continuum flexible work profile

CAE CONTINUUM FLEXIBLE WORK PROFILE

How has working remotely vs. being on site impacted this employee’s wellness, overall contribution and ability to reach his/her goals? Do you recommend any change to this employee’s current ratio of remote vs. on-site work?