Career skills and development
We are 100% committed to being the best we can be. We genuinely want to see you succeed. Every AMP employee has a development plan that is supported by his or her leader.
The development plan formalises your development goals and objectives and documents the support, training or other activities needed to achieve these.
You are the owner of your development plan. This includes meeting with your manager on a regular basis and putting the plan into action.
Development activities
Once you set your specific development objectives, you may want to consider a range of development opportunities. Development activities can be:
Formal and informal courses
AMP has a Learning Management System (LMS) that helps you to track your development against the core, professional, technical and compliance skills. In the LMS, each skill may have one or more formal or informal learning experiences attached to it that can be undertaken to address skill development.
There are a number of e-learning programs available through the LMS including the mandatory compliance training modules. These include Fair Trading, Financial Advice, Trade Practices Act, OH&S and Discrimination & Harassment.
Work-based development opportunities
Our employees are encouraged as part of their tailored development plan to take on experiences outside their normal role to build their capabilities and expertise. This includes working with a buddy when you are new into a role, contributing to project work and participating in secondment opportunities. We have a number of team members who play an informal coaching role within their teams along with structured mentor relationships.
Self-directed study or research
AMP promotes innovation and commercial awareness by supporting employees who choose self-directed study or research as part of their development plan. This may include academic research, membership and participation in professional associations, networking at AMP and industry seminars, conferences and events.
Professional qualifications - study assistance
Our study support policy supports your continuing professional and personal development. Assistance may take the form of financial reimbursement, education leave or a combination of both. We support degree, postgraduate and financial services qualifications.
Induction and orientation
We conduct two orientation programs for new employees:
- Welcome to AMP (employee orientation)
We understand that transitioning into a new company can be a daunting process. To help you on your journey into AMP, we have a Welcome to AMP Orientation Program.
This program provides you with a great opportunity to learn about the AMP business, our people, our culture, our heritage and sense of community and how your department individually contributes to the success of the organisation.
You'll get the opportunity to meet our senior leaders and get some insight into the future direction of business as well network with other new employees.
- New AMP Leader's Program
Whether you are new to the organisation or have been promoted to the position of leading others in AMP, this course covers the critical information you need to operate as an effective leader in a high performance culture.
You will be introduced to the systems; processes and tools available to support the day-to-day management and leadership of your team, and the work-based activities are relevant and critical to your effectiveness as a new AMP leader.
Projects and secondments
Projects and secondments are an excellent way to develop your specific skills and to enhance your career. Secondments typically may involve swapping roles with someone else, filling in for someone who is on leave or moving into a different role on a full or part-time basis for an agreed period.
To support these development activities, AMP has a number of key systems and processes.
These include:
Performance management
Our goal is to be continuously recognised as a high performing company, and to be acknowledged as one. High performance is an ongoing journey. It means continually striving to get better at what we do. The better we get the higher we strive.
At AMP, performance management is about helping improve AMP’s business performance and helping you succeed in your role. Performance management is an ongoing discussion between you and your manager that is based on coaching and honest feedback.
It involves:
- Performance agreements: setting clear objectives that are linked to our business plan.
- Regular coaching: honest feedback through regular open, honest feedback with your manager and peers throughout the year to help you improve your performance.
- Performance reviews: rating performance twice a year – what has been achieved and how.
- Rewarding performance: rewarding excellent performance, both as individuals and as a business.
- Development planning: identifying opportunities for new skills and experiences, to help you be more successful in your role.
Sustainable leadership
Sustainable leadership is one of our most important initiatives to help build a high performance culture and capability from within. It applies to the top three tiers of leaders in AFS.
Sustainable leadership is about:
Assessing current leadership capability against the sustainable leadership skills (coach, communicator, strategic thinker, implementer) and behaviours (trustworthy, committed to others, results orientated and creatively restless).
Developing leadership capability targeting areas of development. A development directory provides a range of development options suitable for executive level leaders within AMP including group programs, self-study activities, executive education programs and executive coaches and mentors.
Talent management and succession planning
People are a key driver of our business success. AMP has a talent management and succession planning process to ensure we have successors in place for our critical specialist and senior roles.
AMP Skills Framework
The AMP Skills Framework comprises a set of skills and competencies that are aligned to a selection of development options. The AMP skills Framework supports individuals to develop customised development plans to support their current roles as well as future development.
The AMP Skills Framework is divided into categories of skills, including:
| Core |
Relevant to all areas across AMP. Skills include leadership, management and business effectiveness skills |
| Generic Professional |
Relevant to many different areas within AMP.
Skills include coaching, analytical skills, project management |
| Technical skills |
Specific to a particular business unit or group of roles. Skills include Finance, Sales, and Service |
| Compliance |
Specific skills required by various areas to meet regulatory and business obligations |