Appendix - dfcu Bank Proposal | July 2026 | Confidential
Please access this document via the main proposal.
Phase 1 activates Pillars 2 and 3 of dfcu Bank's Talent Management Strategy. This roadmap shows how each subsequent phase extends coverage across the remaining pillars - moving from critical-roles succession to full enterprise talent lifecycle management, and from a maturity index score of 1 toward the target state of bank-wide self-sufficiency of resource.
Phase 1 activates Pillars 2 (Behavioural Assessment) and 3 (Career Development and Succession) of dfcu Bank's strategy. Phase 2 extends into Pillars 1 and 4 - broadening talent acquisition capability and deploying structured performance management. Phase 3 achieves full Pillar 5 activation: a live People Balance Sheet, enterprise analytics, and strategic advisory. All phases run on the same platform - no migration, no new vendor.
Shift from annual reviews to continuous performance enablement. Goal cascading from strategy to individual, real-time feedback, and TAILA-assisted development conversations. Separates constant goals from changing activities.
Phase 2Sequenced deployment of DataWiz dashboards based on your priority questions. Phase 1 analytics live in 6-8 weeks. Includes SHRM-certified training for HR business partners. 60+ strategic perspectives across 15 HR themes.
Phase 2A verified, data-driven view of both behavioural and technical capability across your organisation. Particularly relevant for your agri banking and technical specialisation needs. 4-6 week deployment.
Phase 2Structured IDP module within TalentPrint. Each employee has a personalised development plan aligned to their succession readiness level and career aspirations. TAILA provides ongoing coaching nudges.
Phase 2Structured mentorship framework for branch managers and sector heads. Pairs senior leaders with high-potential successors. Accelerates R2 and R3 successors toward readiness.
Phase 3One-to-one coaching for senior leaders and high-potential executives. Delivered by accredited Peopletree coaches. Particularly relevant for EXCO and senior branch leadership development.
Phase 3TalentProfile enables employees to manage their internal career visibility. Reduces dependency on external hiring by surfacing internal candidates for open roles automatically.
Phase 3Ongoing strategic advisory support as dfcu Bank's talent maturity grows. Includes annual talent strategy review, board and EXCO presentation support, and alignment to business strategy shifts.
OngoingStructured assessment centres for promotion decisions and leadership pipeline identification. Combines TalentPrint assessments with structured observation and panel review.
Phase 3dfcu Bank's Talent Management Strategy includes a maturity index that tracks progress across all five pillars - from ad hoc (Level 1) to predictive and strategic (Level 4). Each phase of the Peopletree engagement is designed to advance the maturity index score, giving EXCO a measurable view of progress and a clear target state.
Talent processes are informal, inconsistent, and reactive. No shared data. Decisions based on intuition.
Core processes defined and consistently applied. Succession pipeline in place for critical roles. Assessment data integrated.
All pillars active. People Balance Sheet operational. HR makes evidence-based decisions. Performance and development connected.
Talent decisions are proactive and data-led. AI-powered insights. Bank-wide self-sufficiency of resource achieved.
As the engagement matures, dfcu Bank has the option to move to an enterprise agreement that covers the full talent lifecycle across all 1,200 employees. This simplifies commercial management, reduces per-unit costs through volume, and provides a single partner accountable for all talent outcomes.
Phase 1 Scope
TalentPrint, DataHub, Succession Management, dedicated team, quarterly reviews. Activates Pillars 2 and 3.
Phase 2 Expansion
Performance management, people analytics, skills audit, IDP module, internal mobility. Extends into Pillars 1 and 4.
Full Lifecycle
Complete platform, leadership development, executive coaching, strategic advisory, board reporting. Full Pillar 5 activation - live People Balance Sheet.
Appendix - dfcu Bank Proposal | July 2026 | Confidential