• Understands the importance of managing both business and reputation risks and their part in doing so.
• Recognises the need to contain costs and increase revenue.
• Demonstrates capability to enhance process rather than implement without curiosity.

• Contributes to and influences business unit revenue generation and profitability.
• Understands the impact of expense management on organisations bottom line and acts accordingly to minimise expenses.
• Recognises potential business and reputation risks at an early stage. Communicates and acts to minimise and control these
• Understands the linkage between the technical expertise they bring and the client’s challenges.

• Is accountable for a specific business sector, trading desk or sales desk
• Delivers high percentage of revenue and fee generation and delivers above average returns in terms of number of transactions and value of transactions
• Understands the impact of expenses on organisations bottom line and acts accordingly to minimise expenses
• Establishes a framework in which business and reputation risk can be identified, assessed and managed

• Leads the activities for a business, product or function.
• Sustained business success across multiple clients and product groups
• Consistent track record of contributing to or generating profits or profit opportunities and managing costs/expenses for the organisation.
• Proactive success in developing and pursuing new business opportunities
• Active in improving the organisation; works for the good of the wider group and has a “total Bank” mentality
• Acts in shareholders’ interest
• Monitors risks on an ongoing basis and seeks to balance potential risks and returns with a strong focus on upholding the Bank’s reputation

• Leads the activities for a major business, product or function.
• Is a driver of profitability for the organisation and acts in the interest of employees, shareholders, customers and the community.

• May handle matters related to transactions but does not typically handle meetings involving key client contacts
• Shows an understanding of client needs and how to respond to these.

• Develops and maintains internal/external client relationships.
• Uses internal and external network to cross-sell and maximise revenues
• Capable of executing client requests and meetings

• Has initiated, developed and maintained excellent internal/external client relationships.
• Developer of new client/business relationships for the organisation
• Uses the company network to cross-sell and maximise revenues

• Develops relationships at the most senior external and internal client levels
• Strong client focus/influence skills; provides proactive and innovative advice
• Successfully uses organisations network to cross-sell and maximise revenues
• Actively identifies and pre-empts customer issues with solutions.
• High degree of customer intimacy

• Enhances and promotes the brand and reputation of the organisation in all dealings
• Develops long term relationships at the most senior external and internal levels
• Recognised and valued as a thought leader

• Specialisation of skills into a specific role (e.g. relationship management, trading, corporate finance
• Is knowledgeable of transaction strategies within assigned area, but does not have the experience required to consistently handle complex transactions independently

• Applies knowledge in area of specialisation to produce value added results
• Seasoned in assigned area, independently handles the most complex transactions.
• Aware of need to improve and maintain skills.
• Combines commercial relevance with technical expertise to create superior client focused results.

• Expert professional and technical competence
• Applies knowledge in area of specialisation to produce “value added” results

• Expert professional and technical competence
• Acts as functional expert
• Applies knowledge in area of specialisation to produce “value added” results
• Recognised as Industry Leader
• Constantly looks to improve own professional and technical expertise and has demonstrated success in improving teams’ skill set and others outside business area.

• Technical expertise comes from proven leadership of complex businesses and is respected for their thought leadership

• Shows a high-level understanding of the firm’s strategy and its impact on the business direction of own team. Actively supports line of business strategy

• Contributes to the formulation of business strategies
• Demonstrates a detailed understanding of the firm’s strategy and its impact on the business direction of own team. Uses knowledge of line of business strategy effectively

• Strongly contributes to defining and developing strategic direction for their part of the business and may be asked to contribute across business units.
• Sets day to day strategies of department and long-term strategies through liaison with ED

• Defines and develops strategic direction for their part of the business and ensures congruence with wider organisation and company strategy

• Plays a major part in the development and execution of the firm’s strategy
• Drives strategic activities with other areas of the company.

• Understands why cross business co-operation is important to the firm

• Actively demonstrates cross business co-operation within the organisation
• Awareness of how the business strategy supports the organisations strategy
• Considers opportunities to partner with other business units

• Creates and/or contributes to a collaborative environment
• Develops an organisational wide versus a business unit perspective
• Actively identifies opportunities to partner with other business units
• Key member of recruitment efforts

• Consistently employs partnership skills to identify broad business opportunities and work with colleagues in other business areas to deliver client solutions
• Shares credit with others for their contributions
• Makes business decisions that support the wider strategy
• Pursues opportunities to partner with other business units outside of the division and raises awareness of cross-team initiatives

• Capably manages and establishes external and internal partnerships that drive the overall organisational strategy
• Drives the division strategy initiatives through raising awareness and engaging other business leaders to focus on key strategic opportunities
• Maintains relationships with other business leaders outside of the division in order to maximise cross sell opportunities

• Displays appropriate work behaviours and values – Lead by example and is accessible to colleagues.
• Understands and ensures compliance with appropriate people policies/procedures for the team. This includes internal or external people requirements e.g. OH&S, The wider Group Policies and Guidelines, Harassment and Discrimination
• Looks for opportunities to take on new work/projects
• Understands and implements business plans by establishing relevant goals/objectives for team
• Understands own responsibilities and where personal and team accountability rest

For Associate Director and Director titles, the following criteria apply in addition to those listed for Senior Associate:

• Identifies and develops talent to grow the business and build organisational capability through a diverse work force and inclusive thought
• Translates business plans and direction into actions that are easily understood by the team
• Effectively manages team members. Rewards appropriate behaviours and positive results and provides guidance to those requiring further development
• Is a positive role model for others
• Identifies and proactively takes up opportunities to lead projects and initiatives within own team and across the organisation
• Actively seeks out opportunities to provide input into business initiatives aimed at developing the capability of and streamlining organisational processes
• Create a coaching leadership style: ” a developer of people”

For Executive Director and Managing Director titles, the following criteria apply in addition to those listed for below ED titles:

• Builds organisational capability through effective people strategies that enhance the business and leverages a diverse workforce and inclusive thought.
• Understands the business value of diverse teams and drives this capability
• Clearly communicates the future direction of the organisation and own area of responsibility
• Is a positive role model for The Group’s organisational and management values
• Rewards appropriate behaviours and positive results
• Coaches, leads and empowers effective teams to develop and implement key organisational strategies.
• (Fosters a “One Team” approach)
• Drives strategies to develop and increase new business
• Inspires and engages staff at all levels
• Is passionate and committed about their role and the organisation
• Drives effective communication within own team and in cross-functional, organisational teams
• A champion who adapts and builds resilience in new or difficult situations
• Provides thought leadership on new or significant areas of business interest both within and outside their area of functional expertise
• A strategist who earns business, is visionary and seizes and develops opportunities
• Proactively leads and manages change

• Builds an understanding of the concept of coaching.
• Establishes trust by creating a safe, supportive environment that produces mutual respect and trust
• Demonstrates active listening by focusing on what the person is saying to understand the real meaning of the discussion
• Uses direct communication to communicate effectively during coaching sessions. Uses language that creates a positive impact on the Customer
• Defines development goals and plans by creating opportunities for on-going learning during coaching and in work/life situations
• Tailors approach to the individual requirements of the person/people receiving the coaching

For Associate Director and Director titles, the following criteria apply in addition to those listed for Senior Associate:

• Can identify the specific coaching needs of an individual and outline the coaching process and relationship.
• Asks open questions that reveal the information required to maintain an effective coaching relationship
• Manages progress and accountability by reviewing and refocusing the person on objectives while leaving the individual responsible for taking personal action.
• Alters coaching approach as required to meet the needs of the individual
• Understands the importance coaching plays in developing the capability of the organisations resources. Is actively involved as a coach and promotes the concept of coaching to others
• Creates a personal sense of self-awareness and self-regulation and pursues self-development
• Encourages appropriate feedback both up and down the organisation

For Executive Director and Managing Director titles, the following criteria apply in addition to those listed for below ED titles:

• Creates awareness of behaviours by evaluating multiple sources of information and observations and provides guidance to help the individual gain awareness
• Supports and encourages the individual to work toward achieving goals and objectives
• Supports and promotes the concept of coaching throughout the business
• Actively coaches’ individuals at all levels within the organisation
• Is respected by others as an effective coach both within and outside own team/BU
• Seeks personal guidance from more senior peers as mentors or coaches

• Acts with integrity in all dealings
• Delivers on promises
• Demonstrates drive, initiative and resilience to do best work and find better ways to do work tasks
• Builds and sustain strong working relationships
• Listens openly to others, respecting their views, ideas and experiences.
• Considers the implications/consequences of actions and decisions
• Complies with all organisational policies and processes

For Associate Director and Director titles, the following criteria apply in addition to those listed for Senior Associate:

• Makes commercial decisions based on analysis, experience and judgement
• Provides support for team members to have constructive conversations and work effectively together
• Engages the team to find innovative ways to achieve their objectives
• Collaborates across teams to share ideas and achieve great outcomes
• Draws upon the difference within teams to capitalise on diversity in style and approach
• Understands and reinforces the message that risk is the responsibility of all staff in the organisation and considers the risk implications/consequences of actions and decisions
• Role models the values of the organisation

The following criteria apply in addition to those listed for below Executive Director level:

• Delivers results in line with Business Unit strategy, balancing short- and long-term issues and business complexities
• Promotes an environment where people can take action and learn from their experience
• Translates the vision into meaningful stretch goals and engage others to achieve them
• Sustains relationships across business units to share ideas, streamline processes and achieve synergies
• Builds an environment of trust and openness that values diverse views and styles
• Drives and supports the promotion of a diverse and inclusive culture

The following criteria apply in addition to those listed for below Managing Director level:

• Promotes a culture that inspires trust and confidence
• Effectively resolves organisation-wide issues to sustain focus on key strategic deliverables
• Creates and sustains a vision and culture of continuous improvement where people strive for success
• Collaborates across the organisation to initiate and deliver organisation-wide solutions that enhance the companies Group’s market position
• Promotes an environment that enables a diverse workforce to reach its full potential.
• Creates inclusive work environment by evolving and providing access to progressive work/life and flexibility practices.
• Creates opportunities for increased dialogue and profile on diversity and inclusive thought