Entec's Future, Our Future - Part 2

Strategic Goals

• Remain a long term sustainable profitable business for the benefit of all our stakeholders
• Aim for 10% or greater growth in fee income year on year.
• Strategic target of 10% operating profit - our longer term aspiration
  

Strategic Themes

• Remain broad based in terms of technical capabilities, offerings, markets and customers
• Recognise that knowledge and relationships are our most fundamental assets in the context of the interplay between our people, our markets and our customers
• Develop competences and offerings in line with market needs and realistic opportunities to diversify
• Primary focus on UK market
• Primary focus on organic growth with consideration given to acquisitions to deliver strategic enhancement of skills, services and/or geographic spread
• Retain and recruit the best people
• At all times, remain light-footed and pragmatic to respond to changing situations
  

Markets

Overview

Entec will have a clear understanding of its chosen markets and will tailor its services to match existing and future needs building a sustainable market position. We will recognise that our markets include customers, trade bodies, contractors, other professionals and influencers, and, in order to build position, we must operate effectively within the supply chain. Our market understanding will be captured in market analyses and our approach to developing our business will be clearly expressed in sector specific strategies. The sector and service development team will influence the future direction of the business at all levels: order book development, customer relationship management, competence and service development, recruitment and resource deployment. In so doing it will work positively and sympathetically with the management team, business unit directors and product group directors, and other key development individuals.

Market Development

Entec remains committed to developing its diverse range of chosen market sectors whilst maintaining its strong position in the water sector. Our primary focus is the UK market with specific account development providing opportunities in Eire and in EC policy development. We will also continue to support our existing clients where we can confidently work with them overseas. A review of the opportunities to selectively develop our overseas interests will be carried out during financial year 05/06.

Special project teams will be formed if justified by clear opportunities to rapidly build new, sustainable income streams in developing service areas.

Service Development

Investment needs will be informed by the Sector Team and the Management Team and annual budgets set accordingly. Though a proportion of this investment will be allocated to low cost, more routine service/technical development managed by the relevant Product Group Director/Business Unit Director we will aim to invest the majority of this expenditure in accordance with the Product Service Development process.

Higher ground will continue as a positive think tank from which initiatives to increase our level of influence within our customer’s businesses can be encouraged.

Philosophy

Entec’s business is market led. It invests in understanding its chosen market sectors to ensure its services continue to offer best value and to grow its business profitably.

Supporting Statements

• Entec will be recognised as a leading environmental and engineering consultancy working with leading organisations on a national and, selectively, international basis
• Focused, intimate business to business (contact) marketing
• There is no boundary between Entec and its chosen markets and partners
• Clear, honest marketing messages
• Partner with the best and integrate Entec within the overall supply chain
• Take the long term view (lasting market position and long term customer relationships)
  

Customers

Overview

Entec will be the chosen provider of environmental and engineering consultancy services as a result of the experience of working with Entec and the quality of our offering. Management of assignments and customer service delivery remains the responsibility of the Business Unit Directors and Product Group Directors. Through project directors and under increasing influence from sector developers, we will build increasingly multi-disciplinary assignments forging yet more integration of our skills. The focus on cross selling and selling on through customer relationship management will be maintained.

Customer Development

Entec’s focus will be increasingly aimed at developing more major accounts based on framework agreements and preferred partner/supplier status. Our approach will be a combination of maximising the potential which exists in our existing customer base and targeting new customers for development where our intelligence indicates significant potential. We will work harder at removing boundaries between Entec and its customers through innovation, integrated project delivery processes, greater transparency and through developing deeper, richer professional relationships.

Philosophy

Entec is an environmental and engineering consultancy which works with its customers in order to add value to their businesses through demonstrating a clear understanding of the business environment in which they operate.

Supporting Statements

• Seamless provider of high quality, value for money, integrated services which provide solutions to environmental and engineering issues
• Value for money, not lowest cost
• Lasting customer relationships based on honesty, trust, confidence and equality
• Proactively support customers through account and project teams selected from a national resource perspective
• Maintain efficient delivery channels via a national office network and multi-skilled teams
• Continuously improve our services through co-development with our customers and partners
• There is no boundary between Entec and its customers

Our People

Overview

Entec will be the chosen employer of environmental and engineering consultants as a result of the work experience and its reputation. Through market development we will create the opportunity to recruit new skills and competences to work alongside our existing staff, presenting an opportunity for new experiences. The primary responsibility for people development, communications and deployment will remain with the staff manager and we will invest in improving our capability in this area. To a backdrop of a growing, changing business which provides a climate for career development, our people will be presented with these opportunities by preference. Only where no suitable candidate exists will we look outside.

People Development

The process of driving compliance with and improving the effectiveness of our performance development and appraisal process will continue. Our commitment to the balanced scorecard of objectives continues and staff managers will be supported by the roll out of training programmes and coaching.

Communication and consultation will continue to have a high priority and our investment into training and development in technical and core competencies will continue to exceed sector norms.

Philosophy

Entec’s business is its people. It recruits, retains and develops the best people to meet the needs of its markets and customers now and in the future. Entec will provide an environment which liberates fully the potential of its people encouraging them to develop themselves and their careers alongside the business objectives.

Supporting Statements

• Provide an environment within which the individual can develop a career at a pace matched to ability and ambition and which aligns with Entec’s objectives
• Provide clarity of leadership and direction
• Provide an operating culture which balances top down controls and organic development
• Promote teamwork playing to individual strengths
• Encourage balance in work/other activities (social, family, etc)
• Recognise success and progressive achievement/development - rewards based on merit
• Focus on supporting self development and individual ownership of career
• Provide a range of career paths to match individuals’ strengths and preferences always aligned with business objectives
• Don’t tolerate under performance
• Reflect our philosophies, policies and procedures openly in the Staff Handbook
  

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