Capitol Power Corporation

"Demerger" - The creation of a new company from EPCOR

EPCOR made a strategic decision to create a separate company, Capital Power Corporation, for its power generation business. This included a comprehensive organization design and implementation process. This presentation provides a fascinating look at the creation of a separate company.

The Issue:

  • Too many job levels
  • Job titles that were not consistent or clear,
  • Opportunities to be better in a ‘‘hot market’’ at attracting and retaining top talent
  • Not getting optimal performance (e.g., lack of clarity of accountabilities
  • A proliferation of silo mentalities)
  • Lack of expected results from a major process improvement project.

Results:

  • Improved vertical alignment of positions (e.g., increase requisite alignment and decrease gaps and compression).
  • Improved functional alignment of positions (e.g., have ‘‘like’’ functions better clustered together).
  • Improved clarity of positions (e.g., improved position descriptions together with education and training in natural work teams).
  • Improved clarity of employee and managerial accountabilities and authorities (e.g., included in position descriptions and supported by education and training).
  • Improved clarity of cross functional accountabilities and authorities (e.g., included in position descriptions and supported by education and training).
  • Improved fit of employees to positions (e.g., develop and implement Talent Pool process and measure fit of employees to positions) to improve current fit and determine future requirements (e.g., talent shortages).
  • Improved level of organization design capability (e.g., transfer of materials, methods and skills).
  • Improved functioning of critical related systems (e.g., Human Resources and Organization Planning and Review).

Project Information:

Industrial sector Types of organization Governance RO Stratum of the organization Number of Employees Labour relations Region Country
Public utilities - electric, gas, water
Electric power generation
Private
6
3000 Unionized
North America
Canada
Types of interventions Specific functions targeted if any Strata in which RO interventions were used Approximate Years of project interventions
2007 to 2010

Link to other project-related information on the site:

Project principals

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Senior Vice President Human Resources and Health, Safety and Environment,
Capitol Power

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
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Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations