Leadership Development

Vicinity is committed to building the leadership capability of all people leaders.

The dedicated focus on developing the capability of our Executive and Senior Leader group was continued in FY21 through the systemic change program, The Vicinity Way, specifically by reframing the role of the leader at Vicinity. Executive and Senior Leaders have been significantly invested in to develop adaptive leadership capability and growth mindset so they can take up their role in leading cultural change, capability development of our people, increasing execution velocity and driving increased commercial performance through and with our people.

Performance and Reward

We recognise the link between exceptional performance and reward outcomes.

As part of our shift towards a high performance culture, we ensure that our permanent team members invest time in setting quality goals and objectives at the start of the performance year.  Progress against delivery of these goals occurs regularly through dedicated 1:1s and formal performance conversations which occur twice per year. 

At the end of the performance year, Vicinity team members are evaluated against their goals and objectives, as well as their core role responsibilities and demonstration of Vicinity’s values and behaviours.  This evaluation then informs reward payments.


How we measure our success

To inform future learning and development offerings, we continuously monitor the effectiveness of our programs through:

  • Feedback surveys after every program;
  • Employee Engagement survey questions relating to learning and development; and
  • Feedback from management.