Fuel50 Products:
Company HQ: Ireland
Industry: Banking
Company Size: 11,000 Employees
Our work environment is a place of trust and appreciation. We take every opportunity to recognise inspirational work and insightful contributions that help our customers achieve their dreams and ambitions.
Results
94.72%
Uptake Of The Fuel50 Software
96.01%
of Unique Logins Were Returning Users
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This is a financial services group operating predominantly in the Republic of Ireland and the UK. The organization was formed in 1966 as a new company that acquired three Irish banks: Provincial Bank of Ireland (established 1825), the Royal Bank of Ireland (established 1836), and the Munster & Leinster Bank (established 1885).
Allied Irish Banks (AIB) provides a comprehensive range of services to personal, business, and corporate customers in their target markets and has leading market shares in banking products in the Republic of Ireland.
The business has been restructured in recent years with the aim of becoming a customer-focused, profitable, and lower-risk institution, well positioned to support economic recovery in Ireland while seeking to generate sustainable shareholder returns. The Government of Ireland currently owns 71%.
Business Challenge
The company has been working since late 2016 to design a new career model for all levels across the organization. This model will replace their traditional and complex grading structure and introduce transparent and consistent career levels and reward structures with the aim of facilitating employee mobility across the organization, empowering employees to own their own development, and building a stronger talent pipeline for the future.
This initiative is considered to be a key lever to improve retention of key talent pools and to build a competitive employer brand. The new career structure represents a long-term shift in their approach to career planning and development, with a simple approach to careers and jobs. By introducing a new career structure, they want to empower employees to develop their career in new and exciting directions: EXPLORE new opportunities, MOVE in different directions, and PROGRESS in exciting ways.
Solution
Career Families
Every job in the organisation is positioned within one of 12 Career Families, bringing together employees with similar skills, capabilities, and purpose. Closely related jobs are placed together, regardless of function, department, or division – in fact, most Career Families will have jobs from multiple business areas. This will provide greater transparency of potential career opportunities across the organisation, highlighting jobs with similar or related capabilities.
Career Levels
The company’s seven Career Levels reflect levels of accountability and contribution a job (Core Job) makes in the organisation. They begin at Level One and proceed to Level Seven. Under the new career structure, all grades will be replaced by Career Levels.
Core Jobs
Each Core Job is unique to a Career Level and Career Family, and reflects multiple positions across the organisation.
Capabilities
Capabilities are skills and behaviours people need to be successful in their roles. A set of Behavioural and Technical Capabilities has been developed in line with organisational values and purpose. These Capabilities give clarity on the behaviours and skills employees will need to support their growth and career development.
Results
The rollout of Fuel50 achieved significant impact, with uptake and engagement levels surpassing expectations. As of July 26, 2020, a System Utilization Review recorded a 94.72% uptake of the Fuel50 software and 96.01% of unique logins coming from returning users. These results highlighted both strong adoption and sustained employee engagement with the platform.
Reflecting on the impact, the Chief Executive Officer described Fuel50 as “a powerful game-changer for employees in terms of enhancing their Career Experience.” They further emphasized the partnership, noting it is a “fantastically rich platform and the team are very responsive and helpful.”
Beyond the utilization metrics, the review also identified the top career drivers for employees—quality, achievement, balance, reputation, and expertise—as well as top personal values including trustworthiness, honesty, reliability, integrity, and efficiency. Career styles most represented were Organizing Analytical and Social Organizing, underscoring the platform’s role in surfacing meaningful insights about the workforce.