1.2 Cluster 2 Governance Summary Piramal.pptx

Karuna Fellowship Piramal FOundation

1. Cluster 2: Karuna Fellowship, Talent, Gandhi Fellowship Summary: People Governance Metrics October 2023

2. People Governance will be ensured by 3 FGs focusing on Karuna Fellowship, Gandhi Fellowship and Talent each FG2 (Karuna Fellowship) FG3 (Talent) FG4 (Gandhi Fellowship) Ensure fellowship ethos, impact, scale up and PoSH and patronizing Ensure compliances, PoSH /Child Safeguarding, Physical Safety of Employees, Prevention of Ethical issues and cultivate seva-oriented culture Ensure Governance, Safety of Fellows, Prevention of Ethical issues, Capacity Building of PLs and Fellow experience People Functional Groups FG3 AGP Comfort FG3 Governance Framework FG2 AGP Comfort FG2 Governance Framework FG4 AGP Comfort FG4 Governance Framework

3. FG2 (Karuna Fellowship) FG3 (Talent) FG4 (Gandhi Fellowship)

4. Central KF Team's key objective is to ensure AGP comfort on 3 key areas of Scale, Ethos, Impact of Fellowship  Current Verbatim Intervention 1 Future Verbatim (1 Apr 24) "I want a 200 fellows' centre in Baggad" "I hope they are not fighting with their parents and husbands with this empowerment" "I want to see how many are your repeated recruiters" BB wise business plan presenting it together with l BB CTMs as owners, as regular part of governance Conducting large bootcamps , inviting him to experience number, scale physically  as part of governance Preparing papers on the causes of women ending up alleged 'fighting'/taking a stand walking out on marriage etc. Shairng the researched impact of Udgam to VFS to KFship on families  Include in  governance indicators " "I am enriched to see so many women's sangha working for rebuilding the fiber of our society as compassionate leaders" "Good to know that we are doing good for the families and society" "What would you do to convert your repeat recruiters convert into a large-scale placement partners?" Intervention 2 Future Verbatim (1 Oct 24) FG2 Review with AGP on achievement of numbers and projections  Organizing  Regularly sharing the impact Regular update on placement- achievements/challenges /difficulties Placement processes "you all are ready for scale" "One has to look at these fellows beyond their personal life- as the very competent work force residing in big numbers in remote parts of our country"  "I want to see your preparedness to achieve placement for 2000 women every year" Scale Ethos Impact -- -- -- -- -- -- -- -- -- -- -- -- -- -- --  Patronizing POSH xx AGP Comfort Focus Areas : FG2 Karuna Fellowship

5. KF Governance Framework includes 3 key parameters with 9 sub-parameters are further mapped to key metrics and tool to measure each BB progress/readiness FG2 (KF): Governance Parameters and Sub- Parameters Area Karuna Fellowship Ethos Sub Area Need for Karuna fellowship Safety and gender responsive ness Learning and development Max Score 10 10 10 Key Metric / Tool KF Presence, Quality recruitment of Fellow   Safety and gender responsive ness Audit Learning and Devlopment Dashboards  Karuna Fellowship's Impact Quality of Services by KFs Quality of services by Alumni Quality of Personal life  10 10 10 Productivity dashboard Alumni Tracking Audit  Fellow impact on Family  Karuna fellowship's Scale Business Plan  Progress on quarterly targets New Opportunities 10 10 10 Yearly Target Dashboards  Business line Tracking sheet  strategy for identifying new opportunities xx xx xx Audit/Survey to Include Set-Up KF  CoE  in each BB, 100% transperat Recruitment process  Posh Policy, High visibility of IC Panel  Leadership workshops, BB level L&D tracker CSAT Servey, Productivity Dashboard  Three year scale up plan in place  Periodic sessions for alumni advancement and progress Stories of fellows support to family are being highlighted xx Process set for review and course correction to meet the KF no targets 3-year strategy to find new donors/clients for KFs in place

6. FG2 (Karuna Fellowship) FG3 (Talent) FG4 (Gandhi Fellowship)

7. Central Talent Team's key objective is to ensure AGP comfort on 6 key areas of Compliances, Posh/Child Safeguarding, Physical Safety of Employees, Prevention of Ethical issues and Leadership Quality Current Verbatim Intervention 1 Future Verbatim (1 Apr 24) I am afraid you are not paying enough attention to legal compliance (statutory, FCRA, S&E) I am afraid you are not doing enough to prevent concerns on Sexual Harassment, Child Safety I am afraid our people on the field are unsafe/exposed Institutionalise HRMS + Statutory Policies and SOPs Introduce 6-weekly BB-Wise compliance dashboard Reconstitute, GRG, CSC by BB Refresh + re- socialse PoSH , CS Policy Introduce quarterly PoSH , CS Audit + Dashboard Setup guidelines, routines, structure Introduce quarterly Physical Safety Audit + Dashboard I am reassured that you have the right systems in place to ensure compliance I am reassured by your efforts and future plans for PoSH , CS. I feel we are doing a lot so that our people on the field are safe Intervention 2 Future Verbatim (1 Oct 24) Introduce 6-monthly HR Compliance Internal Audits and update to AGP/Board/CSR Committee Launch gender+ child safety campaign across BB Introduce routines, tools for conversations Launch personal safety campaign across BB I am well-informed and confident about the readiness of HR compliances Our systems and process for PoSH , CS, Gender Safety are exemplary Our systems and process for Physical Safety are exemplary Compliances PoSH /Child Safeguard Physical Safety I am afraid there are a lot of ethical issues that you are not aware/mindful of You don’t have the leadership team you need for your future strategy You don’t have second line of leadership you need for your future strategy Institutionalise culture code Setup Ethics/Grievance committee Introduce quarterly Risk Assessment + Action Plan Educate AGP proactively about nuances of leadership hiring & acculturation Improve PMS quality (KRA IDP/Review) Improve staffing count + process Introduce 6-monthly leadership dashboard Introduce Fast-Track, Career Planning Improve quality, consistency of Band 2, 3 Sangha Routines Introduce 6-monthly leadership dashboard I am reassured that you have the right systems in place to ensure ethical conduct of employees I recognise that the leadership you need is difficult to identify, attract and integrate I can see that there are quite a few high-potential future leaders within the foundation Launch Ethical Decision-Making framework and training across levels Launch quarterly ethics audits + dashboard Introduce Development Centres and DDO routines for Band 3+ Create 3 years career tracks and succession plan for 100% Band 2B+ NA I feel we have enough culturally aligned and capable leaders for the foundation's future I am excited about the next line of leadership emerging within the foundation Ethical Issues Leadership Succession AGP Comfort Focus Areas : FG3 Talent

8. Talent Governance includes 3 key parameters with 10 sub-parameters are further mapped to key metrics and tool to measure each BB progress/readiness FG 3 (Talent): Governance Parameters and Sub- Parameters Area Compliance Sub Area Policies Audit Readiness Ethics Max Score 10 10 10 Key Metric / Tool Status of Benefits, Personnel Files and Policy Handbook Audit Readiness Assessment Ethics Audit Safety POSH Child Safeguarding Physical Safety 10 10 10 Gender Safety Audit Child Safeguarding Audit Physical Safety Audit Culture & Leadership Staffing Quality of PMS, Learning Leadership Pipeline 10 10 10 Status of open positions, Attrition Status of KRA Setting, IDP, Sangha Routines Status of Promotion Readiness, Succession Plans Culture Code + Routines 10 Culture Survey Audit/Survey to Include Fulfillment of Statutory req. Policy + Panel completion, socialization Emp knowledge Status on HR Statutory Audit Parameters Policy + Panel completion, socialization Emp knowledge. Quality of internal/ ext support systems Policy + Panel completion, socialization Leadership readiness Employee knowledge Everyday routines Quality of internal/ ext support systems Operational readiness Actual v/s budgeted staffing Attrition/retention rates. Other talent metrics on diversity etc Existence, Periodicity, Quality of routines % staff impacted Quality of outcomes Employee experience and feedback interventions

9. FG2 (Karuna Fellowship) FG3 (Talent) FG4 (Gandhi Fellowship)

10. Central GF Team's key objective is to ensure AGP comfort on 5 key areas of Governance, Safety of Fellows, Prevention of Ethical issues, Capacity building of Program Leaders and Fellow Experience Current Verbatim Intervention 1 Future Verbatim (1 Apr 24) I am concerned about the enterprise risk attached to Gandhi Fellowship Quality I am afraid our Fellows on the field are unsafe/exposed I am not confident that you have put in the right systems in place to ensure org culture has been absorbed by all bands Setup Fellowship guardrail parameters for end-to-end Fellowship Processes Normalise Fellowship Guidelines across all BBs Setup Internal and External Fellow Safety Guidelines and Protocols with legal compliance Institutionalise culture code  Setup Ethics/Grievance committee I am reassured that you have the right Gov mechanisms is in place to ensure the quality of Gandhi Fellowship    I feel we are doing a lot so that our Fellows on the field are safe I am reassured that you have the right systems in place to ensure ethical conduct of Fellows Intervention 2 Future Verbatim (1 Oct 24) Introduce 6-monthly GF Compliance Internal Audits and update to AGP/Board/CSR Committee Launch Fellow Safety campaign across BBs Set quarterly audits Introduce quarterly Risk Assessment + Action Plan Launch quarterly ethics audit  I am well-informed and confident about the quality of Gandhi Fellowship in each BB Our systems and process for Fellow Safety are exemplary NA Governance Fellow Safety Ethical Issues I don't think Band ones are able to coach fellow/manage quality of fellow experience in a uniform manner I am afraid that fellows will have different experiences basis their BB engagement losing out on the essence of the fellowship Launch PL Certification Courses  Pilot Development Centre for PLs Implement NB4 Curriculum in its true spirit across BBs Setup multi geography & domain agnostic learning system Re-design placement preparation I am excited about the next line of Program leaders emerging for Gandhi Fellows I am reassured that you have the right process in place to ensure Fellow learning at a scale 100% Band 1s get certified in PL Certification Program Expand multi geography and domain movement to across BBs  Introduce placement prep for positions in gov and corporate companies I can see that you have set up the right learning system of Pls for 10x impact in Fellowship I am excited about the next cohort of change makers that we will nurture PL Certificate Fellow Experience AGP Comfort Focus Areas : FG4 Gandhi Fellowship

11. GF Governance Framework includes 5 key parameters with 15 sub-parameters are further mapped to key metrics and tool to measure each BB progress/readiness FG4 (GF): Governance Parameters and Sub- Parameters Area SEWA-BHAV objectives Sub Area 100% Recruitment Personal  Transformation 80 % Placement Max Score 05 05 05 Key Metric / Tool Quality recruitment of fellow s All processes  in a semester of GF completed Tech enabled placemen  Safety and security Zero POSH  Zero Grievance Prevention Plans  05 05 05 Sops to manage external POSH cases developed and informed to GFs Regular review of the work and cases of grievance committee by FG 4 SC Separate SOP for Natural/ Man made disaster at Location  Governance and cross learning BB  Fellowship Team FG 4 Working Group  FG 4 Sterring Commitee 05 05 05 Strong lead 3A-potential 3A leading each big bet BB Fellowship Team  KRAs for FG 4 working group members are set  Steering committee is building partnerships and enabling larger community building Audit/Survey to Include Zero Drop out post General Induction due to alignment  All fellowship process linked to NB4 adequately implemented Prep starts  one year prior to the placement Reporting and redressal mechanism in place Ttraining and workshops of PL and PM on Fellow Managment Regular review of the work and cases of grievance committee Emergency SOP, Sessions on Emergency response  Cross-functional workshops on Gantt charts and big bet contributions fostering partnerships and facilitating community growth.

12. GF Governance Framework includes 5 key parameters with 15 sub-parameters are further mapped to key metrics and tool to measure each BB progress/readiness FG4 (GF): Governance Parameters and Sub- Parameters Area  Diligence in mitigating risks Sub Area Communication Operating model Shared Responsibility Max Score 05 05 05 Key Metric / Tool Stories and media content on GFs is centrally vetted and approved GFs contracts are duly vetted to incorporate the changes in model FG 4 meet weekly for Fellowship  Program  Enhancement Scalable  Curriculum Certification for  New Program Mentorship  Network 05 05 05 Curriculum is aligned with the need of the Fellow experience  New projects within BB for fellows require approval from the CFT Leverage Alumni Network for Fellow mentorship  Audit/Survey to Include GFs personal data is managed with care GFs stipend remains the same across big bet BB take ownership of Fellow Growth across Band and Teams Multi Geography and Mutli Domain  Regular review of the new projects from fellow experience  1 Alumni on boarded as Mentor for 4 Fellows