CDI AndersElite is fully committed to the provision of quality training and development to enable all staff to meet the business goals and objectives. The job mapping templates is a great example of how the organisation supports employee development; they currently have this in place for recruiting / sales function and are in the process of developing for other areas of this business. This enables staff to easily identify where they fall within the job mapping with regards to experience, performance, qualifications and training and where their development areas are which may be requirements for promotion. These ‘gaps' then becomes the basis of their development plan. A huge part of the employee development is through the undertaking and achievement of professional qualifications. The company believe they offer a "Best in Class" training offering as all of their training is delivered by industry leading organisation who are deemed to be the market leaders in their respective field. Year to date over 70 members of staff have undertaken a professional qualification and it is anticipated this figure to grow over the next 12 months. Finally, the company have recently introduced an apprenticeship scheme and have targeted every office with taking on two apprentices. Apprenticeships are a tried and tested way to recruit new staff and provide the company with a future workforce. It encourages a culture of learning and provides a strong foundation to the staff base whilst demonstrating our commitment to employee development at all levels.

Details on intranet of various events - bacon butties last week, Movember etc. All details of various events are on the staff intranet, recently the company took part in Movember, had charity donations for bacon baps to raise money for a local lady for cancer treatment in America,they also took part in the NSPCC HACK in the Mourne mountains and sponsored a local primary schools 10k fun run to name a few.

Details on intranet of various events - bacon butties last week, Movember etc. All details of various events are on the staff intranet, recently the company took part in Movember, had charity donations for bacon baps to raise money for a local lady for cancer treatment in America,they also took part in the NSPCC HACK in the Mourne mountains and sponsored a local primary schools 10k fun run to name a few.

CBS Butler sponsors, attends and helps to plan TeenTech and Festival of Science both of which are aimed at exciting/encouraging school children into Science, Technology, Engineering and Math's based careers. The company partners with SATRO who are an educational charity involved in stimulating young people's interests in STEM (Science, Technology, Engineering Mathematics). The UK technical sector business is facing a drastic shortage of engineers over the next few years, with experts speculating that 350,000 new engineers are required by 2018 in order to remain competitive. CBS Butler has been working closely with SATRO over the last few years in order to encourage young people of school/college age into engineering careers through a large number of STEM initiatives and events. When the council slashed funding of educational charities CBS butler stepped in to provide over £10,000 so that SATRO could still run their annual Festival of Science. This has since remained an ANNUAL investment.

As a carers' charity, the organisation have made particular efforts to ensure the wellbeing of carers that they employ. They have developed, in consultation with staff, a policy that sets out how they will support the carers that they employ – including up to 5 days paid leave in any 12 month period if needed to deal with caring responsibilities. Carers Trust are also very open to requests to work flexibly / change working hours temporarily or permanently in order to help staff to cope with their caring responsibilities. These types of approaches are particularly important as carers are often under a great deal of pressure outside of work. They also have a regular feature in their monthly staff newsletter on various aspects of health and wellbeing - for example on topics such as back pain.

As a carers' charity, the organisation have made particular efforts to ensure the wellbeing of carers that they employ. They have developed, in consultation with staff, a policy that sets out how they will support the carers that they employ – including up to 5 days paid leave in any 12 month period if needed to deal with caring responsibilities. Carers Trust are also very open to requests to work flexibly / change working hours temporarily or permanently in order to help staff to cope with their caring responsibilities. These types of approaches are particularly important as carers are often under a great deal of pressure outside of work. They also have a regular feature in their monthly staff newsletter on various aspects of health and wellbeing - for example on topics such as back pain.

Last year saw the introduction of New Ways of Working which has continued to inspire a cultural change in the way the company thinks about agency workflows at an individual and collective level. Essentially, it provides teams with a new set of techniques to approach every day issues experienced. Teams are equipped with a whiteboard, known as an ‘Information Centre', designed to drive discussion at regular huddles. The huddles have continued to be a success in driving team interaction throughout this year, opening up a forum to discuss performance, share successes and highlight any concerns. They have been an integral part of improving communication and ensuring everyone is kept informed of targets and progress against these. Alongside team huddles, everyone at Carat comes together on a weekly basis to share important updates or successes, showcase campaigns, and introduce new starters. Similarly, the leadership team hold On The Horizon on a quarterly basis to communicate how Carat have been performing and what's next for them, as a business. Employees have the opportunity to ask questions and share thoughts to gain the most from these sessions.

The company have a healthy working lives group led by staff for staff. This group runs information campaigns and events throughout the year and has, for example, led to a member of staff discovering undiagnosed diabetes.

Every quarter the company aim to hold a company-wide activity, BeSocial, which is a way for employees to interact and bond outside of the work environment. The activity is chosen by employees and the company will provide funding for this. BeSocials engage employees and create a positive team spirit throughout the company. For any new employees, the company contributes £20 towards their first lunch – by doing this they are encouraging the new employee to engage with their new team and help them to feel welcome. Every Friday afternoon, the company hosts nibbles and drinks to finish off the week. It allows employees to feel relaxed after their hard work, and also a way for the directors to personally say thank you.

In circumstances where individuals contribute something exceptional that adds value to the success of the business they will be rewarded with an 'on the spot bonus'. The bonus is paid as and when performance is recognised and staff will be told of their achievement by a Director and receive written confirmation of the bonus. It is an effective way of demonstrating to staff that they are valued and that their efforts are recognised at the highest level. It is high impact because it rewards success immediately as opposed to it being recognised through an annual bonus scheme which could be up to 12 months later when with the passage of time it runs the risk of being perceived as less of an achievement. Examples of where 'on the spot' bonuses have been paid in the last 12 months are for: extremely positive client feedback on a high profile project, successful delivery of an internal IT based project within a tight time frame, for hard work and commitment in securing a new client and project when this is not typical for the job level. This type of bonus is in addition to the formal profit share and bonus schemes operated by the company where 60% of pre tax profits are distributed annually to staff through a variety of profit share and bonus schemes.

In circumstances where individuals contribute something exceptional that adds value to the success of the business they will be rewarded with an 'on the spot bonus'. The bonus is paid as and when performance is recognised and staff will be told of their achievement by a Director and receive written confirmation of the bonus. It is an effective way of demonstrating to staff that they are valued and that their efforts are recognised at the highest level. It is high impact because it rewards success immediately as opposed to it being recognised through an annual bonus scheme which could be up to 12 months later when with the passage of time it runs the risk of being perceived as less of an achievement. Examples of where 'on the spot' bonuses have been paid in the last 12 months are for: extremely positive client feedback on a high profile project, successful delivery of an internal IT based project within a tight time frame, for hard work and commitment in securing a new client and project when this is not typical for the job level. This type of bonus is in addition to the formal profit share and bonus schemes operated by the company where 60% of pre tax profits are distributed annually to staff through a variety of profit share and bonus schemes.

They hold annual Health & Wellbeing events, where colleagues can access a variety of services and information relating to their personnel health and wellbeing. These are very popular in the company, and are well attended and supported events. Amongst the things that are accessible to staff are head & neck Massages, advice on quitting smoking, advice on weight loss, taster sessions of sports and activities, advice and samples of healthy food, sight and hearing tests, help and advice on personal safety, help and advice on motoring/driver safety, blood pressure checks, access to help and advice on men's and women's health issues and many more depending on colleague requests, and relevant topics. As a result of their various activities on Wellbeing they were awarded a special recognition from Investors in People.

Many of our staff have worked as recruiters in previous roles, they believe that as a business, they have strong enough networks to recruit to internal vacancies without using agencies. In the last year they re-invigorated their 'Refer a Friend' scheme to offer a generous referral fee for successful referrals, offering £1,000, £2,000 or £3,000 gross dependent on the starting salary of the individual referred. This is payable on successful completion of 3 months service by the new joiner. Additionally, the referrer is entitled to a meal out for 2 on the company at the time the individual joins. The rationale for this is that the cost of the referral fee is outweighed by the savings on agency costs. This has proved to be their most successful means of recruitment this year, with around 17 successful referrals ranging from apprentices to general managers. Staff are clearly motivated to refer as we have a regular supply of candidates coming through this scheme.