What are companies doing with regards to 'My Company'

The Council's safety adviser gives advice and support for quitting smoking and holds a budget to fund smoking cessation products. We have lunchtime fitness classes at the Council such as ‘gut busters', Pilates and yoga. They have run several health screening days where staff can have their cholesterol, blood pressure, BMI and bone density. They also have a range of flexible working policies including non standard working hours, flexi-time, flexible working for parents and carers and paid time off for urgent family leave. They also hold events such as ‘Bring your children to work' day.

The Council's safety adviser gives advice and support for quitting smoking and holds a budget to fund smoking cessation products. We have lunchtime fitness classes at the Council such as ‘gut busters', Pilates and yoga. They have run several health screening days where staff can have their cholesterol, blood pressure, BMI and bone density. They also have a range of flexible working policies including non standard working hours, flexi-time, flexible working for parents and carers and paid time off for urgent family leave. They also hold events such as ‘Bring your children to work' day.

The organisation holds a ‘Going the Extra Mile' award each month and annual staff achievements awards ceremonies. Employees have access to a comprehensive total reward package which includes a robust pay and grading system, flexible working packages, health and well being initiatives and local supplier discounts. Staff also receive discounted travel via Warrington Borough Transport.

Warrington recently hosted the English Half Marathon which captured the interest of a number of employees who were able to enter at a discounted rate. There are monthly competitions for staff to undertake with tickets for shows and meals in local restaurants as prizes. The organisation holds an annual staff achievement award programme. This is about service away days where service groups come together away from the workplace to focus partly on the needs of the business and significantly on interaction with each other at work and service priorities.

The organisation review their salary structure on a regular basis and deal with anomalies. They also ask for regular feedback through supervisions and balanced scorecard reviews.

The organisation review their salary structure on a regular basis and deal with anomalies. They also ask for regular feedback through supervisions and balanced scorecard reviews.

The company offer continuous professional development, teaching qualifications, industry specific qualifications, professional charterships and working groups. Teams are involved in projects and the organisation have talent management, people strategy and succession planning.

Staff awards are held for customer service, learner of the year, employee of the year and the organisation also have an environmental award. The organisation also has dashboards and share point as corporate communications. Leadership training and development is in place and covers, grievance policy, equality statement, equality and diversity training and dignity at work policy.

The organisation are involved in the ‘Healthy Lives at Work' initiative and this will be rolled out at the new HQ. Employees are given more in depth financial information during staff days to reassure employees of their current financial position against their competitors. Lunch Seminars are in place to provide employees with an opportunity to understand what other departments do and focus groups are introduced and lead by senior managers to understand employee views on survey results and where ROSPA could improve.

The organisation are involved in the ‘Healthy Lives at Work' initiative and this will be rolled out at the new HQ. Employees are given more in depth financial information during staff days to reassure employees of their current financial position against their competitors. Lunch Seminars are in place to provide employees with an opportunity to understand what other departments do and focus groups are introduced and lead by senior managers to understand employee views on survey results and where ROSPA could improve.

Fairbridge holds regional seminars usually every two - three years and a National Seminar which all employees attend over a few days in alternate years. At these events activities such as sports tournaments, dance, quizzes, team building, encouraging employees to mix with others from different teams and job functions. Central Office and Teams also hold their own team away days, for which the focus is fun and team bonding. An example of a recent team away day included a walking tour of the new Olympic site followed by boules in the park and a pub quiz written by Fairbridge team members.

They have the "Word of Bod" which is an email based newsletter which is circulated monthly collecting news and events from across the organisation and highlights the successes of individual staffers, teams and young people who come to Fairbridge. As well as celebrating milestone birthdays, births etc... and special achievements such as gaining a qualification or completing a sporting or fundraising event.

External courses are provided to employees. The organisation also offers internal staff development where staff can pick and mix their programme. Teaching staff are supported in completing a PGCE and given teaching sessions to allow them to complete this successfully. Other qualifications have been supported where staff have been given time off site to attend college or a training venue. The college will also pay a contribution to course fees.

The organisation hold a formal Christmas event for all staff to attend. They also have regular gatherings including visits to the races. They hold an annual awards event and nominations are made by staff, the winners are decided by a panel of judges. The staff social committee receive a budget of £2000 per year to organise events.

The Leader is open and honest, very approachable and informal, feeds back to people, openly recognises good ideas/suggestions, doesn't dismiss the less good ideas/suggestions, gets involved, creating a culture of engagement - bottom up approach.

Some training activities that Sussex Oakleaf's employees might undertake are Corporate Induction Days, Learning about Recovery, Professionalism and Self Awareness, Mental Health Awareness, Train the Trainer, Cultural Awareness, Risk Assessment, Safeguarding Vulnerable Adults, Child Protection, Motivational Interviewing, Managing Difficult and Aggressive Behaviours, Managing Absence, Lone Working, First Aid, Food & Mood, Basic Drug Awareness, Alcohol Awareness, Prevention of Homelessness, The Management LEADER Programme and IT clinics. Formal qualifications can be part-funded by the organisation if identified and agreed through 1:1s/annual appraisal with line manager. Paid time off for study is also available, if agreed with line manager. In house training can also provide qualifications (NOCN/NVQ) e.g. LEAD programme, Peer Support, Train the Trainer.

Strategic Directors have previously run customer excellence Workshops for staff. In addition our Chief Executive holds regular Chief's Chats on issues that may be of concern to staff. There is an open door policy in place at Stratford District Council. The leader has strong integrity and believes in a culture of transparency, openness, fairness and equality for all staff. He encourages flexibility within the organisation.

Strategic Directors have previously run customer excellence Workshops for staff. In addition our Chief Executive holds regular Chief's Chats on issues that may be of concern to staff. There is an open door policy in place at Stratford District Council. The leader has strong integrity and believes in a culture of transparency, openness, fairness and equality for all staff. He encourages flexibility within the organisation.