On average employees receive twenty hours formal training per year including Teacher training, Assessor and Verifer Awards, First Aid at Work, Manual Handling, Health & Safety, a variety of IT training, Active Listening Skills, attendance at numerous internal and external conferences and seminars, Autism Awareness Sessions, Child Protection Training, Subject-specific update, legislative and professional courses ie British Canoe Union training, BSc in Information & Library Studies, Rabbit Welfare training.

The organisation has a budget specifically for fun and social events and have included the annual staff Christmas Party. The College provide wine and mince pies at the end of the Autumn Term to get employees in the Christmas spirit for the holidays. Employees have formal team building 3 – 5 times a year, 3 times per year for Academic staff as part of course reviews, less so for support staff. Management teams have 'away days' and teams undertake informal team-building activities.

There is internal management development training comprising of developing leaderships skills, influencing and negotiating skills, motivation, coaching and mentoring.

Keep Britain Tidy's most outstanding fun/social event is their annual Christmas Lunch, where they continue to raise funds for their chosen Charity of The Year. They also hold Charity Dress Down days, sometimes in conjunction with their own Big Tidy Up events. Part of their annual staff conference is devoted to fun/social events where again they raise money for their Charity of the Year.

People managers within "Johnnie" Johnson Housing are given the opportunity to take part in mentoring programmes to assist others inside and outside of the organisation to develop their skills. Where possible the company open up courses to other managers who are not necessarily pursuing the full qualification, e.g. individual modules/sessions on the ILM courses.

A Group of representative staff from across the organisation meet regularly to discuss ideas and then consult with and engage with staff via their blog site on the intranet. In addition to this, all staff are offered the opportunity to receive a free winter flu-jab each Autumn either at Head Office or at a local pharmacy via a voucher. Employees also benefit from a flexi-time policy which enables staff to attend appointments outside of their core hours with flexible start and finish times. Time off in lieu can be used to accommodate personal appointments e.g. child's sports day. The full family friendly policy allows for unpaid leave and use of holiday entitlement as well as statutory parental and emergency time off and the attendance policy allows up to 2 hospital appointment days per annum.

Impact Housing Association regularly hold management training sessions especially the Institute of Leadership and Management qualification and internal events on managing attendance, discipline and grievances. They are currently running a CIH Management Development Programme. Where appropriate they pay for management qualifications. Impact hold four managers meetings a year where all the organisation's managers come together to discuss development and service improvement.

All staff carry out equality and diversity, customer service, personal safety, bullying and harassment training etc. Other popular training courses are NVQ Level 3 Advice and Guidance, ILM level 5 in Management. Normally these will be carried out in work time and funded by Impact. Also study time is provided at 2/5th of the working week for higher level courses.

Management tool kits/resources give access to training, checklists and induction and support from colleagues. There is pay/support for external management qualifications. Typically ILM, CMS,DMS and MBA courses have been supported. Also there is training in Health and Social Care. There is access to individually identified training i.e. ILM or in-house Managers Toolkit Training. Other Seminars/managers forums or other peer support opportunities are meetings for Heads of Service, specific meetings for housing managers and floating support managers.

Management tool kits/resources give access to training, checklists and induction and support from colleagues. There is pay/support for external management qualifications. Typically ILM, CMS,DMS and MBA courses have been supported. Also there is training in Health and Social Care. There is access to individually identified training i.e. ILM or in-house Managers Toolkit Training. Other Seminars/managers forums or other peer support opportunities are meetings for Heads of Service, specific meetings for housing managers and floating support managers.

Over the last 26 years John Mulloy has been instrumental in delivering award winning developments, top class service and innovative initiatives. Under John's leadership Hillcrest Housing Association has evolved from solely being a housing provider to being the parent company of a group of companies providing housing, care and wider role activities. It is John's determination to move the Group on and embrace the best new ideas and initiatives that make his leadership skills distinct. The Group is never standing still and is always exploring new ideas, projects and ways of working. This makes it exciting for employees to be part of the Group. Everyday is never the same for a lot of people within the Group.

Every year, employees are given the opportunity to nominate a charity for any monies raised to be donated to. The Social Committee is responsible for choosing 3 or 4 causes which the money raised throughout the year is divided between. Fundraising events go on within different offices throughout the year. Local offices regularly hold dress down days, bacon roll mornings, book sales, Burns lunches and lots more. Employees are allowed to participate in these activities during work hours in order to raise as much money as possible.

GAD offers all staff the opportunity to undergo a comprehensive medical health check which is operated by BUPA; the health check covers many things including losing weight, eating healthy and cholesterol. The company allow paid time off as part of their flexi time system to attend the appointment and repeat/follow up health checks are then offered on a regular basis dependant on the individual employee's age. GAD also operate a flexi time working policy, if an employee works more than their weekly contracted hours, this is a flexi time credit. The flexi time scheme provides for authorised time worked beyond the weekly contracted hours to be 'banked' as 'credit' and taken as time off at a later date, to suit both the employee and GAD.

GAD do a number of things to ensure employees feel appreciated and that they are rewarded for their continued or outstanding efforts. For this reason the company offer employees performance related pay, a thank you from the Leader during the monthly update, an acknowledgement and thank you in team meetings, success stories are also published in the e-GAD news.

As an environmental charity Global Action aim to lead by example and take all steps to reduce their impact as far as possible. They have achieved ISO 14001 through the innovative EMS Easy process. Every individual follows the environmental, travel and procurement policies best practice and has their own personal quick check task to ensure that they follow all the relevant plans. Each member of GAP has their own day to empty the compost caddies for the wormery making it an inclusive process and highlights how dedicated all employees are to sustainability.

Global Action have a Christmas party, quizzes and evenings out and a Swish event.