Total Reward Statements are available to all staff electronically, via the Bank's "Scotia-Kit" online portal. Their TRS are constantly updated to reflect any benefit elections, such as the firms Denplan cover or other benefits such as Childcare Vouchers. Furthermore, employees have the option to instantaneously access an online valuation of their pension pot, so as to gauge the performance of any individual fund. Going forward, the Bank will also be introducing an online portal to aid employees to instantaneously manage their company shares, via the Bank's Share Incentive Plan (SIP). Reward and recognition are important motivational tools to ensure that employees feel that they are rewarded for their efforts, incentive payments are awarded to employees proportionally to their performance level and employees who perform well and who want to develop are also supported, ensuring their performance appraisal reflects their efforts and that there is scope for development and progression.

Total Reward Statements are available to all staff electronically, via the Bank's "Scotia-Kit" online portal. Their TRS are constantly updated to reflect any benefit elections, such as the firms Denplan cover or other benefits such as Childcare Vouchers. Furthermore, employees have the option to instantaneously access an online valuation of their pension pot, so as to gauge the performance of any individual fund. Going forward, the Bank will also be introducing an online portal to aid employees to instantaneously manage their company shares, via the Bank's Share Incentive Plan (SIP). Reward and recognition are important motivational tools to ensure that employees feel that they are rewarded for their efforts, incentive payments are awarded to employees proportionally to their performance level and employees who perform well and who want to develop are also supported, ensuring their performance appraisal reflects their efforts and that there is scope for development and progression.

One of Thatcham's company values is innovation and therefore they recognise and reward an employee who demonstrates a commitment to this particular value. Twice a year employees can nominate a colleague for a Value Award. The awards aim to promote and encourage commitment to their core company values and consequently acknowledge individual employee contribution. Each winner for the 4 values is given a voucher and champagne to recognise their success. Employees who completed the management certificate had their certificate presented by the Chief Executive and enjoyed a celebratory lunch and fun learning event.

Thatcham has a charitable donations group which meets regularly to decide which charities the company will support. They often sponsor members of staff for taking part in fundraising events from a team who walked the ‘moonwalk' for Breast Cancer, a member of staff who cycled from John O Groats to Landsend for the NSPCC and another who participated in ‘three men in a boat' for the Bi-polar Organisation. Thatcham has a corporate social responsibility committee made up representatives from each area of the business who meet regularly to discuss CSR issues, suggest new action points and comment on existing ones. All company owned vehicles are also selected on their CO2 emission efficiency. They carefully monitor the use of electricity, gas and water and have implemented a range of energy efficient programmes to ensure they are reducing their energy consumption. 8 wind turbines have been installed to generate some of their own electricity and have installed a lighting voltage management system which reduces power use by 25%. Thatcham are regular visitors to local schools and youth organisations where they promote safety on the roads.

Their in-house training programme, Text Life is open to all Text 100 staff. Local Text Life Ambassadors in each of the global offices are accountable for developing a training calendar tailored to the local office needs, tapping into the company's library of courses, white papers and external presenters.

The Leadership Investment for Text 100 is a global initiative aimed at the leadership development of their SAM, AD and SAD teams on a regional and global scale. Each region hosts regular teleconferences with this group to exchange best practices and discuss case studies around consulting and management activities.

In September O2 launched their new recognition scheme, Fanclub. Based on Facebook, people registering for Fanclub can upload their personal profile, add a photo and search the database to find people across O2 they would like to recognise for their achievements. It's a quick, easy and instant way to say ‘thanks for a job well done' and to make people's contributions feel valued. Anyone can nominate their peers, managers, individuals or teams for the contributions they've made to delivering against one of O2's six business priorities, known as the Customer Promise. All O2's directorates have a number of tickets allocated for recognition at The O2 Arena and other O2 Academies across the country, enabling their employees to be rewarded by seeing top artists perform at these locations. O2 have a bonus structure where their people are rewarded for their efforts based on their performance. The bonus is linked to how they have performed throughout the year and is assessed following their Annual Performance Review at the end of the year.

O2 have a strong focus on 'Teams'. They have Conferences which always have an entertaining and fun aspect to them, whether it's surfing and adventure, treasure hunts, creating iPhone applications or partying at the O2, they tailor the celebration to the team so it's a unique and personal event. On a more local level, individual teams hold dinners and team building activities to encourage team bonding. They have great camaraderie at O2. Across their sites you'll find teams celebrating things like Halloween, Children in Need, World Cup Football, Easter where they dress up, decorate the office, raise money for charity (matched by O2).

talkbackThames strive to engage and listen to employees opinions and conduct an internal engagement survey. The results are fed back to employees through presentations, team meetings with the findings published on their intranet. Employees are encouraged to put forward ideas and initiatives. They have held a pitching market open to everyone to contribute creative ideas with prizes including TVs and holidays. They give a spot bonus for exceptional work and send emails around the company to thank individuals for their contributions and reward employees with flowers, chocolates and lunches.

They are very passionate about supporting charities and they try to support as many causes as possible to ensure that there is something of interest for all employees. In support of their local community they volunteer in local schools and local campaigns including Business Action for Homelessness. They try to use their special skills in filming when they hold their evenings for the homeless. The first part of the evening provides a training session on the 'do's' and 'don't s' of an interview and then they film people individually practicing doing an interview. They try to provide a fun and unusual training event for the homeless but also enable their employees who film everyday to get involved with the charity in an area that they feel they can contribute. An Environmental Committee meets on a monthly basis to discuss ideas and processes for reducing their environmental impact. Discarded cooking oil is turned to bio-diesel and runs their vehicles.

Symantec's Total Rewards programess are designed to drive their success as a market leader in the information technology industry. In structuring and overseeing these programs, they focus on the achievement of corporate and individual performance objectives, attracting and retaining highly-qualified employees, and maximising long-term shareholder value. Symantec's Total Rewards philosophy is comprised of several key offerings including various stock programs, competitive benefits, attractive incentive pay programmess, market priced salary structures, and indirect compensation components such as work-life balance programmes, career growth and training opportunities, diversity programmes, and many others.

Symantec's Total Rewards programess are designed to drive their success as a market leader in the information technology industry. In structuring and overseeing these programs, they focus on the achievement of corporate and individual performance objectives, attracting and retaining highly-qualified employees, and maximising long-term shareholder value. Symantec's Total Rewards philosophy is comprised of several key offerings including various stock programs, competitive benefits, attractive incentive pay programmess, market priced salary structures, and indirect compensation components such as work-life balance programmes, career growth and training opportunities, diversity programmes, and many others.

Due to the considerable size of the organisation there is a huge variety of different team building activities that go on in various areas. For the most part these activities are generally designed to help people focus on organisational objectives but there are also opportunities for people to come together and give something back to the communities they serve through a variety of community projects.

They run a mentoring programme within and outside of the organisation and are soon to launch an accredited coaching programme across partner organisations. They have recently run a Suffolk wide Leadership programme across Local Authorities. Action Learning sets and buddy groups provide networking opportunities. They run a Leadership Thinking club and a book club and have cross organisation forums that meet regularly and engage in topical training or seminars. They also run cross organisation 'boards' for information sharing and decision making as well as an extensive intranet for knowledge transfer. A recent addition is a 'twitter' page.

Social funds are made available to spend on fun nights out and team building events. At Christmas everyone below director level receives a £50 cab fare home for attending the annual Christmas party in Battersea, London. To bring employees together they have held a fundraising football day and a Las Vegas Super Trip. In celebration of team success they are rewarded with weekend trips away. Employees undergo team building events several times a year.

Social funds are made available to spend on fun nights out and team building events. At Christmas everyone below director level receives a £50 cab fare home for attending the annual Christmas party in Battersea, London. To bring employees together they have held a fundraising football day and a Las Vegas Super Trip. In celebration of team success they are rewarded with weekend trips away. Employees undergo team building events several times a year.

They have developed a wellbeing pack which has been distributed to all staff highlighting the benefits and services available to all staff on their physical, emotional and financial wellbeing. Compressed working weeks, flexible working and part time working are offered where possible.

They have developed a wellbeing pack which has been distributed to all staff highlighting the benefits and services available to all staff on their physical, emotional and financial wellbeing. Compressed working weeks, flexible working and part time working are offered where possible.