Earthwatch give pubic recognition at mission meetings and there are thank you cards from Senior Management. They have a very robust intranet to share information, social events and photos. Recent achievements are communicated at the monthly mission meetings attended by all staff. Emails are sent by Heads of Department about departmental achievements with accolades to individuals who are highly accomplished.

As an environmental organisation, Earthwatch recognises that their day to day operation has an impact on the local, regional and global environments. They are committed to continuous improvements in their own performance and have development policies that enable them to put in place a strategy and process by which their efforts towards sustainable environmental improvements can be measured and monitored on an on-going basis.

There are live Q&A sessions through staff meetings and in service training events. Many managers work in open plan offices alongside employees and the CEO adopts this approach as well. There are regular updates by Senior Managers and the CEO via internal newsletters.

Dyslexia Action endeavour to recycle as many work materials as possible. They have an environmental policy which is published throughout the organisation. They increasingly use webinars as a meeting format, reducing the need for travel. They email and thereby have reduced their postage and paper use significantly. They ensure that all machinery is switched off at the end of working days.

Through Contribution Management & PRS schemes, employees may receive amendments to their salaries. Contribution Management is based on two elements, performance against a set of objectives and market rate analysis (the organisation aims to reward employees within the upper quartile of the market figure). PRS - employees have the potential to receive bonuses quarterly depending on productivity and achieving standards.

There are Hot Topic guidance sheets and information for managers, providing update on employment legislation and procedures. There is Delivery of training for managers on Attendance Management utlising the services of ACAS. There is a Leadership development programme, improving and enhancing leadership skills.

The GM motivates and supports employees from the top down and has drive, passion and enthusiasm for the organisation and its success. He encourages people to develop and reach their full potential, providing support and mentoring as appropriate. He has always encouraged an open door policy for all staff and although he operates at a highly strategic level, will still find time to work alongside frontline staff, particularly at busy times. This promotes a feeling of being valued and appreciated and staff feel the importance of their role is understood by top management.

Staff are able to vote for employees and a presentation ceremony is held at staff party and awards night. There is a night out for all staff to a restaurant. Attendance at Awards ceremonies e.g. Falme Award, Best Bar None Awards, Keepmoat Sports Awards etc.

The Council have proposals to introduce informal recognition advice and guidance to managers and formal recognition via annual awards. 25 and 40 years service are recognised with a gift, certificate, awards ceremony/dinner. 25 years receive £100 vouchers, 40 years receive £250 vouchers. As part of their plans for informal recognition, thank you cards are proposed.

The Council have proposals to introduce informal recognition advice and guidance to managers and formal recognition via annual awards. 25 and 40 years service are recognised with a gift, certificate, awards ceremony/dinner. 25 years receive £100 vouchers, 40 years receive £250 vouchers. As part of their plans for informal recognition, thank you cards are proposed.

The leadership have a scheduled 'walk about' and one member of SMT does 'walk about' every week and also visits staff workrooms for a chat. This is well known & welcomed by college staff. They are very open with staff and have been in the college for a long time. They are well respected.

The leadership have a scheduled 'walk about' and one member of SMT does 'walk about' every week and also visits staff workrooms for a chat. This is well known & welcomed by college staff. They are very open with staff and have been in the college for a long time. They are well respected.

After a recent restructure all Heads of Service and Directors attended an away day/ team building day. The primary aims of this away day was for managers to build as a team, open up communications channels and establish a basis of trust. The event started with a team building activity that involved four seperate teams to achieve a common goal of building a physical bridge. This was followed by a presentation by the Chief Executive on Chorley's challenges and an exercise to identify expected behaviours in line with these challenges and Chorley's values of ‘Forward Thinking', ‘Respect', ‘Professional', ‘Pride' and ‘One Team, One Council'. The event finished with a 360 exercise where every manager and their service area were scored on each of the values.

After a recent restructure all Heads of Service and Directors attended an away day/ team building day. The primary aims of this away day was for managers to build as a team, open up communications channels and establish a basis of trust. The event started with a team building activity that involved four seperate teams to achieve a common goal of building a physical bridge. This was followed by a presentation by the Chief Executive on Chorley's challenges and an exercise to identify expected behaviours in line with these challenges and Chorley's values of ‘Forward Thinking', ‘Respect', ‘Professional', ‘Pride' and ‘One Team, One Council'. The event finished with a 360 exercise where every manager and their service area were scored on each of the values.

The organisation hold awards including annual recognition of excellence and going 'above and beyond' following nomination by peers. Special leave is awarded and social events held to celebrate milestones. Staff receive public emailed thanks from the Chief Executive, letters of thanks, flowers where appropriate and web stories about achievements. They also receive thank you cards and letters from senior staff.

Staff and students have provided osteopathy to participants in the London Marathon. The organisation has been involved in fundraising to support prostate cancer. Fundraising activities also contribute to the funds for the BSO charity. These efforts have been recognised with awards from the South London Press, CAM magazine, Borough of Southwark and shortlisted for the Prince of Wales Integrated Health Foundation special judges' prize. They were also shortlisted for the Charity Times Charity of the Year award in 2010.

Brent Housing Partnership nominates employees for awards, employee of the year certification and staff achievement awards. Gift vouchers are given to employees and the company have been Investor in People since 2005. The company hold a publicity group meeting where a representative from each team attends and gives team updates.

Brent Housing Partnership nominates employees for awards, employee of the year certification and staff achievement awards. Gift vouchers are given to employees and the company have been Investor in People since 2005. The company hold a publicity group meeting where a representative from each team attends and gives team updates.

They strive to provide a positive and supportive working environment. They encourage managers to provide informal feedback to staff plus formal feedback through supervision and appraisal. The company encourage staff's successes with articles in News 2 You and they have nominations for the annual awards ceremony. Staff receive a cash bonus for achieving their NVQ certificate and a cash bonus for 'recommending a friend' to join Brandon.

Brandon provide mandatory training for all operational staff including food safety, COSHH, first aid and fire safety induction for all new starters. They sponsor front line staff to achieve their NVQ certificates and support this with their highly rated in house assessment centre. On completing their awards, staff are invited to a celebratory awards lunch and receive a cash bonus. All staff are able to apply for annual bursaries to support academic studies related to their work. They also support and fund managers to achieve relevant professional and academic qualifications.