Employees receive one to one coaching. Sponsorship is given to employees to study towards NVQs in relevant courses to support development of appropriate skills.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Well being practices include Diversity Council, flexible working policies, including home working, enhanced maternity/paternity options, on-site occupational health advisors (Live Well programmes), (ACAS facilitated) Employee Assistance programme and healthy eating programmes across UK sites, e.g. free fruit initiative
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Jones Lang LaSalle have in place a fully comprehensive training programme for new and existing line managers, providing core line management training skills.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Ipswich Town Football Club make a difference in the local community by supporting many local charitable projects. Last year they responded to 1200 requests as well as giving specific support to their three named charities. Their Community Trust department reaches approximately 70,000 children a year through its coaching courses and educational programmes.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
The company focused on supporting 2 charities last year, a local hospice charity and a national children's charity. Hotelscene organised a wide variety of events to raise money and everything raised by employees is doubled by the business.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
Staff are well rewarded with competitive salaries, annual bonuses, private health care, life insurance, a pension scheme and flexible working arrangements. Hilson Moran has a “work hard play hard” mentality and strive to assist staff in balancing a successful business career with personal fulfilment.
Hilson Moran encourage attendance at training courses and arrange regular informative seminars to assist staff in keeping abreast of new technologies. The company operates mentor schemes for the principal engineering professional bodies and pays annual subscriptions for staff.
Hilson Moran is involved in the development of sustainable buildings. They carry out research into sustainability issues and advise clients and local authorities on such issues. They also implement environmentally responsive practices within the office such as paper recycling.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
Each year they run the ‘Cleaner with Helena' campaign during the school holidays. During this campaign, Helena Housing employees volunteer to work with local communities to clean up dirty areas and improve the local environment.
Employees have benefited from health exhibitions, health checks and a programme of healthy activities such as walking, t'ai chi, netball, golf and football. They also provide a health and wellbeing staff-led group which promotes events and activities to staff across the organisation.
Each year they run the ‘Cleaner with Helena' campaign during the school holidays. During this campaign, Helena Housing employees volunteer to work with local communities to clean up dirty areas and improve the local environment.
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
HEAT devote the month of February to raising awareness of specific health issues and bringing a range of free services to employees. The programme includes cardiac risks factor tests, a chiropody clinic, eye testing, hearing tests, Indian head massage and an open surgery with the company doctor.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
The company encourage managers to give members of their teams positive feedback for work they have done well and to share successes both within and outside their teams. They operate a merit point system which is linked in to the annual performance appraisals.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Gyro International recognise and praise brilliant work with internal awards, all company annual bonuses, highly competitive salary, benefits package and staff incentives. In addition, they have birthday Fridays, fruit, breakfast and drinks for all staff and fast track internal promotions to encourage growth from within.
The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.
The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.
The Sports & Social club is available to all permanent associates and provides year round opportunities to participate in a variety of sporting and leisure activities which creates an atmosphere which supports one of the Companies key values, 'Balance Life'.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
They have a supportive culture and provide mentoring and leadership techniques to support and develop people managers.
All staff at Four work in close knit client and practice teams every day. The company also conduct team building training and have weekly and monthly social events across the year.
Four is a fast growing company which depends entirely on the excellence and motivation of its staff. They train staff, ensure that they have clear goals and career opportunities and encourage them to contribute and develop personally as well as professionally.
All senior managers including the CEO are very hands on and work directly as part of the team. Staff meetings are held every month and senior staff regularly lead the social and professional interaction with staff for example, by delivering training.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
The company provide a number of awards to recognise outstanding achievement, including The Most Consistent Consultant and the Top Consultant which is given to the consultant that achieves the highest invoiced fees within Ellis Fairbank.
All levels of staff work together in project teams. Employees socialise outside of office hours. There are also team building away days and training sessions.
Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.
Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.
The management team are fully committed to the development of all employees and a clear career and development route is outlined and supported. All members of staff have mentors to allow communication to occur both on a technical and personal basis.
DBK Group focuses its success on the contribution of its employees and give recognition for individual and team delivery and outstanding performance. Recognition is given in many forms, such as verbal and written published on the intranet, along with benefits in financial or lifestyle improvements.
DBK group give people managers responsibility and autonomy in their area. They also provide 'Institute of Learning and Management' Training to help support and develop them.
They ensure that employees who come up with an idea are credited with the idea and thanked for their contribution, usually via the intranet. In addition, ad hoc bonuses or gifts may be provided when an individual or team have gone beyond the call of duty.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats run regular stress awareness training. This allows all staff to look out for signs of stress. It has allowed CragRats to manage this growing epidemic. Before stress becomes a problem, managers, colleagues and HR will step in to ensure they do something to ensure no negative impact is made on the person's health.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Consarc Design Group Ltd office is a modern open plan working environment which creates a pleasant working atmosphere. Overtime is discouraged and there are flexible start and finish times within the core hours.
The Leader and senior managers are always available to talk to staff and the company has an open and friendly atmosphere. The directors and associates also take part in team meetings where ideas and comments are sought.
Consarc Design Group Ltd are a member of Business in the Community network. They take part in charity fundraising annually and have put in place a Cycle to Work scheme for all staff.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Balanced lifestyle workshops are run for employees to provide awareness around issues of balancing work and home life and the flexible working package helps employees to do this. They also offer every employee and their immediate family free access to ICAS, a well being provider.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
City & Guilds have recently implemented contribution-related pay awards and added to their benefits package. In addition to existing core benefits, employees can now purchase dental insurance, discounted childcare and retail vouchers and up to a week's additional annual leave, among many other new benefits.
They have introduced 100% Cedar Wellbeing, offering heavily discounted alternative therapies and ways of promoting personal growth in the workplace. The scheme arose spontaneously in response to employee suggestion.
Beyond the normal training budget Cedar try to organise masterclasses and coaching events in Cedar to help enhance employees' skills. They've had senior individuals from the sales, journalism and management worlds come in to talk to people in an informal setting.
CCEA offer a comprehensive volunteering scheme with each member of staff awarded one day per year to participate. The scheme enables staff to become involved in events which have a significant social impact including refurbishing special needs schools and helping disadvantaged youth back to education.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
There is a strong history of people having risen through the company. Prospective and current employees can see that it is possible to become a Board Director or Senior Manager yet start out as an Apprentice on the shop floor.
Caunton Engineering try to maintain as much communication as possible through regular newletters, team meetings, Employee Forum Meetings and away days. They are constantly reviewing pay and benefits to ensure they are properly rewarding employees.
To help employees balance their home and working life, staggered working hours can be agreed through the Employee Forum. Caunton Engineering also have an Employee Benefit Trust from which discretionary payments are made to prevent hardship.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Helix RDS aim to provide a pleasant atmosphere where staff can socialise. They have recently installed fresh ground coffee machines and also provide free fruit to all staff and visitors to the office. They also provide corporate membership to local gyms and swimming pools.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
The whole company closes one day a year and goes offsite for a teambuilding day. Fun is also key so they have fun together, at least 4 social events per year are arranged by the company.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
To encourage team work Butler & Young provide team building and training events. They also have area and office meetings which usually take place over lunch.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
Business Design Centre are members of the Islington Climate Change Partnership. A percentage of Company profits is donated to the Morris Charitable Trust and they have defined and are ever increasing recycling targets.
Business Design Centre are members of the Islington Climate Change Partnership. A percentage of Company profits is donated to the Morris Charitable Trust and they have defined and are ever increasing recycling targets.
If someone is acknowledged to have provided an outstanding contribution during the year they are presented with an award called the Starburst Award. All staff are also given the opportunity to nominate an employee of the month. The winner receives an extra days holiday.
With one team leader to every 11 employees, British Gas Business have close-knit teams where managers develop strong personal relationships with their people. They believe effective managers have to lead from the front and show they understand the jobs of their colleagues.
From serving healthy food in their restaurants to providing head massages, British Gas Business try to help employees live and work happily. They organise regular seminars on different aspects of healthy living and there are specific programmes for people wanting to stop smoking, lose weight or get fitter.
‘Learn To' is a management development programme for all first-line managers at British Gas Business. Managers take a series of courses, including ‘Learn to Lead', ‘Learn to Manage' and ‘Learn to Inspire'. The actual training brings in online learning and practical challenges.
British Credit Trust recognise employees through special awards. People can be nominated by their fellow colleagues and every quarter the person with most nominations wins £250.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
Brahm harness the enthusiasm and generosity of spirit of their employees by being involved in the volunteering programme, Leeds Cares, sharing time and skills with the local community, in particular St George's Crypt, a homeless charity.
The benefits package at Boyes Turner includes amongst other things, regular bonuses for all staff as well as healthcare, pensions, life insurance, discounted PCs and bicycles, local restaurants discounts, on-site catering and gym membership.
Boyes Turner encourage all employees to continually develop and extend their skills throughout their careers. Each member of the firm has a training budget which they are expected to spend annually. A number of staff are currently studying for first and second degrees fully paid for by the firm.
Most staff participate in the numerous social events that take place at group and firm level including weekly after work drinks events and after work quizzes as well as theatre trips, go-karting events, BBQ's and theme park trips.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
Bidwells leader meets all new employees joining the firm, visits all offices on a monthly basis and holds regular meet and great sessions as well as presenting at monthly inductions.
Flexible working options provided at Bidwells include job sharing, reduced hours and school hours contracts. Well being benefits include private healthcare, subsidised sports facilities and an occupational health programme.
Flexible working options provided at Bidwells include job sharing, reduced hours and school hours contracts. Well being benefits include private healthcare, subsidised sports facilities and an occupational health programme.
Efforts are recognised and the business structure allows for transparent development within a structured career path through the business. Benoy celebrate success as a company and individuals are highlighted in that celebration.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
KB Benfield have appraisals with 360 degree feedback. They have a business critical learning and development plan. They also have an Investors In People recognition.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
The senior managers of Fox Murphy disseminate operational issues to staff in an upbeat monthly newsletter. In addition, the company's comprehensive induction programme includes all directors and senior managers within the business.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
As part of their corporate social responsibility, B Braun Medical provide support to local schools, Yorkshire Air Ambulance and Sheffield Children's Hospital Charity.
There are various well being benefits available to employees including flexi-time, a staff childcare voucher scheme, health screening and advice and counselling support. B Braun also run well being workshops and health and safety assessments.
The ‘Job Well Done' initiative is designed to provide employees with an opportunity to be nominated and receive recognition for an outstanding and excellent contribution in the work place. The scheme is open to all employees and nominations may be received spontaneously at any time.
Aylesworth Fleming hold company meetings twice yearly where company achievements are discussed and the whole company attends and enjoys lunch together. Departmental meetings are also held whereby teams talk through their issues and successes.
Aylesworth Fleming hold company meetings twice yearly where company achievements are discussed and the whole company attends and enjoys lunch together. Departmental meetings are also held whereby teams talk through their issues and successes.
Managers at Aylesworth Fleming are trained by a private company, who know the company culture and can implement their management requirements.
The shareholders have committed to give 5% of profits to charitable causes. To date they have built schoolhouses in Niger, paid for a classroom at an orphanage in China and research into smoke hood technical design and implementation in Nepal.
Audio Partnership treat their employees fairly and ensure they give them something in addition to their salary, for example the annual overseas team trip and fun nights out at the company's expense.
At Audio Partnership, they recognise 'Heroes'. These are announced at all team briefings, celebrating those colleagues who have gone above and beyond the call of duty since the last meeting. ‘Superheroes' are announced when colleagues have done even more outstanding things.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
Arora provide healthy options for staff lunches. As an employer, they are always looking at ways to make meal times more healthy for staff as well as giving them food that they enjoy.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
They have a 'Smart Ideas Policy' at Accord Housing. For each idea that an employee submits, they will receive a cash award of £25. If the ideas result in cash savings of £2000 or more, the employee will be entitled to further one off payments.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
Abbott's Targeting Success Programme takes high potential junior employees, believed to have at least two promotions ahead of them and involves them in a year-long development programme.
Abbott have internal promotion across division and location. There is also the Abbott New Leader programme which trains new people managers (existing managers are welcome to attend relevant modules).
Chairman's Award – highest global award bestowed to an employee. President's Award - Board of Management nominations where it is felt the performance is ‘head and shoulders' above other award winners and therefore worthy of international recognition. Board Awards - Exceptional performance in living one or more of the company values to the overall benefit of the UK company. This award also recognises consistency of performance. Divisional Awards - Outstanding performance in living one or more of the company values and helping the division achieve its strategic goals and/or significantly benefiting the division. Also to recognise a performance beyond the role expected.
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