Rouse & Co believe in personal development for every employee and offer a wide range of external and internal training such as public speaking, risk management and time management. All vacancies are advertised internally and employees are encouraged to apply. They financially support formal qualifications for all employees and allow time off to study and complete exams. Prior to exams senior management will tutor employees during and outside of working hours. Weekly ‘know how' sessions are held which cover internal work related matters. Each team participates and provides opportunities for more junior level associates to improve their presentation skills, their knowledge of anything from recent case law to any new internal procedures.

Rouse & Co believe in personal development for every employee and offer a wide range of external and internal training such as public speaking, risk management and time management. All vacancies are advertised internally and employees are encouraged to apply. They financially support formal qualifications for all employees and allow time off to study and complete exams. Prior to exams senior management will tutor employees during and outside of working hours. Weekly ‘know how' sessions are held which cover internal work related matters. Each team participates and provides opportunities for more junior level associates to improve their presentation skills, their knowledge of anything from recent case law to any new internal procedures.

Robert Clack has been judged as an outstanding school by Ofsted in the last 3 inspection reports. It serves a community characterised by extremely high levels of poverty; amongst the lowest wage level in London; the lowest level of qualifications amongst the adult population and high crime. Despite the considerable challenges that the catchment area provides, under the dynamic leadership of Sir Paul Grant the school has transformed itself from one of the worst performing schools in the country in 1997 to being inside the top 1% of schools nationally in 2008. Due to its transformation, the school has aquired a local, national and international reputation for excellence in all areas. The school is now an official High Performing Specialist School and has, unusually, applied for and been granted three separate curriculum specialist areas of excellence: Science, Maths & ICT and finally Languages. The school is also visited by numerous guests throughout the academic year eager to see the leadership and management strategies that have made the school such an enormous success.

As a maintained school, every full time colleague must fulfil 195 days in work every year of which 5 days are designated training days. On these days, all maintained schools may close to offer whole staff training on certain whole school themes. Employees are also given the opportunity to attend professional development activities arranged by external private providers. During the course of 2008-2009, a total of 402 full days were spent attending external CPD events. Colleagues may also seek to gain further professional accreditation; this may be professional qualifications which will enable colleagues to gain promotion. One senior leader has gained the National Professional Qualification for Headship (NPQH) which enables people to become Headteachers whilst other colleagues have gained the similar qualification aimed at middle leaders (Leading from the Middle). Another person is in the process of conducting research into an area of teaching and learning which will allow him to visit an international destination (Australia) in order to see best practice in action. Other staff have gained financial support from the school to further their academic study e.g. through studying a MA in Education Leadership.

They have nurtured and developed team members to rise through the ranks of the company and 55% of their key technical team have come through their own bespoke training programme. Through constant evaluation and appraisal, career progression is monitored and if necessary, new job roles are created within the company to suit the individual's skill set

Financial incentives and competitions are provided for teams and individuals at various times in the year. A financial bonus for every year's service is paid on each employee's birthday. Recently, their group of colour technicians travelled to Rotterdam to go on an organic colour workshop to experiment with new creative developments in this field.

Employees are rewarded for their efforts through various ways. The organisation benchmark salaries with other organisations and staff receive annual increments and an annual rise. Pay increments are also rewarded for qualifications gained and changing grade. Positive feedback is encouraged when people have done a good job, congratulations cards are given for qualifications gained, there are training qualifications presentations, thank you's in meetings and thank you letters are also given to ensure employees feel appreciated.

Employees are rewarded for their efforts through various ways. The organisation benchmark salaries with other organisations and staff receive annual increments and an annual rise. Pay increments are also rewarded for qualifications gained and changing grade. Positive feedback is encouraged when people have done a good job, congratulations cards are given for qualifications gained, there are training qualifications presentations, thank you's in meetings and thank you letters are also given to ensure employees feel appreciated.

Reading Room hold a wide range of events aimed at getting teams to work and play together. They hold regular team building days and social events ranging from summer cocktail parties to wine tasting and a Christmas party where employees were taken to Paris. Teams have the chance to earn extra bonuses and celebrate their achievements with divisional parties and nights out.

Reading Room hold a wide range of events aimed at getting teams to work and play together. They hold regular team building days and social events ranging from summer cocktail parties to wine tasting and a Christmas party where employees were taken to Paris. Teams have the chance to earn extra bonuses and celebrate their achievements with divisional parties and nights out.

Due to the company's flat structure there is no middle management ensuring that all employees have direct communication with the senior managers of the organisation. The directors contact details are published to all staff and employees are encouraged to speak directly with any of the directors about any issues of concern.

Flexibility is one of the company's core values and has been since its inception. They always try to accommodate part-time, home and out-of-hours working requests. Prosource.it are supportive of career breaks to care for the family, personal or professional development, working abroad, travelling or voluntary work.

Managers are assisted with specialist learning that is relevant to Pret and have workbooks to cover every role. Approximately 70% of managers are from internal promotions and have followed Pret's training pathway from the start of their career. External mentoring is provided for senior managers and they are encouraged to attend conferences, meetings and Pret chat groups to assist with their progression. Managers also attend regular development meetings and focus groups.

Pret A Manger provides employees with competitive pay and bonuses are awarded to employees of all levels. Senior managers always take time to say ‘thank you' to employees for their efforts and use ‘wow cards' to instantly recognise hard work. The company also run a monthly competition where the top performing shop is awarded with funds to spend on an event of their choice. Career development opportunities are available to all employees and they celebrate promotions within the company with vouchers.

Winners of the Team of the Month competition receive a night out, paid for by Pannone and the runners up all get to leave an hour early. The Team of the Year winners can receive a night out at a concert in the firm's box with a meal and wine provided.

Pannone give training to all managers on spotting signs of stress in themselves and others and offer free confidential counselling where necessary. Fundamentally they always remember that each employee has a life outside of work which must be taken into consideration when decisions are made.

To ensure that employees are rewarded for their efforts this organisation has regular job evaluations detailing employees input, development plans and one to one meetings. All achievements are published internally within the organisation and in addition all employees are recognised for their contributions with instant recognition through staff emails and their bi-monthly newsletter.

To ensure that employees are rewarded for their efforts this organisation has regular job evaluations detailing employees input, development plans and one to one meetings. All achievements are published internally within the organisation and in addition all employees are recognised for their contributions with instant recognition through staff emails and their bi-monthly newsletter.