There is formal in-house and external training, workshops, conferences and self-directed learning provided, which includes such topics as mandatory training to meet compliancy standards, learning disability qualifications and all levels of NVQ and training that enhances practice for example, person centred thinking and communication. Additionally, MacIntyre has an e-learning system where employees can work through induction training, policies and technical training at their own pace, without the need for time away from the service. Their road shows are important knowledge sharing events for the organisation. They are organised and led by staff so always have an up-to-date, relevant agenda. Any member of staff can suggest ideas or run a workshop or stand. They encourage line managers to 'flag up' high potential staff members in their teams. Employees are also encouraged to undertake secondments to different areas of the organisation, 'act up' to more senior roles and apply for promotion opportunities as they arise.

MacIntyre recognises the importance of taking a proactive approach to environmental management and considers it to be an integral part of risk management procedures. They are committed to operating in an environmentally responsible manner and to improving their environmental performance across all areas of the organisation. They have engaged a consultant from the Carbon Trust to work with them in developing the strategies and policies to underpin this commitment. They ensure that all corporate and operational offices are environmentally friendly and also raise awareness with the people they support to ensure that their overall 'footprint' is as small as it can be. They encourage all employees to make use of recycling facilities and to use public transport wherever possible.

New managers go through a full manager's induction course and a moving into supervision course to support them as they take up their new role. Islington has approximately fifty qualified senior management coaches across the organisation who are available to coach manager's and colleagues whenever required.

In 2008 Islington has won or been shortlisted for over 25 Environmental awards. Islington won the sustainability category at the Regeneration and Renewal awards and was a runner up for both for Beacon and the Guardian Public Service for tackling climate change. Recognition through professional awards reflects the resident's perception of the council's approach to reducing environmental impacts and maximising environmental benefits. Islington has frequently been cited by government ministers, by local authorities and environmental professionals as an example of best practice including DEFRA and UKCIP.

Globally, they have a Corporate Responsibility Committee. Each member champions environmental issues in their respective regions by giving such as presentations and support for environmental initiatives. In the UK they have a team of forty one environmental champions who represent a group and or a floor, this team is co-ordinated by the Environmental Practitioner. In November 2009 they made the shift to Bin the Bin which is a scheme designed to increase recycling by replacing standard desk side bins used by each employee with localised waste and recycling points. All construction waste is sorted and recycled and where possible and all furniture procured is made from recycled content. They also support the local community for example through their work in education in Hackney. Social mobility is a significant challenge for the professions and, through a range of activities, they try to inform and inspire the aspirations of young people near to their office.

Globally, they have a Corporate Responsibility Committee. Each member champions environmental issues in their respective regions by giving such as presentations and support for environmental initiatives. In the UK they have a team of forty one environmental champions who represent a group and or a floor, this team is co-ordinated by the Environmental Practitioner. In November 2009 they made the shift to Bin the Bin which is a scheme designed to increase recycling by replacing standard desk side bins used by each employee with localised waste and recycling points. All construction waste is sorted and recycled and where possible and all furniture procured is made from recycled content. They also support the local community for example through their work in education in Hackney. Social mobility is a significant challenge for the professions and, through a range of activities, they try to inform and inspire the aspirations of young people near to their office.

There is a budget in place specifically in place for fun and social events. These have included a team photography competition, wear it pink day for breast cancer and a Eurovision lunch. As an organisation they also hold formal team building events. The most recent was an externally facilitated two day event with their client services and business development teams. Such events allow employees to relax and have fun outside of the work place and gain new skills.

There is a budget in place specifically in place for fun and social events. These have included a team photography competition, wear it pink day for breast cancer and a Eurovision lunch. As an organisation they also hold formal team building events. The most recent was an externally facilitated two day event with their client services and business development teams. Such events allow employees to relax and have fun outside of the work place and gain new skills.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

Kid Ease adopt a team approach which allows staff to take ownership of their nurseries in order for continuous improvement to be made both in practices and staff development. The company organise a number of fun and social events to encourage interaction between employees. Examples of events are fun days out at Chessington, meals and overnight stays in luxury hotels.

Employees identified with potential are given the opportunity to take on additional responsibilities and roles to help them achieve the next level. A range of training activities are on offer including skills courses in food hygiene and additional qualifications including NVQ's and degrees. Kid Ease support employees in obtaining formal qualifications through time off and funding. Any employee who has completed a course will pass any information to the rest of the team through staff meetings.

They support employees and their well being by undertaking a rolling programme of baseline health assessments and regular monthly health promotions. In addition to the core Healthy Hearts Programme and health topics they actively review suggestions for health promotions through from employee focus groups. They operate a flexible working programme incorporating home working and a Parental Leave Policy which allows for additional unpaid leave to be taken. The number of hours employees work is monitored and they can accrue lieu time. The occupational health department regularly hold campaigns to make employees aware of health and safety which covers the importance of a work life balance.

There is a budget in place for teams to socialise outside of work. The West Wales catchments have held events such as ten pin bowling and kayaking and many retirement evenings with a pub meal in a relaxing sociable environment. Teams are involved in sponsored community events such as events such as beach cleans and undertaking projects such as creating a garden for a school. There are also two formal team building ‘away days' per team each year. This involves activities chosen by the team and involves every member of the team.

Employees are recognised for their contributions. Those who have achieved long service are rewarded with a £250 bonus after five years service with the provision that the money must be spent doing something fun with other people in the company. Employees also receive vouchers and other thank you gifts from their line managers as applicable, for working overtime or going beyond their job role to assist the company.

The leaders of the organisation are very hands on with the recruitment and training of all employees ensuring that all staff know and can talk to them at any time. Both the Managing Director and Chief Executive have 'glassed off' areas in an open plan office as well as an open door policy.

Jobsite recognise the importance of making sure employees feel rewarded for their efforts within the organisation both individually and as part of a team, the sales employee of the month receives a bottle of champagne whilst team's are able to celebrate successes together with a team night out, as well as this instant recognition is awarded in the form of champagne, thank you cards, dining experiences and company recognition, employees are also rewarded for their loyalty to the organisation and at 10 years of service employees receive a gift and dining experience, communication is an important part of the company ethos and employees are kept up to date with the latest company news via the Jobsite intranet, regular company and marketing newsletter, quarterly company meeting, monthly Director/senior management meetings and monthly management/staff meetings.

Jobsite take the health and wellbeing of their employees very seriously and as such free flu vaccinations are offered to all employees as well as Tamiflu tablets, free healthcare is also provided as well as eye tests and a substantial contribution to new spectacles if required. Employees also have the benefit of enviormentally friendly office surroundings and flexi working is available in some areas. Ladies returning from maternity leave are encouraged to return to work on a part-time basis and several remain on these hours which Jobsite are happy to accommodate. Some departments work on a staggered start and finish time and they are quite flexible about people working from home in some areas.

As a College they have a vast range of internal resource so they can therefore usually provide the required support for the development needs identified by any member of staff. The College has a scheme in place called Communities of Practice where peers share best practice, share ideas and support each other which can help managers to develop within the role. As an organisation they live their values, teamwork, integrity, customer focus, confidence, success, at all levels of the organisation and they are used in decision making at the highest level by the senior management team and the board of governors.

This College holds an annual excellence dinner to reward staff and teams nominated by colleagues and managers for their contribution to the College over the course of the year. The leadership of the College also make every effort to make staff aware that their contribution is valued, the following is a passage that the Governors recently passed to the staff "At its meeting on 23 November, while considering the annual report and financial statements for 2008, the Board of Governors unanimously endorsed a vote of thanks to all staff for your contribution and hard work in the course of the last year. Your dedication was clear - not only did you achieve a brilliant performance in meeting targets but you successfully moved from one campus back to the Edinburgh Campus and to the new Midlothian Campus with uninterrupted tuition to students. This was a great achievement. The Governors appreciate all of your efforts. Thank you again! Tom Drake and the Board of Governors".