At the core of Brockenhurst's or Brock as everyone knows it locally, approach has been recognition that if the students are to have a great educational experience then the people who provide that opportunity both front of house and behind the scenes must be motivated, interested and knowledgeable. The latest step on the improvement journey has been the introduction of Good to Great a change process that has staff at its heart. Once a year all staff are involved in identifying the areas of change that would make most contribution to improving the college's performance. This is used to prioritise projects and investment. Last year this process led to major changes in the sixth-form timetable, the introduction of personalised learning, a revision of the tutorial system and a drive on reducing paperwork – the bane of any educational establishment. The college works hard to build and maintain a shared sense of mission and does this through detailed induction and training; all college training days, end of term socials, morning meetings, weekly staff newsletters and ½ termly newsletters.

At the core of Brockenhurst's or Brock as everyone knows it locally, approach has been recognition that if the students are to have a great educational experience then the people who provide that opportunity both front of house and behind the scenes must be motivated, interested and knowledgeable. The latest step on the improvement journey has been the introduction of Good to Great a change process that has staff at its heart. Once a year all staff are involved in identifying the areas of change that would make most contribution to improving the college's performance. This is used to prioritise projects and investment. Last year this process led to major changes in the sixth-form timetable, the introduction of personalised learning, a revision of the tutorial system and a drive on reducing paperwork – the bane of any educational establishment. The college works hard to build and maintain a shared sense of mission and does this through detailed induction and training; all college training days, end of term socials, morning meetings, weekly staff newsletters and ½ termly newsletters.

BACP ensure employees are rewarded for their efforts through subsidised social events, occasionally gifted additional holiday around Christmas / New Year, encourage a good working environment and positive workplace culture.

BACP ensure employees are rewarded for their efforts through subsidised social events, occasionally gifted additional holiday around Christmas / New Year, encourage a good working environment and positive workplace culture.

Arcimedes is a small company comprising of varied and interesting roles, over a wide range of ages and levels which gives employees the opportunity to develop skills and to tap into the knowledge and experience of others. Within this company employees can be recognised for their efforts and performance with letters from the CEO. There is an annual reward called the CEO award, nominations are made by departmental heads and the winner is agreed by the Awards Committee.

Arcimedes is a small company comprising of varied and interesting roles, over a wide range of ages and levels which gives employees the opportunity to develop skills and to tap into the knowledge and experience of others. Within this company employees can be recognised for their efforts and performance with letters from the CEO. There is an annual reward called the CEO award, nominations are made by departmental heads and the winner is agreed by the Awards Committee.

There are regular personal performance reviews to identify employee's strengths and needs, specialised training plans are also identified. The range of support provided includes training, work shadowing and a buddy system. For other areas there's team leader and leadership training available for those employees who want to progress.

There are regular personal performance reviews to identify employee's strengths and needs, specialised training plans are also identified. The range of support provided includes training, work shadowing and a buddy system. For other areas there's team leader and leadership training available for those employees who want to progress.

This organisation has a structured wellbeing programme and benchmarks this against their competitors. Part time working, compressed hours and working from home are available across Amey and employees are also entitled to apply for a career break up to a maximum of 5 years.

All new starters attend a corporate induction within the first month of joining, this is held with new employees from all parts of the business and encourages different divisions to interact at an early stage and find out what goes on in each area.

There is a strong level of commitment from the CEO for community work by employees. In regional offices, working groups have been established to build links with the local community, focusing on local schools. This working group is co-ordinated by the Community and Charities Manager and supported by individuals who have volunteered to become main points of contact for specific schools. In addition to this to support local school children AECOM offers work experience opportunities, offering opportunities to work shadow engineers, planner, consultants both in the office and on site.

This organisation has annual awards and provides profit shares and bonuses to all employees. Following the salary review process they publish the promotions list on the intranet with a congratulatory note from the CEO. The line managers of the organisation are encouraged to have regular discussions with their team members to discuss progress, performance and to recognise good work and extra effort. They regularly communicate with employees and positively encourage them to provide their comments, views and ideas about working for AECOM, the employees are involved in the analysis of the data and in planning actions for improvement and give them in-depth feedback on survey results and actions for improvement.

This organisation have a recognised trade union with whom they negotiate all aspects of pay and benefits, the pay system and details are available to all staff and clearly sets out how staff progress within their pay scale. In addition they have a Consultant Job Family which covers the consultants within the Company and sets out the roles at each of the 7 levels of Consultant as a career path.

There are personal development plans in place to support employees with their day to day job role, they invest in their staff through the provision of training and opportunities for personal development and growth. A key on- going explicit strategic aim of the Company is to be a fun, challenging and innovative place to work.

Employees are provided with performance related pay increases to reward them for their efforts, what the individual receives is partially determined by their appraisal rating to ensure that individuals who achieve their annual performance objectives are rewarded appropriately. The Chief Executive Awards have been designed for those employees who have gone the extra mile, they can range from providing excellent customer service to finding ways to work more efficiently, each category has a prize of £1000.

ACCA operate an internal environmental management system which tracks several issues including energy use, water use, waste generation and disposal, paper use and business travel. The Charity and Events team within ACCA meet regularly to promote fund raising events on the staff intranet. Any member of staff interested in getting involved to raise funds can get ideas or take part in sponsored events like marathons, walks and abseiling.

WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.

WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.