Officially a Very Good
Company to Work For
Officially a Very Good
Company to Work For
Officially an Outstanding
Company to Work For
Officially an Outstanding
Company to Work For
Officially a World Class
Company to Work For
Officially a World Class
Company to Work For
Officially a Good
Company to Work For
Officially a Good
Company to Work For
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
PEOPLE AT ADDACTION help individuals and communities manage the effects of drug and alcohol abuse and recover their self-esteem. The 1,104 employees feel uplifted by the difference the charity makes (77% positive, a top 15 score among mid-sized bodies) and say their work is valuable experience for their future (75%). With more than 40% of front-line staff moving into management roles, this is an excellent place to build a career, with jobs good for growth (74%) and the London-based organisation also offers plenty of training, from team-building to leadership conferences for managers. Work is an important part of people's lives (79%) and they are excited about where Addaction is going (61%). addaction.org.uk
I believe I can make a valuable contribution to the success of this organisation
Addaction aim to recruit employees who have the right mix of skills, experience, attitudes and beliefs to perform their role in a way that matches their values and standards. They then ensure that each employee has the opportunity to develop and learn to enable them to deliver the best possible recovery services. Employee development adopts a blended approach including qualifications, classroom training and online learning. Their classroom training is delivered by qualified trainers who have extensive experience of working in the substance misuse sector. With a focus on skills development, they develop their front line practitioners in using evidenced based psychosocial interventions with their service users. Their holistic approach to providing recovery services means that they also ensure their front line practitioners develop skills to support service users presenting with a range of issues including mental health, domestic abuse and self-harm. The company consistently achieve over 96% positive satisfaction rating for their classroom training. Their classroom training also supports any non-professionally qualified front line employee to gain a QCF qualification working in substance misuse which they have to achieve in their first year of employment. For non-practitioner employees they have worked with an awarding body to develop a new bespoke CQF qualification to raise awareness of substance misuse issues in their wider employee population. Their online learning is a particular success story. Since they started to develop their online learning provision in 2011, Addaction have won numerous awards and recognition for their provision which includes both mandatory and professional development modules.
People in my team go out of their way to help me
Addaction aim to recruit employees who have the right mix of skills, experience, attitudes and beliefs to perform their role in a way that matches their values and standards. They then ensure that each employee has the opportunity to develop and learn to enable them to deliver the best possible recovery services. Employee development adopts a blended approach including qualifications, classroom training and online learning. Their classroom training is delivered by qualified trainers who have extensive experience of working in the substance misuse sector. With a focus on skills development, they develop their front line practitioners in using evidenced based psychosocial interventions with their service users. Their holistic approach to providing recovery services means that they also ensure their front line practitioners develop skills to support service users presenting with a range of issues including mental health, domestic abuse and self-harm. The company consistently achieve over 96% positive satisfaction rating for their classroom training. Their classroom training also supports any non-professionally qualified front line employee to gain a QCF qualification working in substance misuse which they have to achieve in their first year of employment. For non-practitioner employees they have worked with an awarding body to develop a new bespoke CQF qualification to raise awareness of substance misuse issues in their wider employee population. Their online learning is a particular success story. Since they started to develop their online learning provision in 2011, Addaction have won numerous awards and recognition for their provision which includes both mandatory and professional development modules.
This job is good for my own personal growth
Addaction is an approved centre with the Institute of Leadership and Management (ILM) and employs a Management Development specialist to deliver a range of qualifications within the ILM framework. These qualifications contribute to the individual development of their managers as well as helping to ensure consistency of management practices across the organisation. They have also made the Level 3 Award in Leadership & Management available to their aspiring team leaders to help them develop them in anticipation of their career development and many of those have taken up this opportunity have already moved into their first management roles. The company have recently piloted an ILM Award in Coaching and the feedback from this is helping them to shape their future coaching and talent management strategy. Their ILM courses are very well received and consistently achieve a 99% positive satisfaction rating. Their managers also benefit from a wide range of eLearning modules covering aspects of leadership and management as part of their online learning provisions. This includes practical modules covering budgets, health and safety and legislative requirements as well as modules covering leadership styles and team working. In addition, they deliver a range of HR workshops to their managers to support them in their practice in recruitment and selection and supervision and performance management of their employees in addition to the potentially more challenging areas of employee relations and conducting investigations. These are developed by their HR practitioners in collaboration with L&D practitioners and enjoy an average positive satisfaction rating of 95%.
I believe I can make a valuable contribution to the success of this organisation
Addaction aim to recruit employees who have the right mix of skills, experience, attitudes and beliefs to perform their role in a way that matches their values and standards. They then ensure that each employee has the opportunity to develop and learn to enable them to deliver the best possible recovery services. Employee development adopts a blended approach including qualifications, classroom training and online learning. Their classroom training is delivered by qualified trainers who have extensive experience of working in the substance misuse sector. With a focus on skills development, they develop their front line practitioners in using evidenced based psychosocial interventions with their service users. Their holistic approach to providing recovery services means that they also ensure their front line practitioners develop skills to support service users presenting with a range of issues including mental health, domestic abuse and self-harm. The company consistently achieve over 96% positive satisfaction rating for their classroom training. Their classroom training also supports any non-professionally qualified front line employee to gain a QCF qualification working in substance misuse which they have to achieve in their first year of employment. For non-practitioner employees they have worked with an awarding body to develop a new bespoke CQF qualification to raise awareness of substance misuse issues in their wider employee population. Their online learning is a particular success story. Since they started to develop their online learning provision in 2011, Addaction have won numerous awards and recognition for their provision which includes both mandatory and professional development modules.
People in my team go out of their way to help me
Addaction aim to recruit employees who have the right mix of skills, experience, attitudes and beliefs to perform their role in a way that matches their values and standards. They then ensure that each employee has the opportunity to develop and learn to enable them to deliver the best possible recovery services. Employee development adopts a blended approach including qualifications, classroom training and online learning. Their classroom training is delivered by qualified trainers who have extensive experience of working in the substance misuse sector. With a focus on skills development, they develop their front line practitioners in using evidenced based psychosocial interventions with their service users. Their holistic approach to providing recovery services means that they also ensure their front line practitioners develop skills to support service users presenting with a range of issues including mental health, domestic abuse and self-harm. The company consistently achieve over 96% positive satisfaction rating for their classroom training. Their classroom training also supports any non-professionally qualified front line employee to gain a QCF qualification working in substance misuse which they have to achieve in their first year of employment. For non-practitioner employees they have worked with an awarding body to develop a new bespoke CQF qualification to raise awareness of substance misuse issues in their wider employee population. Their online learning is a particular success story. Since they started to develop their online learning provision in 2011, Addaction have won numerous awards and recognition for their provision which includes both mandatory and professional development modules.
I believe I can make a valuable contribution to the success of this organisation
Addaction aim to recruit employees who have the right mix of skills, experience, attitudes and beliefs to perform their role in a way that matches their values and standards. They then ensure that each employee has the opportunity to develop and learn to enable them to deliver the best possible recovery services. Employee development adopts a blended approach including qualifications, classroom training and online learning. Their classroom training is delivered by qualified trainers who have extensive experience of working in the substance misuse sector. With a focus on skills development, they develop their front line practitioners in using evidenced based psychosocial interventions with their service users. Their holistic approach to providing recovery services means that they also ensure their front line practitioners develop skills to support service users presenting with a range of issues including mental health, domestic abuse and self-harm. The company consistently achieve over 96% positive satisfaction rating for their classroom training. Their classroom training also supports any non-professionally qualified front line employee to gain a QCF qualification working in substance misuse which they have to achieve in their first year of employment. For non-practitioner employees they have worked with an awarding body to develop a new bespoke CQF qualification to raise awareness of substance misuse issues in their wider employee population. Their online learning is a particular success story. Since they started to develop their online learning provision in 2011, Addaction have won numerous awards and recognition for their provision which includes both mandatory and professional development modules.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.
At least 40% of senior managers are women.
If you like what you see here and would like to know more about working for a
Ones to Watch
organisation, simply click the link for further information about careers with
Addaction
.
