BEN - Motor & Allied Trades Benevolent Fund

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http://www.ben.org.uk

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FOUNDED IN 1905 by an advertising executive for Dunlop Tyres called Arthur Wilson, BEN — Motor & Allied Trades Benevolent Fund —has grown into a mid-size charity providing practical, financial and emotional support to anyone associated with the automotive industry. What began as the Cycle Trades Benevolent Fund now has a workforce of 393 based at 17 sites across the country, including at the headquarters at Sunninghill, in Berkshire. The staff, more than half of whom have been with it for five years or longer, love being part of the charity (a 73% positive score). Employees have fun in their teams (77%), with workers from each of its five care centres putting on a fete each summer. Last year these events raised £19,000 to pay for specialist equipment. When a royal visit to celebrate the 30th birthday of its Alexandra House Care Centre in Southport had to be cancelled, staff made sure a party for residents and their relatives went ahead anyway . Chief executive David Main is keen for staff at the charity to feel empowered, and intensive training is made available to everyone. Employees say it benefits them personally (71%, a top-10 ranking on the mid list). Care staff study for qualifications in dealing with those with dementia, and in end-of-life support. People in management, supervisory and non-care roles are encouraged to take courses relevant to their own job. The annual BEN training awards recognise individual achievements. www.ben.org.uk

Featured Workplace Factors

My Company

84% of staff agreed

My work is an important part of my life

BEN's commitment to employee learning and development is demonstrated through their development pathway which begins with a full induction programme relevant to each individual's area of work. All new care colleagues complete the refreshed common induction standards which, along with all induction programmes, are completed within the first twelve weeks of joining BEN. This is followed by a robust supervision and appraisal programme which includes the setting of challenging objectives and a full training needs analysis to highlight further personal or professional training needs. This process is reinforced by regular mandatory updates and CPD training which is offered to everyone. All colleagues are given time during their normal working hours to allow for assessor visits/attending training and for attendance at external training/conferences and other CPD activity. BEN are currently very fortunate in receiving some workforce development funding primarily for QCF level 2, dementia and end of life qualification and therefore, our actual expenditure does not accurately reflect the current level of training and development being undertaken. Also, for the fact that they utilise internal trainers for many topics including dementia, moving and handling and first aid. BEN's success in promoting the importance of training and development can be illustrated by the fact that over 75% of their care colleagues are qualified to QCF level 2 or 3 in Health and Social Care. Alongside this, management, line-management, supervisory and non-care colleagues are also encouraged to work towards similar awards in their own role. BEN's colleagues' training achievements are recognised through the Annual BEN Training Awards, a series of awards presentation ceremonies which are held at BEN locations across the country. Here, individual and group achievements are recognised in the presence of invited guests e.g. commissioning bodies, training partners, BEN Management Board Members with BEN certificates presented by local mayors or dignitaries.

My Team

83% of staff agreed

People in my team go out of their way to help me

BEN runs appraisal and supervision training sessions to ensure that Managers feel confident with the appraisal process and understand the value of it. This ensures they appraise fairly and effectively, agreeing SMART objectives with their team members and reviewing these regularly by means of follow-up meetings and annual appraisals. They also review their appraisal forms and guidance regularly, taking into account feedback from both managers and appraisees, to ensure the process stays effective and relevant. BEN encourages its managers to manage on a personal level, operating an open-door policy to cultivate a culture of open communication and trust.

My Manager

79% of staff agreed

I have confidence in the leadership skills of my manager

BEN runs appraisal and supervision training sessions to ensure that Managers feel confident with the appraisal process and understand the value of it. This ensures they appraise fairly and effectively, agreeing SMART objectives with their team members and reviewing these regularly by means of follow-up meetings and annual appraisals. They also review their appraisal forms and guidance regularly, taking into account feedback from both managers and appraisees, to ensure the process stays effective and relevant. BEN encourages its managers to manage on a personal level, operating an open-door policy to cultivate a culture of open communication and trust.

Quick Facts

Organisation established in
Total number of employees
Number of UK locations
Employee average age
Male : Female employee ratio
Employees earning £35k+
Employee turnover (voluntary)

Benefits

Long Service

Companies where at least 40% of the staff have worked there for more than five years.

Women in Senior Management

At least 40% of senior managers are women.

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