Officially a Very Good
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Officially a Very Good
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Officially an Outstanding
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Officially an Outstanding
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Officially a World Class
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Officially a World Class
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Officially a Good
Company to Work For

Officially a Good
Company to Work For

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Best Company to work for in the UK
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Featured Workplace Factors

Personal Growth

100% of staff agreed

This job is good for my own personal growth

Caritas take the training & development of all staff seriously and recognise not only the benefit to the company, but the benefit to the employees themselves and how valued they feel by the business. Critical to identifying any areas requiring further development, each new starter has a monthly meeting for the first 6 months with their line Manager and their Director. These meetings are essential to monitor performance in line with expectations (new starter KPIs), and to identify any areas where an individual may need further support and/or training. Following a successful six month / probation review meeting, team members have a quarterly appraisal with these individuals in order to focus on achievements and to ascertain future goals and the training plan to underpin their appropriate career path. Underpinning these meetings, are weekly one-2-one meetings with line Managers, again with a view to identifying any training support needs. The company have an annual timetable detailing training courses for all staff for the year ahead, delivered by the in-house trainer, with follow up sessions including role play and refresher scenarios. In addition to the identification of staff training needs through regular one-2-ones and appraisals, the company use regular surveys to request opinions from their customers on their experience, so they can tailor their service offerings at a company level and gauge areas for development at a business level.

Leadership

96% of staff agreed

Senior managers truly live the values of this organisation

Through a process of engaging with staff the company have developed a simple set of values that all Caritas employees are committed to. To maintain their personalised quality service to candidates and clients. To build a compliant business they can be proud of . To make Caritas a great place to work. Quality Service: The Senior Management Team each take responsibility for a particular area of the business and act as a Champion to ensure the company is delivering a quality service. These responsibilities include: - Candidate Care - Service to Managed Service Providers - Service to Direct Clients - New Business Development a Compliant Business: As a Social Care specialist recruiter this is crucial to the as a management team. The company have a strict policy that all managers uphold to prioritise safeguarding over profit. As such they strictly enforce their compliance rules and auditing process that ensures that all workers are fully vetted prior to being allowed commences an assignment. This includes a pre-placement audit by the head of compliance. A Great Place to Work: The senior management team are all committed to this principle as it is why they founded/joined Caritas themselves. They understand the value of happy workforce and ensure that they strike the right balance between fun and core work activities, between business rules and empathy for individual circumstances.

My Company

94% of staff agreed

I believe I can make a valuable contribution to the success of this organisation

Caritas take the training & development of all staff seriously and recognise not only the benefit to the company, but the benefit to the employees themselves and how valued they feel by the business. Critical to identifying any areas requiring further development, each new starter has a monthly meeting for the first 6 months with their line Manager and their Director. These meetings are essential to monitor performance in line with expectations (new starter KPIs), and to identify any areas where an individual may need further support and/or training. Following a successful six month / probation review meeting, team members have a quarterly appraisal with these individuals in order to focus on achievements and to ascertain future goals and the training plan to underpin their appropriate career path. Underpinning these meetings, are weekly one-2-one meetings with line Managers, again with a view to identifying any training support needs. The company have an annual timetable detailing training courses for all staff for the year ahead, delivered by the in-house trainer, with follow up sessions including role play and refresher scenarios. In addition to the identification of staff training needs through regular one-2-ones and appraisals, the company use regular surveys to request opinions from their customers on their experience, so they can tailor their service offerings at a company level and gauge areas for development at a business level.

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

Holidays

Companies offering a minimum of 26 days annual leave to all employees.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

Women in Senior Management

At least 40% of senior managers are women.

List Positions

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