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

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14
Best Company to work for in the UK
th
Best Company
to work for

PLAYING HIDE AND seek isn't on many chief executives' to-do lists, but Nigel Howlett joined in while visiting Sunflower nursery in Cambourne. His trip was part of a scheme to give CHS directors experience of life on the front line. The housing association, which has 117 full-time staff and 291 part-timers on the payroll, provides affordable homes in and around Cambridge. Howlett runs it on sound moral principles, an 80% positive score, ninth among the mid-size NFPs in our list. www.chsgroup.org.uk

Featured Workplace Factors

My Company

89% of staff agreed

This organisation is run on strong values / principles

CHS's approach and decision making is reflective of the values of the organisation, with great emphasis on how they do things and how their customers feel about them. Respect - their Senior Management worked closely in developing and facilitating the company's behaviours based programme called 'Living our Values'. This workshop encourages participants to consider their approach and the impact it has on others. Through the workshop, the senior managers openly share their own personal and work related experiences, both positive and negative. Approach – CHS' Directors regularly go on 'Back to the Floor' visits to spend time with employees in different parts of the organisation. These are positively received by employees and the Directors. Partnership - in direct response to Best Companies feedback, they have launched an Employee Wellbeing Action Group. This is led by representatives from across CHS and jointly sponsored by two of their Directors. Directors attend operational team meetings across the organisation, building their connection to other teams and sharing knowledge. Openness - we have a truly consultative approach which runs throughout the organisation with staff, service users, customers and their wider community. Deliver - senior managers have refreshed their corporate vision, mission and logo, making them more accessible and representative of the organisation and allowing a clearer understanding of what employees need to do. They have gone back to basics and the emphasis is now on what, why and how they do it.

Leadership

87% of staff agreed

I feel that my manager talks openly and honestly with me

CHS continue to roll out 'Career Pathway Frameworks' within the organisation, these are job role specific and focus as much as on the behaviours and values of the organisation, as well as empowering the individual to demonstrate areas of high performance to increase reward potential. One of the unique elements of their competency frameworks is the focus on career progression and this has been successful in developing their team leader/supervisor talent pipeline. One of their strategic priorities is to develop their performance management processes to build upon the linkage of corporate performance to individual reward. This includes a review of how competency frameworks can be further rolled out across the organisation.

My Manager

87% of staff agreed

I feel that my manager talks openly and honestly with me

CHS' face to face training averages at 4 sessions per annum, per employee. With industry standards for Care Certificate being introduced in April this year, CHS have taken the opportunity to look at how they can provide the most practical and interactive induction process for experienced and new carers, in line with the standards within the Care Certificate. They have trained managers and Deputy Managers in Assessment methodology and introduced a 12 week programme that can be tailored to individuals experience and level of knowledge. They have chosen to go further than the minimum requirement to ensure that their staff are equipped with the skills and behaviours to deliver person centred care, in line with the company's Values. They have a policy commitment to develop the skills of their staff through study and a number of people have taken the option to study occupational qualifications. Diplomas/NVQs are actively encouraged and participation in Diplomas, in particular, in Care and Childcare. In the previous 12 months, 25 employees have completed their qualification and a further 52 are progressing, some of which are through apprenticeships.

Benefits

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

National Ranking
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14
Best Small Companies to work for in the UK
National Ranking
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14
Best Mid-Sized Companies to work for in the UK
National Ranking
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14
Best Large Companies to work for in the UK
National Ranking
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14
Best Big Companies to work for in the UK
National Ranking
#
14
Best NFP Organisations to work for in the UK
Sector Ranking
#
Best Companies to work for in the UK
London
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Best Small Companies to work for in London
London
#
Best Mid Sized Companies to work for in London
London
#
Best Large Companies to work for in London
London
#
Best Big Companies to work for in London
The Midlands
#
Best Companies to work for in the Midlands
East of England
#
Best Companies to work for in the East of England
The North East
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Best Companies to work for in the North East
The North West
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Best Companies to work for in the North West
Northern Ireland
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Best Companies to work for in Northern Ireland
Scotland
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Best Companies to work for in Scotland
The South East
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Best Companies to work for in the South East
The South West
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Best Companies to work for in the South West
Wales
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Best Companies to work for in the Wales
Yorkshire & The Humber
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Best Companies to work for in Yorkshire & The Humber