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*
My work is an important part of my life
Managers ensure that individuals undergo a company induction which provides a context for an employees' role and impact on the wider organisation. They consider the level of support individuals will need to achieve their tasks and review this regularly asking for feedback on how they feel things are going. Regular informal conversations are held to ensure staff are happy and feeling supported alongside the formal bi-annual performance review process. They also respect employees' life outside of work and encourage home-working where the business can support this. They also consider requests for part-time roles and support these where they can in terms of business need.
My team is fun to work with
As an organisation they undertake staff surveys twice a year as part of their biannual performance review process. At one of their sites an annual staff survey clearly stated that better internal communication was needed. A Comms Group was subsequently created consisting of a diverse range of volunteers from across the site and they have been successfully creating a quarterly newsletter for all of their staff at Nottingham. This is a great way of communicating upcoming events, charity information, recommendations and other areas which might be of interest to staff. It also regularly profiles different partners at the Treatment Centre and has received great feedback from all staff. They also operate an open-door policy for all management including the CEO. Despite being split across a number of sites, they come together every Monday for a video-conference call run by the CEO with contributions invited from all Partners.
I am excited about where this organisation is going
As an organisation they undertake staff surveys twice a year as part of their biannual performance review process. At one of their sites an annual staff survey clearly stated that better internal communication was needed. A Comms Group was subsequently created consisting of a diverse range of volunteers from across the site and they have been successfully creating a quarterly newsletter for all of their staff at Nottingham. This is a great way of communicating upcoming events, charity information, recommendations and other areas which might be of interest to staff. It also regularly profiles different partners at the Treatment Centre and has received great feedback from all staff. They also operate an open-door policy for all management including the CEO. Despite being split across a number of sites, they come together every Monday for a video-conference call run by the CEO with contributions invited from all Partners.
My work is an important part of my life
Managers ensure that individuals undergo a company induction which provides a context for an employees' role and impact on the wider organisation. They consider the level of support individuals will need to achieve their tasks and review this regularly asking for feedback on how they feel things are going. Regular informal conversations are held to ensure staff are happy and feeling supported alongside the formal bi-annual performance review process. They also respect employees' life outside of work and encourage home-working where the business can support this. They also consider requests for part-time roles and support these where they can in terms of business need.
My team is fun to work with
As an organisation they undertake staff surveys twice a year as part of their biannual performance review process. At one of their sites an annual staff survey clearly stated that better internal communication was needed. A Comms Group was subsequently created consisting of a diverse range of volunteers from across the site and they have been successfully creating a quarterly newsletter for all of their staff at Nottingham. This is a great way of communicating upcoming events, charity information, recommendations and other areas which might be of interest to staff. It also regularly profiles different partners at the Treatment Centre and has received great feedback from all staff. They also operate an open-door policy for all management including the CEO. Despite being split across a number of sites, they come together every Monday for a video-conference call run by the CEO with contributions invited from all Partners.
My work is an important part of my life
Managers ensure that individuals undergo a company induction which provides a context for an employees' role and impact on the wider organisation. They consider the level of support individuals will need to achieve their tasks and review this regularly asking for feedback on how they feel things are going. Regular informal conversations are held to ensure staff are happy and feeling supported alongside the formal bi-annual performance review process. They also respect employees' life outside of work and encourage home-working where the business can support this. They also consider requests for part-time roles and support these where they can in terms of business need.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering at least 10 weeks’ full pay or generous alternative.
Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.
Companies offering private health insurance to all employees.
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
Circle Health Ltd
.
