City West Housing Trust

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http://www.citywesthousingtrust.org.uk/

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ENCOURAGING STAFF TO fulfil long-held ambitions is part of the ethos at City West Housing Trust, even if that means swimming with sharks. Every year, chief executive Tim Doyle awards sponsorship to employees so they can pursue a passion, which has included anything from learning to play the guitar to feeding wild cats. In work, managers oversee the development of their team members and last year more than £700 per employee was spent on training. The social-housing provider makes sure it holds on to talented people by mentoring and coaching them in an “excellence academy”. Staff say their jobs are good for their personal growth, awarding a 79% positive rating — a score bettered by only one other mid-sized not-for-profit organisation in our survey. The trust wins our special Innovation in Engagement Practice award this year. Staff also feel the training they receive is of great personal benefit (72%, fourth). Managers help people reach their potential (72%, third) and motivate them to give their best every day (70%, second). The Manchester-based social landlord trust was established in 2008 when it acquired Salford city council's housing stock. It owns and manages 14,600 homes and has invested £235m towards improving them to create neighbourhoods and communities where people want to live. Last year, it launched a scheme to promote work for charity and nearly half the workforce signed up. Teams, including Doyle, climbed Ben Nevis and cycled from London to Brussels and Amsterdam, while closer to home they spruced up a community garden. To coincide with the Olympics, all 434 staff members were invited to take part in their own games. Medals were awarded for joining the car-share scheme or receiving a compliment from a customer, as well as for sporting endeavours. The Games were also the theme of the annual conference, when former Olympic gold medallist Sally Gunnell was guest speaker. Typically, a neighbourhood officer's annual wage is £23,338. Employees who perform consistently well throughout the year receive a pay rise. Overall, staff say they are paid fairly compared with colleagues (64%), and receive a salary which matches their responsibilities (65%, both fifth).

Featured Workplace Factors

My Company

92% of staff agreed

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

Their corporate behaviours of Empowering & Motivating and Striving For Excellence both set the corporate expectations of how Managers and staff should perform and when they should challenge unrealistic expectations. The corporate PDR process outlines the number of performance objectives that should be set using the SMART principle. The HR team conduct a sample of all PDR objectives to ensure that they are fair and consistent across the organisation and free from any bias towards staff. Effective performance is rewarded within the PDR process with the bonus payment scheme. A corporate validation exercise process is undertaken to ensure that the performance ratings given to staff are evenly distributed and also free from bias.

Giving Something Back

90% of staff agreed

My organisation encourages charitable activities

Their corporate behaviours of Empowering & Motivating and Striving For Excellence both set the corporate expectations of how Managers and staff should perform and when they should challenge unrealistic expectations. The corporate PDR process outlines the number of performance objectives that should be set using the SMART principle. The HR team conduct a sample of all PDR objectives to ensure that they are fair and consistent across the organisation and free from any bias towards staff. Effective performance is rewarded within the PDR process with the bonus payment scheme. A corporate validation exercise process is undertaken to ensure that the performance ratings given to staff are evenly distributed and also free from bias.

Personal Growth

85% of staff agreed

This job is good for my own personal growth

There are a number of effective ways City West supports employees through the Personal Development Review process and training offered, but the Excellence Academy in particular stands out. City West's Excellence Academy develops the leaders of tomorrow through training opportunities and mentoring. The Excellence Academy is about City West identifying high performers, talent and future leaders within the company; investing belief, time and effort into developing those individuals for the future and is one strand of their approach to talent retention and succession planning. Such is the success of this initiative; many graduates have taken on new projects or have been promoted. In total nine of the twelve employees involved in the scheme have been promoted since it started.

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

Maternity

Companies offering at least 10 weeks’ full pay or generous alternative.

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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