EducationCity.com

Managers and team leaders are responsible for conducting 6 monthly reviews with their individual team. Depending on the various job roles within the business, managers or team leaders will provide evidence to support what they are discussing with the employee, for example, in the sales department they are able to produce KPI figures for each employee, these are in turn rewarded with bonus payments based on their achievements. Performance reviews set out achievable and realistic goals and objectives for the next 6 months, and both the manager and employee set agreed timescales to achieve these in. There are many opportunities for more informal feedback, both face to face, via announcements in meetings and via whole-company or departmental emails.

To use it as part of EducationCity's journey towards continuous improvement, together with other sources of information and feedback. They believe it will be particularly helpful to have access to the benchmarking data that will be provided after the survey has been completed. They have worked extremely hard in the last 2-3 years to become an employer of choice and apply the same excellence they use on their product, to the way they treat and develop their employees. EducationCity have won two local business awards this year, including SME of the Year for Stamford and Rutland. EducationCity view the feedback they will gain through participating in the survey as essential in helping them on the next part of their journey. They are already evaluating Investors In People as the next possible step but wish to build on what they learn through this process first. Any action taken will be set within a framework of meeting strategic need and cultural and ethical fit, together with the smart use of resources available to them.

Managers and team leaders are responsible for conducting 6 monthly reviews with their individual team. Depending on the various job roles within the business, managers or team leaders will provide evidence to support what they are discussing with the employee, for example, in the sales department they are able to produce KPI figures for each employee, these are in turn rewarded with bonus payments based on their achievements. Performance reviews set out achievable and realistic goals and objectives for the next 6 months, and both the manager and employee set agreed timescales to achieve these in. There are many opportunities for more informal feedback, both face to face, via announcements in meetings and via whole-company or departmental emails.