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*
THE BUSINESS OF MAXIMUS is employment: it is contracted by the Department for Work and Pensions to help people find jobs, operating across London and the southeast. The American company has 288 UK employees at 26 sites, including a head office in Exeter. Last October, it took over the contract to assess the fitness of benefits claimants to work. Staff believe they can make a valuable contribution (an 84% positive score) and say that what's expected of them is made completely clear (76%). Chris Blackwell, the managing director, is proof that the firm promotes internally where it can. He started as an employment consultant 12 years ago. Last year 70% of all promotions were internal. Blackwell has also introduced a programme for future leaders which includes mentoring. Employees agree that managers help them fulfil their potential (69%). Each quarter, the best performing employees are taken for a meal with Blackwell and other senior leaders. Staff say that Blackwell runs the company based on sound moral principles (75%). Last year, a complete review and overhaul of how it delivers services was carried out, with input sought across all areas of the business. An employee forum meets regularly to discuss what's important to their teams. Ideas implemented so far include the use of headsets for telephone calls, payslips sent via email, and train season ticket loans. Everyone had a pay rise last year, and staff receive bonuses for good performance. When it comes to being happy with their pay and benefits, they only score this question 50%. Employees are more positive when it comes to their work-life balance. They say that their jobs don't interfere with their responsibilities at home (72%, a top-20 score), while their health is not suffering because of work (75%). MAXIMUS staff say the company makes a positive difference (77%) and has a strong social conscience (74%). The nature of the firm's work means that employees are engaged in their local communities. www.maximusuk.co.uk
My organisation encourages charitable activities
Innovation and continuous improvement are really important to Maximus. The company prides itself on being a business where everyone is encouraged to feedback and suggest changes to processes and working practices. In the past few months Maximus have launched an interactive crowd sourcing platform - Idea Lab. This online system allows all staff members to give their opinions on specific strategic “challenges” and post their own ideas for new initiatives for others to vote on. MAXVoice is the employee representative forum which has recently been the conduit for a variety of changes in the company, including the introduction of new employee benefits. Maximus have developed a delivery model called Progress to Success which provides a structure and the tools to support all operational employees carry out their roles effectively. Team Leaders in all sites act as ‘super users' of this programme and ensure their teams are fully trained and supported in using the model.
I believe I can make a valuable contribution to the success of this organisation
This year Maximus launched a new campaign called MAX Living to promote health and wellbeing. Every month all staff are emailed an online magazine which provide fun facts to stay healthy and a challenge for everyone to take part in that will have a big impact on health and wellbeing (e.g. a wall chart to monitor whether you are drinking a minimum of 8 glasses of water a day; a ‘pedometer challenge' competition to see which team can walk/run the greatest number of steps). The aim of MAX Living is to raise awareness of work/health related issues, such as workspace posture and mental wellbeing. They have encouraged teams to be more active by allowing them to take an extended lunch hour once a week to take part in a wellbeing activity (anything from a walk around the park to completing a fitness DVD in the office). Following feedback that teams enjoyed a one-off ‘Fruity Friday' MAX Living challenge, every office now has an allocated weekly fruit budget.
People in my team go out of their way to help me
The members of the Senior Leadership Team take every opportunity to be hands on, approachable and demonstrate the company's values. The Senior Leadership Team make regular visits to operational sites, and are currently embarking on a ‘back to the floor' programme, where the team spend some time covering a front line role. Maximus have various committees across the business and each committee is chaired by a Senior Leadership Team member so that ideas and feedback can be taken back to the rest of the Senior Leadership Team for discussion. The Senior Leadership Team also get involved in initiatives that are important to the wider company. There is a commitment to always have a member of the Senior Leadership Team present at each company induction so they can welcome new joiners to MAXIMUS. Regular reward, recognition and engagement events (such as Top Performers dinners and our 6 monthly Roadshows) ensure Senior Leadership Team members spend time with employees at all levels and celebrate their success.
My organisation encourages charitable activities
Innovation and continuous improvement are really important to Maximus. The company prides itself on being a business where everyone is encouraged to feedback and suggest changes to processes and working practices. In the past few months Maximus have launched an interactive crowd sourcing platform - Idea Lab. This online system allows all staff members to give their opinions on specific strategic “challenges” and post their own ideas for new initiatives for others to vote on. MAXVoice is the employee representative forum which has recently been the conduit for a variety of changes in the company, including the introduction of new employee benefits. Maximus have developed a delivery model called Progress to Success which provides a structure and the tools to support all operational employees carry out their roles effectively. Team Leaders in all sites act as ‘super users' of this programme and ensure their teams are fully trained and supported in using the model.
I believe I can make a valuable contribution to the success of this organisation
This year Maximus launched a new campaign called MAX Living to promote health and wellbeing. Every month all staff are emailed an online magazine which provide fun facts to stay healthy and a challenge for everyone to take part in that will have a big impact on health and wellbeing (e.g. a wall chart to monitor whether you are drinking a minimum of 8 glasses of water a day; a ‘pedometer challenge' competition to see which team can walk/run the greatest number of steps). The aim of MAX Living is to raise awareness of work/health related issues, such as workspace posture and mental wellbeing. They have encouraged teams to be more active by allowing them to take an extended lunch hour once a week to take part in a wellbeing activity (anything from a walk around the park to completing a fitness DVD in the office). Following feedback that teams enjoyed a one-off ‘Fruity Friday' MAX Living challenge, every office now has an allocated weekly fruit budget.
My organisation encourages charitable activities
Innovation and continuous improvement are really important to Maximus. The company prides itself on being a business where everyone is encouraged to feedback and suggest changes to processes and working practices. In the past few months Maximus have launched an interactive crowd sourcing platform - Idea Lab. This online system allows all staff members to give their opinions on specific strategic “challenges” and post their own ideas for new initiatives for others to vote on. MAXVoice is the employee representative forum which has recently been the conduit for a variety of changes in the company, including the introduction of new employee benefits. Maximus have developed a delivery model called Progress to Success which provides a structure and the tools to support all operational employees carry out their roles effectively. Team Leaders in all sites act as ‘super users' of this programme and ensure their teams are fully trained and supported in using the model.
Companies offering a minimum of 26 days annual leave 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
1 Star
organisation, simply click the link for further information about careers with
MAXIMUS Health & Human Services Ltd
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