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*
LISTENING TO PEOPLE is important to Rob Ferguson, chief executive of The Mosscare Housing Group. He has been shadowing each team to understand its challenges at the small housing association in Manchester. He's inspiring, say his 122 staff (82% positive), and they have great faith in him (89%). Ferguson runs a principled organisation (88%), encouraging people to turn potential into action, trust each other and welcome differences. www.mosscare.org.uk
This organisation is run on strong values / principles
Mosscare's culture and approach to staff engagement is to: - Consult - Listen - Respond - Act. Following this approach develops the trust of staff and gives them confidence to come forward with ideas and suggestions. Mosscare provide three examples of where this approach to engagement has led to positive change: - in the consultation on their 2011-16 Corporate Plan, a staff member encapsulated the approach of Mosscare with the suggested phrase "Pride in our past and passion for our future". These words resonated with the wider staff group and the boards of Mosscare and Mossbank. They were embraced within one of their strategic challenges and featured as the title to the 2010/11 Annual Report; - Their Mosscare in the Community Day, described later in this submission reflected the innovative ideas and suggestions provided by a range of staff from within the group. The success of the day was to a large extent, due to the belief of staff that their ideas had been taken seriously and were making a real difference and impact bringing benefit to local residents and neighbourhoods; - In 2010-11 a proposed staffing re-structure of the organisation was changed significantly following consultation with staff who responded with positive and constructive ideas for a revised structure which was embraced by the organisation as the best way forward. Success has been achieved through the revised structure.
I believe I can make a valuable contribution to the success of this organisation
The leader of Mosscare has a clear passion for and pride in the work of The Mosscare Housing Group. In leading the organisation he seeks to include, engage and listen to staff, customers and other stakeholders so together they can fulfil their vision of “achieving excellence in all they do”. Currently he is undertaking a shadow placement with each of the teams within the Group.
My organisation makes a positive difference to the world we live in
Mosscare's culture and approach to staff engagement is to: - Consult - Listen - Respond - Act. Following this approach develops the trust of staff and gives them confidence to come forward with ideas and suggestions. Mosscare provide three examples of where this approach to engagement has led to positive change: - in the consultation on their 2011-16 Corporate Plan, a staff member encapsulated the approach of Mosscare with the suggested phrase "Pride in our past and passion for our future". These words resonated with the wider staff group and the boards of Mosscare and Mossbank. They were embraced within one of their strategic challenges and featured as the title to the 2010/11 Annual Report; - Their Mosscare in the Community Day, described later in this submission reflected the innovative ideas and suggestions provided by a range of staff from within the group. The success of the day was to a large extent, due to the belief of staff that their ideas had been taken seriously and were making a real difference and impact bringing benefit to local residents and neighbourhoods; - In 2010-11 a proposed staffing re-structure of the organisation was changed significantly following consultation with staff who responded with positive and constructive ideas for a revised structure which was embraced by the organisation as the best way forward. Success has been achieved through the revised structure.
This organisation is run on strong values / principles
Mosscare's culture and approach to staff engagement is to: - Consult - Listen - Respond - Act. Following this approach develops the trust of staff and gives them confidence to come forward with ideas and suggestions. Mosscare provide three examples of where this approach to engagement has led to positive change: - in the consultation on their 2011-16 Corporate Plan, a staff member encapsulated the approach of Mosscare with the suggested phrase "Pride in our past and passion for our future". These words resonated with the wider staff group and the boards of Mosscare and Mossbank. They were embraced within one of their strategic challenges and featured as the title to the 2010/11 Annual Report; - Their Mosscare in the Community Day, described later in this submission reflected the innovative ideas and suggestions provided by a range of staff from within the group. The success of the day was to a large extent, due to the belief of staff that their ideas had been taken seriously and were making a real difference and impact bringing benefit to local residents and neighbourhoods; - In 2010-11 a proposed staffing re-structure of the organisation was changed significantly following consultation with staff who responded with positive and constructive ideas for a revised structure which was embraced by the organisation as the best way forward. Success has been achieved through the revised structure.
I believe I can make a valuable contribution to the success of this organisation
The leader of Mosscare has a clear passion for and pride in the work of The Mosscare Housing Group. In leading the organisation he seeks to include, engage and listen to staff, customers and other stakeholders so together they can fulfil their vision of “achieving excellence in all they do”. Currently he is undertaking a shadow placement with each of the teams within the Group.
This organisation is run on strong values / principles
Mosscare's culture and approach to staff engagement is to: - Consult - Listen - Respond - Act. Following this approach develops the trust of staff and gives them confidence to come forward with ideas and suggestions. Mosscare provide three examples of where this approach to engagement has led to positive change: - in the consultation on their 2011-16 Corporate Plan, a staff member encapsulated the approach of Mosscare with the suggested phrase "Pride in our past and passion for our future". These words resonated with the wider staff group and the boards of Mosscare and Mossbank. They were embraced within one of their strategic challenges and featured as the title to the 2010/11 Annual Report; - Their Mosscare in the Community Day, described later in this submission reflected the innovative ideas and suggestions provided by a range of staff from within the group. The success of the day was to a large extent, due to the belief of staff that their ideas had been taken seriously and were making a real difference and impact bringing benefit to local residents and neighbourhoods; - In 2010-11 a proposed staffing re-structure of the organisation was changed significantly following consultation with staff who responded with positive and constructive ideas for a revised structure which was embraced by the organisation as the best way forward. Success has been achieved through the revised structure.
Companies offering a minimum of 26 days annual leave to all employees.
Companies where at least 40% of the staff have worked there for more than five years.
Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.
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
Mosscare Housing Group
.