Reaseheath College

Hidden mission statement
http://www.reaseheath.ac.uk

Officially a Very Good
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Featured Workplace Factors

My Company

90% of staff agreed

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

Reaseheath College have found the annual staff survey to be a very helpful way of listening to employees and to seek their opinion on all matters relating to the College. In particular, staff felt the staff partnership forum was, in its previous guise, not as effective as it could be. This being the consensus highlighted by the survey a project was undertaken to review the structure and purpose of the Forum. The staff partnership forum is now a more formal channel for employees to give their views, raise concerns and share ideas with senior management. The results of the survey and the actions from it are shared with staff in a “You Said, We Did” format allowing staff to see how their views have been heard and acted upon.

Giving Something Back

87% of staff agreed

My organisation encourages charitable activities

Reaseheath College have found the annual staff survey to be a very helpful way of listening to employees and to seek their opinion on all matters relating to the College. In particular, staff felt the staff partnership forum was, in its previous guise, not as effective as it could be. This being the consensus highlighted by the survey a project was undertaken to review the structure and purpose of the Forum. The staff partnership forum is now a more formal channel for employees to give their views, raise concerns and share ideas with senior management. The results of the survey and the actions from it are shared with staff in a “You Said, We Did” format allowing staff to see how their views have been heard and acted upon.

My Team

80% of staff agreed

People in my team go out of their way to help me

Enabling individual success in their role is very important to Reaseheath College. To be effective, they believe individual learning must be linked back to the needs of the business. With that in mind, managers and team members work together to identify the skills and knowledge required by the role and use this combined with outcomes from individual 121's reviews and PDRs to form the basis for individual learning plans. The best example of how they support employee development in this way has been to develop a programme or learning for their teaching staff by bringing PTLLS, CTLLS and PGCE training in-house. All of their new teaching staff embark on a period of learning to gain this required qualification studying alongside colleagues in their place of work. The benefits of brining this in-house has meant the training forms a natural extension to the induction of new teaching staff and helps them to shape them to be the lecturers and instructors their students require them to be. The organisation's training budget has been developed by managers allowing teams the flexibility and autonomy to plan and arrange their own bespoke training and away days.

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

Long Service

Companies where at least 40% of the staff have worked there for more than five years.

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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