St.Helens Council

Hidden mission statement
http://www.sthelens.gov.uk

Officially a Very Good
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Officially a Very Good
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Officially an Outstanding
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Officially an Outstanding
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Officially a World Class
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Officially a World Class
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Officially a Good
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Officially a Good
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Officially a Global*
Good Company
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Officially a Good
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Globally*

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Best Company to work for in the UK
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Best Company
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ST HELENS COUNCIL offers the complete package when it comes to caring for its 4,531 staff, earning the borough its highest relative scores in the Wellbeing and Personal Growth factors of our survey. Nearly a third of staff have been on the council's payroll for more than 15 years, and it is easy to see the attraction. Almost half of them work part-time, with non-management team members putting in an average week of 27 hours, and their holiday entitlement can reach a maximum of 27 days a year (32 for senior management). A 63% positive score, ranking the council 25th among the 50 mid-sized organisations, shows working here doesn't interfere with responsibilities at home. People also report that deadlines are realistic (60%). Free childcare vouchers and a working options including flexitime add to this family-friendly ethos. Wellbeing is a priority, and there is a dedicated health promotion officer. Health checks are available, as well as sessions discussing how to stop smoking, the effects of alcohol, weight management, exercise and mental health. The council subsidises gym membership and those aged between 40 and 60 who fall into a "low income" bracket are invited to take part in a mid-life health project. Workers haven't had stress related symptoms recently because of their job (67%), and they say that pressure doesn't affect their performance (63%, a top 20 score). Every employee receives about 25 hours of training a year, with the organisation spending an average of £739 each. The range of courses on offer includes leadership and management, health and safety, and equality and diversity. Study towards external qualifications is also encouraged, with NVQs available, fees paid, and time off for study. Various forums have been created for colleagues to share knowledge. They feel the council makes good use of their skills (the 48% positive score, ranking the organisation 20th). www.sthelens.gov.uk

Featured Workplace Factors

My Company

81% of staff agreed

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

Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.

My Team

77% of staff agreed

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

Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.

Personal Growth

72% of staff agreed

My work is stimulating

Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.

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.

Maternity

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

Women in Senior Management

At least 40% of senior managers are women.

List Positions

National Ranking
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