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*
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
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.
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.
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.
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.
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.
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.
Companies where at least 40% of the staff have worked there for more than five years.
Companies offering at least 10 weeks’ full pay or generous alternative.
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
Ones to Watch
organisation, simply click the link for further information about careers with
St.Helens Council
.
