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Engagement score

Latest BCI Score

709.4

Quick facts

What we do:
RSPB conserves wild birds and the wider environment they depend on, through research, developing and promoting best practice, managing nature reserves, advocating policy solutions, education and awareness raising activities.
Year established:
1889
Website:
http://www.rspb.org.uk
UK locations:
National
Contact
- RSPB, The Lodge, Sandy, Bedfordshire, SG19 2DL

About Royal Society for the Protection of Birds

What is it like to work for Royal Society for the Protection of Birds

Leadership

95% of staff agreed:

This organisation is run on strong values / principles

Although relatively new in post the CEO, has demonstarted his inclusive, consultative leadership style on many occasions. He is not afraid to make decisions, including unpopular ones, when necessary, but does not do so until he has collected views. His passion for nature conservation is evident, as is his understanding of the issues that their people on the ground face. He is family friendly, and has deliberately signalled a change of philosophy in this area. He has made a real impact in the outside world in his first 5 months, but it is early days for him to be fully visible in such a dispersed organisation as ours.

95% of staff agreed:

This organisation is run on strong values / principles

Giving Something Back

98% of staff agreed:

My organisation makes a positive difference to the world we live in

Staff can undertake one volunteering day per year. This can be associated with any RSPB activity, for example working on a reserve, greeting visitors, clearing shrubbery, bird counting. Many staff are involved with other conservation charities and networks, as trustees, local organisers etc and undertake at least some of this in work time.

98% of staff agreed:

My organisation makes a positive difference to the world we live in

My Company

94% of staff agreed:

I feel proud to work for this organisation

Through the RSPB Performance Management System, managers are able to identify good performance and reward staff appropriately. The salary policy is one route to do this, however managers are encouraged to identify the most appropriate tool for recognition and motivation. Managers are actively encouraged to look for spontaneous ways of acknowledging or rewarding achievement in addition to individual pay awards (consolidated). and bonus payments (unconsolidated). For example letters of commendation, personal development opportunities, announcement of achievement at team/divisional meeting, an item on the intranet or small gift. In addition to the above there is an Individual Bonus Scheme - managers are able to nominate a member of staff who has carried out exceptional work that deserves to be recognised. A monetary one-off bonus of up to £1000 can be awarded.

94% of staff agreed:

I feel proud to work for this organisation

Learn more about the 8 factors of workplace engagement here

Benefits:

Gym

On-site gym or subsidised gym memberships
Charity Activities

10% of staff undertake charitable activities during business hours
Childcare

On-site nursery or vouchers
Long Service

40% of employees with more than 5 years' service
Maternity

At least 10 weeks' leave on full pay