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The leader of RCHL is Paul Allen CEO, who has worked in the field of social care since 1982 when he became a volunteer in the Physiotherapy Department at Leytonstone House Mental Handicap Hospital in East London. Paul was employed as a Nursing Assistant and then moved into the Day Services on site eventually becoming Deputy Manager. Paul left in 1990 to join Outward Housing, a voluntary sector organisation supporting adults with a learning disability to live independently within Waltham Forest, as Support Services Manager and worked there for 7 years supporting many of the people moving out of Leytonstone House Hospital to live in the local community. In 1997 Paul joined RCHL as Director of Operations. This broadened his experience to include support to adults who use mental health services as well as adults with a learning disability and also worked across Essex as well as East London. During 2006 RCHL's then CEO became ill with cancer and by early 2007 was no longer able to continue working so Paul was asked by Board to act-up as CEO for an interim period. In May he became permanent CEO. Paul's history and hands on approach set a standard underpinning the organisation's core values.
In addition, RCHL internal trainers make arrangements to customise workshops for individual staff teams and groups to best reflect their needs. Staff may also identify specific external courses that meet a particular need and arrangements are made for individuals to attend for example, National Assistive Technology/Telecare training, Developing Outcome monitoring. They are currently piloting a number of e-learning programmes focusing on core mandatory training, to ensure staff are regularly updated, for example Fire safety, Food Hygiene, Manual Handling Staff that wish to undertake an NVQ qualification in Care must have completed all the relevant induction and developmental training before they will be considered to undertake an NVQ with RCHL. The delivery of NVQs to staff is subject to funds received from the external providers. However, funding the Leadership & Management in Care (LMC) (formerly known as the Registered Managers Award) and NVQ4 in Care will be a priority for the organisation. RCHL also supports and funds the Learning Disability Qualification accredited via the Open College Network, the Leadership in Management and NVQ4 in Care qualifications. For staff who already hold an NVQ Level 2 in Care and wish to progress onto the Level 3. This will be subject to the scheme manager’s approval in line with the service development plan. All successful applicants will be given support and guidance for attainment of their care qualification from their approved LSC training provider. Senior Management Team continue to source funding opportunities, with the support of external providers and are committed to staff gaining an appropriate qualification that will meet the organisation’s core values and CQC requirements. RCHL are also a recognised training Centre with the Open College Network and have reached the highest standards enabling reassessment to be every two years.
RCHL is passionate about making sure that people throughout the organisation have a voice. Right from an individuals first day of employment, where their views and feedback is sought as part of their corporate induction, through to opportunities to tell them about experiences in exit interviews, RCHL senior managers are eager to hear from their people. As part of their commitment they listened to their staff, and identified a gap where people were discouraged by the formality in existing policies and procedures to seek resolution to conflict. A working group was established with representatives of staff throughout the organisation. The group worked in partnership with ACAS to look at their procedures and research innovative practice.
Learn more about the 8 factors of workplace engagement here
At least 33% of senior managers are women
Companies offering a minimum of 25 days annual leave
On-site gym or subsidised gym memberships
10% of staff undertake charitable activities during business hours
On-site nursery or vouchers
40% of employees with more than 5 years' service
At least 10 weeks' leave on full pay
Male : Female: