About Scotiabank in London
What is it like to work for Scotiabank in London
My Manager
Managers have been provided with a Hiring Tool Kit to aid in recruitment. Tool kits are also in place for coaching, mentoring and development, as well as in completing appraisal forms for their staff. Internal coaching courses are available from Skillsoft, via Scotiabank in London's online training catalogue. Additional, classroom style courses are organised by an external provider called the Mind Gym.
People managers are directly assessed in their Performance Appraisals, by their supervisors but also their internal clients, on “People” criteria that focuses on employee satisfaction, development and engagement.
Employees have to demonstrate partnership behaviours such as “working together with colleagues in the spirit of mutual cooperation and responsibility in order to achieve business goals”. A minimum average grade of “Meets Expectations” is required, or an action plan is put into place to address and improve the issue.
Wellbeing
Scotiabank in London recognises that employees may require time off to attend to personal matters which cannot be reasonably accommodated outside of regular work hours. As a result, the Bank provides Personal Obligation Days (PODs) to assist in managing any responsibilities outside the workplace. Each employee is entitled to up to three Personal Obligation Days in addition to their holiday allowance each calendar year. Employees also have access to the Bank's Employee Assistance Helpline which offers support and guidance to those looking to give up smoking, lose weight, eat healthily and manage stress.
Furthermore, the Bank has an open door policy to Flexible Working queries and applications.
Fair Deal
Total Reward Statements are available to all staff electronically, via the Bank's "Scotia-Kit" online portal. Their TRS are constantly updated to reflect any benefit elections, such as the firms Denplan cover or other benefits such as Childcare Vouchers. Furthermore, employees have the option to instantaneously access an online valuation of their pension pot, so as to gauge the performance of any individual fund.
Going forward, the Bank will also be introducing an online portal to aid employees to instantaneously manage their company shares, via the Bank's Share Incentive Plan (SIP).
Reward and recognition are important motivational tools to ensure that employees feel that they are rewarded for their efforts, incentive payments are awarded to employees proportionally to their performance level and employees who perform well and who want to develop are also supported, ensuring their performance appraisal reflects their efforts and that there is scope for development and progression.
Learn more about the 8 factors of workplace engagement here
Benefits:
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Shares
Companies where employees are offered share options
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Gym
On-site gym or subsidised gym memberships
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Childcare
On-site nursery or vouchers
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Pensions
Companies offering a final salary or non-contributory pension scheme
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Long Service
40% of employees with more than 5 years' service
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Maternity
At least 10 weeks' leave on full pay
Company Statistics
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UK sites:
1
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Number of Staff:
169
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Staff:
169
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Average Age:
42
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Staff Turnover:
5%
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Male : Female:
70% / 30%
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Earning £35,000+:
85%
Accreditation
