Quick facts

About The Y (Leicester YMCA)


What is it like to work for The Y (Leicester YMCA)

Leadership
Leadership
Their quality housing standards are displayed across all their sites and clearly sets their commitment to providing high quality accommodation and support to the young people accessing their service. Additionally, over the last five years the organisation has made a substantial investment in their property portfolio on the basis that every young person should have a safe place to live, free from abuse, neglect and discrimination. This investment has totalled circa £5million and has been generated via grant applications, fundraising and use of reserves. In making the decision to invest these funds, the management team has demonstrated both its commitment to the core values of the organisation and their belief that young people should have access to high quality provision. In achieving this standard the organisation has ensured that every accommodation unit within their two main sites (84) has en suite washroom facilities as well as access to a communal kitchen and communal leisure space. Empower: The senior management team ensure that every young person has access to education, training and work opportunities as well as leisure opportunities to enhance their life experiences. Enrich: The senior management team have supported a number of young people to gain both local, regional and international experiences as well as opportunities to participate in activities that could have been viewed as beyond their financial means.
Personal Growth
Personal Growth
As well as regular informal 1-2-1 meetings, Line Managers also conduct formal performance review meetings with their staff 3 times per year. During these meetings staff have the opportunity to discuss training, development and support needs, including successes, challenges, and grading’s for Key Performance Indicator’s (KPI’s) and organisational core competencies . Other performance supporting documentation includes performance development and improvement plans and work programmes. The organisation’s core competency framework aids recruitment (person specifications); performance management (performance reviews) and employee development. They deliver their own mandatory training programme (including personal safety, competency, equality & diversity and health & safety), alongside arranging job specific training. There are opportunities for secondments into other areas of the business, as well as with other partnering agencies. Where a training needs analysis has been carried out and a qualification in a specific area is desirable, the organisation covers the costs involved in the course as well as enables the employee’s time off for study leave and exams Other examples of staff development include career progression routes, whereby staff are encouraged and supported in working towards promotion to senior positions and by them also actively applying for vacancies within the organisation. Employees also have opportunities to upskill their numeracy and literacy grades and several have participated in on the job NVQ Information Advice & Guidance qualifications, therefore enhancing their skills in this area.
My Company
My Company
The organisation's mission, vision and values are communicated in a variety of ways, e.g. on their HR cloud based system (HR Octopus), it is stated on job descriptions and on display boards. Also, their housing pledge is on display for residents to read at all of their accommodation sites. Departmental vision and missions are also in place as part of departmental business planning and objectives and these can also be viewed via HR Octopus, as well as being emphasised via key performance indicators (KPI's) that have been set and during team meetings.

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Benefits:

  • Women
    Women

    At least 40% of senior managers are women

  • Gym
    Gym

    Companies offering free gym/ sports facilities or subsidised gym memberships with at least 50% of employees taking this up

  • Development
    Development

    Non work related training supported

Company Statistics

  • UK sites:

    13

  • Staff Turnover:

    19%

  • Average Age:

    37

  • Male : Female:

    38% / 63%

  • Earning £35,000+:

    6%

  • Staff:

    80

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