EMPLOYEE BENEFITS in ACTION

Mary Bradley

Chief Executive – Age UK West Cumbria

Organisational challenge

• Findings from CSAC survey• IIP and Health & Wellbeing assessments• Funding reducing/needs rising• Minimum wage• Fixed price contracts• Growing job opportunities

Plus:-• Competitors• Contractual arrangements

Change Management programme

Financial Rewards:

Pay:- Competitor analysts

Sector analysts

Travel:- Volunteers/staff

What use car for

Mileage rates

Block payments

Expenses:- Why and how do we pay these?

STAFF IDENTIFIED

Staff identified

Leave:-• Annual• Carers• Sick• Unpaid• Maternity/Paternity• Bereavement• TOIL !

Our Approach

What would be a good organisation to work for?

Why do you choose to work for AgeUKWC?

What would attract you to do a similar job for some other

organisation?

Analysis of “actuals”.

Positives:-

Values of organisation

Team culture

Liked the job content

Liked Charity/older people

Support in workplace

Support for personal values

Negatives:-

Pay

Contract duration

Pay comparisons internally

No recognition of package of benefits

Information regarding holidays,

expenses etc

What we did

• Contracts• Job evaluation• Transparent pay• Clarity with expenses• Clarity with leave• Job Description• Pension

What we did

• Simply Health

• Clothing

• Health & Wellbeing benefits

• Company Car

• Comments, compliments and Complaints

• Fundraising

What we did

Communication:-

Chatterbox

Away days

Team meetings

Personal Development:-

Green Files

Support & Supervision

Matrix

Opportunities to progress

What we did

• Staff Charter• Staff Survey• IIP/Health & Wellbeing

Age UK West Cumbria is committed to the wellbeing of all our staff. As a goodEmployer we will:-

•Promote health and wellbeing for all staff by having: good working environments, health-promoting initiatives, Simply health Care Plan, fair pay, fair terms and conditions, pension contributions.

•Encourage personal development and growth to help staff reach their potential, both for themselves and the organisation through: Job-related competency development, identifying career development and opportunity, developing new skills, boosting confidence.

•Provide a supportive and friendly environment for achieving work/life balance by having: approachable leaders, support and supervision, support with customers and clients, access to information, resources and equipment.

•Offer support and flexibility during difficult times, changes in circumstances and personal needs by considering: flexible working arrangements, adjusting job roles and hours, grievances and suggestions for change and improvement.

Signed: ……………………………… Chairman 11 Nov 2014

Commitment to wellbeing of staff