Fair Deal - How happy employees are with pay and benefits
Fair Deal itself doesn’t directly influence another factor. It’s classified as a hygiene factor. Sure, doubling everybody’s salary would make them happy but it wouldn’t make them feel any better about factors such as leadership and management.
Now although pay is not an engager, it is important that pay and benefits are at the right level as to not disengage employees further.
Progress Housing Group provides paid subscriptions for health shield, this enables staff to reclaim the cost of fees incurred for optical or dental treatment. Staff are also given access to an advice line and counselling services. On site men's and women's MOTs are conducted to encourage staff to follow healthy lifestyles. Subsidised gym memberships are available.
They are a social business, making a real difference to people's lives by providing a high standard of accommodation and healthy living conditions. They provide support to vulnerable clients i.e. the elderly, homeless or clients with learning difficulties. Staff help to raise money via the Race for Life & Moonlight walks.
Progress Housing Group provides paid subscriptions for health shield, this enables staff to reclaim the cost of fees incurred for optical or dental treatment. Staff are also given access to an advice line and counselling services. On site men's and women's MOTs are conducted to encourage staff to follow healthy lifestyles. Subsidised gym memberships are available.
The company's values are central to its way of working and culture. The company has established a charitable trust which administers the company's donations of £100,000 per year to registered charities in the UK and overseas. Employees also visit various universities throughout the year to give lectures and presentations on planning and urban design topics.
Clear career progression is supported by policies and procedures for professional development. They have active training, appraisal and mentoring programmes in place to ensure employees have the opportunity to progress. Training needs are established by carrying out both performance and development reviews.
Clear career progression is supported by policies and procedures for professional development. They have active training, appraisal and mentoring programmes in place to ensure employees have the opportunity to progress. Training needs are established by carrying out both performance and development reviews.
Directors are approachable, understanding and have a level of integrity that staff aspire to. At their Annual Practice Meeting they have a part of the meeting dedicated to "Ask the Directors". Questions are taken from the floor (with no prior coaching or prompting) and the Directors have to answer these questions truthfully and accurately. The questions range from business-related and strategic topics to humourous matters!
There is a dedicated team in place for managing the Training and Development aspect of the business. Staff workload is managed efficiently and accurately to ensure staff get the balance and variety of projects such that their technical skills and soft skills are developed to their full potential
Staff are rewarded with a comprehensive benefits package and remuneration so the individual feels he/she is financially rewarded and empowered. Staff are provided with stimuating, varied and challenging work so motivation levels are always maintained
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Well being practices include Diversity Council, flexible working policies, including home working, enhanced maternity/paternity options, on-site occupational health advisors (Live Well programmes), (ACAS facilitated) Employee Assistance programme and healthy eating programmes across UK sites, e.g. free fruit initiative
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Exceptional performance is always recognised at PPS. They have introduced a flexible benefits system which allows staff to buy pension, private health insurance or extra holiday.
All PPS employees are able to take a month long, fully paid sabbatical when they have been working for the company for more than 3 years.
Managers who are just about to make the step up to managing teams are sent on a structured training programme, Future Account Director training, to equip them with the skills they will need.
