1. How to retain key staff in Oxford’s exclusive property market Mark Charter, Head of Carter Jonas Oxford

2. National capabilities Operating from 36 offices throughout the UK Over four main divisions:  Commercial property  Planning & Development  Rural farms, estates & land  Residential property Further specialist areas include:  Architecture & Building Consultancy  Compulsory Purchase & Compensation  Energy & Marine  Mapping/GIS  Minerals & Waste Management

3. 700+ people with 28 equity Partners 90+ people in Oxford & largest hub office outside London 96 RICS valuers 15 th largest UK property consultancy by turnover (Estates Gazette Top Agents 2014) 7 th largest privately owned property consultancy 18 th leading employer of chartered town planners out of 126 (Planning magazine)

4. Regional strengths: 90+ staff in Oxford  Architecture  Asset management  Building consultancy  Commercial agency and investment  Compulsory Purchase and Compensation  Development  Infrastructures  Lease renewals  Mapping  Property management  Rent reviews  Residential agency  Rural agency and estate management  Town planning  Valuation “We work with both public and private sector clients, as well as private individuals.”

5. Our Brand We help our clients sell, let, manage and add value to their properties We employ the very best people. We are a place where people want to work Our culture is collaborative and business minded We are leaders, not followers. Above all, our clients’ success is our success.

6. Introductions

7. My background Started as a graduate in July 1991 Equity partner in 2006 On Partnership Board & Residential Board Approaching Carter Jonas’ long service silver anniversary Long service awards: Oxford office 25 years’ service5 people 20 years’ service5 people 10 years’ service7 people 5 years’ service9 people

8. Long service awards: spot our CEO! Started as a graduate in July 1991 Equity partner Sit on Partnership Board, Residential Board, Office Head Silver Carter Jonas anniversary Five others in Oxford with over 20 years service Seven With 10 years service Nine with 5 years service

9. Client Demands how have they changed?

10. Growth

11. Carter Jonas Oxford has seen a 50% increase in staff numbers since April 2011

12. Introductions

13. Please Note: Similar to the Section Divider layout, To change background colour of the title, right click and unders Shape Fill, select the desired colour option from the Colour Palette. The instructions in the coloured box will not be Printed/PDF’ed or display during Onscreen presentation

14. Introductions

15. Challenges

16. Diversity Skills and the changing modern workplace Impact of technology on work practices Speculative recruitment Proximity to London Cost of living

17. Meeting the Challenges

18. Diversity: proud to be “Traditional roots have hindered the property industry in identifying and developing talented property professionals from diverse backgrounds, and undoubtedly the sector is playing catch-up. “The reality is that embracing diversity in the workplace is about supporting current and future employees regardless of gender, age or ethnicity, and identifying their key strengths. “This can only be of benefit to businesses and the industry in the long term.” Claire Matthews, Head of HR, Carter Jonas

19. Diversity Firm-wide e-learning programme has been introduced to support diversity and is mandatory for all new staff Equality and diversity training is also required for all partners and staff Paid internship programme enabling students to get involved whatever their background Internships are available in the Bath, Cambridge, Leeds and Oxford offices, as well as in central London, meaning that participants do not have to meet the cost of renting accommodation in the capital Best practice recruitment processes, supporting the Reading Real Estate Foundation’s Pathways to Property programme, and promotions via competency-based criteria have been adopted

20. Challenges: skills shortage Skills shortage

22. Graduate Recruitment

23. Graduates Life blood of any company Recruited six graduates across all disciplines in September 2015 Previous year’s intake achieved 100% APC success pass rate in 2015/2016 Wide range of disciplines and high profile clients to gain experience across all sectors Mentor and Sponsorship Programme available in conjunction with other offices Collaborative graduate training with hands on experience: twice a year two day graduate training with case studies, client visits, in-house training, mock interviews In house APC Training for all graduates

24. Please Note: Similar to the Section Divider layout, To change background colour of the title, right click and unders Shape Fill, select the desired colour option from the Colour Palette. The instructions in the coloured box will not be Printed/PDF’ed or display during Onscreen presentation

25. Please Note: Similar to the Section Divider layout, To change background colour of the title, right click and unders Shape Fill, select the desired colour option from the Colour Palette. The instructions in the coloured box will not be Printed/PDF’ed or display during Onscreen presentation

26. Please Note: Similar to the Section Divider layout, To change background colour of the title, right click and unders Shape Fill, select the desired colour option from the Colour Palette. The instructions in the coloured box will not be Printed/PDF’ed or display during Onscreen presentation

27. Staff Retention Key Benefits Work Life Balance Rewards, Remuneration and Recognition New Business Cross Referral Benefits Health and Well Being - Flexible Working - Childcare Vouchers - Denplan - Life Assurance and Pensions - Paid study leave Office Location - Park and Ride - Cycle to Work - Shower and Lockers - Over 30 parking spaces available for staff

28. Please Note: Similar to the Section Divider layout, To change background colour of the title, right click and unders Shape Fill, select the desired colour option from the Colour Palette. The instructions in the coloured box will not be Printed/PDF’ed or display during Onscreen presentation

29. Client Retention and Staff Retention What’s the Link? Loyalty is key Continuity of service to clients Beneficial for relationship building skills Maintaining employee interest in workload Provides career opportunities and personal growth Encourages collaborative cross divisional approach to work Summertown, a great location Open door policy with senior management Dynamic, sporting & social teams

30. Client Retention and Staff Retention What’s the Link? Loyalty is key Continuity of service to clients Beneficial for relationship building skills Maintaining employee interest in workload Provides career opportunities and personal growth Encourages collaborative cross divisional approach to work Summertown – great location Dynamic, sporting & social team Open door policy with senior management

31. What’s the Forecast?

32. “At Carter Jonas we believe expert advice and tailored service enable us to build lasting, intelligent and trusting partnerships with our clients. “That’s why 80% of our business is from repeat clients, something we never take for granted and work our hardest to protect. “Retaining & attracting staff and working in partnership underpins everything. “We provide simply better advice.”

33. © 2016 Carter Jonas