1. EMPLOYEE BENEFITS in ACTION Mary Bradley Chief Executive – Age UK West Cumbria

2. 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

3. 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

4. Staff identified Leave:- Annual Carers Sick Unpaid Maternity/Paternity Bereavement TOIL !

5. 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”.

6. Positives:- Values of organisation Team culture Liked the job content Liked Charity/older people Support in workplace Support for personal values

7. Negatives:- Pay Contract duration Pay comparisons internally No recognition of package of benefits Information regarding holidays, expenses etc

8. What we did Contracts Job evaluation Transparent pay Clarity with expenses Clarity with leave Job Description Pension

9. What we did Simply Health Clothing Health & Wellbeing benefits Company Car Comments, compliments and Complaints Fundraising

10. What we did Communication:- Chatterbox Away days Team meetings Personal Development:- Green Files Support & Supervision Matrix Opportunities to progress

11. What we did Staff Charter Staff Survey IIP/Health & Wellbeing

12. Age UK West Cumbria is committed to the wellbeing of all our staff. As a good Employer 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