Its Total Reward framework allows staff to see a summary of their tangible and intangible rewards as part of a total rewards statement. These include a voluntary benefits scheme covering more than 1,500 retailers, including cash-back and discounted vouchers as well as tax savings they can make through salary sacrifice, health cover options, allowances and additional voluntary contributions.
Judges were impressed the council had taken an integrated approach to its provision by partnering with external organisations such as Prudential and the Financial Services Authority to provide specialist pensions information and advice. Also in 2009, for the eighth year in a row, the council received an excellent rating from the Audit Commission. The council's wider strategies were also included - such as linking childcare vouchers with return-to-work schemes, promoting Cycle 2 Work alongside the council's green travel and wellbeing agenda.
By taking an innovative approach to reward communication (such as through online videos), the council has been able to demonstrate exceptional results: 66% of staff now use its online Reward Viewer to calculate the total value of their reward package. Some 19,300 staff have signed up to its Kent Rewards system, spending £5.4 million and generating £351,179 cash-back. Nearly 500 staff have bought discounted bikes for its Cycle 2 Work scheme. In its latest engagement survey, 65% of staff said they are either highly satisfied or very satisfied with their benefits package, while 85% of attendees to its pensions presentations said they now have a better understanding and willingness to make better provision for their retirement.
FINALISTS
Birmingham City Council - Workforce Intelligence Planning Team
DSTL
