TheBest Places to Work in IT Awards 2008were celebrated at the Intercontinental Hotel, Park Lane on
22 February. Here we profilethe winners, whose effective and
innovative employment practices have put their IT departments at
the top of the list.
Watch the video of the awards ceremony and interviews with the
winners >>
Yorkshire Water
Best of the Best
Category winner: Utilities &
telecoms
The Best Places to Work judges were impressed with the "sense of
fun" that Yorkshire Water has instilled into working life at its IT
department.
Staff at Yorkshire Water are encouraged to take part in
work-time volunteering, with 75% of the department involved with
community projects over the past year.
This includes mentoring in primary schools and the voluntary
sector, One Million Green Fingers (a campaign to give children
outdoor learning experiences by creating 350 sustainable school
gardens by 2010) and dressing up as taps and toilets to promote
Water Aid.
When it comes to professional development, the firm sees it as
important for staff to learn about other areas of the business. It
runs a scheme where IT staff can spend time with work groups and
operational colleagues to better understand the wider business and
the way customers use technology.
Yorkshire Water also runs six-month placements across IT for
graduates, trainees and others to gain an understanding of the
department and to widen personal development. It also runs an IT
mentoring programme and a buddy system for new employees.
The company said its IT department "promotes a healthy work-life
balance". It runs a range of initiatives to support this, including
a diversity policy aimed at improving the quality and performance
of the business.
The company said, "We have a positive profile in the wider
Yorkshire community and have established a culture that embraces
diversity through an open environment where difference is respected
and innovation can flourish."
There are also opportunities for flexible contracts with
flexible working hours suiting family commitments, part-time
working and job sharing, "keep in touch" get-togethers, and
flexible return to work following maternity leave.
The company provides flexible retirement packages for staff aged
50 and above, a cycle to work scheme and working from home and
hot-desking facilities at local offices.
Judges' comments
Judges felt that Yorkshire Water had distinguished itself with
its total commitment to providing an environment and lifestyle that
staff feel comfortable in.
With a culture that is flexible and fun, judges said the company
had made every effort to nurture a happy workforce.
Measures to give staff a complete picture of the company were
also commended, and judges said its overall approach to staff
training and development was excellent.
Judges applauded the department's approach to its place in the
community, with its cycle to work scheme and charitable
activities.
Sweet & Maxwell
Category winner: Business and
professional services
Legal publisher Sweet & Maxwell makes the most of its
connections to the Thomson publishing group to expand and diversify
the career paths it offers IT professionals.
These connections allow it to offer a healthy work-life balance,
including a seven-hour day, "shifted" hours, as well as options to
work from home for between one day a week to fulltime. Staff can
also buy or sell up to three days' leave a year.
There are three development pathways (technology specialist,
project management and business leadership), and work on projects
with a global impact is available.
The firm spends about £850 per person per year on training.
About 2.5 days a year are spent face to face with an instructor,
and there are computer-based learning facilities and a 2,700 e-book
library supplemented with 250 actual books for self-study. The firm
aims to apply training in practice quickly, and audits its
effectiveness under International Standards Organization 9000
accreditation.
As well as a good range of fringe benefits, staff have free
confidential access to advice via telephone or face to face for
stress, medical, legal, financial, elder and younger care, and
domestic problems.
The company fosters environmental awareness through its
GreenPrint initiative to get staff to switch off monitors, cut
paper use and recycle equipment. Money saved goes into other green
initiatives and charitable commitments.
More than 90% of respondents to an annual internal staff survey
rated the department's technical and soft skills highly. It won
company-wide awards for both individual and group values two years
running.
Judges' comments
Judges summarised their conclusions by saying that Sweet &
Maxwell's IT department adds to the value of Thomson as a global
corporation.
Judges said that it was doing many things over and above the
norm. The judges especially liked the shifted hours, which allow
those with childcare needs to work full time.
Ashridge
Category winner: Non-profit
sector
Independent business school Ashridge won the non-profit sector
award, with good results in all three areas of positive working
environment, continued professional development and work-life
balance.
The school builds a positive environment with social activities
and schemes to involve IT in the business. One project saw IT
inviting the rest of Ashridge to a workshop to help steer the
inclusion of IT provision within its business delivery. In another
project, IT managers invited representatives from the business to
help formulate projects and budgets for future years.
There are plenty of programmes at the organisation to help IT
staff improve their soft skills and career development, and to help
them understand the customer experience.
There is also ample opportunity for moving up within the
department. Karen Moyle, business development manager, said,
"Ashridge really does support you and help you improve yourself. I
started part-time as a waitress while I was at college, becoming a
junior typist a year later and then moving up through various
administrative and managerial roles."
Ashridge recognised the importance of a good work-life balance,
saying, "There should be life outside of work - and a good quality
life at that. We know that juggling work, family and/or caring
responsibilities is not only about working women, but it is about
our male and female staff caring for dependents, whether young, old
or disabled."
The school said it does "all it can" to provide flexible
working.
Judges' comments
Judges were impressed with a scheme that enables members of the
IT department to job swap, and said the IT department's activities
to promote IT-business integration went beyond most entrants in the
category.
Judges said measures to give staff a good work-life balance were
comprehensive, and that staff were benefiting from Ashridge's
attitude to flexible working.
North Warwickshire Borough Council
Category winner: Local
government
North Warwickshire Borough Council won the local government
category with a strong emphasis on professional development and
recognition of the importance of a good work-life balance.
The training members of staff receive depends on an individual's
needs, and it includes free seminars, training to help staff
utilise suppliers' skills, coaching, skill sharing, shadowing, web
seminars and e-learning.
The council also aims to provide three pieces of "update
training" in addition to accredited training.
It also stresses that work is allocated on the basis of skills,
not roles, and tries to be flexible throughout the
organisation.
There is an emphasis in the IT department on providing a
supportive and fun environment, and this was reflected in the
council's stress level survey where the department scored 17% -
much lower than the council average.
"This proves tobogganing, curries, quizzes, charity days, bacon
sandwiches and a generally supportive and a fun environment really
works," the council said.
The IT department provides a flexi-time scheme as a benefit for
support staff whose duties make it hard for them to homework. Staff
can also job share, work school hours or condensed weeks, and
accumulate leave for long trips.
For home working, the department provides secure, remote access
for support staff, and tries to reduce the impact on their home
life.
Voice over IP phones are being used so that home workers can
take calls as if they were in the office. Project workers can also
work at home and can use Blackberries when out.
Judges' comments
Judges said the council's commitment to providing a flexible and
enjoyable atmosphere for staff went beyond other entrants in the
category.
Judges said it was evident that staff were benefiting from the
council's efforts, citing the low levels of stress of staff members
as a significant achievement.
The judges said of the council, "The tipping point was the focus
on general welfare, not just technical functionality, but that it
punches above its weight on diversity and flexibility."
The Coal Authority
Category winner: Central
government
The Coal Authority has focused on good communications to create
a positive working atmosphere.
The executive team has a genuine open door policy for all staff
and encourages discussion and feedback.
A web forum called "Earsay", which allows staff to make
efficiency suggestions directly to the CEO, has resulted in many
benefits such as the purchase of a pool of environmentally friendly
vehicles reducing carbon emissions by 20 tonnes per year.
The IT department's generous training budget encourages both
technical and personal development. The department has five
qualified Prince 2 Practitioners. All IT staff have undergone ITIL
awareness training.
The Coal Authority has supported staff in obtaining a range of
qualifications including ITIL service manager and ISEB security
management qualifications, a diploma in business analysis, an MSc
in geographic information science, Royal Geographical Society
Chartered Geographer and a BA in business studies.
The IT department has a high female staff ratio, with 40% of
staff women including the head of IT.
Additionally, 15% of all staff enjoy flexible working
arrangements, including senior management. In the IT department,
members of staff with young children work flexibly to suit their
needs, including reduced hours, four day weeks and school-friendly
hours.
The IT department is also hosting a "technology open day" to
encourage staff to come and find out more about what the team does,
ask questions about technology use at work and home, and take the
opportunity to try out some of the new services the team has
delivered.
Judges' comments
The judges were impressed by the non-traditional scope of
training. Judges said The Coal Authority shows a unique commitment
to investing in staff training.
Despite winning a Best Places to Work in IT Award in 2007, the
Coal Authority has not rested on its laurels. Throughout the past
year it has reviewed and extended flexibility within the
organisation.
Virgin Atlantic Airlines
Category winner:
Travel
Virgin Atlantic Airlines was the winner for the travel category,
with the company's commitment to motivating staff impressing
judges.
Virgin Atlantic Airlines runs both job shadowing and secondment
schemes. Job shadowing, Virgin Atlantic Airlines said, is part of
all induction programmes, so IT staff can experience working at the
frontline in airports. Selected staff can also opt for secondments
to the line areas for between three and six months.
Virgin Atlantic Airlines also supports staff development by
encouraging them to take Open University courses in IT or in
softer, people-related skills.
Flexible working at the airline is the norm, not the exception.
IT staff have two flexi-days per month where they can work longer
hours and then take time off in lieu to allow for family
commitments such as the school run and child care.
Some IT staff also work compressed hours for four days a week,
and have three-day weekends because they commute long distances.
Part-time contracts are encouraged, as are work at home days where
the project allows it.
The company also looks for feedback from staff, with an annual
"Plane Speaking" survey, which is managed by independent consultant
ISR.
Judges' comments
Judges said the company's staff development programmes were
helping keep staff motivated. They reserved special praise for the
job shadowing and the secondment schemes.
They also felt that the measures to promote flexible working
made it a desirable place to work, and allowed for staff to balance
work and life commitments with minimal disruption. Making flexible
working the norm, rather than an exception, showed the airline's
commitment to providing staff with a good work-life balance, judges
said.
Norwich Union
Category winner: Financial
services
Norwich Union's professional development and work-life balance
were picked out by the judges as key distinguishers in its success
in the category.
To support the professional development of its staff, Norwich
Union makes individuals responsible for their own careers. The
company supports this with initiatives such as personal development
plans setting out clear objectives, and professional development
managers who provide support and guidance.
To help workers achieve a good work-life balance, the company
allows them to manage their own time based on the core hours, which
enables them to take time off in lieu, leave early or start late.
Working from home is also offered on a needs basis and Norwich
Union offers staff technology such as laptops, Blackberries and
PDAs to facilitate this.
To help it monitor staff contentment, in 2004 the company
implemented progress measurement to get the views of its
people.
Since then the company has had two surveys per year to measure
staff perceptions of the company and management teams. It also
holds regular open forum sessions for staff to discuss the issues
raised and receives feedback from the meetings, from which it can
act to redress any concerns.
The company has helped motivate its 959 IT staff by including
them in its own awards scheme.
The "Valued, instant and personal awards", as they are known,
were introduced to recognise and reward staff contributions.
The awards have helped motivate staff and have contributed to
staff feeling respected and appreciated for their
contributions.
Judges' comments
The judges said financial services had in previous years been
one of the most keenly fought categories in the awards and that
this year was no exception.
Judges liked the fact that staff are expected to devote 80% of
their time to their job, with the other 20% to be devoted to
personal development.
They said Norwich Union is especially strong on continued
professional development and work-life balance, and said that this
was particularly impressive because the company has a large IT
department spread across two locations.
Erudine
Category winner: IT software
& hardware suppliers
The winner of the IT software and hardware award went to
Erudine, a company with 35 IT staff.
Erudine has used the XP programming methodology to help its
developers become more rounded programmers by working closely with
colleagues and exchanging ideas and methods.
Every morning and Wednesday afternoon is dedicated to personal
development and "show and tell" sessions. In total, about 15% of
the working week is devoted to training, Erudine said. This free
time allows Erudine's developers to explore their own avenues of
interest or present ideas in brief seminars.
The company said it actively discourages late or weekend
working. In terms of work-life balance, about five people work from
home each month, particularly those with longer commutes to the
office. People who work from home are always contactable and
available for meetings via conference calls.
In addition, Erudine said fathers of new babies are encouraged
to take paternity leave at the statutory two weeks, and are given
the option to work from home where possible. New mothers are eased
back into work when they return from maternity leave by first
working two or three days a week.
Judges' comments
The judges were pleased to see how Erudine managed to maintain
the feeling of a small team through growth. They particularly liked
the employee-led task forces, and the commitment and focus on
delivery, not on the number of hours worked.
"Erudine demonstrated a willingness to challenge conventional
views on how to create a good working environment. It also has
creative management, but in a tough, commercial environment,"
judges said.
The Internet Group
Category winner: IT
services
The Internet Group has established a work environment and
culture in which people enjoy working and can thrive both
individually and as a close-knit team.
The firm was described as buzzy and different by the judges. The
Internet Group aims to provide careers, not just jobs, and looks to
turn technical staff into professional business people.
The company measures customer resolution issue time as a measure
of team performance, tying the team to a business goal.
It gives each member of the IT team a personal development
roadmap, with all The Internet Group staff being mentored.
Staff receive 30 days of training per year. The company pays for
training, materials and exams, and automatically gives pay rises to
everyone who gains a new accreditation.
Judges' comments
Judges were impressed with The Internet Group's personal
development roadmap and 30 days training a year.
Judges also approved of The Internet Group's attitude to green
issues and carbon neutrality.
Judges were also impressed by the firm's commitment to personal
development. It felt it displayed more originality than other
entrants in the category, and described the link between pay rises
and accreditation as unique.
Judges commended the company for recognising the practical
issues surrounding working mothers.
Sainsbury's
Category winner:
Retail
Sainsbury's brought its IT systems in-house in April 2006,
taking 462 of its 570 headcount from Accenture. Much work since has
focused on inculcating the company's culture.
Internal communications are a key part of this. Staff are
provided with weekly updates. The leadership team hosts quarterly
auditorium events. Added to this, Sainsbury's held its first
in-house IT conference last July.
Each staff member has a personal development plan they review
with their line manager twice-yearly. Training is focused on
developing technical, behavioural, business-facing and
supplier-management skills. Training often leads to follow-on
modules and qualifications.
Sainsbury's develops staff technical and retail awareness
through an annual IT showcase where suppliers show new products. It
encourages staff to work in stores over Easter and Christmas, adopt
a store, job-shadow, visit stores and depots, and join taste
panels.
Sainsbury's also tries to ensure that 10% of staff benefit from
internal promotions and development.
Work-life balance and equality and diversity are important to
Sainsbury's.
Its governance process ensures that all IT projects align with
business objectives.
The IT department assesses project progress continually and
corrections are swift. Post-implementation reviews identify
problems and avoid repetition.
The department takes part in the company's annual staff survey.
IT Colleague Council representatives pass on results and facilitate
action plans. It aims to improve its overall score by 5%.
Sainsbury's encourages staff to take up professional training
and qualifications to build its knowledge base, and it benchmarks
against comparable organisations.
Judges' comments
Judges were impressed with the wide range of activities that
followed the re-incorporation of the IT department. There is strong
emphasis on communication through guest speaker events, a
newsletter and information-sharing events.
Judges also liked the IT Community Focus Group, which
co-ordinates colleague volunteering opportunities, which take place
in work time. The IT department is strong on diversity, and 18% of
the IT department is aged over 50.
Betfair
Category winner: Entertainment
and leisure
Betfair processes more than 300 bets per second. This creates an
intense environment that Betfair has been at pains to ameliorate
with a work climate that seeks innovation and lets employees share
in the success of the business.
The company organises many sport-themed events in-office, as
well as summer and Christmas parties, plus team-building
events.
Other initiatives include one-to-one sessions with the CTO to
share opinions on progress a green initiative that followed from
staff concerns about their environmental impact forums of up to 10
employees to share ideas on how to make Betfair a better place to
work cash rewards for implemented ideas free breakfasts and weekly
beer busts and yoga, nutrition and relaxation classes.
To keep its cutting edge in platform performance, the company
has introduced a raft of initiatives, including shifting to agile
development practices.
On the staffing side it has introduced structured mentoring and
a buddy scheme for new staff, along with an intensive talent
management and development programme for senior managers using
executive coaching and self-assessment tools.
In the quest for young talent it now runs a 19-month graduate
development programme that rotates through engineering disciplines
and includes delivering a project. This year it also plans to start
a sabbatical programme and a Betfair engineering academy with a
university-style approach to developing certificated technical
skills.
Betfair is flexible where possible about supporting people who
want to work from home regularly. A semi-annual staff survey
measures staff satisfaction, especially in regard to well-being and
work-life balance.
Judges' comments
Judges said the communication is strong at Betfair, where IT
employees are involved in sharing skills and knowledge through
various structured forums.
The judges particularly liked the graduate development
programme, with its 19-month rotational format across different
areas. They were also impressed by its links with London
universities and its sponsoring of students' final-year
projects.
West Yorkshire Police
Category winner: Emergency
services
A focus on flexible working and career development has boosted
the IT department's reputation within the force.
The department introduced non-core hours flexitime and a career
grading scheme that means promotion is based on experience and
skills and not time served. All senior and team managers have had
their leadership styles identified and their impact on others
assessed.
A full training-needs analysis has identified both professional
and personal requirements. The department encourages secondments to
and from other organisations.
The department has made a special effort to address diversity.
For example, it started a modern apprenticeship scheme that allows
16- to 24-year-olds to work in the department. It is also working
with the British Autism Society to identify placements.
It hosted a national conference for women in IT to develop and
encourage women to progress in the industry . As a result, one
woman in West Yorkshire Police moved from her clerical role to
become an IT team manager, and four women from the force's
administration signed up for degrees in IT.
The department also worked with trade unions to develop
personnel guidelines to working practices to ensure it approaches
the opportunities fairly.
It holds a regular awards lunch for all staff deserving of
special merit from the organisation, and for those who have
achieved an award or qualification such as ITIL or Prince 2. It
monitors all staff to ensure that they do not overwork and gives
time off in lieu.
Judges' comments
Judges liked the range of activities across the board, and
nuggets of originality, such as linking with a local theatre
company to help customer focus, and working with the British Autism
Society for placements in the department.
Time off to compensate extra hours worked to meet deadlines was
attractive, as was the modern apprenticeship scheme aimed at 16- to
24-year-olds.
Britannia Building Society
Category winner:
Banking
Britannia Building Society's 239 IT staff can rest assured that
it is one of the best places to work in the financial services
sector.
Just some of the perks of a job at Britannia Building Society
are fast-track management training, a dental care plan, a tax-free
bicycle purchase scheme and cycling facilities, as well as a staff
mortgage and savings scheme.
The company puts the importance of being a good place to work at
the top of its strategy.
Its rural location offers market town amenities and the beauty
of the Staffordshire Moorlands, which the company strives to
protect through staff initiatives such as a car-sharing scheme,
free buses and showers for cyclists.
Britannia has also improved working conditions through a £10m
investment in improving the workplace with ergonomic spaces, and
meeting and catering facilities.
The company helps staff move through the ranks by providing
forward-looking training. In the IT department structural review
this year, 33 of the 60 vacancies were filled by promoting people
from within the IT department and 21 were filled from the rest of
Britannia.
In Britannia Building Society's latest staff satisfaction
survey, 91% of staff said that they are satisfied with their role,
97% with their employer and 95% would recommend working for
Britannia.
Judges' comments
The judges said the building society was the clear winner in
this category.
"When can I start working there?" asked one judge.
The judges were impressed with the focus on staff retention,
with vacancies filled by internal promotion. They were also
impressed by the fast-track management training scheme.
WSP Group
Category winner: Construction,
agriculture and mining
Planning, design, implementation and maintenance consulting
company WSP Group boasts high levels of staff loyalty, motivation
and focus.
The company provides various rewards and incentive schemes and
promotes a good work-life balance, having a staff turnover of only
5%.
WSP supports flexible and home working by providing free home
broadband and laptop computers, with 73% of staff saying that WSP
provided a good or excellent work-life balance.
Staff contributions to the business are recognised through
regular IT employee awards. Staff who come up with an idea are
rewarded by being involved in the resulting work project.
Survey results showed 84% believed their suggestions and
opinions were used, and 88% said that knowledge and experience was
shared between staff.
The positive team culture at WSP Group is promoted through
regular feedback meetings, an annual IT conference, local and group
induction days for new employees, and monthly social evenings. The
company also has an online IT community portal for employee
feedback, an employee magazine, a suggestion scheme, and lunchtime
films, seminars and discussions.
In terms of professional development, staff have access to a
variety of online courses and a personal development review
system.
Each of the company's more than 50 IT staff spends about 10
company days a year on IT training, with an annual budget of £1,000
per person.
In the past year, nine employees attained degrees or
professional qualifications that were sponsored by the company.
WSP scored highly as an equal opportunity employer, with 88% of
staff saying that they were treated equally regardless of gender,
cultural background or sexual orientation.
The company also offers a free assistance programme to provide
confidential guidance, independent advice and professional
counselling.
Judges' comments
Judges said WSP Group's buddy scheme for out of hours working
was highly original and they praised the company for its focus on
negotiation training.
The company was also commended for responding to staff needs by
providing mobile devices and hiring more staff in the past year to
reduce workloads.
A survey showed 92% of staff said their workload was achievable
and only 32% felt they had a heavy workload, compared with 63%
before the hiring exercise.
Procter & Gamble
Category winner: Manufacturing
and engineering
Manufacturing firm Procter & Gamble's decision to strengthen
its IT professional development and external certification in the
past year has paid off, with the company beating its rivals to win
the manufacturing and engineering category for a second year in a
row.
Procter & Gamble's IT department has a strong focus on
business, professional development and flexible working.
Each of the company's more than 120 IT professionals spends
about 15 days a year on IT and corporate training, with typical
annual training budgets of £6,000 per person.
The company conducts regular career development reviews and in a
personal development plan IT staff can choose between the clearly
defined career paths of operational excellence, technical mastery,
and business and leadership skills.
They have access to several different flexible working
arrangements including home working, reduced work schedules, family
leave and sabbaticals.
Regular community events ensure that home and office workers
connect to strengthen friendships and working relationships.
In the past year, team activities have included car racing, wine
tastings, curry clubs and community projects such as repainting
Egham village hall.
Staff can take advantage of stress counselling services, house
purchase assistance in the form of financial guarantees,
interest-free relief loans and free access to independent financial
advice at work.
A company survey of IT staff showed 77% felt empowered to make
work decisions, 90% said they were proud to work for Procter &
Gamble, 85% said the company was on track to deliver business
results, and 81% felt their input was valued.
Judges' comments
The judges said Procter & Gamble had provided strong
evidence of its focus on business and career development.
They were impressed by the programme for managers to provide
weekly computing lessons in local schools and the introduction of a
quarterly newsletter to increase interaction between staff in the
north and south of the country.
The newsletter celebrates successes, provides greater exposure
to UK IT roles available, and increases awareness of social and
charity events, all of which benefit Procter & Gamble's IT
staff, said the judges.