10 good reasons to join us
- Working hours
- Flexible working
- Family friendly policies
- Child care vouchers
- Pension Scheme
- Holidays
- Investors in people
- Training & Development
- Total staff care
- Working together
Office and Field based staff - Office based administrative departments operate opening hours so as to be accessible for 35 hours each week, Monday - Friday. Field based Area, Housing and Maintenance Managers work 35 hours per week on a peripatetic basis. Full time administrative staff based in offices work 35 hours per week and can unless specifically excluded from the scheme, work a flexible working day or the flexitime system. Core time is from 10:00 am - 12: noon and 2:00 pm to 4:00 pm. Part time administrative staff work hours as stated in their contract of employment, flexible start and finish times may be allowed as operationally viable and agreed by the manager.
Customer Services Department - Operates Monday - Friday 8:30 - 5:30pm. Customer Service Advisors work their contractual hours to ensure operational cover.
Astraline - Operates on a 24 hour basis all year. Social Alarm Operators and Repair Assistants work on a shift and rotating basis to provide this service.
Scheme Managers - Duty hours are 37.5 per week, Monday - Friday. The core hours for each duty day will be required to be worked between the period 8:00am until 5pm.
Scheme Based Staff - (Relief/Visiting Wardens; Caretakers; Cleaners; Gardeners and Handypersons) Hours of work will vary from scheme to scheme and these are stated in the individual contract of employment. Flexible start and finish times may be allowed as opeartionally viable and agreed by the manager.
Senior Staff - The Trust opeartes a reciprocal and reasonable flexible approach to attendance and time keeping, recognising duties may involve work beyond normal hours and time off in lieu may be taken to compensate.
We recognise that getting the right balance between work and home life isn’t always easy. To support a healthy balance, we aim, wherever possible, to offer our staff flexible working arrangements. Some of the ways in which we do this are:
- part time working
- job share
- flexible start and finish times
- flexitime
- core working hours 10-4
We also recognise that there are times in our lives when we have to deal with difficult or unexpected events, such as bereavement and family illness. In such cases we aim to be as understanding as possible in allowing time off that will not count against holiday allowance e.g compassionate leave, unpaid emergency time off and parental leave or unpaid special leave.
We aim for managers and staff to work together to ensure the needs of the business and the individual are met, where possible.
We have a range of policies designed to support staff to balance work and family responsibilities. The benefits of our family friendly policies include:
- maternity and adoption leave
- paternity leave
- flexible working
- childcare help
- job share schemes
- emergency time off to care for dependants
- planned parental leave (up to the age of 15 for the eldest child)
- holiday banking scheme
If you are a working parent, Childcare Vouchers can be a flexible, simple and cost effective way to help you cover your child care costs. What’s more, from 6 April 2005 childcare vouchers have become Tax and National Insurance exempt - currently up to £55 per week, or £243 per month. The vouchers can be used for any registered or approved childcare for children aged between 0 - 15 years old, so the scheme is very flexible. Nannies, nurseries, childminders, holiday and after school clubs are just a few examples.
All staff are given the opportunity to join the pension scheme through the Social Housing Pension Scheme (SHPS). SHPS is administered by The Pensions Trust, which specialises in providing pensions to the Housing and ‘not-for-profit’ sector. Benefits of the current scheme are defined and based on a final salary pension scheme. Membership includes generous life assurance provisions.
As an employer, “Johnnie” Johnson Housing will contribute to your pension whilst you are a contributing member.
All staff are entitled to 23 days paid holiday (pro-rata for part time and temporary staff) per year, with one additional days leave for each completed year of service, up to a maximum of five additional days. In addition, staff receive eight days paid public holidays each year (or part time equivalent).
The Trust also operates a holiday banking scheme to enable staff to bank or store holiday entitlement which can be taken at a future date in order to take extended time off on a paid basis for extended holidays or a sabbatical period.
‘Investors in People’ is a national quality standard which sets a level of good practice for improving an organisation’s performance through its people.
At “Johnnie” Johnson Housing we believe in investment in people not just houses! We’re proud to have been awarded the prestigious ‘Investor in People’ (IiP) accreditation, because it affirms our commitment to developing and encouraging excellence in all our people.
As an organisation, we think of our people as our most valuable resource. The success of the Trust is a direct result of the commitment and talents of people who work for us and that’s why we support the development and welfare of all our people.
As an Investor in People, we know that developing our people makes good business sense - it’s only by investing in a well-trained and supported workforce that we can continue to prosper and sustain business success.
Our training and development mission is:
"Achieving individual growth and the success
of the organisation through learning"
We can support individuals to achieve professional qualifications e.g in Housing, Finance, Supervision and Management. We ensure all staff receive an effective induction and initial training when they join the Trust. Throughout their employment staff can expect to receive training on core elements such as Health & Safety, Customer Service, Diversity and individual job related training as necessary.
“Johnnie” Johnson Housing attaches great importance to the health, safety & welfare of its employees and other people affected by our business activities, such as our customers and suppliers. We adhere closely to Health & Safety legislation and are committed to providing a safe and healthy working environment for all our employees. We also encourage our staff to take responsiblitiy for their own health and safety and to raise any issues that affect them, so they can play their part in improving health and safety in the workplace.
We have also looked at the issues of stress management and believe that staff support services are key in helping our employees look after their health and well-being – after all, you can only deliver your best if you personally feel supported. Some of the ways in which we address the issue of stress include:
- having a clear ‘Stress at Work’ policy which aims to raise the awareness of staff and managers in recognisingthe signs of stress and ways to deal with it
- providing a confidential independent service for employees who are experiencing difficulties or challenges at work or at home
- offering stress awareness workshops and stress management courses
We believe that all people have the right to be treated with dignity and respect. Our Dignity at Work policy outlines our commitment to providing an environment free from any form of harassment or intimidation, which constitutes unacceptable behaviour on a personal level. This policy has been designed to eradicate any form of behaviour or abuse that could affect the dignity of anyone who works with us.
We recognise the importance of diversity; of understanding individual ways of working, and how we can complement each other by working together to deliver the excellent service our customers expect. We aim to recruit people from a diversity of backgrounds and cultures, and support them all in realising their potential. We value their differences - after all, as a business we need to be as diverse as the communities we serve.
