Practices: Chief executive Carolyn Wilkins meets all new employees through regular induction sessions called Rossendale Alive. She also has an “Ask Carolyn” scheme so that employees can submit any question directly to her and her team. Every suggestion submitted in this Making A Good Idea Count (MAGIC) scheme is reviewed by the chief executive herself and she personally oversees the progression of each idea.

Every employee has equal access to training, and staff are free to choose training at their will. The personal development review process is used throughout the organisation, and training plans are delivered throughout the council.

Successes have included departmental specific training including “computers for beginners” for operational staff to introductory diplomas in management for aspiring team leaders and future managers.

Pay and benefits: The council has introduced a reward of an extra day’s leave for any employee with zero sickness absence in a 12-month period, not including disability-related absence. A number of flexible working options are available including job sharing, home working and flexi time. Mobile phones, laptops, BlackBerries and internetconnections are provided to support employees working from home. They have spent on average more than £500 per head on personal development in 2006-07. Each member of staff receives a box of chocolates for making a suggestion on the MAGIC staff suggestion scheme.

www.rossendale.gov.uk

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