Page 9 - Project Acanthus_Mainstay

4. Outline your approach to staff selection and retention and in dealing with employee transfers under TUPE / acquired rights directive.
We place significant focus on our people strategy and making Mainstay a great place to work. For our onsite teams, we always strive to recruit team members locally. Whatever the role, we recruit for mindset and embed and train for skillset. This means that we often look to recruit team members from outside the traditional market. The obvious caveat to this is for a technical role. Here, we aim to build current team expertise through training, giving them clear career goals and progression.
We have extensive experience in dealing with TUPE and our Employee Services team has a number of years’ experience facilitating the TUPE process, whether this be for an individual or for a large number of employees. Our Employee Services team is based centrally at our Head Office in Worcester and provides support for the full range of employee interactions for example, wellbeing, learning and development, recruitment, capability management, absence etc.
We are committed to developing our people within their roles through a solid grounding in specialisms, along with access
to nationally recognised qualifications such as IRPM, IOSH and ILM. In addition to formal training, we actively promote on the job training, peer to peer learning and best practice sharing. Development needs and opportunities are assessed at annual appraisals and continually reviewed via line managers on a one to one (monthly) basis throughout the year during structured and agreed KPI reviews.
We have adopted an Employee Performance Review Matrix, to ensure we consistently review performance and minimise risk whereby a team member is achieving and ready for the next step in their career, thus succession planning. Where a firmer approach to performance management is required we introduce a Performance Improvement Plan, to avoid poor performance.
Mainstay: Response to Tender | Project Acanthus - Part One
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