GMP Corporate Communication Strategy
|
|
- Barnard Marshall
- 6 years ago
- Views:
Transcription
1 GMP Corporate Communication Strategy Overview Communication is vital in supporting the delivery of policing, Force priorities and assisting operational activity. The Force Corporate Communication Strategy sets out the aims for improving and developing effective communication. It details the purpose of communication in GMP, the objectives of communication and how activity will be evaluated. This is important for everyone in GMP not just the staff of the Corporate Communications Branch who are the facilitators of communication activity. The strategy focuses on the importance of intelligently deployed and innovatively created communication to have maximum impact. GMP has a strong brand and identity which is centred around neighbourhood policing. All communication activity should support this brand identity. It is supported by the Force Media and Social Media Policy which provides details about how communication is delivered. The appendices to this strategy include the Corporate Communications Branch Delivery Plan
2 Current Position Strengths Excellence in social media Critical incident management NPTs supporting communicators Established campaign work Content development Engagement activity Creativity Weaknesses Managing competing demands with reducing resource Evaluation and clear ROI Lack of media training of key staff Consistent approach Keeping frontline engaged Fragmented communication Opportunities Innovation and creative thinking Comms skills training for frontline staff Partnership working Openness, transparency and big data Content and channel development Change and IT development Threats Morale within service, loss of skills Financial challenges, time and budget pressures Challenge on comms spending Personal responsibilities (private v public) Staff understanding of comms Demands reducing proactivity 2
3 Force Purpose Protect communities and help keep people safe Corporate Communications Branch Purpose To use communication to demonstrate transparency, accountability and to increase engagement Corporate Communication Strategy Aim The aim of the Corporate Communication Strategy is: To deliver the Force purpose and the Branch purpose in an efficient and effective way. 3
4 Objectives 1. To be proactive in communication with people in Greater Manchester and all employees providing them with direct access to information as well as ways to question, comment and challenge the Force 2. To increase awareness of the range of work undertaken by GMP and where it fits with integrated working 3. To develop methods of engagement through communication to create and continue conversations with the aim of improving public confidence and working closer with communities 4. To develop staff, and community representatives, as advocates for Greater Manchester Police to increase accountability 5. To innovate and maximise new channels of communication that a trained and supported workforce can use where appropriate 6. To support operational activity by providing access to information and encouraging community involvement where possible 7. To assist in identifying and implementing communication activity and developments to help manage demands for service 8. To engage staff in the developments and changes within GMP encouraging them to identify service improvements from a knowledgeable position 9. To work with stakeholders and partner agencies to increase and maximise opportunities for engagement and transparency 10. To research and evaluate communication activity to identify the return on investment and utilise the results in future developments 4
5 GMP Communication Principles GMP communication must adhere to the following principles: Be open, honest, transparent and proactive Be accurate Be engaging and relevant Be clear, accessible and understandable Be professional Be part of a continued conversation Be compliant with legal issues Be cognisant of stakeholders and partner agencies Be responsive through listening 5
6 Priority Audiences GMP will aim to identify the most appropriate audiences to receive information that is relevant to them in each case. However, there are some key priority audiences for GMP that are identified below. External Victims and families Witnesses and potential witnesses Young men aged under 25 (identified in reputation survey) Communities in Salford, Manchester and Rochdale (identified in reputation survey) Communities living in high crime areas Communities living in areas of low confidence in policing Policing supporters eg PACT attendees, IAGs, volunteers BME communities (identified in reputation survey) Young people Businesses Internal Line managers both police officers and police staff Frontline officers, teams, PCSOs, Specials, volunteers Staff in supporting branches Federation, Supts Assoc and Unison members Force Leadership Team Influencers The key stakeholder groups that the Force will seek to engage with are: Office of PCC Local media Councillors and MPs Charity/voluntary sector 6
7 Priority Messages The Corporate Communications Branch will assist in developing appropriate messages for individual communication strategies and plans. In support of the Force purpose and the communication aim there are some elements that should be considered when messages are being devised. GMP is working hard to protect communities wherever they may be by tackling crime and antisocial behaviour and the issues that matter GMP is aiming to keep people safe by bringing offenders to justice It is your police service and by getting involved you can help improve your community and bring offenders to justice Officers are working at the heart of communities and with partners are listening to what is important and will aim to take appropriate action GMP faces considerable financial challenges and is reviewing what it does so that it can do things in different ways and maintain services 7
8 Delivery Plan Effective communication is an issue for everyone within Greater Manchester Police. Communication should be considered by all Divisions and Branches in developing their plans, and should be a part of strategy, planning and development across the Force. The Corporate Communications Branch Delivery Plan outlines the new developments and activities in communication to support the Force Delivery Plan in delivering the Police and Crime Plan objectives. It does not detail everything that the Branch will provide but highlights extra activity or new areas under development. See Appendix A 8
9 Evaluation and monitoring Evaluating the impact of communication is essential and increasingly challenging as developments take place and new channels emerge. Carrying out reviews of activity supports an understanding of the impact communication has and ensures resources are focused on the right areas. With limited communication resources all forms of communication must be able to show some form of return on the investment of time. The following evaluation methods will be carried out: Monthly communication scorecard with buzz monitoring and risk assessment Quarterly review of neighbourhood social media accounts Review of online media coverage for specific issues Evaluation of impact of individual campaigns both internal and external Evaluation of use of internal communication channels Questionnaire/dip sampling on specific issues Review of information from corporate surveys or research including neighbourhood surveys Monitoring of the Corporate Communications Branch Delivery Plan will take place monthly at the Branch SLT and will be reported quarterly to the DCC. The Force Corporate Communications Strategy will be reviewed annually in line with the planning cycle. 9
10 Budget The central budget for communication activity is held within the Corporate Communications Branch. This has been subject to reductions since 2010 as the Force maximises no cost communication channels including social media and media relations. There is a budget held by Corporate Communications of less than 7,000 to support campaign delivery in , where additional resources are required they will be bid for from other budgets.. 10
11 Appendices Appendix A Corporate Communications Delivery Plan Appendix B Accessibility Appendix C Roles and responsibilities Appendix D Critical Success Factors Appendix E Delivery methods 11
Engaging with the people we serve
Engaging with the people we serve An overarching strategy 2016/17 Author: Head of Digital, Marketing and Engagement Katie Ethelstone Corporate Communication Date: 28 July 2016 Version: 3 1. Contents Purpose
More informationCOMMUNICATIONS STRATEGY
COMMUNICATIONS STRATEGY 2016-2019 Introduction and purpose This strategy details how communications will support the delivery of shaping the future of urgent & emergency care (EEAST strategy 2016-21).
More informationResponding to austerity
Responding to austerity Devon and Cornwall Police July 2014 HMIC 2014 ISBN: 978-1-78246-424-2 www.hmic.gov.uk Responding to austerity Devon and Cornwall Police 2 Contents How well does the force provide
More informationPolice SEARCH Recruit Assessment Centre. TVP Data request Assessment Centre performance data
Police SEARCH Recruit Assessment Centre TVP Data request Assessment Centre performance data 2013-2017 The data provided in this document relates to the Police SEARCH Assessment Centre over the last five
More informationWILTSHIRE POLICE FORCE PROCEDURE
Template v4 WILTSHIRE POLICE FORCE PROCEDURE RECOGNITION Effective from: March 2016 Last Review Date: Version: 2.0 Next Review Date: March 2017 TABLE OF CONTENTS PROCEDURE OVERVIEW... 3 RELATED POLICIES,
More informationEQUALITY AND DIVERSITY STRATEGY
EQUALITY AND DIVERSITY STRATEGY 2017-2020 1 CONTENTS Foreword 5 Introduction 9 Strategic Themes and Equality Objectives 11 Operational Delivery 12 Organisational Process 14 People and Culture 15 Governance
More informationNOTTINGHAM CITY HOMES
ITEM: 8 NOTTINGHAM CITY HOMES THE BOARD REPORT OF THE CHIEF EXECUTIVE 22 JANUARY 2015 NOTTINGHAM CITY HOMES DRAFT CORPORATE PLAN 2015-2018 1 SUMMARY 1.1 This report provides the Board with a first draft
More informationDEPUTY CHIEF OF POLICE RECRUITMENT PACKAGE
The Bradford West Gwillimbury and the Town of Innisfil Police Services Board DEPUTY CHIEF OF POLICE RECRUITMENT PACKAGE TABLE OF CONTENTS Description Page No. Letter from the Chief of Police Designate
More informationUsing and Handling Intelligence Data
Using and Handling Intelligence Data - A guide for Community Safety Partnerships Content Introduction 3 The National Intelligence Model 4 Information Sharing Principles 6 Handling Protectively Marked Information
More informationNORTHUMBRIA POLICE ICF COMPETENCIES
NORTHUMBRIA POLICE ICF COMPETENCIES What is ICF? Since May 2007, the new Integrated Competency Framework (ICF) has applied to all recruitment process within Northumbria Police. The Integrated Competency
More informationNational Survey of Third Sector Organisations
Charities Social Enterprises Community Groups Clubs and Societies Non-profit organisations Voluntary Organisations Housing Associations Trusts Cooperatives and Mutuals Faith Groups National Survey of Third
More informationJob title: Diversity & Inclusion Manager. Grade: PO 5. Role code: EBC0470. Status: Police Staff. Main purpose of the role:
Job title: Diversity & Inclusion Manager Grade: PO 5 Role code: EBC0470 Status: Police Staff Main purpose of the role: Develop, co-ordinate and implement the Forces Diversity & Inclusion Strategy, ensuring
More informationKEY ACCOUNTABILITIES:
JOB DESCRIPTION Job Title: Senior Digital Marketing Manager Grade: SG9 Professional Services Directorate: Communications and Recruitment Effective date of job description: October 2017 Directorate section:
More informationWMP2020 Report to the West Midlands Police and Crime Panel
Agenda Item 6a Police and Crime Panel 12 October 2015 WMP2020 Report to the West Midlands Police and Crime Panel Report of West Midlands Police and Crime Commissioner Purpose 1. The purpose of this report
More informationKEY ACCOUNTABILITIES:
JOB DESCRIPTION Job Title: PR & Internal Communications Officer Grade: SG4 Directorate: Communications and Recruitment Effective date of job description: October 2017 Directorate section: Public Relations
More informationMIND IN TAUNTON AND WEST SOMERSET STRATEGIC PLAN AND OPERATIONAL PLAN 2016/17 AND BEYOND
MIND IN TAUNTON AND WEST SOMERSET STRATEGIC PLAN AND OPERATIONAL PLAN 2016/17 AND BEYOND A) INTRODUCTION There has never been a greater need for Mind than the current times. Mental health problems in England
More informationSalford Community Cohesion Strategy
2008 2011 Salford Community Cohesion Strategy Bringing people together IN Salford Community Cohesion Strategy / 01 Introduction The development of the Community Cohesion Strategy was undertaken by Salford
More informationServing a Changing Scotland Creating capacity to improve. Implementation Plan
Serving a Changing Scotland Creating capacity to improve Implementation Plan 2017-2020 Contents Plan on a page...4 Context...6 The first three years...8 What will it mean?...10 How will we achieve this?...12
More informationStrategic Plan
Dairy Farmers of Ontario 2016-17 Strategic Plan September 12/16 1 Preamble 2016-17 STRATEGIC PLAN The format for the plan includes a number of strategic priorities that have been identified to set the
More informationLocal Policing Summary Barnet
Local Policing Summary Barnet Introductory message from Boris Johnson Mayor of London and Chair of the MPA I promised Londoners that I would work tirelessly to make their city and their local communities
More informationRochdale Borough Social Enterprise & Co-operative Forum. Our Stronger Together proposal
Rochdale Borough Social Enterprise & Co-operative Forum Our Stronger Together proposal SEPTEMBER 2016 1. Purpose: Who this is for This report outlines our Stronger Together proposals for creating a good
More informationSOCIAL MEDIA STRATEGY. Creating Culture Making Impact Digital Transformation Stakeholder Engagement
SOCIAL MEDIA STRATEGY Creating Culture Making Impact Digital Transformation Stakeholder Engagement HSE November 2017 Introduction The Digital Age has transformed communications as we know it. Marketing
More informationMEDIA POLICY Approval Mechanisms for Press Releases
MEDIA POLICY Approval Mechanisms for Press Releases First Issued Issue Version Revised update to unify procedure across new organisation Planned Review Date April 2011 Named Responsible Officer:- Approved
More informationUBER IN SOUTH AFRICA NEW ROADS
UBER IN SOUTH AFRICA NEW ROADS EDGE CONSULTING University of Alberta ISSUE IDENTIFICATION How can Uber modify its operations to remain competitive with Zebra Cabs? SOLUTION UBER IS LEKKER Increase safety
More informationASSURANCE FRAMEWORK. A framework to assure the Board that it is delivering the best possible service for its citizens SEPTEMBER 2010.
ASSURANCE FRAMEWORK A framework to assure the Board that it is delivering the best possible service for its citizens SEPTEMBER 2010 V3 Draft 1 SECTION NO. ASSURANCE FRAMEWORK CONTENTS 1. INTRODUCTION 3
More informationN:\NPH Corporate & Customer Services\NPH Board\Key NPH Documents\Delivery Plan\Delivery Plan V13.doc 1
N:\NPH Corporate & Customer Services\NPH Board\Key NPH Documents\Delivery Plan\Delivery Plan V13.doc 1 Contents 1. Foreword... 3 2. Introduction... 4 3. Vision, Mission and Values... 5 4. National Context...
More informationHighways England People Strategy
Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all
More informationJOB DESCRIPTION. Locally based Neighbourhood Services Team
JOB DESCRIPTION JOB TITLE: Neighbourhood Services Manager GRADE: Grade 3 REPORTING TO: RESPONSIBLE FOR: Head of Neighbourhood Operations Locally based Neighbourhood Services Team ROLE SUMMARY To lead the
More informationCOMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK
COMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK 1 Contents Page Introduction to the Performance Management Framework 3 Ensuring Strategic Level Commitment 7 Implementing the Framework 8 Resources
More informationNEW SKILLS AND PARTNERSHIPS IN IT ASSET MANAGEMENT
NEW SKILLS AND PARTNERSHIPS IN IT ASSET MANAGEMENT TRENDS FROM MATURING LICENSE MANAGEMENT TEAMS The Oracle LMS Steering Group Oracle Open World India 2017 New Delhi The Oracle License Management Services
More informationQuest 2016 Delivery 4 Insight and Marketing Guidance Notes Issue 1 July 2016
Quest 2016 Delivery 4 Insight and Marketing Issue 1 July 2016 Outcomes Target audiences are clearly identified and targeted through effective use of planning, engagement and marketing tools. Insight and
More informationRegional Young People s Services Manager. Job Title: Region: Base: Reports to: Regional - TBC National Head of Operations YP Services
Job Title: Region: Base: Reports to: 1. Main purpose of the role Regional Young People s Services Manager Regional - TBC National Head of Operations YP Services The purpose of this role is to provide inspirational
More informationNOT PROTECTIVELY MARKED. Stop and Search Improvement Plan 2016/17 Code Phase III. 1 Version 2.0 October 2016 NOT PROTECTIVELY MARKED
Stop and Search Improvement Plan 2016/17 Code Phase III 1 Version 2.0 October 2016 (Code Phase III) Version 0.1 January 2016 Version History of Amendments Date 2.00 Addition to Training Needs Analysis
More informationCustomer Engagement Strategy
Customer Engagement Strategy 2017-2020 Contents 1. Purpose... 3 2. Our Customers... 3 3. Core Values... 4 4. Introduction... 6 5. The Benefits of Customer Engagement... 7 6. The National Agenda... 8 7.
More informationFriends of the Earth Strategic Plan Final (Nov 2008)
Friends of the Earth Strategic Plan 2008 2013 Final (Nov 2008) Vision Mission and Values Our vision: A thriving planet and a good life for everyone on it, now and for the future. Our mission - our unique
More informationHEAD OF YOUTH ENGAGEMENT ABOUT RESTLESS DEVELOPMENT
HEAD OF YOUTH ENGAGEMENT ABOUT RESTLESS DEVELOPMENT Young people share a restless determination to address the problems that affect them the most. That s where we come in. At Restless Development, we re
More informationICMA PRACTICES FOR EFFECTIVE LOCAL GOVERNMENT LEADERSHIP Approved by the ICMA Executive Board June 2017; effective November 2017
Reorganization The Credentialing Advisory Board proposed, and the Leadership Advisory and Executive Boards agreed, that the ICMA Practices should be organized as a narrative rather than a list. The following
More informationRugby New Zealand 2011 Limited. Rugby World Cup 2011 Volunteer Programme Strategic Plan
Rugby New Zealand 2011 Limited Rugby World Cup 2011 Volunteer Programme Strategic Plan Terms of Use Documents relating to Rugby World Cup 2011 were produced specifically for the RWC 2011 Volunteer Programme
More informationMarketing, communication and engagement strategy
Marketing, communication and engagement strategy 2016-2020 Approved by Senior Leadership Group on 22 June 2016 Our communication aim To support Strategy 2020: Building Success, our communication aim is
More informationPosition Description - SUPPORT COORDINATOR (Level 5) Leisure Networks Association Inc. - Connecting people to their communities
Position Description - SUPPORT COORDINATOR (Level 5) Leisure Networks Association Inc. - Connecting people to their communities THE POSITION Position Title: Support Coordinator (Level 5) Reports to: Team
More informationRNIB Group Head of Volunteering
RNIB Group Head of Volunteering Appointment Brief September 2015 Introduction Thank you for your interest in joining our team. We are the Royal National Institute of Blind People (RNIB) and we are here
More informationCanberra Convention Bureau Strategic Plan Updated July 2012 with revised targets
Canberra Convention Bureau Strategic Plan 2011 2015 Updated July 2012 with revised targets Chairman s Message The Canberra Convention Bureau was established in 1982 to attract business events to the ACT
More informationManchester Children s Social Care Workforce Strategy. - building a stable, skilled and confident workforce
Manchester Children s Social Care Workforce Strategy - building a stable, skilled and confident workforce March 2016 1.0 Purpose of the Strategy As a council, we recognise that the workforce is our most
More informationOur Corporate Strategy Information & Intelligence
Our Corporate Strategy Information & Intelligence May 2016 UNCLASSIFIED Information & Intelligence: Executive Summary What is our strategic approach for information & intelligence? Our decisions and actions
More informationUK Coaching: Equality and Diversity Action Plan
UK Coaching: Equality and Diversity Action Plan 2017 2018 Our Strategic Positioning Statement: UK Coaching is the lead agency for coaching in the UK. Our Vision: to help create an active nation inspired
More informationTHE SOCIO-ECONOMIC DUTY- A CONSULTATION BY THE SCOTTISH GOVERNMENT, JULY,2017.
THE SOCIO-ECONOMIC DUTY- A CONSULTATION BY THE SCOTTISH GOVERNMENT, JULY,2017. Public bodies already do a huge amount to reduce inequalities, but with more than one in four children in poverty, we must
More informationMarketing & Communications Guidelines
Marketing & Communications Guidelines Policy date Policy owner New or review 21.1.16 Lisa Charles New Internal/customer facing Customer facing (regulators and other similar stakeholders) Version no 1 Approved
More informationHafan Cymru Job Description
Job title Grade / Salary Scale Location Contract hours Working Pattern Responsible to Responsible for (staff / finance / Service Users /Customers Job Purpose Competency and Level required Project Manager
More informationGift Aid and Compliance Manager. MS National Centre, London. Head of Supporter Engagement
Job Title: Location: Reports to: Gift Aid and Compliance Manager MS National Centre, London Head of Supporter Engagement Introduction to MS Society The MS Society is the UK s leading MS charity. Since
More informationPurpose To contribute to the overall implementation of the Information Systems team s objectives.
Job Title: Location: Reports to: Data and Insight Manager MS National Centre, London Head of Information Systems Introduction to MS Society The MS Society is the UK s leading MS charity. Since 1953, we
More informationQuick Intro: Margaret Young, Chief Customer Experience Officer
Quick Intro: Margaret Young, Chief Customer Experience Officer Mix of customer experience technology, strategy, marketing and business process experience 17 years general management at IBM Director of
More informationEnc 4. Human Resources/ Organisational Development Strategy
Enc 4 Human Resources/ Organisational Development Strategy 2015-2020 Version: 1 Submitted for approval by Trust Board Date: 20 th January 2015 1 Human Resources/Organisational Development Strategy for:
More informationProcurement Business Partner. Service Manager Procurement Business Partnering. Grade: Type of position: Hours per Week: Full Time
Job Description Job Reference 710014 Job Title Procurement Business Partner Service Commercial Services Team Procurement Business Partnering Location Reports to Shute End Service Manager Procurement Business
More informationA BETTER STORY ABOUT
TELLING A BETTER STORY ABOUT CHARITIES 2 Contents CONTENTS About this guide 3 Research insights 4 Responses to critical questions 8 A better story: key messages 13 Language tips 16 How Charities Work a
More informationJOB DESCRIPTION. Direct Marketing Manager
JOB DESCRIPTION Direct Marketing Manager Location: Nene Hall, Peterborough Reporting To: Head of Individual Giving Salary: Grade 4 Hours: 37½ per week Job Summary: The Direct Marketing Manager be responsible
More informationSocial Media Manager Job Description: a Complete Guide
- Social Media Manager Job Description: a Complete Guide Duties, responsibilities and qualifications required to succeed in today's digital marketing environment - Social Media Manager Job Description:
More informationBank Direct Customer Service Consultant
v Bank Direct Customer Service Consultant Bank Direct Customer Service Consultant Working at TSB Bank Established in 1860, TSB Bank is a 100% owned and operated bank. With its head office located in New
More informationNSW INSTITUTE OF SPORT ROLE DESCRIPTION
NSW INSTITUTE OF SPORT ROLE DESCRIPTION Role title: Senior Coordinator Sport Reports to: Manager High Performance Sport and Excellence Area: Sport and Excellence Organisation: NSW Institute of Sport Location:
More informationA better tomorrow for everyone
A better tomorrow for everyone It s part of what we do every day. A better tomorrow for everyone 02 Contents 03 Three issues close to our heart We re building a better tomorrow for everyone 07 Hunger 10
More informationJOB DESCRIPTION: Head of Corporate Services
JOB DESCRIPTION: Head of Corporate Services RESPONSIBLE TO: RESPONSIBLE FOR: LOCATION OF ROLE: Group Director Responsible for the management of the HR department, all Administration functions ( team),
More informationSTaR Recruitment Pack Head of Strategic Procurement People Category
STaR Recruitment Pack Head of Strategic Procurement People Category 1 Contents Introduction 3 Background and context 5 Governance 6 Structure 6 Job Description and Person Specification 7 How is STaR Performing
More informationWe are here to serve the community and to build long-term customer confidence based on our vision, our mission and our values.
To Lead and develop our Social Space. Define and execute strategy and plans to grow our online presence and develop new digital media platforms. Ensure consistent branding, visually and in tone of voice,
More informationACHSM MASTER HEALTH SERVICE MANAGEMENT COMPETENCY FRAMEWORK Draft Version 1.7
ACHSM MASTER HEALTH SERVICE MANAGEMENT COMPETENCY FRAMEWORK Draft Version 1.7 Introduction This version of the draft ACHSM Master Health Service Management Competency Framework has been developed by an
More informationIsle of Wight Council Job Description
Isle of Wight Council Job Description Identifying Facts Title of Post: Youth Offending Team Officer Directorate: Children s Services Post No: 50043897 Section: Youth Offending Team Date: May 2014 Responsible
More informationDRAFT ETHICS COMMITTEES - TERMS OF REFERENCE
Ethics Committees An explicit commitment to integrity is absolutely essential to the legitimacy of policing. Our behaviour, actions and decisions must always consider public interest. We value public trust
More informationHuman Resources and Organisational Development: Outcomes
1 Aston People 2020 - Human Resources Strategy Proactively supporting Aston s 2020 Vision Contents Background Page 4 Vision Page 4 Purpose Pages 4-5 Human Resources and Organisational Development: Outcomes
More informationJob information pack Fundraising Compliance Manager
Job information pack Fundraising Compliance Manager Fundraising Compliance Manager JD/PS April 17 Page 1 of 7 Thank you for your interest in Pancreatic Cancer UK It is a pleasure to know that you are interested
More informationLot 3: HR Consultancy
Lot 3: HR Consultancy #B0CBC2 User Guide Working in partnership Framework Overview What does this framework provide for you? The Local Government Resourcing Partnership (LGRP) framework will give you the
More informationUNIVERSITY OF ABERDEEN EMPLOYEE ENGAGEMENT STRATEGY
UNIVERSITY OF ABERDEEN 1. STRATEGIC CONTEXT EMPLOYEE ENGAGEMENT STRATEGY 1.1 The University Strategic Plan 2015-2020 focuses on our people (alumni, students and staff) being at the heart of our vision
More informationHealth and safety objectives.
2016-17 Health and safety objectives. Martin Baggs message. My commitment to the health, safety and wellbeing of our people is unwavering. This commitment is reflected across all teams within the business,
More informationITIL CSI Intermediate. How to pass the exam
ITIL CSI Intermediate How to pass the exam CSI Objectives 1. Review, analyse and make recommendations on improvement opportunities in each lifecycle phase: Service Strategy, Service Design, Service Transition
More informationJOB DESCRIPTION. Senior Fundraising Engagement Manager
JOB DESCRIPTION Fundraising Engagement Manager Reporting to: Direct Reports: Location: Salary: Senior Fundraising Engagement Manager None Various/ home-based Outside London c. 26,000 / Inside London c.
More informationComments, Complaints & Compliments policy
Comments, Complaints & Compliments policy Version EKH#2 Last reviewed July 2013 Responsible officer Jonathan Hicks Approved by Board 12 Sept 2011 Next review date May 2015 Related documents Mission Statement
More informationMicrosoft Services. Transform your digital security strategy to 04mitigate business risk
Microsoft Services Transform your digital security strategy to 04mitigate business risk Technology is omnipresent, and this access to digital services is playing an increasing role in everything we do
More informationBritish Gas Report to Ofgem in response to Ofgem s open letter on Supplier Complaints Handling dated 26th September 2014
British Gas Report to Ofgem in response to Ofgem s open letter on Supplier Complaints Handling dated 26th September 2014 britishgas.co.uk 1. Introduction from Ian Peters Managing Director British Gas One
More informationThe Newcastle Compact
The Newcastle Compact This is a Newcastle Compact which refers to the relationship between the Voluntary and Community Sector (VCS) and a range of public sector partners. This document is a partnership
More informationSlavery and Human Trafficking Statement. Kawasaki Precision Machinery (UK) Limited for the year ending 31 December 2016
Slavery and Human Trafficking Statement Kawasaki Precision Machinery (UK) Limited for the year ending 31 December 2016 Introduction Modern slavery affects over 29 million people around the world, according
More informationUSING PR MEASUREMENT TO BEAT YOUR COMPETITORS: A HOW-TO GUIDE
USING PR MEASUREMENT TO BEAT YOUR COMPETITORS: A HOW-TO GUIDE Dear Reader, Thank you for downloading this how-to guide: Using PR Measurement to Beat Your Competitors. I hope you will find it to be a valuable
More information12: Our Strategic Themes
Our Strategic Themes We have developed five Strategic Themes, which we believe reflect best practice in organisation development to govern the way we work. Promoting Effective User Involvement The Cedar
More informationALPHA AUSTRALIA COMMUNICATIONS MANAGER JOB DESCRIPTION & PERSON SPECIFICATION
ALPHA AUSTRALIA COMMUNICATIONS MANAGER JOB DESCRIPTION & PERSON SPECIFICATION Job Title Term: Hours: Communications Manager Permanent Full time Reports to: Location: John Lamerton National Ministry Director
More informationClinical Category Lead - Clinical Product Co-ordination
Principles Vision Purpose Statement Clinical Category Lead - Clinical Product Co-ordination healthalliance Purpose, Vision and Principles healthalliance provides shared services to benefit NZ health organisations.
More informationDrive Expert Advisor Application pack Oct 2016
Drive Expert Advisor Application pack Oct 2016 Background: Respect, SafeLives and Social Finance are working together, as the Drive Partnership, to develop a sustainable, national response to perpetrators
More informationPlease note that the successful candidate for this post will be employed by Venture Trust and will be based in Edinburgh.
1 Thank you for your interest in working with us on this exciting new project The Junction Partnership. I have enclosed an application form, job description and person specification along with some more
More informationHealth and safety. Strategy and action plan 2016/17. Safety first. Health and safety strategy and action plan 2016/17 (04/16) (V1)
Health and safety Strategy and action plan 2016/17 Safety first Date: 27 June 2016 Version number: v1 Owner: David Jukes Approval route: NHSBSA Leadership Team Approval status: Approved 1. Introduction
More informationCorporate Identity. Standard Operating Procedure
Corporate Identity Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication Scheme. It should not be utilised
More informationPRE-SCHOOL LEARNING ALLIANCE 50 FEATHERSTONE STREET LONDON EC1Y 8RT. Registered as an Educational Charity JOB DESCRIPTION
PRE-SCHOOL LEARNING ALLIANCE 50 FEATHERSTONE STREET LONDON EC1Y 8RT Registered as an Educational Charity JOB DESCRIPTION JOB TITLE: SENIOR NURSERY WORKER (MATERNITY COVER UNTIL JULY 2018) BASED: NATIONAL
More informationJOB AND PERSON SPECIFICATION
JOB AND PERSON SPECIFICATION Position Title: Product Sales Team Leader Reports Directly to: Business Relationship Manager Responsible for: Mobile Sales Team Member of: Corporate & Commercial Division Grade:
More informationPosition Description
Position Title: Division: Reporting To: Direct Reports: Service Manager Housing and Supported Independent Living Operations Housing and Supported Independent Living Senior Manager - Housing and Supported
More informationSalary: 21k Responsible to: The Marketing Manager Working with: Fundraising and Marketing team
Job description: Marketing and Communications Officer Salary: 21k Responsible to: The Marketing Manager Working with: Fundraising and Marketing team PURPOSE OF THE JOB The Fundraising and Marketing Directorate
More informationEmployer: Browning Estate Management Association. Job: Estate Manager Salary: 39,621-45,807
Employer: Browning Estate Management Association Job: Estate Manager Salary: 39,621-45,807 Job Purpose Supporting the board in developing and maintaining its role as a community leader and building on
More informationCommunity Rehabilitation and Support Worker (2 openings)
Position Description October 17 Position Description Community Rehabilitation and Support Worker Section A: Position Details Position title: Employment Status: Classification and Salary: Community Rehabilitation
More informationPOSITION DESCRIPTION
POSITION DESCRIPTION POSITION TITLE: TENURE: LOCATION: REPORTING MANAGER: LEADERSHIP PROVIDED TO: NATIONAL HSE COORDINATOR Full Time Mile End National HSE Manager 1. POSITION SUMMARY The National Health
More informationMeasuring Your ROI On Social Media
Measuring Your ROI On Social Media So What? * Measuring what matters means measuring relationships * All transactions conducted today are still driven by relationships * Building, managing, and measuring
More informationPlease note that the successful candidate for this post will be employed by Fairbridge and will be based in Dundee.
1 Thank you for your interest in working with us on this exciting new project The Junction Partnership. I have enclosed an application form, job description and person specification along with some more
More informationSUSSEX COMMUNITY DEVELOPMENT ASSOCIATION
SUSSEX COMMUNITY DEVELOPMENT ASSOCIATION Job Description: Health & Wellbeing Programme Manager Reporting to: Director of Services Work pattern: 25-37 hours per week, Permanent, based Newhaven with regular
More informationDRAFT - Carmarthenshire Well-being Plan: The Carmarthenshire We Want
DRAFT - Carmarthenshire Well-being Plan: The Carmarthenshire We Want - 2018-2023 Contents 1. Foreword... 3 2. Well-being of Future Generations () Act 2015 the requirements... 4 3. Carmarthenshire s Public
More informationAPPENDIX 1 POSITION DESCRIPTION. Name Signature Date. Name Signature Date
APPENDIX 1 POSITION DESCRIPTION Employee: Manager: Position: Head of HR Australia and NZ (Career Progression Level 8) Location: Reports to: Purpose: Auckland, New Zealand General Manager Global People
More informationUNISON Cymru Wales Gas January 2013
Introduction The content within this document has been put together as a guide and it is not anticipated that it will include an exhaustive list of all the tasks and responsibilities undertaken. Please
More informationPay Gap Report Gender & Ethnicity Pay Gap Reporting. December kpmg.com/uk
Pay Gap Report 2017 Gender & Ethnicity Pay Gap Reporting December 2017 kpmg.com/uk 2 KPMG: Becoming a magnet for talent Philip Bill Michael Davidson Chairman Managing Partner We have to get real about
More information