Why this is important to us
Mouchel’s employees believe in the importance of high-quality public services and infrastructure and this plays an important part in the resilience of the business. The Group’s aim is to attract and retain the best workforce, by providing staff with engaging and rewarding careers and a healthy work-life balance.
Mouchel is serious about career progression and aims to give employees the flexibility to manage their own career by making clear what skills, experience and capabilities are needed in order to progress. It also values their feedback and has made a commitment to ensure their wellbeing.
Since 2005 we have used Best Companies, a workplace engagement specialist, to manage our annual employee survey. The survey provides a formal opportunity for employees to provide their views on what it is like to work for Mouchel, within Best Companies tried and tested model that measures workplace performance against eight key factors of; leadership, my manager, personal growth, wellbeing, my team, giving something back, my company and fair deal.
A results overview, that identifies key themes and areas for improvement is produced and communicated with all employees.
Read about talent management and rewards and benefits.
Mouchel measures staff engagement through its annual voluntary staff turnover rate and the outputs of its annual employee survey.
Voluntary staff turnover was nine percent for the year ending 31 July 2011, which was a slight increase on the previous year (2009/10 eight per cent).
Everyone who has been with the company for more than three months has the opportunity to take part in the annual employee survey and for the 2010/11 survey we achieved a 60 per cent response rate (over 4,000 employees). Results show a small drop of between one per cent and five per cent against the previous year's scores across all eight factors reflecting the backdrop of the difficult business circumstances and restructuring activity.
To see how we are progressing across the full range of indicators please visit the performance section and view our three-year performance summary.
Progress against our commitments
|Exceeding Client expectations|
|2010/2012 Objectives||Our progress so far||What’s next?|
|Include sustainability awareness materials within induction programmes for all employees (including Mouchel Academy graduates).||In development||In development|
|Introduce sustainability objectives and targets within the performance measures of top managers.||Following a significant management restructure in 2011 we have decided to review this objective and look for a more effective approach to measuring top management engagement on sustainability issues.||We will publish more detail around this objective on completion of the review.|
|Introduce sustainability-linked questions within annual employee survey.||We included employee ‘perception’ questions around Mouchel’s approach to health, safety, environment and community engagement activities within our employee survey programme - run by Best Companies.||We will review the outputs of the employee survey and this will help us shape the development of our ongoing corporate sustainability strategy in 2012.|
|Include a new category within our annual Mouchel Excellence Awards for sustainability improvement projects.||We broadened the environmental scoring criteria in this year’s Excellence Awards to encourage submissions where the wider principles of sustainability were considered.||For the 2012 Excellence Awards we will combine the current health, safety, environment and community involvement awards and introduce new criteria for overall sustainable projects or services.|