Team
Business Services
Business Services
Community Engagement and Partnerships
Community Engagement and Partnerships
Community Engagement and Partnerships
Customer Services
Customer Services
Customer Services
Customer Services
Finance
Finance
Governance
Green Spaces
Green Spaces
Green Spaces
Green Spaces
Green Spaces
Green Spaces
Housing
Housing
Housing
Housing
Housing
Income
Income
Lettings
Lettings
Lettings
Lettings
People Services
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Regeneration
Employee Name
Anne Hunter
Sumira Malik
Lola Egerton
Harriet Finch
Marie Richardson
Liz Bury
Nichola Fairhurst
Sarah Norman
Michael Haines
Becky Bridges
Hugo Black
Lisa Drake
Richard Langshaw
Craig Pugh
Gordon Wolman
Nicola Metcalfe
Karen Cross
Toni Pitman
Lee Foxton
Steve Platt
Liz Hickson
Dave Nicholas
Jamie Smith
Joanne Mansworth
Izzy Granger
Ruth Sixsmith
Wendy Boot
Sally Rigbye
Ian Charnock
Chris Walley
Liz Parry
Suzanne Wells
Neil Mansley
Jean Livesey
Lucy Abercrombie
Siobhan Wilson
Julie Chisnall
Rick Lovall
Pam Harrison
Max Eagle
Gill Jamieson
Rowina Draper
Will Draper
Jamie Penny
Ethan Brar
Harrison Briggs
Steve Owens
Karen Hancock
Job Title
Head of Business Services
Administrator
Engagement Assistant
Engagement Assistant
Engagement Manager
Customer Services Advisor
Customer Services Advisor
Customer Services Advisor
Customer Services Advisor
Finance Assistant
Finance Assistant
Audit Manager
Cleaning Operative
Green Space Operative
Green Space Operative
Green Space Operative
Green Space Operative
Green Space Operative
Extra Care Officer
Independent Living Manager
Independent Living Officer
Independent Living Officer
Independent Living Officer
Income Officer
Income Officer
Lettings Assistant
Lettings Assistant
Lettings Assistant
Lettings Co-ordinator
People Services Business Partner
Planner
Planner
Planner
Planner
Planner
Trades Operative (Electrical)
Trades Operative (Electrical)
Trades Operative (External Works)
Trades Operative (External Works)
Trades Operative (Gas)
Trades Operative (Gas)
Trades Operative (Gas)
Trades Operative (Joinery)
Trades Operative (Joinery)
Trades Operative (Painting)
Trades Operative (Plastering)
Trades Supervisor
Regeneration Officer
Supported Housing
Supported Housing
Supported Housing
Tenancy Team
Tenancy Team
Tenancy Team
Annabelle Hayes
Ruby Gardner
Ellie Riding
Laura Jones
Tasha Graham
Jennifer Frost
Project Worker
Project Worker
Project Worker
Community Safety Officer
Community Safety Officer
Community Safety Officer
Leaving Date Reason for Leaving
8/16/2022 Retirement
11/30/2022 Ill Health
10/7/2022 Ill Health
8/4/2022 Resignation – Change of Career
11/30/2022 Maternity non returner
4/29/2022 Resignation – Promotion
9/22/2022 Resignation – Pay / Benefits related
6/18/2022 Resignation – Pay / Benefits related
11/13/2022 Resignation – Pay / Benefits related
9/30/2022 Resignation – Change of Career
10/31/2022 Resignation
8/31/2022 Resignation – Change of Career
9/28/2022 Resignation
11/7/2022 Dismissal – Summary
7/29/2022 End of Contract
9/7/2022 Resignation – Moving from the Area
8/15/2022 Resignation – Promotion
8/17/2022 Maternity non returner
8/7/2022 Resignation – Change of Career
6/3/2022 Resignation
10/28/2022 Resignation
4/1/2022 Resignation – Pay / Benefits related
8/12/2022 Failed Probation Period
4/13/2022 Resignation – Job not as expected
4/18/2022 Resignation – Pay / Benefits related
9/30/2022 Resignation – Job not as expected
9/30/2022 Resignation – Job not as expected
4/11/2022 Resignation – Promotion
11/30/2022 Dismissal – Summary
8/4/2022 Resignation – Moving from the Area
9/12/2022 Resignation – Job not as expected
4/22/2022 Resignation – Pay / Benefits related
4/22/2022 Resignation – Pay / Benefits related
4/22/2022 Ill Health
4/8/2022 Resignation – Job not as expected
4/22/2022 Redundancy
5/10/2022 Resignation – Change of Career
9/23/2022 Resignation – Whilst under Investigation
7/15/2022 Resignation – Promotion
9/7/2022 Dismissal – Summary
9/30/2022 Retirement
8/31/2022 Retirement
6/1/2022 Ill Health
6/24/2022 Resignation – Pay / Benefits related
7/22/2022 Resignation – Pay / Benefits related
6/30/2022 Ill Health
11/14/2022 Resignation – Pay / Benefits related
9/30/2022 Resignation
Length of Service
14 yrs 1mths
1 yrs 8mths
2 yrs 7mths
2 yrs 5mths
13 yrs 8mths
3 yrs 5mths
13 yrs 4mths
8 yrs 2mths
4 yrs 10mths
3 yrs 2mths
0 yrs 9mths
6 yrs 7mths
0 yrs 1mths
7 yrs 2mths
0 yrs 8mths
0 yrs 1mths
2 yrs 6mths
1 yrs 7mths
14 yrs 4mths
1 yrs 9mths
10 yrs 11mths
3 yrs 2mths
0 yrs 3mths
0 yrs 1mths
3 yrs 7mths
0 yrs 5mths
0 yrs 5mths
0 yrs 10mths
3 yrs 2mths
2 yrs 9mths
0 yrs 6mths
9 yrs 0mths
7 yrs 9mths
8 yrs 1mths
0 yrs 1mths
12 yrs 7mths
4 yrs 7mths
27 yrs 1mths
9 yrs 0mths
14 yrs 8mths
13 yrs 2mths
13 yrs 7mths
2 yrs 11mths
1 yrs 2mths
1 yrs 1mths
9 yrs 2mths
0 yrs 9mths
0 yrs 11mths
Length of Service
(in months)
169
20
31
29
164
41
160
98
58
38
9
79
1
86
8
1
30
19
172
21
131
38
3
1
43
5
5
10
38
33
6
108
93
97
1
151
55
325
108
176
158
163
35
14
13
110
9
11
7/29/2022 Resignation
8/15/2022 Resignation – Job not as expected
4/22/2022 Resignation – Caring Responsibilities
10/7/2022 Ill Health
4/12/2022 End of Contract
11/30/2022 Resignation
1 yrs 11mths
0 yrs 2mths
3 yrs 3mths
2 yrs 7mths
0 yrs 9 mths
3 yrs 2mths
23
2
39
31
9
38
Team
Green Spaces
Lettings
Property Team
Green Spaces
Tenancy Team
Housing
Business Services
Community Engagement and Partnerships
Property Team
Property Team
Property Team
Tenancy Team
Community Engagement and Partnerships
Green Spaces
Property Team
Finance
Green Spaces
Housing
Housing
Regeneration
Supported Housing
Tenancy Team
Supported Housing
Community Engagement and Partnerships
Finance
Governance
Housing
Property Team
Income
Lettings
Lettings
Property Team
Property Team
Supported Housing
Green Spaces
People Services
Customer Services
Customer Services
Customer Services
Housing
Income
Property Team
Property Team
Property Team
Property Team
Property Team
Customer Services
Employee Name
Craig Pugh
Ian Charnock
Max Eagle
Gordon Wolman
Tasha Graham
Jamie Smith
Sumira Malik
Lola Egerton
Jean Livesey
Will Draper
Harrison Briggs
Laura Jones
Marie Richardson
Toni Pitman
Siobhan Wilson
Hugo Black
Richard Langshaw
Steve Platt
Liz Hickson
Karen Hancock
Annabelle Hayes
Jennifer Frost
Ellie Riding
Harriet Finch
Becky Bridges
Lisa Drake
Lee Foxton
Julie Chisnall
Joanne Mansworth
Ruth Sixsmith
Wendy Boot
Liz Parry
Lucy Abercrombie
Ruby Gardner
Nicola Metcalfe
Chris Walley
Nichola Fairhurst
Sarah Norman
Michael Haines
Dave Nicholas
Izzy Granger
Suzanne Wells
Neil Mansley
Jamie Penny
Ethan Brar
Steve Owens
Liz Bury
Job Title
Green Space Operative
Lettings Co-ordinator
Trades Operative (Gas)
Green Space Operative
Community Safety Officer
Independent Living Officer
Administrator
Engagement Assistant
Planner
Trades Operative (Joinery)
Trades Operative (Plastering)
Community Safety Officer
Engagement Manager
Green Space Operative
Trades Operative (Electrical)
Finance Assistant
Cleaning Operative
Independent Living Manager
Independent Living Officer
Regeneration Officer
Project Worker
Community Safety Officer
Project Worker
Engagement Assistant
Finance Assistant
Audit Manager
Extra Care Officer
Trades Operative (Electrical)
Income Officer
Lettings Assistant
Lettings Assistant
Planner
Planner
Project Worker
Green Space Operative
People Services Business Partner
Customer Services Advisor
Customer Services Advisor
Customer Services Advisor
Independent Living Officer
Income Officer
Planner
Planner
Trades Operative (Joinery)
Trades Operative (Painting)
Trades Supervisor
Customer Services Advisor
Green Spaces
Lettings
Property Team
Property Team
Business Services
Property Team
Property Team
Karen Cross
Sally Rigbye
Pam Harrison
Rick Lovall
Anne Hunter
Gill Jamieson
Rowina Draper
Green Space Operative
Lettings Assistant
Trades Operative (External Works)
Trades Operative (External Works)
Head of Business Services
Trades Operative (Gas)
Trades Operative (Gas)
Leaving Date Reason for Leaving
11/7/2022 Dismissal – Summary
11/30/2022 Dismissal – Summary
9/7/2022 Dismissal – Summary
7/29/2022 End of Contract
4/12/2022 End of Contract
8/12/2022 Failed Probation Period
11/30/2022 Ill Health
10/7/2022 Ill Health
4/22/2022 Ill Health
6/1/2022 Ill Health
6/30/2022 Ill Health
10/7/2022 Ill Health
11/30/2022 Maternity non returner
8/17/2022 Maternity non returner
4/22/2022 Redundancy
10/31/2022 Resignation
9/28/2022 Resignation
6/3/2022 Resignation
10/28/2022 Resignation
9/30/2022 Resignation
7/29/2022 Resignation
11/30/2022 Resignation
4/22/2022 Resignation – Caring Responsibilities
8/4/2022 Resignation – Change of Career
9/30/2022 Resignation – Change of Career
8/31/2022 Resignation – Change of Career
8/7/2022 Resignation – Change of Career
5/10/2022 Resignation – Change of Career
4/13/2022 Resignation – Job not as expected
9/30/2022 Resignation – Job not as expected
9/30/2022 Resignation – Job not as expected
9/12/2022 Resignation – Job not as expected
4/8/2022 Resignation – Job not as expected
8/15/2022 Resignation – Job not as expected
9/7/2022 Resignation – Moving from the Area
8/4/2022 Resignation – Moving from the Area
9/22/2022 Resignation – Pay / Benefits related
6/18/2022 Resignation – Pay / Benefits related
11/13/2022 Resignation – Pay / Benefits related
4/1/2022 Resignation – Pay / Benefits related
4/18/2022 Resignation – Pay / Benefits related
4/22/2022 Resignation – Pay / Benefits related
4/22/2022 Resignation – Pay / Benefits related
6/24/2022 Resignation – Pay / Benefits related
7/22/2022 Resignation – Pay / Benefits related
11/14/2022 Resignation – Pay / Benefits related
4/29/2022 Resignation – Promotion
Length of Service
7 yrs 2mths
3 yrs 2mths
14 yrs 8mths
0 yrs 8mths
0 yrs 9 mths
0 yrs 3mths
1 yrs 8mths
2 yrs 7mths
8 yrs 1mths
2 yrs 11mths
9 yrs 2mths
2 yrs 7mths
13 yrs 8mths
1 yrs 7mths
12 yrs 7mths
0 yrs 9mths
0 yrs 1mths
1 yrs 9mths
10 yrs 11mths
0 yrs 11mths
1 yrs 11mths
3 yrs 2mths
3 yrs 3mths
2 yrs 5mths
3 yrs 2mths
6 yrs 7mths
14 yrs 4mths
4 yrs 7mths
0 yrs 1mths
0 yrs 5mths
0 yrs 5mths
0 yrs 6mths
0 yrs 1mths
0 yrs 2mths
0 yrs 1mths
2 yrs 9mths
13 yrs 4mths
8 yrs 2mths
4 yrs 10mths
3 yrs 2mths
3 yrs 7mths
9 yrs 0mths
7 yrs 9mths
1 yrs 2mths
1 yrs 1mths
0 yrs 9mths
3 yrs 5mths
Length of Service
(in months)
86
38
176
8
9
3
20
31
97
35
110
31
164
19
151
9
1
21
131
11
23
38
39
29
38
79
172
55
1
5
5
6
1
2
1
33
160
98
58
38
43
108
93
14
13
9
41
8/15/2022 Resignation – Promotion
4/11/2022 Resignation – Promotion
7/15/2022 Resignation – Promotion
9/23/2022 Resignation – Whilst under Investigation
8/16/2022 Retirement
9/30/2022 Retirement
8/31/2022 Retirement
2 yrs 6mths
0 yrs 10mths
9 yrs 0mths
27 yrs 1mths
14 yrs 1mths
13 yrs 2mths
13 yrs 7mths
30
10
108
325
169
158
163
Number of leavers
n
Reason of leaving
Dismissal – Summary
End of Contract
Failed Probation Period
Ill Health
Maternity non returner
Redundancy
Resignation
Retirement
54
number of leavers
Percentage
3
5.56%
2
3.70%
1
1.85%
6
11.11%
2
3.70%
1
1.85%
36
66.67%
3
5.56%
54 100.00%
Reason of leaving
Dismissal – Summary
End of Contract
Failed Probation Period
Ill Health
Maternity non returner
Redundancy
Resignation
Retirement
0
Different types of resignation
number of leavers
percentagePercentage
of Resignations/
of total
total
Resignations
Leavers
Resignation
7
12.96%
19.44%
Resignation – Caring Responsibilities
1
1.85%
2.78%
Resignation – Change of Career
5
9.26%
13.89%
Resignation – Job not as expected
6
11.11%
16.67%
Resignation – Moving from the Area
2
3.70%
5.56%
Resignation – Pay / Benefits related
10
18.52%
27.78%
Resignation – Promotion
4
7.41%
11.11%
Resignation – Whilst under Investigation
1
1.85%
2.78%
36
66.67% 100.00%
Percentage
5%
Percentage
5.56%
3.70%
1.85%
11.11%
3.70%
1.85%
66.67%
5.56%
100.00%
5%
4%
2%
Dismissal – Summary
End of Contract
11%
4%
2%
Failed Probation Period
Ill Health
Maternity non returner
Redundancy
Resignation
67%
Retirement
percentage of Resignations/ total Leavers
Different types
percentage
of resignation
of Resignations/ total Leavers
Resignation
12.96%
18.52%
20.00%
Resignation – Caring
1.85%
Responsibilities
18.00%
12.96%
16.00%
Resignation – Change
9.26%
of Career
11.11%
14.00%
9.26%
Resignation – Job11.11%
not as expected
12.00%
7.41%
10.00%
Resignation – Moving
3.70%
from the Area
8.00%
3.70%
6.00%
1.85%
Resignation – Pay18.52%
/ Benefits related
4.00%
2.00%
Resignation – Promotion
7.41%
0.00%
Resignation – Whilst
1.85%
under Investigation
0
66.67%
Dismissal – Summary
Failed Probation Period
Maternity non returner
ons/ total Leavers
7.41%
1.85%
Team
Business Services
Governance
Green Spaces
Tenancy Team
Customer Services
Community Engagement and Partnerships
Housing
Finance
Green Spaces
Business Services
Housing
Lettings
People Services
Property Team
Supported Housing
Regeneration
Property Team
Employee Name
Sumira Malik
Lisa Drake
Richard Langshaw
Laura Jones
Tasha Graham
Jennifer Frost
Liz Bury
Nichola Fairhurst
Sarah Norman
Michael Haines
Lola Egerton
Harriet Finch
Marie Richardson
Lee Foxton
Becky Bridges
Hugo Black
Craig Pugh
Gordon Wolman
Nicola Metcalfe
Karen Cross
Toni Pitman
Anne Hunter
Joanne Mansworth
Izzy Granger
Steve Platt
Liz Hickson
Dave Nicholas
Jamie Smith
Ruth Sixsmith
Wendy Boot
Sally Rigbye
Ian Charnock
Chris Walley
Liz Parry
Suzanne Wells
Neil Mansley
Jean Livesey
Lucy Abercrombie
Annabelle Hayes
Ruby Gardner
Ellie Riding
Karen Hancock
Siobhan Wilson
Julie Chisnall
Rick Lovall
Pam Harrison
Job Title
Administrator
Audit Manager
Cleaning Operative
Community Safety Officer
Community Safety Officer
Community Safety Officer
Customer Services Advisor
Customer Services Advisor
Customer Services Advisor
Customer Services Advisor
Engagement Assistant
Engagement Assistant
Engagement Manager
Extra Care Officer
Finance Assistant
Finance Assistant
Green Space Operative
Green Space Operative
Green Space Operative
Green Space Operative
Green Space Operative
Head of Business Services
Income Officer
Income Officer
Independent Living Manager
Independent Living Officer
Independent Living Officer
Independent Living Officer
Lettings Assistant
Lettings Assistant
Lettings Assistant
Lettings Co-ordinator
People Services Business Partner
Planner
Planner
Planner
Planner
Planner
Project Worker
Project Worker
Project Worker
Regeneration Officer
Trades Operative (Electrical)
Trades Operative (Electrical)
Trades Operative (External Works)
Trades Operative (External Works)
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Property Team
Max Eagle
Gill Jamieson
Rowina Draper
Will Draper
Jamie Penny
Ethan Brar
Harrison Briggs
Steve Owens
Trades Operative (Gas)
Trades Operative (Gas)
Trades Operative (Gas)
Trades Operative (Joinery)
Trades Operative (Joinery)
Trades Operative (Painting)
Trades Operative (Plastering)
Trades Supervisor
Leaving Date Reason for Leaving
11/30/2022 Ill Health
8/31/2022 Resignation – Change of Career
9/28/2022 Resignation
10/7/2022 Ill Health
4/12/2022 End of Contract
11/30/2022 Resignation
4/29/2022 Resignation – Promotion
9/22/2022 Resignation – Pay / Benefits related
6/18/2022 Resignation – Pay / Benefits related
11/13/2022 Resignation – Pay / Benefits related
10/7/2022 Ill Health
8/4/2022 Resignation – Change of Career
11/30/2022 Maternity non returner
8/7/2022 Resignation – Change of Career
9/30/2022 Resignation – Change of Career
10/31/2022 Resignation
11/7/2022 Dismissal – Summary
7/29/2022 End of Contract
9/7/2022 Resignation – Moving from the Area
8/15/2022 Resignation – Promotion
8/17/2022 Maternity non returner
8/16/2022 Retirement
4/13/2022 Resignation – Job not as expected
4/18/2022 Resignation – Pay / Benefits related
6/3/2022 Resignation
10/28/2022 Resignation
4/1/2022 Resignation – Pay / Benefits related
8/12/2022 Failed Probation Period
9/30/2022 Resignation – Job not as expected
9/30/2022 Resignation – Job not as expected
4/11/2022 Resignation – Promotion
11/30/2022 Dismissal – Summary
8/4/2022 Resignation – Moving from the Area
9/12/2022 Resignation – Job not as expected
4/22/2022 Resignation – Pay / Benefits related
4/22/2022 Resignation – Pay / Benefits related
4/22/2022 Ill Health
4/8/2022 Resignation – Job not as expected
7/29/2022 Resignation
8/15/2022 Resignation – Job not as expected
4/22/2022 Resignation – Caring Responsibilities
9/30/2022 Resignation
4/22/2022 Redundancy
5/10/2022 Resignation – Change of Career
9/23/2022 Resignation – Whilst under Investigation
7/15/2022 Resignation – Promotion
Length of Service
1 yrs 8mths
6 yrs 7mths
0 yrs 1mths
2 yrs 7mths
0 yrs 9 mths
3 yrs 2mths
3 yrs 5mths
13 yrs 4mths
8 yrs 2mths
4 yrs 10mths
2 yrs 7mths
2 yrs 5mths
13 yrs 8mths
14 yrs 4mths
3 yrs 2mths
0 yrs 9mths
7 yrs 2mths
0 yrs 8mths
0 yrs 1mths
2 yrs 6mths
1 yrs 7mths
14 yrs 1mths
0 yrs 1mths
3 yrs 7mths
1 yrs 9mths
10 yrs 11mths
3 yrs 2mths
0 yrs 3mths
0 yrs 5mths
0 yrs 5mths
0 yrs 10mths
3 yrs 2mths
2 yrs 9mths
0 yrs 6mths
9 yrs 0mths
7 yrs 9mths
8 yrs 1mths
0 yrs 1mths
1 yrs 11mths
0 yrs 2mths
3 yrs 3mths
0 yrs 11mths
12 yrs 7mths
4 yrs 7mths
27 yrs 1mths
9 yrs 0mths
Length of Service
(in months)
20
79
1
31
9
38
41
160
98
58
31
29
164
172
38
9
86
8
1
30
19
169
1
43
21
131
38
3
5
5
10
38
33
6
108
93
97
1
23
2
39
11
151
55
325
108
9/7/2022 Dismissal – Summary
9/30/2022 Retirement
8/31/2022 Retirement
6/1/2022 Ill Health
6/24/2022 Resignation – Pay / Benefits related
7/22/2022 Resignation – Pay / Benefits related
6/30/2022 Ill Health
11/14/2022 Resignation – Pay / Benefits related
14 yrs 8mths
13 yrs 2mths
13 yrs 7mths
2 yrs 11mths
1 yrs 2mths
1 yrs 1mths
9 yrs 2mths
0 yrs 9mths
176
158
163
35
14
13
110
9
Number
of
Employee Total
Average in
Average in
Job Title s
Months Months
years
Time
Administrator
1
20
20
1.67 1 yr 2 months
Audit Manager
1
79
79
6.58 6 yr 7 months
Cleaning
1
1
1
0.08 1 month
Community Safety 3
78
26
2.17 2 years 4 months
Customer Services 4
357
89
7.44 7 years 5 months
Engagement
3
224
75
6.22 6 yrs 3 months
Extra Care
1
172
172
14.33 14 yrs 4 months
Finance
2
47
24
1.96 2 yrs
Green Space
5
144
29
2.40 2 yrs 5 months
Business Services 1
169
169
14.08 14 yrs 1 month
Income
2
44
22
1.83 1 yr 10 months
Independent Living 4
193
48
4.02 4 yrs
Lettings
4
58
15
1.21 1yr 3months
People Service
1
33
33
2.75 2yrs 9 months
Planner
5
305
61
5.08 5yrs 1 month
Project Worker
3
75
25
2.08 2yrs 1 month
Regeneration
1
11
11
0.92 11 months
Trades
12
1317
110
9.15 9yrs 2months
Total
54
Job Title Number of Employees
Total Months
Average in Months
Average in years
Time
Cleaning
1
1
1
0.08 1 month
Regeneration
1
11
11
0.92 11 months
Lettings
4
58
15
1.21 1yr 3months
Administrator
1
20
20
1.67 1 yr 2 months
Income
2
44
22
1.83 1 yr 10 months
Finance
2
47
24
1.96 2 yrs
Project Worker
3
75
25
2.08 2yrs 1 month
Community Safety 3
78
26
2.17 2 years 4 months
Green Space
5
144
29
2.40 2 yrs 5 months
People Service
1
33
33
2.75 2yrs 9 months
Independent Living 4
193
48
4.02 4 yrs
Planner
5
305
61
5.08 5yrs 1 month
Engagement
3
224
75
6.22 6 yrs 3 months
Audit Manager
1
79
79
6.58 6 yr 7 months
Customer Services 4
357
89
7.44 7 years 5 months
Trades
12
1317
110
9.15 9yrs 2months
Business Services 1
169
169
14.08 14 yrs 1 month
Extra Care
1
172
172
14.33 14 yrs 4 months
Total
54
Job Title
Cleaning
Regeneration
Lettings
Administrator
Income
Finance
Project Worker
Community Safety
Green Space
People Service
Independent Living
Planner
Engagement
Audit Manager
Customer Services
Trades
Business Services
Extra Care
14.08
9.15
7.44
6.58
6.22
5.08
4.02
2.75
2.40
2.17
2.08
1.96
1.83
1.67
1.21
0.92
AVERAGE IN YEARS
0.08
Average in years
0.08
0.92
1.21
1.67
1.83
1.96
2.08
2.17
2.40
2.75
4.02
5.08
6.22
6.58
7.44
9.15
14.08
14.33
14.33
14.08
FOUNDATION
CERTIFICATE
IN PEOPLE PRACTICE
3CO04
FCPP
ASSIGNMENT WRITING GUIDE
ESSENTIALS OF
PEOPLE PRACTICE
3CO04
THE ASSIGNMENT WRITING GUIDE
Oakwood International prides itself on supporting our learners. Your success is our success!
You have engaged in a globally-recognised qualification which will drive your career forward,
and this is the final step in achieving your goal: writing your assignment.
Oakwood International knows that balancing an intense and demanding work life with your
personal and home life is challenging. Adding a global qualification into this mix can be difficult.
How do I find the time? How do I answer questions in a second language? Oakwood
International understands these challenges and therefore, we have created this critical
document to guide you to success. Using this document and the resources we suggest makes
you more likely to achieve your goal.
The LAB (Learner Assessment Brief)
When you submit your work for assessment, you need to feel confident that your submission
meets the assessment requirements. This means the marker must be sure you have
demonstrated sufficient knowledge and understanding to justify a pass against every
Assessment Criteria (AC). Failure in just one Assessment Criteria will result in a fail grade and
you will be required to resubmit your answer(s) again. This will delay the completion of your
qualification. So lets ensure together this does not happen.
You will see on your LAB that this assessment is divided into tasks. Each task has a question that
you must answer. Please note that many tasks have more than one element to consider, so read
the task carefully. The CIPD link an AC to each question. For example:
Task One
Evaluate the principles of reward and its importance to organisational culture and
performance management. (AC 1.1)
This guidance document tells you exactly what you MUST do to achieve a pass on the AC.
You will also see that we have provided a range of research sources that you can use to
inform your answers. These resources have been drawn from valid, reputable sources
including the CIPD and all are assessed to be appropriate as reference sources for your
written assignment.
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3CO04
Please note that at this level, it is not mandatory to use secondary sources. However, if
you do use a secondary source then you must correctly reference these. You should be
using up-to-date sources from within the last five years.
Important Notes
As with any research source, you must acknowledge where and how you have used it
to answer the question. This is what referencing means. Every source used in this
document has the source reference included. These are mostly URL links. If you use
the resources we have given you to support your written assignment, the source
reference included in this document is what you use. There is detailed guidance on
how to set out your short (in-text) and long references on Oakwoods Learner Hub.
If you do not reference correctly, your work will be seen as plagiarised. This is a
serious offence.
Our marking system uses Turnitin (https://www.turnitin.com/regions/uk), which will tell
us the percentage of copied and pasted content. It will also show us if you have copied
content from another learners submission. Work found to contain plagiarised material
will be returned unmarked. Serious or repeated plagiarism will be reported to the
CIPD, who could remove you from the qualification. Therefore, make sure you
reference correctly!
Word Count
Please stay within the word count. The limits are + or 10%. One of the biggest
challenges of this program is to avoid exceeding the word count. But being concise and
clear and not using unnecessary wordage is a crucial business discipline you must learn.
It is always best to stay under the limit on your first submission because if your work is
referred, you may be required to add more information. The word count should be
updated on each submission.
Check your work before submitting it. Never rely solely upon a spellchecker. Read
through your work carefully and avoid unnecessary errors in spelling and punctuation.
Check your formatting and ask yourself if it is clear and professionally presented.
Avoid using bullet points and short statements. You should provide a full narrative. The
marker will expect to see evidence of your knowledge and understanding bullet points
and short statements will not evidence this.
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3CO04
Structure
Oakwood advises that you always structure your answers using subheadings. Often, ACs have
more than one element that must be covered, and this will help ensure you include everything
required. It will also make your answer clear for the assessor.
Completion of the LAB
At the end of this document, there is a checklist. You MUST ensure you have used this checklist.
Failure to do what is asked will mean your LAB is returned unmarked. This will then delay the
marking process and the completion of your qualification. Therefore, USE THIS GUIDE to ensure
your success.
We at Oakwood International wish you every success in this big step forward. We have a
dedicated support team if you have any questions regarding the LAB and your assessment.
Please email learners@oakwoodinternational.co.uk and ensure you include your cohort number
in the subject line of your email.
Good luck with your studies!
Jonathan Goodwin
Head of Learning – Oakwood International
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3CO04
3CO04 Essentials of people practice
You should use relevant theory where possible in your answers
If you use a secondary source you must include both long
and short references
You should make reference to Clear Quarter LTD case study where possible
in your answers
Please focus on the command verb highlighted at the start of each task
TASK ONE:WRITTEN ADVICE
Total word count 1,500 words
Please note- people professionals/ the people profession means HR
AC 1.1
Explain each stage of the employee lifecycle and the role of the people professional in it.
(approximately 300 words)
KEY FOCUS AREA As a people professional you will be involved in establishing,
managing, and administering a large number of processes; these should fit well into
the overall Employee Life Cycle picture. Some stages may only happen once with an
individual employee, other stages may be repeated. Part of your role will be to guide
and support the employee through each stage.
Use 5 sub-headings
?
Explain the 5 stages of employee lifecycle, covering what the employee will experience at
each stage. We would expect to see aspects such as recruitment, induction/onboarding,
aspects of performance management, development and exit here
Explain the role of the people professional in each stage.
?
Reference Links:
?
?
?
5
https://www.personio.com/hr-lexicon/employee-life-cycle-model-uk/
https://www.aihr.com/blog/employee-life-cycle/
https://www.ciphr.com/features/the-employee-lifecycle/
3CO04
AC 1.2
Explain different ways in which you can prepare information for specified roles (sales
assistant) (approximately 200 words)
KEY FOCUS AREA. Preparing information for a role involves a range of methods to
gather relevant information to include in a job description and person specification,
making sure the information is conveyed appropriately. How will you find out what needs
to be included? Why is using a variety of methods going to help you write effective
documents detailing the expectations, activities, and responsibilities of that role?
3 sub-headings
Base your answer on the Clean Quarter LTD case study
? Explain the purpose and key content of a job description- what is it used for? What key
information should it contain?
? Explain the purpose and key content of a person specification- what is it used for? What key
information should it contain?
? Explain how job analysis can be used to help decide the content of these documents
Reference Links:
? https://www.soas.ac.uk/policies-and-procedures/recruitment/bestpractice/personalaspecs/
? https://uk.indeed.com/hire/how-to-write-a-job-description
? https://signeasy.com/blog/hr/the-ultimate-guide-to-job-analysis-that-every-hr-professionalneeds-to-know/
? https://www.careercliff.com/job-analysis-methods/
AC 1.3
Explain different recruitment methods and when it is appropriate to use them
(approximately 250 words)
KEY FOCUS AREA. The range of different recruitment methods now available to the people
profession allows flexibility in targeting specific candidates for specific roles. A one size fits all
approach to recruitment may not source suitable applications and may even limit the number.
Organisations are more likely to recruit effectively if specific methods of recruitment are considered.
Please use 3 clear sub-headings
Base your answer on the Clean Quarter LTD case study
?
Explain 2 different recruitment methods that can be used for the sales assistant
vacancy e.g., adverts, job fairs etc
?
Explain WHY these 2 methods are appropriate to use for this role.
Reference Links:
?
https://www.aihr.com/blog/selection-process-practical-guide/
?
https://www.cipd.org/en/knowledge/factsheets/recruitment-factsheet/
?
https://www.indeed.com/career-advice/career-development/modern-recruitment-techniques
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3CO04
AC 1.4
Explain factors to consider when deciding on content of copy used in recruitment
methods. (approximately 250 words)
KEY FOCUS AREA. When creating a recruitment advert, it is important to understand
what to include and what to leave out, to ensure it appeals to the right candidates
(internal or external).
This task leads on from AC1.3 and the recruitment methods you have identified
Use 2 clear subheadings
?
?
Recruitment method 1 (from AC1.3)
Explain 1 key factor that needs to be considered when deciding on the content of copy you
will use in the 1st recruitment method for the sales assistant role. Why is this factor
important? What might happen if you do not consider it?
?
?
Recruitment method 2 (from AC1.3)
Explain 1 key factor that needs to be considered when deciding on the content of copy you
will use in the 2nd recruitment method for the sales assistant role. Why is this factor
important? What might happen if you do not consider it?
You could discuss:
budget
corporate image
space available
differences in material for internal and external audience
how to draft copy; balance between providing an accurate and positive image; decisions on
how much detail to provide
reward package
making decisions on font
logos to reflect corporate image
Reference Links:
?
?
7
https://uk.indeed.com/career-advice/career-development/job-advertisement
3CO04
AC 2.1
Explain different selection methods and when it is appropriate to use them.
(approximately 250 words.)
KEY FOCUS AREA. There are a range of both traditional and modern approaches to
selection; knowing which is the best method for a particular role or for your
organisation, will ensure the process is effective, that the right candidate is assessed
appropriately, and accurate recruitment decisions are made.
Please use 3 clear sub-headings
Base your answer on the Clean Quarter LTD case study
? Explain 2 different selection methods that can be used for the sales assistant vacancy eg
interviews, applicant screening, psychometric tests.
? Explain WHY these 2 methods are appropriate to use for this role.
Reference Links:
?
https://www.cipd.org/en/knowledge/factsheets/selection-factsheet/
?
https://www.aihr.com/blog/selection-process-practical-guide/
?
https://uk.indeed.com/career-advice/interviewing/types-of-interview
?
AC 2.4
Explain the selection records that need to be retained. (approximately 250 words)
KEY FOCUS AREA. All organisations collect records and data on their employees, and
it is important that these are retained and stored appropriately. Different types of
selection records form part of the essential evidence that the organisation must retain
for both legal compliance and as part of their employee records.
Use 3 clear sub-headings
? Explain 3 written records that must be kept by Clean Quarter Ltd following the selection interview e.g.,
shortlisting decisions, interview notes, test scores etc
? Explain why each written record should be retained (kept).
Reference Links:
?
https://www.cipd.co.uk/knowledge/fundamentals/people/hr/keeping-records-factsheet#gref
?
https://www.shrm.org/resourcesandtools/tools-andsamples/toolkits/pages/complyingwithemploymentrecordrequirement
