Skip Links
Join our LinkedIn groupEmail to a friendFollow us on TwitterFollow us on YouTubePrint this page

Our people

At Capita's Local Government Services we firmly believe that our people are our strongest asset and we are committed to ensuring that we have the best policies and practices in place in order to ensure that we are able to both recruit and retain the highest quality employees.

We depend on the dedication and enthusiasm of our people to deliver our services at a consistently high standard. This is why we always aim to provide a workplace that is supportive, rewarding, diverse, safe and inspiring for our pool of over 2000 employees across the UK.

We place great importance on encouraging and supporting the personal and career development of our employees, and we provide a number of activities to ensure that our people are achieving all that they can. These include structured training opportunities, regular appraisal meetings and the application of Investors in People (IiP) standards. Our three shared service centres at Blackburn, Bromely and Mendip have all achieved and maintained IiP status and all our remaining business sites have – or are in the process of gaining – Engage accreditation. Engage is Capita LGS’ own quality standards framework for managing people, based on the key IiP principles.

Our people image

  • Our communications programme

    details

    At Capita's LGS we are committed to keeping our people informed about what is going on across our business. We have a comprehensive communications programme, aimed at all LGS employees, which includes the following:
     
    Employee briefing sessions: these are held annually, at all LGS sites, and provide our employees with an opportunity to meet senior management teams, receive relevant business information and ask questions.
     
    Employee newsletter: this is distributed quarterly to every LGS employee and is written with our people in mind – covering business, social and charitable news from across the business.
     
    LGS Communications Team: this Team consists of representatives from each LGS site who meet every four months to share information, raise communications concerns or ideas, plan events and provide content ideas for the employee newsletter. 
     
    Regular business updates: LGS employees receive updates from their managers on a regular basis, informing them of relevant information such as updated organisation structures and guidelines on procedures to be followed while at work. We also hold regular and structured team meetings.
     
    Employee social activities: we actively encourage employee involvement in LGS social and sporting activities, which are advertised on posters displayed around our sites.
     
    Annual staff satisfaction survey: every year we carry out a staff satisfaction survey in order to establish whether we need to make any alterations or improvements to the management of our sites and the staff communications programme. This survey is totally anonymous and we provide all staff with a summary of the results and also put together an improvement action plan, prepared in conjunction with local management teams. 

  • Our approach to transitions

    details

    Maintaining a positive company culture at Capita's LGS is very important to us, especially as we manage an integrated and diverse workforce due to the fact that the majority of our employees transfer into our business via TUPE from their previous council employers. We have been responsible for successfully managing the transfer of thousands of employees into our business – ranging from transfers involving small teams of people to some of our bigger partnership deals which have involved transfers of over 600 employees – and we’ve developed a strong, comprehensive transition programme that ensures a high level of employee care is guaranteed throughout the transition process.
     
    Our tried-and-tested transition programme has proven to be effective. It combines strong communications initiatives from the outset with our high standards for people management, adhering to Investors in People principles.
     
    The approach we follow in managing transitions involves the following stages:
     
    • Liaising with the local authority involved around developing a strong, tailored communications programme to best communicate the upcoming changes with transferring employees. These communication initiatives usually take the form of presentations, site visits, transfer-specific newsletters and briefing sessions in which employees get to ask questions and meet Capita's LGS employees who have previously gone through the transfer process
    • Consulting with our Human Resources Team on the terms and conditions that affect transferring employees
    • Providing information regarding pensions and benefits to transferring employees
    • Creating a dedicated email address for transferring employees to send any queries regarding the transition to – this has proved very popular in the past
    • Providing a comprehensive induction pack and conducting welcome sessions for employees in the first week of the transition to us.