Greenhouse Toolkit for Younger People

8/9/2019 Greenhouse Toolkit for Younger People

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A guide or younger members o sta


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I am delighted to have theopportunity to write thisforeword, not only to remindpeople of what Kent CountyCouncil has to offer but also toemphasise the importance of attracting younger members of staff and making sure that theopportunities are there for them

to develop a career in KCC.

I am proud that KCC is anorganisation that is alwayslooking to the future, alwayskeen to modernise and to pushthe boundaries. It is therefore

essential that we look to thefuture and make sure that wecapture the energy, enthusiasm

and fresh ideas that youngerpeople bring to the organisation.

I rmly believe that peopleshould be treated on the basis of their talent and not their age. Ihave seen in the last few yearsthe exciting impact that youngerpeople are having in KCC, wemust remember that they are

the future and ensure that wevalue the contribution they aremaking to Kent and it’s residents.

Peter Gilroy,Chief Executive,Kent County Council

Foreword rom Peter Gilroy, Chie Executive

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Contents

Page

Introduction.................................................................................. 4Welcome to GreenhouseThe Cabinet................................................................................... 6How the Council worksUseful information ..................................................................... 8From annual leave to employee volunteeringStaff proles ................................................................................. 22Senior members of staff explain how they developedtheir careers and how to make the most of theopportunities available at KCCStaff groups .................................................................................. 30The groups working to help ensure that KCC is a greatplace to work.



Welcome to this Greenhousebooklet, which has been writtenwith the aim of informing younger staff of the manybenets and entitlementsavailable at Kent CountyCouncil. We believe thiswill be informative for bothnew starters as well as moreexperienced KCC employees.

Greenhouse is a staff grouprepresenting younger employeeswithin KCC. We hold regularmeetings and have an onlinecommunity website, enablingstaff to discuss issues and

share useful information. Moreinformation about our staff group can be found on page 30.

Having been established asa group for two years, we areaware of the common issues

younger staff can encounterand pieces of information thatare not common knowledge.As a group we have worked onputting as much informationas we can in this handy bookletfor you to pick up and look atwhenever you like! We hope thiswill be of a useful reference for you during your employment atKCC.

We have included the basicsfor newcomers because weknow how new staff memberscan feel uncomfortableasking their co-workers lotsof questions. However, thereare plenty of lesser knownpieces of information thateven experienced staff may beunaware of.

We hope you enjoy reading itas much as we have enjoyedcreating it, and that you nd itinformative and useful!

Thanks,

The Greenhouse Team (2009)

Pictured; members on a group

event

Introduction

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Join our online community!

Greenhouse has a new onlinecommunity, enabling members

of our group from different partsof Kent to join and share theirviews on discussion topics. Once you sign up on our community, you will have access to lots of information which is relevantto you as a young person in theorganisation, which includes:rest entitlements, study leaveand working hours.

Be a buddy, nd a buddy?

For many younger staff, it mightbe their rst job and working atKCC may seem like a dauntingprospect. By buddying them upwith more experienced youngermembers of staff, they canbenet from their experienceand guidance. Conversely,becoming a buddy and providing

help and guidance to a newmember of staff could give younew experiences

Time off for study ortraining

If the job you have found offers

little or no training, you couldbe eligible for something calledTime Off for Study or Training(TfST). You can qualify if you are16 or 17 and did not get any Level2 qualications at school. Level 2qualications include:GCSEs at grades A*-C, anNVQ Level 2, certain otherqualications, such as a BTECFirst Diploma. TfST entitles you to reasonable paid timeoff during normal workinghours to study or train for anapproved qualication. This must

be a Level 2 qualication thatwill help improve your futureemployment prospects.

The time off you get willdepend on the course, yourcircumstances, and your

employer’s needs. If you’re 18, you’re also entitled to nish anyqualications that you’ve alreadystarted.

To join our online communityor nd out more see our Knet

site in the staff zone.

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Kent County Council has84 elected Members of the

Council (known within KCCas ‘Members’). Members aresometimes referred to asCouncillors, which means thesame thing. Each of the 84Members represents an area of Kent, called a division.

See http://www.kent.gov.uk/council-and-democracy/councillors/ to nd the Memberfor your area.

Every four years, Countyelections are held and peoplewho live in each division votefor the candidate who they wishto represent the interests of the

area at County Council level. Thecandidate with most votes winsthe seat, and the political partywith most seats takes control of the County Council. The Leaderof the Council is voted in at thenext full Council meeting afterthe election. The Leader willappoint a Deputy Leader andCabinet. The Cabinet is KCC’s

political leadership team,responsible for strategic thinkingand decisions that steer howthe council is run. The Cabinet ismade up of Members who aregiven additional responsibilityfor a specic set of KCC services

and units (called a portfolio.)For example, there is a CabinetMember for Adult Social Serviceswho is responsible for the KentAdult Social Services directorateand all the services it provides.See http://www.kent.gov.

uk/council-and-democracy/democracy-and-elections/cabinet/ to meet the Leader,Deputy Leader and other CabinetMembers. The Cabinet meets monthlyto make decisions as agroup that will have a signicantimpact on KCC’s budget or on

The Cabinet: how the council works

Paul Carter, LeaderKent County Council

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http://www.kent.gov.uk/council-and-democracy/councillors/






http://www.kent.gov.uk/council-and-democracy/democracy-and-elections/cabinet











its services to the community -these are known as key decisions.The Cabinet is often advised byCommittees which are made upof other Members and are set up

to discuss specic topics. EachCabinet Member will also takedecisions relating to their ownportfolio. Cabinet Memberscan appoint ‘Lead Members’ toadvise and assist them on theirportfolio. Cabinet Members work

closely with the ofcers who runKCC’s services - Cabinet Membersmake the decisions but are givenadvice and guidance by ofcerswho then put the Members’decisions into action.

The full Council (where all 84Members come together in theCouncil Chamber) meets seventimes a year to agree KCC’sConstitution and amendments

to it, appoint the Leader andapprove the policy frameworkand budget (including CouncilTax).

Pictured; the Council Chamberat County Hall, Maidstone

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Annual Leave

Annual leave entitlement runsfrom 1 April to 31 March every year. Your contract will tell youhow many days holiday you areentitled to during this period.If you started partway through

the year, your entitlement iscalculated pro rata.

Grade BasicEntitlement

After FiveYears’Service

KS1 toKS7

24 27

KS8 25 28

KS9 26 29

KS10 toKS12

27 30

KS13 toKS15

30 30

Up to ten days annual leave can

be carried over from one leave year to the next. KCC also runsa scheme allowing employeesto buy and sell annual leave.This is at the discretion of yourline manager, on the basis of business needs. More details

can be found on KNet: http://knet2/staff-zone/leave-and-attendance/annual-leave

Useul inormation:Sta benefts and entitlements

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Learning, Developmentand Volunteering

All staff are entitled to ve dayslearning and development each year, two of which can be usedto take part in volunteeringactivities. Your learning anddevelopment needs will bediscussed with your linemanager at your 1:1 meetings.

Details of available trainingcourses are available on KNet:http://knet2/staff-zone/training-and-development/training-courses/training-courses

Further information regarding

volunteering can be found here:http://knet2/staff-zone/training-and-development/development-opportunities/employee-volunteering/

Expenses Claim Form

In order to claim expenses,an OE2 Claim Form must becompleted. This can be found onKnet: http://knet2/staff-zone/travel-and-expenses/claiming-expenses/Expenses%20masterb.xls/view

Before claiming expenses forthe rst time, your will need to

complete an OE1 Claims SetupForm and send it to EmployeeServices. This can be found in thesame spreadsheet as the OE2Claims Form.

When making a mileage

expenses claim, you have todeduct your home to ofcemileage for your rst and last journey of the day.

You will need your OracleAssignment Number to handwhen completing a claims form;this can be found on your payslip.

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Useful links

Blue Book (terms & conditions of employment, annual leave, etc.)– http://knet2/staff-zone/terms-and-conditions/blue-book

Health and Safety Informationand Policy – http://www.kenttrustweb.org.uk/Policy/hsi_directorate.cfm

Job Opportunities Within KCC –http://staff-zone/staff-interests/kcc-jobs/kcc-jobs New to KCC (useful informationfor new starters) – http://knet2/staff-zone/features-1/new-to-kcc

Pay Scales – http://knet2/staff-zone/pay-and-pensions/payStaff Noticeboard – http://knet2/staff-zone/staff-interests/

noticeboard/

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http://www.kenttrustweb.org.uk/Policy/hsi_direcorate.cfm






http://jobsearch.kent.gov.uk/pages/








Local Government PensionScheme (page 106 of Blue Book)

Most KCC employees under the

age of 75 are entitled to jointhe Local Government PensionScheme.

Entry to the scheme is automaticon employment but staff can optout of the scheme by contactingEmployee Services.

Contribution rates are basedon an individual’s full timeequivalent pensionable pay(including any pensionableallowances).

Annual Income ContributionRate (%)

Up to £12,000 5.5

>£12,000 -£14,000

5.8

>£14,000 -£18,000

5.9

>£18,000 -£30,000

6.5

>£30,000 -£40,000

6.8

>£40,000 -£75,000

7.2

>£75,000 7.5

Trade Unions(page 155 of Blue Book)

KCC works alongside tradeunions on various issuesincluding resolution of employment relation issues bydiscretion and agreement.

The recognised unions in the Kent Scheme are:-

Unison - www.unison.org.uk

General Municipal Boilermakersand Allied Trades Union (GMB)- www.gmb.org.uk Transport and General Workers

Union (TGWU) – www.tgwu.org.uk

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Support Line

Support line counselling providesan opportunity for us to re-ndresources within ourselves. It canenable us to approach our lives,our work and problems in a moreeffective and creative way.Support Line is a service thatoffers staff up to a maximumof 7 sessions of counselling a year. The service, which is free, is

paid for by KCC as part of theircommitment to staff care.Each session lasts for one hour;these will normally be onceweekly, but may be spread over alonger period where appropriate.All counsellors abide by

the British Association forCounselling Code of Ethicsand Practice, which species arigorous code on condentiality.

To make an appointment:Tel: 01622 605539Fax: 01732 875792Email: [email protected]

More information can be foundin the Staff Care Services folderon KNet.

Dignity and Respect at Work

We expect you to be treated withrespect and dignity by the people you come into contact with inthe course of your job. When thisdoes not happen we want you tolet us know and be able to offer you support to deal with difcultsituations.

Discrimination, bad and

offensive behaviour, harassingor upsetting language cancome from any source and if ithappens whilst you are workingon KCC’s behalf there are anumber of things you can do toaddress it.

FIRSTCALL is a telephone line setup especially for our staff, 24/7,so that if something happens to you at work you have a contactwho will be able to provide youwith information whatever timeof day you ring.

FIRSTCALL

08458 247 703Textbox: 08458 247 [email protected]

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mailto:[email protected]








Flexible Working(page 82 of Blue Book)

Types of Flexible WorkingArrangements Include:FlexitimeNine Day Fortnight Annualised hoursTerm-time working only Part-time work

The principles of exible working

will apply to all employeesirrespective of the numberof hours they normally work.Implementation arrangementswill vary according to theconditions on which individualsare employed.

Service delivery is paramountwhen considering arranging anyexible working patterns forgroups or individuals.

However, unless there is anoverriding negative impact onbusiness delivery, an appropriatearrangement should be granted.

Work and Wellbeing

Work and Wellbeing is part of KCC’s commitment to makingand keeping KCC a great placeto work by making sure that wehave a healthy organisation.

Work and Wellbeing offer many services including:-

A Virtual Gym - Europe’s only

online gym is now available to allKCC staff absolutely FREE! Log onto your private gym at home forclasses in pilates, aerobics, dance,relaxation and more!

DVD Library – has 65 exercise

titles for you to borrow free.Wellbeing Health checks - Aspart of KCC’s commitment tohelping staff improve theirhealth and wellbeing, you couldtake advantage of a free healthcheck that includes your bloodpressure, cholesterol, height,weight and Body Mass Index(BMI).

More information can be foundin the Wellbeing in KCC folder inthe Staff Zone section of KNet.

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Environment

Within Kent County Council we

are committed to reducing ourimpact on the environment andto deliver this we will achieveexternal accreditation for theway in which we manage ourenvironmental impacts.

Travelling could be one of thebiggest environmental impacts you make.

• If you drive to work, you canminimise this by joining theKent Car Share scheme.

• Alternatively, could you make your journey to work by publictransport, walking or cycling?

KCC has committed toreducing carbon dioxideemissions from its buildingsand schools by 10% by 2010.Although there are many

energy saving projects beingimplemented across the KCCestate, we all need to 'do ourbit' to achieve thesereductions.

• Always switch your computermonitor off when you don't

need it. It can accountfor almost two thirds of acomputer's energy use.

• Keep windows closedwhen either the heating or airconditioning is on.

• Check that the thermostat on your radiator is not set toohigh.

• Don't leave lights on all day.Natural daylight is oftenenough to light ofces duringmost of the day and it isbetter for you.

To really make an impact weshould prevent waste beingcreated in the rst place. We canall make a difference by usingless, only purchasing what isrequired and by using resourcesmore efciently.

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http://www.kentcarshare.com/

http://www.kentcarshare.com/



Redundancy:KCC’s Responsibilities

KCC is responsible for deliveringand maintaining high qualityservices to the public. Inresponse to economic, serviceand business needs, there areoccasions when job changes ora reduction in the number of

posts may result in potentialredundancies. KCC has a responsibility and astatutory obligation to consultwith staff and trade unions atthe earliest practical opportunity

over any changes to jobs ororganisational structure thatcould lead to redundancies.

In addition, to support andprotect employees, KCCattempts to identify alternativeemployment for employees whoare at risk of redundancy.

Employees’ ResponsibilitiesThe identication of alternativework is a dual responsibilitybetween KCC and its employees.An employee who needs to ndalternative work because s/he

is at risk of redundancy has aresponsibility to seek and acceptalternative work where it issuitable.In the case of staff at risk of redundancy, a refusal to acceptan offer of suitable alternative

work, may result in the forfeitof the right to a redundancypayment.

KCC Approach toRedundancy

• Selection for redundancywill be against agreed, fairand non-discriminatorycriteria. It is not KCC policy torely upon volunteers as theonly selection method.

• Measures to achievereductions will include afull range of options includingvacancy management and

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early retirement as well asredundancies.

• Final decisions on themeasures used to achieve therequired changes are left to

the discretion of theappropriate manager havingconsulted with Trade Unionsand staff affected and takenadvice from Personnel.

• Compulsory redundanciesmay sometimes result from

organisational change, as it isnot possible in allcircumstances to avoid joblosses through alternativemeasures.

• For those at risk of redundancy appropriate

training, paid time off to seekalternative employment andpriority consideration forvacant posts will be given.

Redeployment Principles

• Staff ‘at risk’ of redundancyand who need to seekalternative work will be givenpriority consideration forKCC vacancies within 2 gradesof their current grade,provided their applicationmeets the basic criteria.

• Financial support will beavailable to employees whoaccept redeployment ona lower grade and may beavailable to employees

who accept redeployment at adistance from their originalwork base.

• All employees seekingalternative employment dueto redundancy will be given a‘settling in’ period or statutory

trial period of at least 4 weeksto assess the suitability of thepost.

• Reasonable paid time off work, with agreement, isoffered to employees seekingalternative work within or

outside KCC.

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Secondments

Secondments are an excellentopportunity to gain experienceand develop skills that youmay not use in your currentrole. Secondments are short-term placements; the averagelength is 6-12 months and youare expected to return to yourprevious permanent post at theend of the secondment.

Secondment opportunitieswithin KCC are advertised in thesame way as normal permanentvacancies, through JobOpportunities and the website.They are also often sent out toKCC staff as ExtraMails.

Work Shadowing

If you are considering your nextmove or you would like to extend your knowledge of KCC andnd out how other Directorates

work, why not consider workshadowing? Through workshadowing you can spend timewith a person or team carryingout their day-to-day job andreally get to see what their jobinvolves.

This could be just once or on amore regular basis, subject to your line manager’s approval.

If you are interested in work

shadowing, talk to yourline manager about yourdevelopment needs. Explorethe Directorate sites on KNetto identify teams and areas youhave an interest in and possibleopportunities.

Learning andDevelopment Unit

Learning & Developmentprovides managers and staff with the skills, knowledge and

attitude required to meet KCC’svision and 2010 targets. Our areas of expertise coverManagement Development,Staff Development , Health,Safety and Wellbeing, Diversity

Training, Investors in People,Qualications, Coaching& Mentoring, InformationTechnology, Induction andbespoke solutions.

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We will:Provide high quality, customerfocused developmentopportunities and solutionsin the most efcient andcost effective way. We will

ensure that your learning anddevelopment needs are ournumber one priority.

We will do this by:Continually looking for newand innovative ways of learning.

Providing a ‘can do’ approachand adding the latestcutting edge developmentopportunities to ourportfolio.Being exible, responsive,positive and aiming to

provide a ‘one stop’ service.Treating all our customerscourteously, with respect and

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dignity at all times.Listening to and acting on your feedback and using thisto improve our services.

The Unit is part funded

(including salaries), which meansthere is a charge for the servicesprovided (except for the strategicadvice to directorates). Due toits buying power, the Unit is ableto reduce the cost of trainingby negotiating excellent rateswith external providers and

venues, and maximise the ITsystems to provide managementinformation about its servicesTo gain access to our excellentservices do not hesitate tocontact us!

For more information email:[email protected]

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http://[email protected]/





Are you making the most of your

employee benets?

Do you know that you can get

Cashback and Discounts:Cashback and Discountswith over 1300 retailers both

locally and nationally?Extra gift vouchers free fromthe on-line shopDiscounts at more than 40gyms and health clubs inKent?10% off adult education

classes?10% discount legal advice andservices through Brachers?

Staff ClubDiscounted events, trips andshows including travelTax free bikes and cyclingequipment?Save up to 45% on the cost of a bike and safety equipmentthrough the Cycle2WorkschemeTax free Childcare vouchers?Save up to £1100 each year on

the cost of your childcare

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To see how you can benet bybeing a KCC employee Log on towww.KentRewards.com

Employee Volunteering

Employee Volunteering is foreveryone. The choice of activitiesis vast. It’s easy to do, fun,and, even if it is challenging,will be the most rewarding

development you could ever do!

KCC’s Employee VolunteeringPolicy enables all staff to take2 of their 5 days learning anddevelopment allowance tovolunteer.

Volunteering is an ideal wayto meet personal and teamlearning and development needs,contributes to evidencing theInvestors In People (IiP) standardand is also reected in KCC’sStrategy for Staff.

By implementing EmployeeVolunteering on and/or off the job you will utilise and developtransferable skills, for exampleinnovation, problem solving,communication and increasingnetworks. Examples of the kindof activities you could take partin include; Leading a project

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Supporting and maintainingthe environment, Working withvulnerable groups, Befriendingand mentoring , Gardening,Painting......the list is endless.

To discuss your employeevolunteering ideas orfor more assistance andinformation about KCC’scommitment to EmployeeVolunteering, contact Caroline

Reade - Employee VolunteeringOfcer on 01622 [email protected]

Equality and Diversity

Equality and diversity arefundamental to KCC’s way of doing things. Kent is made upof diverse communities and wewant to reect that diversity inthe people who work for us.

We believe that recruiting peoplewith different perspectives,ideas, backgrounds andexperiences helps us to providebetter services for the people of

Kent.

We strive to be an organisationthat:

is a fair and equal employerhas a workforce that is

tolerant, understanding andhas respect for othersprovides safe and accessibleplaces to work, freefrom harassment anddiscriminationsupports and listens to staff

about employment andservice issuesmakes sure the workingenvironment is inclusive,collaborative and innovativeto enable our staff to fulltheir potential at work

You can read more about ourcommitment to equality anddiversity at http://www.kent.gov.uk/jobs-and-careers/equality-and-diversity/

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http://www.kent.gov.uk/jobs-and-careers/equality-and-diversity







Sta Profles

How long have you been workingat KCC? 21 years

What was your rst job in KCC and what did it involve?

Policy Ofcer – carrying outreviews on things like access toles, hospital social work andcare management.

Did you encounter any challenges

when trying to progress your career in the council? Were yousuccessful in overcoming thesechallenges? If so, how?

The challenges were what makeKCC attractive – there is a strongculture to take on change whilevaluing customer care

During the early stages of your KCC career, what skills or experiences have helped you tostand out from the crowd whenapplying for roles with greater

responsibility?

I was encouraged to alwaysfocus on outcomes achieved– when I was unsuccessful in jobapplications, I received helpfulfeedback.

Oliver Mills, Managing Director, KASS

Progressing your career within KCC may seem like a dauntingprospect, but with some hard work and perseverance, it is certainlypossible to achieve your goals. Here are a number of senior KCCemployees explain how they rose through the ranks and share

their top tips on how to make the most of your career developmentopportunities.

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Are there any training courses or qualications you have gained whilst at KCC from which youhave particularly beneted (interms of courses or qualications

that would be benecial to younger people)?

Early in my career with KCC, I waslucky enough to be released meto do a 7 day course – the Dukeof Edinburgh Commonwealth

Study – with the private sector,trade unions and academics.Later I had an executive coachwho mentored me.

What would be the most important piece of advice that

you could give a younger personlooking to establish or progresstheir career in KCC?

You achieve most when workingwith a team – always focus onoutcomes.

Since your time at KCC, would you say that opportunities for younger staff have improved (interms of career progression and personal development)? If so,how have they improved?

There is still some way to go, butthere is now an acceptance thatKCC’s future lies with its capacityto employ younger staff – itneeds to take some risks to do

this.

Career History

Birmingham Young VolunteersBureau

Young Volunteer Organiser

London Borough of HackneyResidential Child Care Ofcer London Borough of CamdenSocial Worker

London Borough of LewishamTeam Leader Kent County CouncilPolicy OfcerArea Manager

Assistant DirectorDirector of Operations

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Sta Profle


My rst job at KCC was in 1989As County Ecologist, advisingthe authority on the impact of major developments, such asChannel Tunnel, Channel Tunnel

Rail Link, road schemes,quarrieson wildlife and landscape. Alsorequired to project managethe rst major county-widesurvey of wildlife habitats, setup a countywide BiodiversityPartnership, and report on

changes to the land cover of Kentsince 1961.

Did you encounter any challengeswhen trying to progress your career in the council? Were yousuccessful in overcoming thesechallenges? If so, how?

I pushed hard with my ownmanager for regrading whenmy responsibilities increased,

at rst unsuccessfully, but Ipersevered. I also had a coupleof occasions with very difcultstaff and learned a lot aboutmyself in these situations, butsought expert advice ( of whichthere is plenty within KCC) which

was invaluable in solving theproblems.

During the early stages of your KCC career, what skills or experiences have helped you tostand out from the crowd when

applying for roles with greater responsibility?

Having line managementresponsibility, at rst throughattracting a work experiencevolunteer, and then projectmanagement, and teammanagement. I am told thatmy drive, energy, passion and

Linda Davies, Director, Environment and Waste

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commitment have been a strongfactor in my success

Are there any training courses or qualications you have gained

whilst at KCC from which youhave particularly beneted (interms of courses or qualicationsthat would be benecial to younger people)?

Middle Management Training

Emotional Intelligence

What would be the most important piece of advice that you could give a younger personlooking to establish or progresstheir career in KCC?

If you can, get involved inWider Contribution activity andmake and cultivate as manycontacts as you can beyond yourimmediate area of work.Keep track of the manyopportunities to volunteerand use them, or take up minisecondments. Ask to brieyshadow people whose workinterests you

Since your time at KCC, would you say that opportunities for

younger staff have improved (interms of career progression and

personal development)? If so,how have they improved?

Yes, although I have alwayshad access to training and

development and opportunitiesfor challenge throughout mycareer with KCC. I think the TCPperformance structure howeverunpopular provides an excellentframework for all individualsto identify their needs in the

round, and put in place what isnecessary for progression.

Career HistoryCambridgeshire County CouncilLecturerNorfolk County Council

Senior TeacherUniversity of Kent, School of Continuing Education Part/time LecturerVarious Boards of Examiners Examiner of A - Level andDiplomas

Commonwork Land Trust Ecology Project CoordinatorKent County CouncilCounty EcologistPrincipal Countryside OfcerHead of Countryside Policy andProjectsCounty EnvironmentalManagement OfcerDirector, Environment and Waste

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How long have you been workingat KCC?

19 years

At what level did you leaveeducation (i.e. pre-GCSE, GCSE, A-

Level, Degree Level)?

Degree – Social Economic Historyfollowed by a part time MSC inSocial Policy and Planning whilstworking for KCC

How did you come to work in

KCC? Did you come into KCC via a scheme or programme(e.g. apprentice or graduate programme) / was theresomething in particular that attracted you?

I worked for CSV a voluntaryorganisation founded by KCC andI was encouraged to apply fora Development Ofcer post inSocial Services.


Development Ofcer – SocialServices Department – focuswas on developing policy withvoluntary sector and a leadpolicy role for deaf and hearingimpaired services.


I was seen as a “bright youngthing” but I was given lots of encouragement. My main

Sta Profle

Amanda Honey, Managing Director, Communities

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challenge was that I wasn’t asocial worker so I had to workhard to build up my credibilitywith practitioners and managers.

During the early stages of your KCC career, what skills or experiences have helped you tostand out from the crowd whenapplying for roles with greater responsibility?

A “can do” attitude, a goodnetworker, a reputation fordelivering to tight deadlines– exibility and willingness tolearn!

Are there any training courses or

qualications you have gained whilst at KCC from which youhave particularly beneted (interms of courses or qualicationsthat would be benecial to younger people)?

MSC – Social PolicyOU – Effective Managers


KCC is a great organisation –make the most of the size of theorganisation to move around,take advantage of secondmentopportunities, work shadowing

etc.

Since your time at KCC, would you say that opportunities for younger staff have improved (interms of career progression and personal development)? If so,

how have they improved?

We have an ageing workforceand therefore need to developand promote younger people.Opportunities include ADP,Apprenticeships, Career

pathways etc.

Career History

Community Service Volunteers Project Co-ordinator

KCC Social Services Policy, Operational Management,Performance and Area DirectorWest Kent (Adults and Children)

Communities DirectorateManaging Director,Communities.

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Sta Profle


24 years. I applied for aresidential social worker postwhen I was 18.


I was a relief casual residentialsocial worker and involved metaking part in looking afterchildren in residential units.


I was very young and at times Idid face discrimination, howevermy hard work and commitmentovercame this and I was able toprove myself, to colleagues

During the early stages of your KCC career, what skills or experiences have helped you tostand out from the crowd whenapplying for roles with greater responsibility?

A commitment to theorganisation , and an ability tolisten and learn quickly a varietyof tasks, I was also willing totake on new challenges withenthusiasm.


Try and maintain a ‘cup is half

full approach!’

Michelle Woodward, County ProessionalDevelopment Manager

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Sta Profle Jo Empson, Contract Manager,Kent Adult Social Services East Kent Area


Since November 2004.

How did you come to work inKCC? Did you come into KCC

via a scheme or programme(e.g. apprentice or graduate programme) / was theresomething in particular that attracted you?

I came into KCC following a fairly

short timescale successfullyimplementing a programmein the NHS. Attractions for mewere locality, Strategy for Staff,Staff Care and Opportunities forprogression in Kent, a place I liketo live. During the early stages of your KCC career, what skills or experiences have helped you tostand out from the crowd whenapplying for roles with greater responsibility?

I came into KCC at a relativelyhigh level and hope I have

personally brought a thirst forchange and innovation to KCCand a questioning mind thatchallenges the whys, what’s andhow’s of Policy, Procedures andPractice in KCC.”


Aim to achieve rounded and

varied experiences on your wayto the top, offering yourselvesup for experiences wherever youcan!

Ownership – ensuring you takeresponsibility for yourself andfor the Peer Groups you are in.Owning the problem and beingpart of the solution. Taking the‘bull by the horns’ and ensuringissues are spotted, worked onand resolved proactively.

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Sta Groups working or you.....

Greenhouse is a staff forumrun by and for younger people

working for KCC. It is primarilyfor staff aged 30 and under, butinvites anyone who can activelycontribute to the group. Ouraim is to provide younger staff with information and advice. Wecan also provide development

opportunities, and a buddyingscheme.

We hold meetings four times a year to discuss issues relevantto younger staff and we inviteguest speakers who provide

services within KCC, such asLearning and Development andKent Rewards, We stay in touchthrough regular social events andthrough our online forum (calledCommunities of Practice)

For more information email:[email protected].

The main purpose of UNITE isto support all black workers

employed by KCC, to enable themto carry out their duties withoutany form of discriminationand harassment. All Blackand Minority Ethnic Staff arewelcome to attend and getinvolved in the forum.

UNITE meets six times a year,bi-monthly at various venuesacross Kent. There are additionalmeetings of a core group of members who meet betweenmeetings to plan and develop

work for and from the maingroup. The meetings consist of a range of activities including,consultation, policy reviews,training, support and informationsharing.


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Established in 2003, Rainbowis KCC’s lesbian, gay, bisexual

and transgender (LGBT) staff group. We welcome LGBT staff asmembers, as well as others whohave an interest in the issues, andwe have wider Friends networkfor those who just want to keepup to date with our activity.

We hold about four mainmeetings per year, and oneor two group developmentsessions. We lead on LGBTHistory Month (February) inKent, and take part in other

Kent events including local Pridecelebrations. We’re always opento new ideas on ways to supportRainbow members. Taking partin our meetings and activities issupported at the highest level aspart of your work here at KCC. For more information email:[email protected]

Level Playing Field is anindependent group of disabled

staff and friends recognised andsupported by KCC.

The group is open to all KCCemployees who considerthemselves to be disabled orwho have an interest in disability

issues.

The group works to promote bestpractice, broadening theknowledge around disabilityissues within KCC.

This includes giving advice andfeedback on policy and practice.The group looks at employmentand service issues, identifyinggood practice where it alreadyexists and highlighting scopefor improvement.


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Produced by Holly Strang , designed by Paul Jerome

With special thanks to: Colin Calvert, Demetria Cacafranca,Greenhouse Members and the Corporate Diversity Team.

Documents

Greenhouse Toolkit for Younger People