toolkit for younger staff

A guide for younger members of staff

� KCC Greenhouse staff group

I am delighted to have the opportunity to write this foreword, not only to remind people of what Kent County Council has to offer but also to emphasise the importance of attracting younger members of staff and making sure that the opportunities are there for them to develop a career in KCC.

I am proud that KCC is an organisation that is always looking to the future, always keen to modernise and to push the boundaries. It is therefore essential that we look to the future and make sure that we capture the energy, enthusiasm

and fresh ideas that younger people bring to the organisation.

I firmly believe that people should be treated on the basis of their talent and not their age. I have seen in the last few years the exciting impact that younger people are having in KCC, we must remember that they are the future and ensure that we value the contribution they are making to Kent and it’s residents.

Peter Gilroy,Chief Executive,Kent County Council

Foreword from Peter Gilroy, Chief Executive

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KCC Greenhouse staff group �

Contents

Page

Introduction ..................................................................................4Welcome to Greenhouse The Cabinet ...................................................................................6How the Council worksUseful information .....................................................................8From annual leave to employee volunteeringStaff profiles .................................................................................22Senior members of staff explain how they developed their careers and how to make the most of the opportunities available at KCCStaff groups ..................................................................................30The groups working to help ensure that KCC is a great place to work.


Welcome to this Greenhouse booklet, which has been written with the aim of informing younger staff of the many benefits and entitlements available at Kent County Council. We believe this will be informative for both new starters as well as more experienced KCC employees.

Greenhouse is a staff group representing younger employees within KCC. We hold regular meetings and have an online community website, enabling staff to discuss issues and share useful information. More information about our staff group can be found on page 30.

Having been established as a group for two years, we are aware of the common issues younger staff can encounter and pieces of information that are not common knowledge. As a group we have worked on putting as much information as we can in this handy booklet for you to pick up and look at whenever you like! We hope this will be of a useful reference for you during your employment at KCC.

We have included the basics for newcomers because we know how new staff members can feel uncomfortable asking their co-workers lots of questions. However, there are plenty of lesser known pieces of information that even experienced staff may be unaware of.

We hope you enjoy reading it as much as we have enjoyed creating it, and that you find it informative 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 online community, enabling members of our group from different parts of Kent to join and share their views on discussion topics. Once you sign up on our community, you will have access to lots of information which is relevant to you as a young person in the organisation, which includes: rest entitlements, study leave and working hours.

Be a buddy, find a buddy?

For many younger staff, it might be their first job and working at KCC may seem like a daunting prospect. By buddying them up with more experienced younger members of staff, they can benefit from their experience and guidance. Conversely, becoming a buddy and providing help and guidance to a new member of staff could give you new experiences

Time off for study or training

If the job you have found offers little or no training, you could be eligible for something called Time Off for Study or Training (TfST). You can qualify if you are 16 or 17 and did not get any Level 2 qualifications at school. Level 2 qualifications include:GCSEs at grades A*-C, an NVQ Level 2, certain other qualifications, such as a BTEC First Diploma. TfST entitles you to reasonable paid time off during normal working hours to study or train for an approved qualification. This must be a Level 2 qualification that will help improve your future employment prospects.

The time off you get will depend on the course, your circumstances, and your employer’s needs. If you’re 18, you’re also entitled to finish any qualifications that you’ve already started.

To join our online community or find out more see our Knet site in the staff zone.

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Kent County Council has 84 elected Members of the Council (known within KCC as ‘Members’). Members are sometimes referred to as Councillors, which means the same thing. Each of the 84 Members represents an area of Kent, called a division. See http://www.kent.gov.uk/council-and-democracy/councillors/ to find the Member for your area. Every four years, County elections are held and people who live in each division vote for the candidate who they wish to represent the interests of the

area at County Council level. The candidate with most votes wins the seat, and the political party with most seats takes control of the County Council. The Leader of the Council is voted in at the next full Council meeting after the election. The Leader will appoint a Deputy Leader and Cabinet. The Cabinet is KCC’s political leadership team, responsible for strategic thinking and decisions that steer how the council is run. The Cabinet is made up of Members who are given additional responsibility for a specific set of KCC services and units (called a portfolio.) For example, there is a Cabinet Member for Adult Social Services who is responsible for the Kent Adult Social Services directorate and 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 Cabinet Members. The Cabinet meets monthly to make decisions as a group that will have a significant impact on KCC’s budget or on

The Cabinet: how the council works

Paul Carter, Leader Kent 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 by Committees which are made up of other Members and are set up to discuss specific topics. Each Cabinet Member will also take decisions relating to their own portfolio. Cabinet Members can appoint ‘Lead Members’ to advise and assist them on their portfolio. Cabinet Members work closely with the officers who run KCC’s services - Cabinet Members make the decisions but are given advice and guidance by officers who then put the Members’ decisions into action.

The full Council (where all 84 Members come together in the Council Chamber) meets seven times a year to agree KCC’s Constitution and amendments to it, appoint the Leader and approve the policy framework and budget (including Council Tax).

Pictured; the Council Chamber at County Hall, Maidstone

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Annual Leave

Annual leave entitlement runs from 1 April to 31 March every year. Your contract will tell you how many days holiday you are entitled to during this period. If you started partway through the year, your entitlement is calculated pro rata.

Grade Basic Entitlement

After Five Years’ Service

KS1 to KS7

24 27

KS8 25 28KS9 26 29KS10 to KS12

27 30

KS13 to KS15

30 30

Up to ten days annual leave can be carried over from one leave year to the next. KCC also runs a scheme allowing employees to buy and sell annual leave. This is at the discretion of your line manager, on the basis of business needs. More details can be found on KNet: http://knet2/staff-zone/leave-and-attendance/annual-leave

Useful information: Staff benefits and entitlements

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Leave arrangements for the Christmas holiday period are as follows:When Christmas Day falls on:

Offices will be closed on:

Sunday, Monday or Tuesday

Monday, Tuesday and Wednesday

Wednesday or Thursday

Wednesday, Thursday and Friday

Friday

Saturday

Thursday, Friday and Monday, Friday, Monday and Tuesday

Sickness Leave

Upon return to work, a Sickness Absence Form needs to be completed. On the first day of sick leave you must notify your line manager by 10am that you are taking leave. A medical certificate is required for absences of more than seven days (including the weekend).

A Sickness Absence Form needs to be completed (either by yourself or by your line manager), either on return or after seven days of sick leave (in which case, it will need to be updated upon

your return to work). If your return to work is not noted then you risk being put on half pay. The form can be found on KNet: http://knet2/staff-zone/leave-and-attendance/sick-leave/

Personal Leave and Carer’s Leave

With the line manager’s approval, an employee may take up to ten days of paid personal leave (formerly called compassionate leave) per year. Situations in which personal leave may be taken is down to the discretion of the line manager. Examples may include attending a funeral of someone close or to deal with difficulties following the break down of a marriage/relationship. Personal leave is given to employees in addition to taking unpaid leave to deal with urgent domestic issues. Up to five days personal leave can be used for caring responsibilities. Carers leave is a new pilot scheme and is currently only available to staff with regular hours contracts. It might be possible to apply for additional paid carer’s leave, at the discretion of the line manager.

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10 KCC Greenhouse staff group

Learning, Development and Volunteering

All staff are entitled to five days learning and development each year, two of which can be used to take part in volunteering activities. Your learning and development needs will be discussed with your line manager at your 1:1 meetings.

Details of available training courses 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 be completed. This can be found on Knet: http://knet2/staff-zone/travel-and-expenses/claiming-expenses/Expenses%20masterb.xls/view

Before claiming expenses for the first time, your will need to complete an OE1 Claims Setup Form and send it to Employee Services. This can be found in the same spreadsheet as the OE2 Claims Form.

When making a mileage expenses claim, you have to deduct your home to office mileage for your first and last journey of the day.

You will need your Oracle Assignment Number to hand when completing a claims form; this can be found on your payslip.

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http://knet2/staff-zone/training-and-development/development-opportunities/employee-volunteering/plonearticlemultipage.2007-08-23.6904776979/what-is-employee-volunteering

http://knet2/staff-zone/travel-and-expenses/claiming-expenses/Expenses%20masterb.xls/view

KCC Greenhouse staff group 11

Useful links

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

Health and Safety Information and 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 information for 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/

1� KCC Greenhouse staff group

Local Government Pension Scheme (page 106 of Blue Book)

Most KCC employees under the age of 75 are entitled to join the Local Government Pension Scheme.

Entry to the scheme is automatic on employment but staff can opt out of the scheme by contacting Employee Services.

Contribution rates are based on an individual’s full time equivalent pensionable pay (including any pensionable allowances).

Annual Income Contribution Rate (%)

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 trade unions on various issues including resolution of employment relation issues by discretion and agreement.

The recognised unions in the Kent Scheme are:-

Unison - www.unison.org.uk

General Municipal Boilermakers and Allied Trades Union (GMB) - www.gmb.org.uk Transport and General Workers Union (TGWU) – www.tgwu.org.uk

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KCC Greenhouse staff group 1�

Support Line

Support line counselling provides an opportunity for us to re-find resources within ourselves. It can enable us to approach our lives, our work and problems in a more effective and creative way.Support Line is a service that offers staff up to a maximum of 7 sessions of counselling a year. The service, which is free, is paid for by KCC as part of their commitment to staff care. Each session lasts for one hour; these will normally be once weekly, but may be spread over a longer period where appropriate. All counsellors abide by the British Association for Counselling Code of Ethics and Practice, which specifies a rigorous code on confidentiality.

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

More information can be found in the Staff Care Services folder on KNet.

Dignity and Respect at Work

We expect you to be treated with respect and dignity by the people you come into contact with in the course of your job. When this does not happen we want you to let us know and be able to offer you support to deal with difficult situations.

Discrimination, bad and offensive behaviour, harassing or upsetting language can come from any source and if it happens whilst you are working on KCC’s behalf there are a number of things you can do to address it.

FIRSTCALL is a telephone line set up especially for our staff, 24/7, so that if something happens to you at work you have a contact who will be able to provide you with information whatever time of day you ring.

FIRSTCALL08458 247 703 Textbox: 08458 247 905 [email protected]

mailto:[email protected]

mailto:[email protected]

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Flexible Working (page 82 of Blue Book)

Types of Flexible Working Arrangements Include:FlexitimeNine Day FortnightAnnualised hoursTerm-time working onlyPart-time work

The principles of flexible working will apply to all employees irrespective of the number of hours they normally work. Implementation arrangements will vary according to the conditions on which individuals are employed.

Service delivery is paramount when considering arranging any flexible working patterns for groups or individuals.

However, unless there is an overriding negative impact on business delivery, an appropriate arrangement should be granted.

Work and Wellbeing

Work and Wellbeing is part of KCC’s commitment to making and keeping KCC a great place to work by making sure that we have a healthy organisation.

Work and Wellbeing offer many services including:-

A Virtual Gym - Europe’s only online gym is now available to all KCC staff absolutely FREE! Log on to your private gym at home for classes in pilates, aerobics, dance, relaxation and more!

DVD Library – has 65 exercise titles for you to borrow free.Wellbeing Health checks - As part of KCC’s commitment to helping staff improve their health and wellbeing, you could take advantage of a free health check that includes your blood pressure, cholesterol, height, weight and Body Mass Index (BMI).

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

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Environment

Within Kent County Council we are committed to reducing our impact on the environment and to deliver this we will achieve external accreditation for the way in which we manage our environmental impacts.

Travelling could be one of the biggest environmental impacts you make.

• If you drive to work, you can minimise this by joining the Kent Car Share scheme. • Alternatively, could you make your journey to work by public transport, walking or cycling?

KCC has committed to reducing carbon dioxide emissions from its buildings and schools by 10% by 2010. Although there are many energy saving projects being implemented across the KCC estate, we all need to 'do our bit' to achieve these reductions.• Always switch your computer monitor off when you don't need it. It can account for almost two thirds of a computer's energy use. • Keep windows closed when either the heating or air conditioning is on. • Check that the thermostat on your radiator is not set too high. • Don't leave lights on all day. Natural daylight is often enough to light offices during most of the day and it is better for you.

To really make an impact we should prevent waste being created in the first place. We can all make a difference by using less, only purchasing what is required and by using resources more efficiently.

http://www.kentcarshare.com/

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Highlight


Redundancy:KCC’s Responsibilities

KCC is responsible for delivering and maintaining high quality services to the public. In response to economic, service and business needs, there are occasions when job changes or a reduction in the number of posts may result in potential redundancies. KCC has a responsibility and a statutory obligation to consult with staff and trade unions at the earliest practical opportunity over any changes to jobs or organisational structure that could lead to redundancies.

In addition, to support and protect employees, KCC attempts to identify alternative employment for employees who are at risk of redundancy. Employees’ ResponsibilitiesThe identification of alternative work is a dual responsibility between KCC and its employees. An employee who needs to find alternative work because s/he is at risk of redundancy has a responsibility to seek and accept alternative work where it is suitable. In the case of staff at risk of redundancy, a refusal to accept an offer of suitable alternative work, may result in the forfeit of the right to a redundancy payment.

KCC Approach to Redundancy

• Selection for redundancy will be against agreed, fair and non-discriminatory criteria. It is not KCC policy to rely upon volunteers as the only selection method. • Measures to achieve reductions will include a full range of options including vacancy management and

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early retirement as well as redundancies. • Final decisions on the measures used to achieve the required changes are left to the discretion of the appropriate manager having consulted with Trade Unions and staff affected and taken advice from Personnel. • Compulsory redundancies may sometimes result from organisational change, as it is not possible in all circumstances to avoid job losses through alternative measures. • For those at risk of redundancy appropriate training, paid time off to seek alternative employment and priority consideration for vacant posts will be given.

Redeployment Principles

• Staff ‘at risk’ of redundancy and who need to seek alternative work will be given priority consideration for KCC vacancies within 2 grades of their current grade, provided their application meets the basic criteria.

• Financial support will be available to employees who accept redeployment on a lower grade and may be available to employees who accept redeployment at a distance from their original work base. • All employees seeking alternative employment due to redundancy will be given a ‘settling in’ period or statutory trial period of at least 4 weeks to assess the suitability of the post.• Reasonable paid time off work, with agreement, is offered to employees seeking alternative work within or outside KCC.

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Secondments

Secondments are an excellent opportunity to gain experience and develop skills that you may not use in your current role. Secondments are short-term placements; the average length is 6-12 months and you are expected to return to your previous permanent post at the end of the secondment.Secondment opportunities within KCC are advertised in the same way as normal permanent vacancies, through Job Opportunities and the website. They are also often sent out to KCC staff as ExtraMails.

Work Shadowing

If you are considering your next move or you would like to extend your knowledge of KCC and find out how other Directorates work, why not consider work shadowing? Through work shadowing you can spend time with a person or team carrying out their day-to-day job and really get to see what their job involves.

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

If you are interested in work shadowing, talk to your line manager about your development needs. Explore the Directorate sites on KNet to identify teams and areas you have an interest in and possible opportunities.

Learning and Development Unit

Learning & Development provides managers and staff with the skills, knowledge and attitude required to meet KCC’s vision and 2010 targets. Our areas of expertise cover Management Development, Staff Development , Health, Safety and Wellbeing, Diversity Training, Investors in People, Qualifications, Coaching & Mentoring, Information Technology, Induction and bespoke solutions.

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We will: Provide high quality, customer focused development opportunities and solutions in the most efficient and cost effective way. We will ensure that your learning and development needs are our number one priority.

We will do this by:Continually looking for new and innovative ways of learning. Providing a ‘can do’ approach and adding the latest cutting edge development opportunities to our portfolio. Being flexible, responsive, positive and aiming to provide a ‘one stop’ service. Treating all our customers courteously, with respect and

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

The Unit is part funded (including salaries), which means there is a charge for the services provided (except for the strategic advice to directorates). Due to its buying power, the Unit is able to reduce the cost of training by negotiating excellent rates with external providers and venues, and maximise the IT systems to provide management information about its servicesTo gain access to our excellent services do not hesitate to contact us!

For more information email:[email protected]

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[email protected]

�0 KCC Greenhouse staff group

Are you making the most of your employee benefits?

Do you know that you can get

Cashback and Discounts:Cashback and Discounts with over 1300 retailers both locally and nationally?Extra gift vouchers free from the on-line shopDiscounts at more than 40 gyms and health clubs in Kent?10% off adult education classes?10% discount legal advice and services through Brachers?

Staff ClubDiscounted events, trips and shows including travelTax free bikes and cycling equipment?Save up to 45% on the cost of a bike and safety equipment through the Cycle2Work schemeTax free Childcare vouchers? Save up to £1100 each year on the cost of your childcare

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To see how you can benefit by being a KCC employee Log on to www.KentRewards.com

Employee Volunteering

Employee Volunteering is for everyone. The choice of activities is 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 Volunteering Policy enables all staff to take 2 of their 5 days learning and development allowance to volunteer.Volunteering is an ideal way to meet personal and team learning and development needs, contributes to evidencing the Investors In People (IiP) standard and is also reflected in KCC’s Strategy for Staff.

By implementing Employee Volunteering on and/or off the job you will utilise and develop transferable skills, for example innovation, problem solving, communication and increasing networks. Examples of the kind of activities you could take part in include; Leading a project

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KCC Greenhouse staff group �1

Supporting and maintaining the environment, Working with vulnerable groups, Befriending and mentoring , Gardening, Painting......the list is endless.

To discuss your employee volunteering ideas or for more assistance and information about KCC’s commitment to Employee Volunteering, contact Caroline Reade - Employee Volunteering Officer on 01622 [email protected]

Equality and Diversity

Equality and diversity are fundamental to KCC’s way of doing things. Kent is made up of diverse communities and we want to reflect that diversity in the people who work for us.

We believe that recruiting people with different perspectives, ideas, backgrounds and experiences helps us to provide better services for the people of Kent.

We strive to be an organisation that:

is a fair and equal employer has a workforce that is tolerant, understanding and has respect for others provides safe and accessible places to work, free from harassment and discrimination supports and listens to staff about employment and service issues makes sure the working environment is inclusive, collaborative and innovative to enable our staff to fulfil their potential at work

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

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

�� KCC Greenhouse staff group

Staff Profiles

How long have you been working at KCC? 21 years

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

Policy Officer – carrying out reviews on things like access to files, hospital social work and care management.

Did you encounter any challenges when trying to progress your career in the council? Were you successful in overcoming these challenges? If so, how?

The challenges were what make KCC attractive – there is a strong culture to take on change while valuing customer care

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

I was encouraged to always focus on outcomes achieved – when I was unsuccessful in job applications, I received helpful feedback.

Oliver Mills, Managing Director, KASS

Progressing your career within KCC may seem like a daunting prospect, but with some hard work and perseverance, it is certainly possible to achieve your goals. Here are a number of senior KCC employees explain how they rose through the ranks and share their top tips on how to make the most of your career development opportunities.

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KCC Greenhouse staff group ��

Are there any training courses or qualifications you have gained whilst at KCC from which you have particularly benefited (in terms of courses or qualifications that would be beneficial to younger people)?

Early in my career with KCC, I was lucky enough to be released me to do a 7 day course – the Duke of Edinburgh Commonwealth Study – with the private sector, trade unions and academics. Later I had an executive coach who mentored me.

What would be the most important piece of advice that you could give a younger person looking to establish or progress their career in KCC?

You achieve most when working with a team – always focus on outcomes.

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

There is still some way to go, but there is now an acceptance that KCC’s future lies with its capacity to employ younger staff – it needs to take some risks to do this.

Career History

Birmingham Young Volunteers BureauYoung Volunteer Organiser

London Borough of HackneyResidential Child Care Officer London Borough of CamdenSocial Worker London Borough of LewishamTeam Leader Kent County CouncilPolicy OfficerArea ManagerAssistant DirectorDirector of Operations

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Staff Profile


My first job at KCC was in 1989 As County Ecologist, advising the authority on the impact of major developments, such as Channel Tunnel, Channel Tunnel Rail Link, road schemes,quarries on wildlife and landscape. Also required to project manage the first major county-wide survey of wildlife habitats, set up a countywide Biodiversity Partnership, and report on changes to the land cover of Kent since 1961.


I pushed hard with my own manager for regrading when my responsibilities increased, at first unsuccessfully, but I persevered. I also had a couple of occasions with very difficult staff and learned a lot about myself in these situations, but sought expert advice ( of which there is plenty within KCC) which was invaluable in solving the problems.


Having line management responsibility, at first through attracting a work experience volunteer, and then project management, and team management. I am told that my drive, energy, passion and

Linda Davies, Director, Environment and Waste

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commitment have been a strong factor in my success


Middle Management TrainingEmotional Intelligence


If you can, get involved in Wider Contribution activity and make and cultivate as many contacts as you can beyond your immediate area of work. Keep track of the many opportunities to volunteer and use them, or take up mini secondments. Ask to briefly shadow people whose work interests you

Since your time at KCC, would you say that opportunities for younger staff have improved (in terms of career progression and

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

Yes, although I have always had access to training and development and opportunities for challenge throughout my career with KCC. I think the TCP performance structure however unpopular provides an excellent framework for all individuals to identify their needs in the round, and put in place what is necessary for progression.

Career History Cambridgeshire County Council LecturerNorfolk County Council Senior Teacher University of Kent, School of Continuing Education Part/time LecturerVarious Boards of Examiners Examiner of A - Level and DiplomasCommonwork Land Trust Ecology Project CoordinatorKent County Council County EcologistPrincipal Countryside OfficerHead of Countryside Policy and ProjectsCounty Environmental Management OfficerDirector, Environment and Waste

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How long have you been working at KCC?

19 years

At what level did you leave education (i.e. pre-GCSE, GCSE, A-Level, Degree Level)?

Degree – Social Economic History followed by a part time MSC in Social Policy and Planning whilst working 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 there something in particular that attracted you?

I worked for CSV a voluntary organisation founded by KCC and I was encouraged to apply for a Development Officer post in Social Services.


Development Officer – Social Services Department – focus was on developing policy with voluntary sector and a lead policy role for deaf and hearing impaired services.


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

Staff Profile

Amanda Honey, Managing Director, Communities

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challenge was that I wasn’t a social worker so I had to work hard to build up my credibility with practitioners and managers.


A “can do” attitude, a good networker, a reputation for delivering to tight deadlines – flexibility and willingness to learn!


MSC – Social PolicyOU – Effective Managers


KCC is a great organisation – make the most of the size of the organisation to move around, take advantage of secondment opportunities, work shadowing etc.

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

We have an ageing workforce and therefore need to develop and 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 Director West Kent (Adults and Children)

Communities Directorate Managing Director, Communities.

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Staff Profile


24 years. I applied for a residential social worker post when I was 18.


I was a relief casual residential social worker and involved me taking part in looking after children in residential units.


I was very young and at times I did face discrimination, however my hard work and commitment overcame this and I was able to prove myself, to colleagues


A commitment to the organisation , and an ability to listen and learn quickly a variety of tasks, I was also willing to take on new challenges with enthusiasm.


Try and maintain a ‘cup is half full approach!’

Michelle Woodward, County Professional Development Manager

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KCC Greenhouse staff group 29

Staff ProfileJo Empson, Contract Manager, Kent Adult Social Services East Kent Area


Since November 2004.

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 there something in particular that attracted you?

I came into KCC following a fairly short timescale successfully implementing a programme in the NHS. Attractions for me were locality, Strategy for Staff, Staff Care and Opportunities for progression in Kent, a place I like to live. During the early stages of your KCC career, what skills or experiences have helped you to stand out from the crowd when applying for roles with greater responsibility?

I came into KCC at a relatively high level and hope I have

personally brought a thirst for change and innovation to KCC and a questioning mind that challenges the whys, what’s and how’s of Policy, Procedures and Practice in KCC.”


Aim to achieve rounded and varied experiences on your way to the top, offering yourselves up for experiences wherever you can!

Ownership – ensuring you take responsibility for yourself and for the Peer Groups you are in. Owning the problem and being part of the solution. Taking the ‘bull by the horns’ and ensuring issues are spotted, worked on and resolved proactively.

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�0 KCC Greenhouse staff group

Staff Groups working for you.....

Greenhouse is a staff forum run by and for younger people working for KCC. It is primarily for staff aged 30 and under, but invites anyone who can actively contribute to the group. Our aim is to provide younger staff with information and advice. We can also provide development opportunities, and a buddying scheme.

We hold meetings four times a year to discuss issues relevant to younger staff and we invite guest speakers who provide services within KCC, such as Learning and Development and Kent Rewards, We stay in touch through regular social events and through our online forum (called Communities of Practice)

For more information email: [email protected].

The main purpose of UNITE is to support all black workers employed by KCC, to enable them to carry out their duties without any form of discrimination and harassment. All Black and Minority Ethnic Staff are welcome to attend and get involved in the forum.

UNITE meets six times a year, bi-monthly at various venues across Kent. There are additional meetings of a core group of members who meet between meetings to plan and develop work for and from the main group. The meetings consist of a range of activities including, consultation, policy reviews, training, support and information sharing.


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KCC Greenhouse staff group �1

Established in 2003, Rainbow is KCC’s lesbian, gay, bisexual and transgender (LGBT) staff group. We welcome LGBT staff as members, as well as others who have an interest in the issues, and we have wider Friends network for those who just want to keep up to date with our activity. We hold about four main meetings per year, and one or two group development sessions. We lead on LGBT History Month (February) in Kent, and take part in other Kent events including local Pride celebrations. We’re always open to new ideas on ways to support Rainbow members. Taking part in our meetings and activities is supported at the highest level as part of your work here at KCC. For more information email: [email protected]

Level Playing Field is an independent group of disabled staff and friends recognised and supported by KCC.

The group is open to all KCCemployees who consider themselves to be disabled or who have an interest in disability issues.

The group works to promote bestpractice, broadening the knowledge around disability issues within KCC.

This includes giving advice and feedback on policy and practice. The group looks at employment and service issues, identifying good practice where it already exists and highlighting scopefor improvement.


Staff Groups working for you.....

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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.

Produced January 2009

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