S&PAProfessional / Spring 2020
IN DEPTH CIMSPA UPDATE
IMSPA has grown significantly over the last five years, increasing its workforce from less than 10 to almost 40, with 19 employees joining in the last 12 months alone. And this doesn’t include our new subcommittees. As we continue to expand, the senior executive team are determined not to lose the culture they embedded when they took over the reins five years ago. It is imperative therefore that we adopt a consistent approach to how we operate within our behaviours and values. It is for this reason that we have developed our new People Strategy. Built on ensuring that the health and wellbeing of team members comes first, we did a full scoping of our benefits. These now include unlimited holidays, health care, a healthy living allowance and life insurance to name but a few. These benefits ensure we live by our values: quality, teamwork and respect. In line with our work to support an active nation, we have extended lunch breaks for those who want to exercise during the working day and we make
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“In line with our work to support an active nation, we have extended lunch breaks for those who want to exercise during the working day and we make the most of our SportPark setting, by holding walking meetings and team sports activities”
PEOPLE POWER
Morwenna Crespin, people development manager, shares CIMSPA’s new People Strategy, which has the health and wellbeing of team members at its heart the most of our SportPark setting, by holding walking meetings and team sports activities. We’ve also taken part in some office yoga. Launched last November, our People Strategy encompasses new learning and development processes, including new CIMSPA CORE training, which gets underway this year to ensure all team members are confident and competent leading a team, with HR policies and additional benefits built in to support team members. A talent management
tool will ensure internal talent is harnessed and grown, while a new employee value proposition will shake up our recruitment processes, delivery and culture to ensure people feel respected and valued and have the freedom to be the best they can be in their role. As people development manager at CIMSPA, it was my job to develop the strategy. As my role was new to the Chartered Institute, it was important that there was an understanding about
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