CCP Impact Report 2023-2024
Welcome to CCP’s latest Impact Report.
This report introduces CCP’s services across the counties they work in, and provides an insight into the work they do for the people they support. Beyond the figures, there are also real life case studies where they share with you how they helped those most at risk, and the contribution made by their superb team of staff and volunteers.
The continued support from businesses, organisations, and partners has been immense. In the current economic climate, CCP truly couldn’t succeed without their support.
CCP hopes you find this report to be of interest and if you would like any more information, please do not hesitate to get in touch.
Our People
As an Investors in People ‘Gold’ employer, we have continued to invest in making CCP a place to work in which our workforce have the skills and support they need to deliver exemplary services, whilst continuing to develop and realise their potential.
Consultation
Through a collaborative process, we have proudly devised ‘SPIRIT’ – our staff values that reflect who we are and what makes us unique. SPIRIT now drives our recruitment strategy, creating a shared set of values and common language from the outset, which follows through into how we encourage staff to reflect, and to share how we ‘live the values’, and recognise their embodiment in others.
Planning For the Future
We have continued to make investments in developing great people, with an emphasis on nurturing great leaders – which we see as those who inspire trust, confidence, clarity, commitment and belonging.
Enhanced Annual Leave
Enhanced annual leave of 25 days per year, plus public holidays, is offered to all employees. An additional days leave is accrued up to 30 days per year for each year of service.
Health and Wellbeing
We continue to lead the way in workplace welfare, recognising the unique pressures on staff that delivering health and social care support can bring. Our Workplace Welfare Manager continues to coordinate a strategy, championed by our Senior Leadership Team, that provides access to 1-2-1 or group internal or external counselling, and that brings together a committee of representatives from across the organisation to promote health and wellbeing across the charity.
Highlights this year include:
- Menopause awareness training, and an ongoing support network for anyone experiencing or concerned about the menopause.
- Staff Away Day, bringing together nearly 200 of our staff for a day of communication, belonging and fun, and with activities centred around mental health and wellbeing.
- Training staff in Critical Incident Debrief, to respond to a situation where potential trauma for staff could have occurred.
Developing Your Career
Three more of our Senior Leadership Team have undertaken intensive leadership development through the Quolux LEAD™ programme, investing 10 months of time into understanding their roles as leaders and developing new ways to impact the charity through effective leadership principles.
A new wave of leaders and managers are now able to access Quolux’s suite of How-To’s™ which takes similar principles and distils them into bite-sized modules that can be accessed electronically, on any device, whenever a leader needs it.
Pay and Reward
With the cost-of-living crisis threatening to bite into staff salaries, we were steadfast in continuing to align our minimum wage with the Real Living Wage (RLW) and adopted as a base rate its recommended new rate, which amounted to an increase of 10.1% – the single biggest increase since its inception. We continue to be one of a number of committed employers who use the RLW as a benchmark to help ensure staff pay is fair and sufficient and reflective of the true cost of living.
Further, we have partnered with Credit Union on their Money@Work scheme, that gives our staff access to affordable loans and credit for anyone in need of financial assistance.
Equality, Diversity, and Inclusion
Building on strong credentials in inclusive work practices, resulting in twice being recognised in the top 100 most inclusive employers in the UK by National Centre for Diversity (2019, 2020), our Proud2Be network continues to oversee the next stages of our Equality, Diversity and Inclusion strategy.
Drawing on representatives from across the charity and co-chaired by members of the team who have a personal drive and passion in recognising that differences we have, make us stronger. The co-chairs have recently obtained their Employee Network Leadership Stage One Qualification.
The group aims to inform, challenge, celebrate, educate and support colleagues and culture across the organisation to continue to foster a safe and diverse workforce and inclusive practices in all that we do.
“Through Proud2Be we are able to bring together a community of staff that encapsulates all that we, at CCP. are proud to be. Our frontline teams, head office based staff, volunteers, apprentices and students of all ages, abilities, culture, faith, gender and sexual orientation share one thing in common – we are all working towards the common goal of supporting each other and those we work with. We are able to celebrate and help educate our colleagues through the rich and diverse tapestry of individuals that make up CCP.”
Debra Page, co-chair of Proud2Be
To read more about CCP’s Impact Report click here.
