Staff Magazine

Issue 1
It
!
u
o
y
t
u
o
b
a
l
’s al
The magazine for MacIntyre staff
www.macintyrecharity.org
Welcome...
...to our first staff magazine; as the name
suggests, it’s all about you!
I hope that you enjoy the look and feel
of your magazine, we have designed it so
that you can browse through as and when
you like, so do keep it nearby. Please feel
free to also share stories with the people
that you support.
We have some fabulous articles written
by staff, as well as lots of interesting facts
and information that relates specifically
to you. Our next publication is due in
April and I truly welcome your
contribution to this publication.
My special thanks to the staff who have
contributed to this magazine, you have
provided some amazing stories to share
with our colleagues and David Savage,
who has designed this publication.
We would of course like to have your
views about the magazine, so please get
in touch at
helen.bass@macintyrecharity.org
Finally I would like to take this opportunity
to thank you for the contribution and
commitment that you make to
MacIntyre. It is a very special place to
work and that only comes with having
very special staff.
Enjoy reading…
Helen
Workforce
Director
Your Views Matter
Staff Survey – Coming Soon
On the 7 October we will be launching our 2015 Staff Survey –
Your Views Matter.
We want you to help us understand how you
feel about working at MacIntyre in relation
to important areas that impact you such as
job satisfaction, wellbeing, your colleagues,
management, leadership, performance,
communication, reward and recognition, values
and engagement.
Information relating to the survey is being sent to
staff. Alternatively, information can be found on
My MacIntyre. Your views do matter, so please do
complete the survey.
Positive Behaviour Support (P B S)
What is it and why are we doing it?
MacIntyre has just launched a new Positive Behaviour Support
(PBS) Policy. This is an exciting new policy which replaces the
previous Positive Approaches to Behaviour that Challenges policy
and takes the approach that the old policy started forwards with
a great leap. PBS is now internationally recognised as the most
effective and moral way to support people whose behaviour is
of concern. It is a values based approach, just like good practice
at MacIntyre is, so stage one of PBS at MacIntyre is all about
ensuring the MacIntyre values, the Promises and the approaches
described in the MacIntyre DNA (person centred planning and
Great Interactions) are your guides to the way you do your job.
The primary goal of a PBS approach is about increasing the person
you support’s quality of life, or well-being. Reducing incidents of
concerning behaviour is a secondary goal.
Our new PBS Coaches will be helping our teams across MacIntyre
to better understand the behaviours of the people we support and
to develop plans to improve people’s well-being and reduce their
need for behaviours of concern.
www.facebook.com/MacIntyreCharity1
@meetmacintyre
uk.linkedin.com/company/macintyre
2
Our mission is to be recommended and respected for offering the best choice,
providing best value and employing the best people in support of children and adults
with learning disabilities.
www.youtube.com/providingsupport
Great Interactions
Promises
re
Following the launch of the MacIntyre Promises in November
he MacInty
T
last year we are now rolling these out across the country.
Staff will be learning about the Promises from their managers as part of DNA
training and there are workshops taking place all over the country in October and November for staff and the people we
support to further explore what the MacIntye Promises mean. We are also looking for stories to share about things that
have happened as a result of the Promises, so please do get in touch with Sarah Nicholson and you never know, maybe
the person you support would like to feature in the next MacIntyre Promises film?
Sensory Events
Roadshows
Last year about 500 people from around MacIntyre came
to a roadshow to have a day of celebration, sharing,
meeting new people and reconnecting with people not
seen for a while. The atmosphere was full of laughter, fun,
smiles and achievement. The success of both events can
be attributed to the wonderful creativity of so many staff
who set up zones for people to enjoy.
Following a successful sensory event in Milton Keynes with
Richard Hirstwood in June, staff who attended created
a second event for other staff and the people they support.
The creativity of this group of enthusiastic staff was superb
and the effort some people had gone to was amazing.
We had some wonderful story umbrellas, touch and feel
stories, a sparkly snowy sensory tent, drums and lights,
a butterfly wonderland, lights and images projected and
sensory boxes and items to explore. However there were
two things that were particularly unusual:
Charlie McCormack from Woodland Road had invented an
ultra violet kaleidoscope torch, and Nicky and Kerri from
The Monros created a sensory fish tank and also brought
along Crazy Soap Foam that we sculpted into creatures.
This two day event will be repeated in the north on the
13 October at the Daresbury Park Hotel. Please contact
Anita Waddington for more information. at
anita.waddington@macintyrecharity.org
So what did we do? People dressed up, played music,
made pompoms, cards, gift tags, decorated cakes and
biscuits. Mocktails were created and enjoyed, the panda
was hugged, games were played and medals won. People
did quizzes, spotted purple things, and had MacIntyre
tattoos: the list of activities goes on and on.
The roadshows were enjoyed by everyone.
Planning will soon start for the 2015 roadshows; in fact I
know a few services are already coming up with ideas! The
dates are:
North Roadshow - December 2 - Daresbury Park Hotel,
Warrington
South Roadshow - December 10 - Towcester Racecourse
Please do get involved and make these days special for
everyone. For more
information please contact
Gwenne McFadzean.
3
Investors in People Awards 2015
MacIntyre was shortlisted in the 2015 International Investors in People Awards for
‘Gold Champion of the Year’. This elite category recognised high-performing and
high-achieving organisations that put people at the heart of their future success.
As a finalist we had to demonstrate how we developed and empowered our staff in
order to bring improvements at every level, in every team, every day. There were
over 400 nominations from across the world and from a wide range of sectors, so
this was a fantastic achievement for us to be recognised as a finalist in this category. Congratulations to all our staff on
this achievement and also to the Internal IiP review team who have led the way on our IiP journey.
st group
e
r
e
t
n
I
l
ecia
The Autism Special Interest Group is
utism Spr
A
a great place to learn more and take time to reflect
on the things that impact the lives of people you support who are on the
autistic spectrum. At the last meeting we had the amazing opportunity to hear not one but two
people with autism speak about their experiences. Sarah Hendrickx is a lady with autism who runs her own consultancy
firm and presents, and performs as a comedian, on life with autism. She is an exceptional speaker, very funny and really
got us thinking about life through the eyes of a person on the spectrum. Her training focuses a lot on developing
empathy: Trying to see and experience the world through the lens of a person with autism. The autism special interest
group thought that this approach would make much more difference to the way people work than learning lots of
technical facts about autism can. Since the meeting some people from adult services have been lucky enough to attend
some trial training courses with Sarah and we are currently planning ways to ensure all other staff who support a person
on the spectrum have this opportunity.
After hearing from Sarah, the group heard and watched a fantastic presentation by Tom, a young person we support
thought No Limits. Tom started to develop his presentation as part of a piece of work on anger management. Tom and
the team supporting him recognised the potential for other people to learn from his story and together they have
developed a fascinating, insightful and very creative presentation which Tom has been taking out to various groups.
Tom shared many of his frustrations throughout his childhood and clearly explained why some things make him feel
angry, lonely or let down. It was great to have such an insight from the perspective of a teenager trying to fit into the
world.
We want to ensure that every person on the spectrum in MacIntyre is better supported due in part to our work.
We welcome input from staff at all levels with a passion for learning about and doing something better about autism
If you’d like to find out more about the autism special interest group contact Belinda Manning at
belinda.manning@macintyrecharity.org
Leadership Development – Great leaders help us feel valued and able to be the
best we can be
At the beginning of the year a small group of Managers met and discussed developing some type of ‘MacIntyre Leadership
Charter’. The aim was to find out what makes a great leader by really understanding the things that are important to and
make a positive difference to our staff. We decided to learn from what works well rather than focusing on what might not
be working and the team set about having positive conversations with practitioners and frontline managers across the
country.
The stories of great leadership that came back from our staff were truly inspiring. Many stories centred around leaders
who had made people feel valued and supported, or empowered them to see and achieve their personal potential. It is
clear we have some exceptional leaders within MacIntyre and can learn lots from understanding what they do that makes
the difference.
On the 6 October we continued on our leadership journey by hosting our “Inspiring Leaders Conference” at West Bromwich. At this conference our new Corporate Strategy was launched as well as MacIntyre Managers having the opportunity
to discuss with their colleagues ways that will empower them to inspire, engage and lead to achieve excellence.
4
If in doubt - raise it
How often have you heard a terrible story where someone was mistreated or harmed
and thought how awful the situation was - why didn’t someone speak up and stop that
from happening?
At MacIntyre we want everyone to feel confident that they work in a culture of openness
and transparency where you, your colleagues, the people we support, as well as visitors feel
safe and encouraged to speak up when inappropriate or concerning behaviour is witnessed.
All staff at one time or another have concerns about what is happening at work. Usually these are easily resolved.
However, when the concern feels serious because it is about a possible malpractice, fraud or danger that might affect the
people we support, our colleagues, or the organisation itself, it can be difficult to know what to do.
It may feel difficult to raise a concern; you may not be sure of what you witnessed or you may feel it’s not your business.
What if you raise something and you were wrong? At MacIntyre we strongly encourage all employees who are troubled
by something which they have witnessed or think MacIntyre should know about to speak up. No-one is in trouble for
raising a concern. There are many ways for you to raise concerns – through your immediate Line Manager; your Area
Manager or the HR Team. Full guidance on how to raise a concern is given in MacIntyre’s Whistleblowing Good Practice
Guidance which can be found on My MacIntyre – Policies and Guidance.
Please if in doubt – raise
it.
Training Opportunities
MacIntyre is a recognised training provider, partnering with
other training organisations such as City & Guilds; ILM,
NOCN and ProQual. We offer an extensive selection
of professional and accredited development training
programmes. Here are some of the qualification training
programmes that we currently have available for staff.
• Level 2 and 3 Diploma in Health and Social Care
• Level 3 Diploma for the Children and Young People’s
Workforce
• Level 3 Diploma for the Children and Young People’s
Workforce
• Level 5 Diploma in Leadership for Health and Social Care
or Children and Young People’s Services
• Level 3 Award in Education and Training
• Level 3 Certificate and Diploma in Leadership and
Management
• Level 3 Award and Certificate in Coaching
• Level 3 Award and Certificate in Mentoring
• Level 5 Award Certificate and Diploma in Coaching and
Mentoring
• NOCN Level 2 and 3 Award in Supporting the Needs of
Individuals with Profound & Multiple Learning
Disabilities (QCF)
• ProQual Level 3 Diploma in Providing Community
Justice & Social Care Interventions for Individuals with a
Learning Disability or Autism (QCF)
If you are interested in any professional development,
please do speak to your line manager or Lynn Kennedy,
Workforce Development Manager
at lynn.kennedy@macintyrecharity.org
Staff Support are on the road
Members of the Staff Support team are visiting services
over the coming months to introduce themselves and
to chat over how we can support you in ensuring that
our employees are paid correctly each month.
All together Staff Support have almost 60 years’
experience in MacIntyre. However, although we feel
that we have great interactions with our respective
contacts over the telephone and via email we really
want to get to know you better and understand your
prioritise and obstacles when it comes to providing
us with monthly returns and employee changes each
month.
Some of us have already visited services or FLM
meetings and we feel that these benefited both us and
(hopefully) the people we met. We got great
satisfaction from meeting up with those of you that we
have only spoken to over the ‘phone and came away
with a much better understanding of your workload.
From feedback from these meetings we have produced
a ‘Frontline Manager Pack’ which we will be providing
at all future visits and have adapted several of our
forms and processes.
Lynn, Lydia and Suzy visited Warrington in August
and we will continue to arrange visits throughout the
remainder of the year. If you would like us to visit you
or want a copy of the ‘Frontline Manager Pack’ please
do get in touch with Sue Edwards at Central Office.
5
No Limits
Maria Tole and Rachelle Russell are the Head of
Operations for MacIntyre No Limits: Rachelle
oversees the North, Maria covers the South.
Here they describe No Limits:
We are often asked what is No Limits? What does it do?
No Limits started in 2007 with four young people with
learning disabilities, autism and complex behaviours from
Oxfordshire, who had either been excluded or had
completely disengaged with their education. We wanted
to do something different so - and adopting an approach
that coined the phrase ‘No Limits’ - we completely
re-thought how education could work for these young
people. We developed programmes where education was
delivered in the young person’s community and away from
some of the classroom and school environments which
they struggled with.
No Limits has grown, but the core values and aspirations
remain. Much of No Limits’ work is now working in
partnership with mainstream Further Education colleges
so that young people can continue their education.
As with Adult Services, No Limits is divided into areas
which are overseen by a Programme Manager, who line
manages the Programme Co-ordinators. These are the
teachers who plan and organise the Individual Learning
Plans.
Would you
like £100?
If you know someone who doesn’t
currently work for us, and you think
they’d be a great fit for one of our
jobs, recommend they apply for the
position.
As a way of thanking you for your
referral you will receive £100 in
vouchers.
6
Contact our Recruitment team at
jobs@macintyrecharity.org to find
out more about vacancies in your
area.
Community Learning Facilitators (CLFs) provide direct
support. This is often not in a traditional classroom
environment and involves lone working so they have a
high level of responsibility to deliver the agreed learning
objectives. MacIntyre train all CLFs to undertake their first
level teacher training qualification to support the
development of these skills.
No Limits has a great track record in supporting career
progression. CLFs have moved into the role of Programme
Co-ordinators and have undergone their full teacher
training qualification for post-16 year olds. Other roles
such as My Way (transition) Facilitator positions have also
been successful career routes.
We both started work at MacIntyre as Support Workers
and have worked as Senior Support Workers, Heads of
Service and Area Managers across many of MacIntyre’s
Adult Services and schools. Consequently we are big
believers in promoting MacIntyre’s career development
opportunities and will ensure this remains a focal point for
No Limits.
Rachelle
& Maria
Rachelle
Maria
Did you know....
At present our youngest employee is 17 years old, whilst our eldest
employee is 79 years young!
Fab Fac
ilitator
Earlier this year in Oxfordshire No Limits we
introduced the ‘Fab Facilitator’. This was introduced as a tool
to identify best practice amongst our Community Learning Facilitators (CLFs) and celebrate the
fantastic work they do; specifically focusing on the ten facilitation skills. To date we have
celebrated two Fab Facilitators - Vicky Paterson (March) and Simone Such (June). We currently
run these on a termly basis although due to the positive feedback from our CLFs of this
celebration, we will implement this half termly from the new academic year.
As a ‘reward’ for winning the Fab Facilitator we give staff a £15 voucher
of their choice. We will also be setting up a staff board within our
team base to further identify the winners, and nominees, of the Fab
Facilitator to continually share and celebrate this good practice.
One of our Fab Facilitators, Vicky Paterson, stated that “It was really lovely to be nominated
by my peers, managers and the No Limits learners as a Fab Facilitator. It is a lovely way to be
recognised as having excellent facilitation skills and to receive such kind feedback.”
Vicky
Simone
The Fab Facilitator is a positive tool used across several No Limits services to celebrate and
share best practice amongst staff. It has certainly been a positive experience for the Oxfordshire service and is a tool that could be implemented into all of MacIntyre.
Being a mentor
No Limits recently started a Peer Mentoring project as part of our talent
management initiative. Mentors have completed a Level 3 Coaching
and Mentoring qualification through the Institute of Leadership and
Management. Here is what Natalie had to say about it:
This year I have had the opportunity to become a mentor. I have been
mentoring five colleagues to reach their individual goals. Meeting them
on a one to one basis and giving them the time they need to work
through difficulties has supported them to fulfil their potential as well as
help me to develop my skills in communication and listening.
For people I mentor these sessions provide the time to chat about
issues or ask those questions. The fact that I am a peer on the same level
encourages the mentees to be more honest and ask the silly questions
that they may not want to ask their managers.
For me, as the mentor, I have been able to develop skills in advising and
guiding others. This mentoring role has shown me how important open
questions are. I have found that prompting them to come up with the
answer themselves supports their personal development.
The mentoring scheme helps to keep
standards of practice high as well as
helping new staff feel supported while s
ettling into their new role. The scheme
also provides experience for the mentor
in supporting colleagues. Mentees have
also said how much they appreciate it
and find the extra support very beneficial.
Natalie Rusher
Natalie
If you are interested in becoming a mentor,
please contact Lynn Kennedy. See page 5 for training opportunities.
Jo Kent
Programme Coordinator- MAP
Compliments
In May this year the interactions of
our staff with a young person moved a
member of the public to phone to make
a donation to MacIntyre.
John, a pensioner from St Helens saw
Nicole and Jess supporting a young
man at the park. He was so impressed
by their warmth that he assumed they
were related to him. He called the
service to feedback how impressed he
was, explaining that he had lost twin
sons many years ago, one of whom was
severely brain damaged. John said that
had they survived he would have been
thrilled for people like Nicole and Lauren
to provide support. He likes to donate to
worthy causes in celebration and honour
of his sons.
A big thanks to
Jess and Nicole
for doing
what you
do, you
deserve this
recognition.
Nicola ss
& Je
7
Wingrave School
Our purpose-built school and residential homes at Wingrave provide education, care and support for
young people aged 10-19 who have complex learning difficulties. Here you will find a vibrant, creative
and diverse community where we encourage each other to achieve all we can in a safe and
healthy environment.
er
he summ
t
g
in
y
o
j
En
The lead up to the summer holidays is always a very hectic time for schools and that is exactly what it was like at
Wingrave. We had a fantastic sports day where students had the opportunity to take part in a range of exciting games and
activities including archery and javelin, target games, an obstacle course
and of course some traditional races.
We also had a special assembly to present sports day prizes and celebrate our students’ achievements across the year.
ASDAN certificates were handed to those who completed modules. Many exciting trips have also taken place during the
summer months; with Southend being a favourite destination for fish and chips on the beach. Students have enjoyed
Ten Pin Bowling, Bounce MK, as well as completing a five mile cycle ride, playing crazy golf and taking on the climbing
challenge at Big Rock.
Of course none of these activities would be possible without our staff. We have a fabulous team of people working
within the school and residential homes who really do strive to provide the very best outcomes for the children and
young adults we support.
Our School Pro
m
At our 2015 School Prom we said goodbye to our
school leavers. Limousines, dinner jackets and
beautiful frocks marked the occasion. The hall was
decorated in spectacular fashion and parents and
invited guests looked on proudly as our amazing
young people took centre stage.
We were entertained by the Haddon Beats who had prepared a
fantastic repertoire of songs. Delicious food was provided by
MacIntyre Catering. Then came the after party where we enjoyed dancing to the fabulous disco.
Many, many thanks to Shauneen and the dedicated members of her committee for making this such a memorable event
and such a wonderful way to say goodbye.
r...
Come Togethe
The Wingrave Seniors came together to spend a day on Great Interactions, but the outcome of
the day was rather different than planned. As they started to share their stories and reflect on the
facilitation skills used it became apparent that we needed to capture these, share them with the
rest of the staff team and encourage others to share these short but powerful and inspiring
reflections - and so the Wingrave Stories book was created.
8
It consists of pages of the stories the Seniors told and blank pages for other staff to add their
stories too. A simple, yet wonderfully effective tool for everybody
Welcome to Fiona
Fiona Veitch will be moving into the role of Principal at
Wingrave School for the next academic year. Fiona’s
experience of working with children with autism and
associated learning difficulties is vast and varied, and
includes setting up and leading a school offering
specialised and inclusive support for children with autism.
Training staff to develop their understanding and
perceptions of the needs of children with autism has
always been a key feature of Fiona’s work. She holds on to
the principle that an empathetic and skilled workforce is
essential to developing high quality, targeted educational
provision that enables the individual child or young person
in question to develop beyond any preconceived notion of
their potential. Working with families is also central to her
ethos.One of her priorities is to create positive, supportive
relationships that provide continuity for the child or young
person.
Fiona said;
“I am excited to be
leading the school
forward in the next
stage of its development.
In the time I have been at
Wingrave I have been so impressed
by the quality of the relationships between staff and
students and the level of commitment of the team who
constantly give above and beyond.
Everyone has proven themselves to be very resilient in the
past few months, working hard to implement the changes
that we have needed to drive the school forward in its aim
to provide the best possible education for our young
people; their willingness and determination has been
inspiring.
In the new academic year we will build on the excellent
practice that is already in place, developing our skills and
knowledge and enabling our students to progress and
achieve beyond expectations“.
Fiona is committed to developing awareness and
understanding of autism in the community so that
children and young people have the best possible
opportunities to lead fulfilling and independent lives.
My personal transition
life the written information we receive from the various
stakeholders about a potential new student, giving us a
better sense of their personality.
I’m Denise Rogers and I have been working at MacIntyre
School, Wingrave for 19 years.
On the recommendation of a friend, I initially applied to be
a volunteer and was offered a Learning Support Assistant
(LSA) position. MacIntyre has given me the opportunity to
develop my career through the posts of LSA, Senior LSA,
Unqualified Teacher and Sensory Specialist to my current
post of Transition Facilitator.
On a day-to-day basis, I liaise with families, social workers,
commissioning officers and schools - and anyone else
involved in what can be a complex scenario. We found
that having just one point of contact helped parents, who
have often made a difficult decision to place their child in
a residential school. I co-ordinate assessment visits at the
young person’s current placement carried; then bring to
Although all referrals have to be made by the local
authority, many begin with an enquiry direct to the school
by parents exercising their right for parental choice; often
they have been recommended to us by parents of current
and past pupils.
Over the years I’ve seen many of our young people thrive
and progress to heights that their parents and families
couldn’t imagine. The School Prom is a great opportunity to meet up again with some of those families and
share their child’s progress. The Prom has always been a
resounding success and a wonderful way for our young
people, their families and staff to celebrate their time
in the school and to wish them good luck in their future
adventures.
PS - You too, could be responsible for helping the career
of a good friend by suggesting they consider working for
MacIntyre - who knows where they’ll be in 19 years’ time?!
Denise
9
ng Director
A few words from our Managi
I would like to take this opportunity to thank everyone who took
the time to share their views during the Here to Hear
discussions and during my subsequent visits to a number of
services across the organisation. Your comments, stories and
feedback have been invaluable in the development of our new
strategy, the details of which we are proud to unveil in this
newsletter. I hope we have captured your ambitions well and
given you confidence about our plans for overcoming the many
challenges facing our sector.
I heard many exhilarating stories of ambition, achievement and
success as I travelled around the country and I witnessed warm
and compassionate relationships both of which make MacIntyre
a truly special place to live, learn and work. Our success is
without a doubt the result of the commitment, creativity and
resilience of our workforce and I would like to thank everyone
for this. Our strategy sets out how in these challenging
economic times we will continue to invest in the recruitment
of the right people in a timely fashion and in the right numbers.
This remains one of our number one challenges as the demand
for social care increases significantly over the next ten years and
the numbers of people available for work decreases. The key to
success is creativity and making sure each area has an approach
that is right for them. We all have a role to play in introducing
and welcoming new recruits to MacIntyre. I would like to thank
everyone who has contributed to local recruitment activity to
date and please do keep your ideas coming!
We will continue to invest in the induction, training and the
ongoing support of every employee. I hope you are realising
the benefits of the new and improved induction, the increase
in training and the sharing of good practice in the areas of dementia, autism and positive behaviour support. We want every
member of staff to feel supported and to have the confidence
and skills to do an excellent job. Thank you to everyone who has
spoken to Lynn Kennedy, Gwenne Macfadzean, Martin Bertulis
and Catherine Farrell about local requirements and for the
efforts in fitting this training into your busy schedules.
Lastly I would like to thank each and everyone one of you for
working so hard and for showing such resilience doing the worst
economic crisis that the social care sector has ever experienced.
I would like to reassure you that we will continue to work
with every local authority to ensure that their funding is of an
appropriate level for us to provide the excellent services that
characterise MacIntyre including our ability to pay you a fair and
competitive salary.
Your resilience commitment and creativity means that we can
be ambitious for our future and I am in no doubt that we will
achieve great things over the next five years. I would like to
thank you once again for making this possible.
10
r Trustees
The Role of ou
MacIntyre is a charity and by law has to have a
board of Trustees. MacIntyre currently has ten
Trustees who have independent control over the
charity and are legally responsible for making
sure we are doing what we were set up to do. All
of our Trustees are unpaid giving generously of
their time and expertise on a voluntary basis.
We are fortunate in MacIntyre to have a strong
and highly skilled Trustee Group. They have an
excellent blend of capabilities which include legal,
financial, risk management, property, sales &
marketing and general management skills. Three
of our Trustees, including our Chairman, have
relatives who are supported by MacIntyre and in
addition another Trustee is a parent of a disabled
person.
The board of Trustees meet monthly with Sarah
Burslem and other directors. Reports are prepared
setting out what we are doing and how well we
are doing it. At each meeting we will focus on a
particular area of our organisation (Adult Services,
Children and Young People, Schools, Support
Services) enabling the Trustees to ask challenging
and searching questions about performance.
It is important that they are satisfied that we are
meeting our objectives and that the resources
within the charity are allocated in ways that
support these objectives.
In addition to these monthly board meetings
there are subcommittee meetings that focus on
the following aspects of MacIntyre’s work: audit
and Risk, Remuneration, and Property. These
committees are chaired by an appropriately
trained and experienced Trustee and enable us to
look more deeply at these important areas of the
organisation. Lastly Trustees like to get out and
about and will do visit a range of services as often
as they are able to. Details and pictures of all of
our Trustees can be found on our website.
Corporate
Strategy
the D N A
Introduction to
As we approach our
Jubilee year it is timely
to reflect on our past and
to plan for our future. We
are very proud of what
we have achieved over
the past 50 years and of
the distinctive
characteristics that
have flowed through
everything we have done
during half of a decade.
These characteristics
are now defined in
our “DNA” which has
recently been updated.
Our DNA sets out the
“MacIntyre Way” by
being clear about what
influences us, who we are
accountable to and how
we will know if we have
been successful.
This is an example of our Corporate Strategy which incorporates four key pillars – (i) The People We
Support; (ii) Our Staff; (iii) Quality and (iv) Sustainability. An overview of our strategy will be sent
out to all staff with the full strategy being available to view on My MacIntyre
11
Staff
Enhanced Annual Leave
The Statutory requirement for a full time employee in the UK is 28 days holiday including public holidays.
At Macintyre our full time holiday entitlement starts at 25 days + public holidays making a total of 33 days. Plus,
you receive an increase of a day for ever year completed as at the 1st January each year (up to a maximum of 5
additional days).
Looking after your health and wellbeing
Work can have a positive impact on our health and wellbeing. Healthy and well-motivated employees can have an
equally positive impact on the organisation and the people we support. When you do suffer from illness or injuries
we have a number of initiatives in place in order to support you and your family:
•
Sick Leave
When you have over 12 months service with MacIntyre, you will receive company sick pay for absences
due to ill health. Please refer to your contract for further details.
•
Employee Assistance Programme (EAP)
We offer access to a confidential support service for all employees and their immediate family members,
which includes counselling and advice on issues such as stress, health, relationships,debt and family
matters. Telephone: 0800 030 5182
•
Corpore
Corpore is an independent rehabilitation service who provide our staff with support for minor injuries
incurred at work. For further information, please contact the HR Department on 01908 230100
•
Occupational Health
To support your health and wellbeing MacIntyre work with an independent organisation known as Health
Assured in order to support you with health problems.
For further information, please contact the HR Department on 01908 230100.
Savings Scheme
This is a new scheme introduced in April which allows staff to save for a fixed period in order to assist with their own
financial wellbeing. In addition to your savings you also attract 2% interest if you stay in the scheme from the time
you join until November. Please contact Staff Support if you would like to join.
In addition
to all this...
MacIntyre
employees
can save up to
25% off
at the following
high street retailers
12
MacIntyre Rewards
Offering you a great range of discounts on travel bookings, high street shops, gift cards, cinema tickets and leisure
activities. For further information log on to My MacIntyre.
Long Service Awards
In order to recognise your commitment to MacIntyre, we reward our staff for their continuous length of service.
At 5 full years of service, we will treat you to High Street vouchers to the value of £50, and then further vouchers for
each full five years thereafter, up to 30 years of service where you will receive vouchers to the total of £350.00
Death in Service
Whilst no one likes to think about passing away, it is reassuring to know that MacIntyre will pay a lump sum (twice
your salary) to your beneficiaries if you die whilst employed with us. Further Information about this benefit will be
sent to you in the very near future.
Pension
Employees who meet the age and earnings criteria are auto enrolled in the organisation’s pension scheme through
Black Rock. Employees who are not eligible for automatic enrolment are still able to join. If you would like to know
further information about how MacIntyre contributes to your pension scheme or you would like to join the pension
scheme, please contact Staff Support on 01908 230100
Training
All staff receive a full induction and their own Personal Development Portfolio with access to ongoing flexible
learning and development from e-learning to distance learning and further education. For further information about
professional development opportunities please refer to page 5 or contact Lynn Kennedy by email at
lynn.kennedy@macintyrecharity.org
Career Opportunities
At MacIntyre, many of our senior managers have progressed within the organisation from Support Workers. As a key
member of the MacIntyre Team, you will have open access to all development and career progression opportunities
where your skills and potential are recognised, rewarded and highly valued. If you would like to know more about
our Talent Management Programme speak to your Manager or contact Lynn Kennedy by email at
lynn.kennedy@macintyrecharity.org
Family Friendly Policies
As a family oriented organisation, we offer parental and flexible working arrangements whenever practicable.
Please do not hesitate to speak to your line manager about flexible working arrangements.
Recommend a Friend
In order to thank our employees who successfully recommend a friend to come and work at MacIntyre, we like to
reward them with an introduction fee of £100 in high street vouchers shortly after the new person starts work.
Contact the Recruitment Team for further information.
Did you know...
MacIntyre has over 120 services spread
across England & Wales and we currently
support over 900 people.
For further information log on to My MacIntyre – click on to
“MacIntyre Money” and visit “MacIntyre Rewards”.
13
icate
care
certificate
are Certif
he C
T
The Care Certificate was developed as part of the Camilla
Cavendish Review work which consisted of an Independent
Review into Healthcare Assistants and Support Workers
in the NHS and social care settings and was launched in
April 2015.
The Care Certificate is an identified set of standards, 15 in
total, that health and social care workers in adult services
must follow in their daily working life. The Care Certificate
supports the start of a career journey by providing workers
with the introductory skills, knowledge and behaviours
that will enable them to provide compassionate, safe and
high quality care and support.
In MacIntyre we support our new workers to complete the
Care Certificate by assigning them with a mentor for help,
advice and guidance. There is also clear signposting within
the Personal Development Portfolio (PDP), to the learning
activities that need to be completed and by when. As each
of these learning activities are finished there will be a set
of questions and planned observations that will need to be
undertaken to test knowledge and understanding.
Since the introduction of the Care Certificate there are
approximately 35 new MacIntyre staff going through the
process. In a recent audit the feedback is mixed, with
some of our new workers saying:
• I’m progressing well”
• I’m getting good support from my manager/
mentor
• I really like the structured approach
• It has enabled my induction to be much
more effective
To those who are experiencing some issues (eg “feeling
a little overwhelmed by the process”; “I received my PDP
weeks after employment”) we will continue to monitor
and review how the process is going and would love to
hear back from you if you have any comments, thoughts
or would like support to improve the process.
Please contact lynn.kennedy@macintyrecharity.org, phone
07917 461572
Plans
Supporting Local Training Review and
Getting staff training and development right is fundamental
to making the experience of new workers at MacIntyre the
best it can be.
Our induction, development of core skills and specialist
knowledge is an investment in each individual worker and
we believe they should have a solid and robust training
and development plan that supports this.
The plan will demonstrate how each individual worker is
developed to work within our DNA framework and will
increase knowledge, skills and understanding. These will
be implemented and embedded into practice and helps
MacIntyre workers gain confidence, competence and
resilience in the practices they undertake.
In the past couple of months a small pilot group of Frontline Leaders and their teams have been supported to begin
to consider what their own individual service training plan
would need to include. They were encouraged to reflect
and really think about three areas that included:
• Must (compliance) = medication, manual handling, etc.
14
• Should (recommended) = communication, confidence
building, great interactions
• Could (developmental) = Introduction to the wider
MacIntyre (visiting services etc.) Certificate in
Mentoring etc.
On completion of this exercise they were supported to put
their findings within a template plan which will be
transferred onto My MacIntyre and for each worker
accessing their My MacIntyre page, they will have access
to their service specific training at outlined in the plan.
How can we support local ownership of training?
• By using the Must, Should and Could
• We will support you by providing resources and input
for every service as you require
• We will consult with managers establish “compliant”
• An individual My MacIntyre for each service
• An individual training report for each service
• Training gaps will be identified and solutions sought
and planned for.
For more information contact
lynn.kennedy@macintyrecharity.org, phone 07917 461572
g
n
i
s
i
a
r
d
n
u
F
fundraising
MacIntyre’s Fundraising team is based at Central Admin
and will be able to support you with any fundraising ideas
you may have.
Did you know?
Every penny raised for your service stays at your service?
The first prize every month for the MacIntyre Lottery is
£500 cash?
We can help you claim Gift Aid for any donations you
receive at your service, making your donation worth an
extra 20%?
Staff Council Award Fund
The Staff Council fund provides benefit to the whole
services. The fund has previously been used for sensory
room equipment, laptops/iPads/touch screen, music and
sports equipment, summerhouses, garden projects.
How to apply
Contact your local Staff Council representative or the Staff
Council Chairperson at Central Admin for an application
form. Applications must be signed by the local
Staff Council Representative.
MacIntyre Lottery
If you play the MacIntyre Lottery you’ll have a chance to
win one of seven cash prizes every month. Anyone can
play - staff, friends, families etc. The MacIntyre Lottery
is also a great way to raise funds for your service: you can
nominate any service to receive the money you pay for the
Lottery, so at the end of each financial year your
nominated service will receive the £60 you have paid in.
MacIntyre ‘Pots’ of Funding
There are three ‘pots’ that are managed by different teams
that can be accessed if you need additional funds for your
service or someone you support:
Your Money Fund
The Fund offers the opportunity for those who experience
hardship to have a one-off payment. Examples might
include a holiday, personal furniture, new clothes.
How to apply
Applications should be submitted to your Head of
Operations, but must first be counter-signed by your
Frontline Manager/Programme Co-ordinator and the Area/
Programme Manager.
Great Interactions Fund
This Fund supports good ideas linked to Great Interactions.
How to apply
Contact gwenne.mcfadzean@macintyrecharity.org for
more information
15
Staff
Council
Your Staff Council makes a difference to the organisation - we are
here for you and your colleagues.
By representing you, and listening to your views, opinions and
ideas, we are able to challenge existing procedures and policies and
present your suggestions for change, as well as introduce new ideas
to the senior management team of MacIntyre for consideration.
For example it was the Staff Council that put forward the idea of
producing a staff magazine and we were also responsible for the
title of the magazine – “It’s all about you!”
We believe in maintaining a positive approach and always promote
MacIntyre’s values and philosophies to build strong working
relationships with staff. We are proactive and support staff in a
positive and motivating way; we help to improve staff morale
where necessary, and maintain support for staff to have a voice.
“Happy staff leads to happy children, young people and adults we
support”.
We meet 5 times a year for council meetings with the senior
management, and the council meeting minutes are available
for everyone to see. We also produce quarterlynewsletters. We
distribute the council meeting minutes and council newsletters to
everyone via your email. Also look out for the council minutes and
newsletters displayed on staff noticeboards and information
folders, these are also posted on the Staff Council noticeboard on
My MacIntyre for everyone to see, and we have a council group on
Yammer.
All the council members are friendly, approachable and keen to
meet and represent you. Here are your council members, look out
for their poster in your area with their contact details, visit My
MacIntyre or contact
staff.council@macintyrecharity.org for more details.
We currently have three vacancies on the council – in
Leicestershire/Derbyshire, Powys and Central Office in Milton
Keynes. If you are interested in knowing more please contact the
chairperson adele.houchin@macintyrecharity.org
We look forward to hearing from you soon.
16
Adele Houchin
Chairperson
Joanna Booth
Lancashire & Warrington
Christina Hayes
Shropshire
Danielle Percy
Wingrave & Leighton
Buzzard
Debbie Tennant
Milton Keynes & North
Buckinghamshire
Diane Potkin
South Buckinghamshire
Helen Little
Warrington & Bury
James Butler
Oxfordshire & Berkshire
Jan-Michael Kendall
Worcestershire
Carol Corbett
Business De
velopment
Hampshire, Wiltshire &
Kent
Louise Holmes
Bedfordshire
Ross Owens-Fellows
Shropshire, Powys &
Herefordshire
Steve Nichols
Cheshire Registered Care
Services
Theresa O’Connor
London Services &
Woodacre
Wayne McGuinness
Milton Keynes & Lifelong
Learning
Will Fletcher
Cheshire Supported Living
Services
Zoe Kirk
Leicestershire & Derbyshire
Hi everyone, I am Simon Dooley, MacIntyre’s Business
Development Manager (I’m the one on the left!).
I have been overseeing our Business Development since
2013, but I have been working for MacIntyre for over 5
years, originally as a Project Manager setting up our
No Limits Service in the North West.
So what does a Business Development Manager do I hear
you ask? Well, I look out for opportunities for MacIntyre
to develop and expand the services we provide across the
country, working with managers to decide which
opportunities we should pursue. Most tender and contract
opportunities these days come through electronic website
‘portals’ used by Local Authorities and health
organisations – we regularly monitor over 90 of these
portals, and get 200-300 emails per day into our
Customer Solutions email inbox – phew! I then manage
and coordinate our responses to tenders and contract
opportunities we decide to go for, usually helping
managers to ensure we get all the right contracts signed,
and sometimes even helping with parts of setting up
services when we win new business. Sometimes we
have to tender for services we are already providing, and
sometimes we might look at an entirely new area of
support or way of providing a service. Over the past two
years we have submitted more 60 tenders, responses and
service proposals – more than one million words! That’s the
equivalent of 10 average length novels (or just two if you
like reading War and Peace!).
So how can you help? Well, keep your eyes and ears open!
Although most contracts come through electronic websites,
not all do – so if you hear about services coming ‘out to
tender’ or see adverts for contracts you think we might be
interested in – drop me a line, I’m always on the look-out
for new opportunities for MacIntyre!
Simon
17
Alexandra College
In September we will be opening an exciting new development in
Camden. Working in partnership with the London Borough of Camden
and Westminster Kingsway College, MacIntyre’s Alexandra College will
provide education and overnight short breaks for 16-25 year olds with
complex needs. The College will operate as part of MacIntyre’s
No Limits provision.
This is the first time we have worked in central London and is a very
unique and high profile project that we are extremely excited about, and
proud to be selected to run. The College will be in an old school building
which is currently being refurbished. Despite all best efforts, our new
building won’t be ready until January, so the team are busy looking at
alternative facilities and plans for each of the 20 young people who will
be attending in the first year.
We have appointed a full team who are currently undergoing their
induction - here are some of them introducing
themselves:
Bob Rose
Nadia Reid
Kiran Thind
It is a great privilege to
introduce myself as the new
Head for Alexandra College.
This exciting new College is
both inclusive and totally
committed to providing the
highest quality of education
in the broadest sense. I will
ensure that every member of
staff employed at Alexandra
College will be committed to
making sure every student is
equipped with the
knowledge, skills, confidence
and motivation to have the
very best life chances to
thrive in our modern world.
What a super opportunity
it is to be a Programme
Co-ordinator at Alexandra
College.
I’m so excited about being
one of the new Programme
Co-ordinators at Alexandra
College.
Head of College
18
Programme Co-ordinator
Programme Co-ordinator
Sousan Luqman
Programme Co-ordinator
I am delighted to be
joining the team at
Alexandra College. I was a
designer in the UK and the
Middle East for 10 years but
I’m an honours graduate
My role is to plan, lead and decided to return to
with a post-graduate
deliver a highly personalised education and in 1999
certificate in education.
curriculum for our young
graduated with a fine art
I taught young people for 12 people. I will ensure a unique degree. Going into
years before progressing on and high quality learning
education was a natural step
to a community college in
environment is sustained
for me and I was fortunate
London where I taught mixed throughout the time our
to be given the opportunity
ability groups for a further
learners spend at Alexandra to teach arts and crafts to
five years. I’m looking
College.
adults with profound and
forward to supporting the
multiple learning disabilities
achievement of all the
(PMLD).
learners at our new college.
Adult Services
How do I explain what we do in
Adult Services? I can talk about the types of support we
provide; Registered Care and Nursing Homes, Supported
Living Services, flexible respite and outreach provision,
Shared Lives Schemes, Lifelong Learning opportunities.
I can talk in terms of numbers – at any point in time we
are providing services to over 900 adults. Then there’s
geography – from Kent and Hampshire on the south coast
up to Warrington and Bury in the northwest, across into
Wales and then heading back to Essex in the east.
However, more than anything else when I talk about Adult
Services (and I do that a lot) I find myself talking about
MacIntyre’s staff. What people have achieved either
individually or as teams and equally importantly what
people still aspire to achieve both for themselves and for
the people they support. I am constantly impressed by the
creativity, tenacity and hard work in evidence across
Cheshire
MacIntyre provides support for adults in Cheshire across
both Registered Care and Supported Living settings. In this
article Jennifer Mottershead, an Administrator based in the
Ellesmere Port Office tells us about a Recruitment Event
they ran locally in July:
the country. The following articles showcase some of
the amazing work going on, there are similar stories that
I come across all the time so let me take this opportunity
to say thank you to everyone within Adult Services and to
everyone who supports us to achieve what we do. Being
Director of Adult Services is a huge privilege.
Emma Killick
Myself, Will Parker, Sandy Hughes and Cherie Jenkins ran a
recruitment event in Ellesmere Port. In the run up to the
event we arranged how best to go about getting people’s
attention while also raising MacIntyre’s profile.
We arranged the posters, postcards, merchandise, pop-up
boards and bought purple sweets and t-shirts. I printed
off a recruitment pack (see picture) to give out to people this contained an application form, return slips, MacIntyre
information sheet and best of all a hand-out explaining
all our MacIntyre benefits: if we were going to appeal to
potential candidates we needed to sell our positives from
the off.
The day went really well, we were all laughing and joking
because who wants to work for a company when the
staff that are promoting it aren’t smiling? Interactions
with the public were light-hearted and factual. We didn’t
overwhelm people with information; we just focussed on
the key facts and benefits while also offering out goodies
as an ice breaker. We were also joined by Nick, who we
support, who helped to hand out postcards and had a
really positive experience getting involved and finding
out more about how we recruit people. At the end of the
event Ellesmere Port knew who MacIntyre were and that
we were recruiting. Definitely worth doing and we’ve had
a good response!
19
London
on
Warringt
MacIntyre currently supports people living in two
registered care services in Wandsworth (Anvil Close and
Southview Close). In this article Theresa O’Connor, a
Support Worker at Southview Close tells us about an
amazing project she led to redesign their garden:
As a new member of staff I found I quickly picked up the
skills and wanted more of a challenge. During a supervision
meeting an opportunity arose for me to use my previous
skills and qualities: to work on a plan for the garden.
I understood there was little funding available so I looked
at ways that I could use the local community and applied
to the Staff Council for funding.
I had a plan in my head of how I would like the garden to
be, but when I tried to put it on paper it wasn’t
manifesting to my liking, so I contacted colleges and
universities who cover agriculture and gardening. It took
a while, but a young woman who was in her final year and
needed to work towards her portfolio took on the project.
We had a few meetings, she took some pictures of the
garden and the plan was designed.
MacIntyre has been providing services in Warrington since
1989. They include supported living, outreach, lifelong
learning and a Shared Lives scheme. In this article Andrea
Parr, Area Manager, reflects on the achievements of one of
the teams there:
The Warrington Lifelong Learning team is managed by
Frontline Manager Darren Briggs. Darren is responsible for
managing:
• The Learning Centre
• ‘Best of Northern Art’ Gallery
• ‘The Old School Dining Room’ Cafe
• ‘New Routes’ Gardening Project
Darren and his team of staff work extremely hard
facilitating great learning opportunities, but they also do
so much more… The team are extremely passionate and
are forever reinventing themselves and pushing themselves further. One of their recent amazing ideas was the
‘Art and Craft Festival’ at New Routes Gardening Project.
The idea started in 2014 and the staff worked hard to turn
their idea into reality.
My next step to save money; one of my colleagues noticed
a group of young people working on a local community
garden. I found that they were the Community Payback
Team, so I researched their organisation and checked with
my manager, Vivienne that we could use them.
I completed Risk Assessments with the support of Vivienne
and my Senior before any work went ahead.
It’s taken two years and most of the plan has been a
success. Although I planned and organised it, it would
not have happened without the support of my colleagues
so many thanks to them. I also got a chance to reflect
and have identified some new skills that came to light in
running this project so I’d also like to thank my Manager
and Senior for giving me this opportunity and I hope to get
involved in many more projects in the future.
20
The team liaised with local art and crafters to book stalls
for the day. The gardening team worked hard to ensure the
gardens looked great for the event, even arranging a family
and friends volunteering day prior to the event being held.
Volunteers were called in for the day to help in any way
they could. Freshly baked cakes and refreshments were
sold as well as freshly picked organic veg boxes and plants
direct from New Routes. Live entertainment was provided
by a local ukulele group and solo singers. Weeks of hard
work from a dedicated team made it a roaring success.
What is really fabulous about the team is that they say the
day went so well because it was a ‘team effort’. Well, the
‘team effort’
• helped to raise just over £1,000 for MacIntyre locally
• engaged with so many local people, friends, families
and people we support created a real ‘good feeling’ and
there was a real community spirit.
• helped to put New Routes on the map for many local
residents
Well done to all the Lifelong Learning team for an amazing
‘team effort’!
Worcester
MacIntyre services in Worcestershire include supported
living, registered care and a rapidly growing outreach
service. Anita Warner, Area Manager, reflects on a new
experience and how the local staff team have risen to
the challenge and adapted their skills and experience to
provide excellent support:
MacIntyre began supporting Liam in June 2015. Liam is
pretty unique: put simply, his mother was prescribed
Thalidomide when she was pregnant and as we all now
know; the drug had some devastating side-effects.
For Liam, this meant he was born without arms, he is blind
and we think he has a learning disability.
Liam grew up at home but lived most of his adult life in a
shared lives scheme in Worcester. He is now 52 and, for
the first time in his life, he lives relatively independently;
the Thalidomide Trust purchased an adapted bungalow for
him along with his own car and various aids.
Supporting Liam was initially quite challenging for some of
the team who were used to supporting people who used
speech to communicate and did not have such profound
physical disabilities. Liam communicates using an
electronic board, pre-programmed with a number of
phrases/
words; he uses his feet to let staff know what he wants.
Our primary goal was to enable Liam to take more control
- for example, controlling a switch with his feet means he
can now regulate the temperature in his house on his own.
This is just the start of a new journey for Liam and his
team and we are determined to enable Liam to enjoy his
life and new found independence. This means gigs, theatre,
anything involving reggae... Liam loves Bob Marley and as
the great man himself said:
“Some people feel the rain. Others just get wet”…
…here’s to many happy years of feeling the rain with Liam”
mmended Award
staff receive a Highly Co
ad
Ro
ely
Ce
fe
Li
for
Smile
The staff team at Ceely Road in Aylesbury recently attended
training with Buckinghamshire Smile for Life team in order to:
• gain an understanding of the causes of oral disease and the
methods for prevention, identifying the link between oral
health and general health
• promote daily tooth brushing with record keeping and checklist
• promote healthy food choices
• appreciate the impact different medical conditions may have
on oral health and quality of life
• promote the use of a uniform oral health needs assessment
and care plan.
Following the training the team have put together a comprehensive
support plan for each of the people who live at the service. We have
identified methods of support required for each person’s needs,
motivating, encouraging and making brushing teeth a fun activity.
We have documented progress and record against outcomes set.
This is a busy house and the team have been amazing, not ‘just
another thing to do’, but recognising the importance and how their
work will have a positive benefit to all.
Staff commitment is making this work and Ceely Road were complimented recently by the local dentist who following a
dental check-up stated that “there had been a vast improvement her in oral health, it is obvious that they had been well
cleaned and cared for”.
21
Health & Safety
New MacIntyre Support Practitioner Emily Capper who works at Easemore Road in Worcestershire is a hero. She rescued Ian, a
gentleman she supports from a severe choking episode and may
have saved his life.
S
aving a life
Choking is quite common for people we support and it can be fatal if not
responded to quickly. Ian choked on a small piece of chicken when eating his
dinner. Emily applied her first aid training quickly, thoroughly and persistently.
She started with vigorous patting on the back, but that was not enough so she
did the Heimlich manoeuvre. Ian was coughing and spluttering at this stage
so the Heimlich was probably unlikely to work but she was running out of
options. The emergency call centre advised Emily to try the Heimlich again
while she awaited the paramedics to arrive. The Paramedics could not clear the
choking so took Ian to A&E.
Emily stayed all night in hospital with Ian to make sure he was OK. He was
checked over with X-ray and Endoscopy, and the piece of chicken was found and
removed. Clearly the risk has not gone away and Ian is getting extra support
from speech and language therapy for his choking risk. However with Emily’s heroism
and dedication, Ian is alive and well. Thank you Emily.
Emily
S Rep
&
H
a
g
Bein
Tom Wainwright is the Health and Safety Rep at our Oakwood
Registered Care Service in the Wirral.
Tom enjoys the role because of all the good constructive
improvements he can play a key part in achieving.
Recent achievements for Tom include:
• Devising local guidelines for what to do in a vehicle breakdown on a motorway.
Tom worked hard on this with colleagues, his frontline manager and other health
and safety reps. He has now finalised the document and shared it with other reps
across the region.
• Sourcing and purchasing colour-coded cleaning equipment such as mops buckets to
comply with the infection control section of the Health and Safety manual. This will
help to prevent cross contamination.
• Finding a really good electrician who is thorough, professional and competitive.
Tom
22
Tom says: “Being a health and safety rep is very rewarding because I can make a
difference. I help to improve safety and health for my colleagues and people we
support. I also get the chance to meet other reps and share best practice”
Hi. I’m Nigel...
“I’m Nigel Hammond, the Health and Safety Manager
for MacIntyre. It’s a busy job as MacIntyre has so many
staff and people receiving support to keep healthy and
safe! But it’s always very interesting and rewarding.
No two days are ever the same.
When I first started at MacIntyre back in 2001, things
were quite different. Quality of risk assessments was
often poor and I felt that our procedures and policies
for the health and safety were too formal and hard to
understand. I have worked hard to turn this around
and make health and safety seen as a positive force for
good and something we can all take pride in.
A big milestone for all of us was when MacIntyre
became the first charity to achieve BSi Accreditation for
it’s Health and Safety Management. That was back in
2004 and we have continued to maintain it ever since
through lots of hard work.
One of my favourite work activities is training. Anyone
who has attended my training courses will know that
we have lots of fun and learn a lot too!”
Nigel works with Natalie Stephenson, the Health and
Safety Administrator. Nigel
also relies on the excellent
work of managers and staff at
all levels to continuously
improve health and safety
practice.
urs
Know your kitchen colo
23
Recognises and celebrates all MacIntyre staff who go ‘above and beyond’ by demonstrating outstanding performance and
commitment to the people we support and our organisation.
The 2016 Marjorie Newton Wright Award Categories are:
Inspirational Manager / Leader
Outstanding Individual Frontline Employee
(Support Worker/Practitioner, Senior Support Worker/Practitioner, Learning Support Assistant, Community Learning Facilitator etc)
Specialist Support Employee
(Cook, Administrator, Maintenance, support roles (e.g. Staff Support/Learning & Development/Human Resources etc)
and additional responsibilities (e.g. H&S Rep/Staff Council/Specialist Groups etc)
Outstanding Team
Newcomer to MacIntyre or Role
For more information please visit My MacIntyre and click on Marjorie Newton Wright Award
Nomination Forms are also available from My MacIntyre, via your Staff Councillor
or email: newtonwright.award@macintyrecharity.org
The finalists will be announced in January 2016, followed by a Special Award Celebration in
Milton Keynes on Wednesday 2 March 2016
In recognition of their outstanding contribution, all winners will be personally recognised and financially rewarded.
Please send your completed applications to
Adele Houchin, Staff Council Chairperson
MacIntyre, 602 South Seventh Street, Milton Keynes, Buckinghamshire MK9 2JA
or email: newtonwright.award@macintyrecharity.org by 12 noon on Friday 30 October 2015
To see the background and history of MacIntyre and Marjorie Newton Wright please visit: tinyurl.com/newtonwright
Enter now -­ show your appreciation and support to your colleagues.