The PPMA Awards serve as a platform to share and applaud the fantastic achievements that often go unnoticed. We extend our gratitude to all who entered this year; your contributions have made this celebration possible. Our judges had the pleasure of reviewing outstanding entries, and now, we are thrilled to reveal the shortlisted entries for each award category.
Business Connectors - An introduction Apr 15Julie Bell
This document provides information about Business Connectors, a program where individuals from member companies work in neighborhoods with high needs. The summary is:
Business Connectors is a program where employees are seconded from member companies to work in areas with great needs for 6 months to 2 years. They connect community organizations and local businesses to provide support like skills, time, and resources in areas like employability, education, and enterprise. Business Connectors facilitate partnerships to help address issues like unemployment, lack of training, and cuts to social services. The program has benefited both communities and businesses.
Rotary Club of Madras Central Aadithya Secretary Report 2012 - 13rcmca
This document summarizes the activities of the Rotary Club of Madras Central Aadithya for the 2012-13 year. It outlines the installation of new officers, including the president. It then details the various club activities in areas such as membership, youth programs, community service, health initiatives, international exchange, and fundraising events. Key projects involved building toilets in villages, providing health camps and eye surgeries, supporting youth competitions and scholarships, and raising funds for polio eradication.
An outline of an Australian Aboriginal owned and run consulting business that has a strong focus on strong, positive Aboriginal Engagement practices and processes. The presentation gives you a snapshot of what they offer.
The document provides information about the Rotaract Club of Kuliyapitiya, including a summary of their activities in the first quarter of 2012. It discusses the club's founding and first projects like planting herbs to save lives, donating English books to a local school, and providing food to pilgrims on an important religious day. The club aimed to serve their local community through social activities and help develop the members' skills through projects and professional development opportunities.
The document provides information about the Rotaract Club of Kuliyapitiya, including a summary of their activities in the first quarter of 2012. In the first 3 sentences:
The Rotaract Club of Kuliyapitiya held several successful community service projects in their first quarter, including planting herbs to "Save Life Save Herbs", donating plants to a temple under "Plants for a Greener Tomorrow", and providing food and drinks to pilgrims on an important religious holiday with their "Poson Dansala" project. The club aimed to serve their local community through these initial efforts and engage their new members in meaningful work.
The document provides information about the Rotaract Club of Kuliyapitiya, including a summary of their activities in the first quarter of 2012. In the first 3 sentences:
The Rotaract Club of Kuliyapitiya held several successful community service projects in their first quarter, including planting herbs to "Save Life Save Herbs", donating plants to a temple under "Plants for a Greener Tomorrow", and providing food and drinks to pilgrims on an important religious holiday with their "Poson Dansala" project. The club aimed to serve their local community through various social initiatives while also developing skills and fellowship among members. The bulletin highlights the club's founding and achievements in their initial
The slideshow used to assist in the preparation of Rotary District 6990 incoming club presidents to attend the statewide Florida Rotary Presidents Elect Training Seminar.
This document lists the shortlisted entries for the 2022 PPMA Excellence in People Management Awards across various categories, including: Best Innovation in Recruitment Campaign, Best Creative Concept Recruitment Campaign, Best Workforce Transformation/Change Initiative, Best Health & Wellbeing Initiative, Best Employer & TU Partnership, Best Talent Programme, Best Inclusion & Diversity Programme/Initiative, Best Partnership/Collaboration, Excellence in Service Delivery: The Unsung Heroes, Service Super Stars, Public Sector Team of the Year, and HR Leader of the Year. The winners will be announced live at the PPMA Annual Conference on April 28, 2022.
56943 wct annual report 2012 2013 final cropsmoloney87
This document provides information about Worcester Community Trust (WCT), including its vision, mission, leadership, achievements, and structure. The key points are:
1) WCT's vision is to release communities' potential by finding ways to deliver activities, services, and experiences that create a greater sense of community and belonging. Its mission is working together to shape and deliver these in the best way possible.
2) In 2012-2013, WCT continued delivering programs that improved lives despite funding challenges. It built a diverse portfolio of intervention and development programs.
3) WCT is governed by a board of trustees and aims to be locally driven, owned, and controlled to encourage community voice and participation. It
Presentations from MEPRA Connect January 27 2016MEPRA
Kindly find enclosed the slides from Carine Duvignaud, General Manager at MEPRA, Alex Koumi, CEO at Kingston Stanley and Stephen King, Director of Strategic Alliances & Partnerships with MEPRA.
This document contains an agenda and summaries for a joint HR/OD event hosted by the Regional Employers Association Yorkshire and Humber. The event will include:
- Welcome and introductions from local council representatives and partner organizations.
- Sessions on leadership challenges, transformational change, and using evidence to demonstrate workforce impact.
- Breakout sessions on topics like the gender pay gap, inclusion and diversity, and multigenerational workforces.
- A closing session with reflections on the first day and thanks to attendees before the event concludes.
The document provides information about Worcester Community Trust, including its vision, mission, and values. The vision is to release communities' potential by working together to shape and deliver activities, services, and experiences that create a greater sense of community and belonging. The mission is working together to find the best ways to deliver these in order to achieve the vision. The values focus on putting community needs first, empowering communities and staff, making democratic decisions with integrity, embracing diversity and partnerships, and working as a team.
- The document outlines the schedule and speakers for a Bike Club event to promote cycling initiatives for children and young people.
- It describes the Bike Club program which aims to provide cycling opportunities through after-school clubs and community projects to engage groups underrepresented in cycling.
- Partners like UK Youth and CTC help deliver the program and various activities are discussed including training, expeditions, and engaging families.
These are the Powerpoint slides from the London launch of the Bike Club project. Of course, not all the slides will be clear without the discussion that accompanied them.
If you'd like to know more about Bike Club, see http://bikeclub.org.uk
This document announces the shortlisted entries for the 2020 PPMA Excellence in People Management Awards across various categories such as recruitment campaigns, apprenticeship programmes, health and wellbeing initiatives, and more. It provides the list of shortlisted organizations in each category and invites attendees to the upcoming awards ceremony and annual conference.
The document discusses the Abbey Line Community Rail Partnership, which works to promote and support the Abbey Line rail route between St Albans and Watford. The partnership aims to secure the long-term future of the line, link it more closely to local communities, increase ridership, and support environmental and economic benefits. It outlines the line's schedule and costs, benefits of rail travel, efforts to involve local schools and volunteers, and plans to develop marketing strategies to spread awareness of the Abbey Line.
This document summarizes information about Rotary International's New Generations programs of Rotaract and Interact. It provides an overview of each program, including founding dates, age ranges, and types of clubs. Advice is shared from panelists on starting and sustaining clubs. The roles and resources of Rotary International are also outlined, including how to certify Rotaract and Interact clubs. Upcoming opportunities with each program are listed.
This document contains the resume of Emma Morgan. It outlines her extensive experience as an executive assistant, including roles providing support to CEOs in both government and private sector organizations. It details her core competencies such as minute taking, event coordination, and meeting deadlines. Her resume also lists the computer programs and training courses she has completed. It provides a career history beginning in 1988 and highlights achievements such as leading process improvement projects.
Meet the Rotaract Club of Nairobi Central as we celebrate 35 years of Professional and Leadership Development, Community Service, International Service, Fun, Fellowship and Friendship.
This document appears to be the agenda for the "No One Left Behind" conference on tackling youth unemployment. The agenda includes sessions on measuring the social return on investment of programs to reduce youth unemployment, celebrating achievements and outcomes of the Talent Match program, perspectives from national and local policymakers, and a panel discussion on continuing efforts and ensuring young people are not left behind. The document lists speakers from organizations involved in addressing youth unemployment and sponsors of the conference.
Similar to PPMA Excellence in People Management Awards 2024 - SHORTLISTED ENTRIES (20)
In this closing keynote, Dr Max Blumberg will delve into the transformative power of AI and analytics in shaping the
future of local councils. Discover how AI can catalyse positive change, from enhancing public services to fostering community engagement. Learn actionable strategies to leverage data-driven insights for more effective decision making, all while keeping the community at the heart of innovation. Walk away with a renewed sense of purpose
and the tools to make a lasting impact in your organisation.
The armed forces and the NHS have superbly effective national recruitment campaigns – so why not local government? Inner Circle Consulting director Chris Twigg introduces the creators of some of the UK’s most wellregarded recruitment campaigns, to describe their strategies and the essential ingredients of success; the impact a good campaign can have, at a time when recruitment has never been more difficult; and how your ideas might shift perceptions of local government away from potholes and bins, to a shared sense of purpose and desire to have a positive impact on the world – values that connect with a huge pool of potential talent.
Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse,
perpetuates the inappropriate banter and behaviour.
This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.
Dorian is one of the most sought after speakers on his subject of Wellness and speaks all over the World for businesses and organisations that are keen to understand the impact of Corporate Wellness on their performance.
He has spoken at numerous events around the globe and provides his audiences with thought provoking tools and techniques which they can apply to both their work and home lives to enhance wellness.
The chances of another pandemic are low, but your members will likely get through other crises such as increased
demands with stagnant budgets, local crises, changes in laws or regulations, etc. This would help them lead themselves
and their teams through those situations and will help them break the paradigm they have of always staying within one
leadership framework that someone sold to them as the best. This would help them be more flexible with their approach
to find an effective solution faster.
Worker wellbeing is accepted as crucial, but organizations are unable to successfully integrate it as an operational issue.
This session will argue that whole organization approaches are needed to create healthy workplaces. Delineating what
works, for whom and in what contexts is the first step.
This interactive Masterclass introduces the CQ model and research. It will dive into a thorough understanding of ‘culture’.
This session will touch upon the relevance of cultural values, using activities to better understand team dynamics. The
content of this session is rooted in peer-reviewed research and successful practice among leading global organisations
In this session, we will provide an overview of important workforce issues and examine practical solutions and strategies
for addressing them. From recruitment and retention to training and development, we'll cover the essential elements of
building and maintaining an effective and engaged workforce.
Recent events have highlighted the power of disruption, but also our ability to adapt when the situation forces us to be
creative and think differently. So how do we adopt that same mindset and approach to changing the status quo and
perceived norms, as part of our everyday (working) life?
This session will delve into the intricacies of inclusive leadership, using Deloitte’s framework that encompasses six
crucial traits: commitment, courage, cognizance of bias, curiosity, collaboration and cultural intelligence.
In the evolving landscape of public sector leadership in the 21st century, it’s essential to equip leaders with not just
IQ and EQ but, more importantly, with Cultural Intelligence. Bernadette will shine a spotlight on the pivotal role that
CQ plays in empowering leaders to deliver more effective and inclusive services to the diverse communities they
serve.
Don't miss this opportunity to gain insights into fostering inclusive leadership qualities that go beyond conventional
measures. Join Bernadette as she navigates through the key attributes that make leaders not just capable, but
exceptional in understanding, engaging, and serving diverse populations.
10% of women leave their job or pass up promotion because of menopausal symptoms. Become menopause friendly and avoid
losing talent... Perceptions around the menopause are starting to change and leading employers are taking action now. Join this
session to understand what inspirational employers are doing to become menopause friendly employers, how they’re doing it and the results they’ve experienced.
This session will give a detailed overview of the newly launched NHS Universal Family programme, which is a commitment to
support young people who are care experienced into roles in the NHS and Local Government. Launched in October 2022 by Dr
Navina Evans, the programme has the aim of supporting 1000 care leavers by 2025. The programme is being piloted in ten Integrated Care Boards across the country, in partnership with Spectra who run the Care Leaver Covenant programme, with many
signatories including Amazon, John Lewis, Universities, Banks, Sky and many others, all with the aim of providing a family of love and support to young people who have grown up in foster care or children’s homes, without access to the opportunities that others
have. As Joint Programme Director, Raffaela will talk through the rationale for setting up this national initiative and share the work to date, and also will be seeking opportunities for information sharing across the NHS and Local Government to make this programme a success.
Technology use and adoption is driving change within the public sector at pace, but are we capitalising on using this capability well? Join this session to understand how transformative technologies, digital solutions and data can be used effectively to improve place based outcomes for the people and communities we serve.
Thanks to new and emerging technologies the modern HR function can think again about how it can support the employee and the
organisation with consumer grade Employee Experiences, rich data and insights and tools that make the workforce more productive
and engaged. In this session Andi Britt will bring to life how the future is taking shape now and demonstrate some of the exponential technologies that will help employees and managers bring the best of themselves to work
The document discusses five key leadership skills for leading hybrid teams:
1. Manage by outputs rather than control and visibility. Trust employees and focus on results.
2. Act fairly and embed fairness by ensuring inclusion of remote workers and avoiding proximity bias.
3. Actively empower teams by allowing autonomy over work arrangements and distributing leadership.
4. Try to ensure work is efficient through prepared meetings, breaks, and clear expectations.
5. Treat employees as human beings by regularly connecting individually, demonstrating care for well-being, and being accessible.
This document discusses compassionate leadership. It begins by defining compassion as empathy plus meaningful and thoughtful action. It then contrasts nice versus compassionate leadership, noting that compassionate leaders have stronger boundaries, are more willing to enact change and take a stand, and are focused on making a difference rather than being liked. The document provides research showing that compassion improves employee well-being, productivity, and retention while reducing costs. It suggests that compassion drives inclusion, connection, and innovation. Finally, it provides tools for organizations to assess and improve their compassion, including a 360-degree framework for self-evaluation.
There is rarely a one size fits all approach to hybrid working, and this means that employees will experience it in different ways. The
personalised employee experience could be inevitable. How do we create that in a hybrid environment? Why should we even bother? In this
session we will examine how hybrid working challenges every aspect of people practice, every aspect of the employee lifecycle, and work out
what we need to do about that.
The document discusses organizational change and the need for new approaches to management and work. It touches on topics like systems thinking, quantum management, prosperity measures beyond financials, and building trust within organizations. The overall message is that organizations must experiment with unorthodox solutions, focus on tuning management systems, and measure their impact on all stakeholders to thrive in today's complex environment.
Stress, burn-out and mental health issues amongst employees are major causes of sick leave. Supporting a healthy and resilient workforce has a positive impact on the individual, the team, and the organisation. Certain nutrients in foods are proven to increase mental agility and calmness under pressure for a fitter and healthier brain. Mix in active and passive recovery your teams get a real jump on stress!
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Business Strategy: Strategic Planning, Logical Incrementalism, Strategic Lead...ICFAI University
ey Topics Covered:
Introduction to Strategic Planning:
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Components of Strategic Planning:
Vision and Mission Statements: Crafting clear and inspiring statements that guide organizational direction.
Goals and Objectives: Setting SMART objectives to achieve broad, long-term aims.
Environmental Scanning: Conducting SWOT and PESTEL analyses to assess internal and external environments.
Strategy Formulation: Developing corporate, business, and functional strategies.
Implementation and Monitoring: Executing strategies and tracking progress through performance metrics.
Benefits of Strategic Planning:
Provides direction, enhances decision-making, and facilitates resource allocation.
Helps in identifying and mitigating risks and encourages long-term thinking.
Logical Incrementalism:
Gradual, systematic progress through small, manageable steps.
Emphasizes flexibility, continuous learning, and avoiding strategic drift.
Learning Organizations:
Facilitating continuous learning and transformation to adapt and succeed in changing environments.
Characteristics include knowledge sharing, systems thinking, and fostering innovation.
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Influencing others to achieve long-term success and financial stability.
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Revolutionizing Giving_ The Emergence of Impact-Driven Philanthropy by Peter ...Peter Eckerline
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Leaders can improve their effectiveness by being open to feedback, learning from successful peers, and seeking mentorship or coaching when necessary.
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Know more about our efforts to develop leadership capabilities especially regarding developing the capabilities for creating business impact through the art of prioritization : https://kabirlearning.in/leadership-workshops/
A well researched content of Academic Writing Assignments Compiled & Curated as per Criterion's & Rubrics with stringent guidelines as per Referencing Styles.
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Groval Euler's specializes in transformative sales coaching, driving performance and fostering a culture of continuous learning. Our expert team works with organizations to enhance sales skills, align with business goals, and achieve measurable improvements. Discover more at: - https://grovaleulers.com/sales-coaching/
2. Thank you to all of our Judges
Juliette Alban-Metcalfe
Chief Executive,
Real World Group
Samantha Betts
Assistant Director HR & OD,
Salford City Council & PPMA
board member
Julie Biggs
PPMA, Talent Programmes &
Awards Manager
Trudy Birtwell
Leadership & Organisational
Development, Solace
Tracy Brennand
Assistant Director of HR/OD,
Tameside Council & PPMA
board memeber
Mike Burton
Editorial Director, The MJ
Swati Bisht-Rawat
Head of Talent, Performance and
Innovation, Westminster City Council
& PPMA Peer into the Future winner
2021 & PPMA board member
Natasha Brown
Director of Human Resources,
London Borough of Waltham
Forest & PPMA board member
James Bird
Employee Relations Lead
Human Resources,
Gloucestershire County Council
& PPMA Board member
Mo Baines
Chief Executive at Association for
Public Service Excellence (APSE)
3. Thank you to all of our Judges
Naomi Cooke
Head of Workforce, LGA
Shokat Lal
Chief Executive, Sandwell
Metropolitan Borough Council
Nadira Hussain
Chief Executive, Socitm
Daphne Doody - Green
Head of CIPD Northern England
Leanne Furnell
Director of Workforce, NHS
North East and North Cumbria
& PPMA board member
Steve Davies
Head of Workforce, London
Regional Employers & Past
PPMA President 2020—2022
Rebecca Davis
Chief Executive, West Midland
Employers
Andy Dodman
Chief Officer Human Resources,
Leeds City Council & PPMA VP
Rebecca Lea
Strategic Lead for Workforce
Inclusion, at Greater Manchester
Combined Authority (GMCA) &
PPMA board member
Sonia Grewal
Director of HR & OD, Swindon
Borough Council & PPMA board
member
4. Thank you to all of our Judges
Victoria Lee
Assistant Director of HR and
Organisational Development,
Sandwell Metropolitan Borough
Council & PPMA board member
Nichola Mann
Acting Joint Director for People &
Governance for Brentwood Borough
Council and Rochford District Council
& PPMA board member
Gordon McFarlane
PPMA President & Assistant
Director – Corporate Services,
Leicestershire County Council
Marie Mettam
PPMA Peer into the Future Winner
2023 & PPMA board member
&Strategic HR Business Partner,
Lincolnshire County Council
Caroline Nugent
PPMA Ambassador & Past PPMA
President 2017 – 2018
Senior Executive Human Resources
Nimisha Patel
Assistant Head of HR, onesource
& PPMA board member
Barry Pirie
PPMA Sponsorships Manager
Mark Porter
Head of HR Operations at
OneSource & PPMA board member
Neisha Porter
Head of Organisational Development,
London Borough of Sutton & PPMA
board member
Rob Moss
Editor, Personnel Today
5. Thank you to all of our Judges
Helen Scott
Executive Director, UHR
Fiona Thompson
Head of People Management,
Lincolnshire County Council
Shires Network Lead & PPMA
board member
Chris Twigg
Founding director of Inner
Circle Consulting
Sue Williams
Independent HR Consultant,
Organisational Change
Specialist, Mediator & Coach,
People Street Ltd
Steve Walker-Whitehead
Director of Human Resources
and Organisational
Development, London
Borough of Hounslow &
PPMA Vice President
Heartfelt thanks for all of your invaluable time and expertise in evaluating this year's awards.
Your dedication is truly appreciated.
11. SHORTLISTED
East of England Local Government Association, Employer Services Team
oneSource (Havering and Newham Council), Contract Specialist Team
Stockport Council, HR & OD Team
Wigan Council HR & OD Team
19. SHORTLISTED
East of England Local Government Association, Employer Services Team
London Borough of Islington (with trade union colleagues)
Together for Children, Sunderland and UNISON
Wigan Council (and Trade Union colleagues)
25. SHORTLISTED
Leicester City Council
Local Government Association (LGA)
London Borough of Barking and Dagenham
Stockport Metropolitan Borough Council
Tendring District Council
Together for Children, Sunderland
27. SHORTLISTED
AVC Wise and Stockton-on-Tees Borough Council
East of England Local Government Association, South West Councils and the LGA
Matrix & Hackney Works
PeopleScout & National Highways
Rochdale Borough Council/ Northern Care Alliance & HMR People
West Midlands Employers in Partnership with Opus People Solutions
30. PPMA Special Award
A Lifetime of Outstanding
Contribution to the Sector
Specialist award to be announced at our Awards evening dinner
Thursday 25th April
Birmingham Conference & Events Centre
31. GOLD AWARD
Being announced at our Awards evening dinner
Thursday 25th April
Birmingham Conference & Events Centre