30 degree heat the ladies certainly found this difficult but want to than everybody who donated and got th to their grand total of £1800!
Reward
The University is committed to changing the way we think and
Linc-On Roadshow
bespoke engagement tool to keep people constantly engaging with all that was on offer and to move away from having a great offering on the internet that was rarely seen. The Team was left at the helm to create a bespoke communication tool to showcase the offering and drive engagement whilst also changing the dynamic of the payroll services team in the organisation. The resulting innovation was to create ‘Linc-On’ as a communication tool that would become part of the corporate desktop. The voluntary benefits are designed around offering something for everybody but aligned to our key agenda of community, wellbeing and education. We always look to try different ideas and in 2018 these included new benefits (see below) that were launched to complement the existing offering and to align with the themes already in place: ● community volunteering at football matches ● electric bike trial centres ● sponsored places at the local Santa run, 10k and half marathon races including supportive fitness programme ● shared cost AVC (additional voluntary contribution) pension scheme ● Freecycle book club and film club for recycling old books and DVDs to colleagues ● Linc-On live tweets ● training and development loan scheme ● gym and swim discount scheme ● life choice retirement planning tool ● fantasy football league ● wellbeing competitions to win departmental wellbeing treats ● a new flexible defined contribution pension scheme ● new voluntary benefits site with film offers utilising the on-site Odeon, reward- based visa card and travel centre. The new offerings are promoted through the Linc-On platform where engagement is driven through tools to keep employees updated and coming back for more using our engager tools comprising suggestion scheme, colleague recognition cards, games and social media feeds. Although the full and comprehensive offering of voluntary benefits can be found on the Linc-On site map the following illustrates our strategy for hosting benefits for easy access. act about mental health and as part of this on World Mental Health Awareness Day, the Vice Chancellor, Mary Stuart, and Deputy Vice Chancellor, Julian Free, signed the “Time to Change” pledge on behalf of the University. “The signing of the “Time to Change Employer Pledge” demonstrates the University’s continued commitment to not only breaking down the stigma in our society attached to mental health, but also our dedication to providing a considerate and supportive environment. Many different people experience periods of not being well and it is perfectly possible to be looking out for people, to be caring for the workforce and to ensure that very tale ted people that e have in organisations like the University can continue to contribute their full level of skills. We are not only supporting our staff but we are supporting our students in this promise, to create a world where there is equality whatever people’s experiences are.” Mary Stuart, Vice Chancellor
To support ‘green’ travel we have a travel centre on the site map. Within the centre the benefits that can be found are cycle hire scheme, season ticket loans, cycle-2-work scheme, electric bike and electric car trial scheme, bus and train discounts, car scheme and car share. All the benefits can be applied for from the platform where there are supportive FAQs (frequently asked questions) and peer feedback. We are particularly proud of our financial education programme – ‘financial fairytales’ – which supports the concept of education and understanding thereby increasing benefits take up. This embeds use of all the knowledge of the payroll team in operational aspects of being a savvy saver in to transferring this to employees in to making informed decisions. Since launch we have seen increased usage of the tools that were introduced to be engagement enablers with the reward offering, such as the staff suggestion scheme, Freecycle and importantly peer to peer behaviour recognition cards. Less time is being spent individually on communicating and promoting and on answering queries by the Team. This has meant that resource can be directed to more value-add processes of identifying new benefits and running engagement forums. We have reduced promotion spend by 20% through a reduction of separate campaigns and use of the central Linc-On platform. We have seen feedback of our payroll operated benefits increase through encouraging staff to give feedback, and our staff survey showed 97% of the workforce rated the benefits as at least good, with
The Linc-On Roadshow came to the Isaac Newton Building, displaying all that the University offers you as an employee. Showcasing our brilliant benefits such as Filmology and the Visa Spree card it was great o see o many of our colleagues turn out, including those that took part in our competitions. Here is just a snap shot of the day!
Linc-On Live
Wear it Pink The third floor of the Minerva Buildi was turned in to a charity fund raisi machine, with cakes, tombola and games galore. Thank you to everyo who donated goods or participated helped raise over £300!
Check out Linc-On Live for all our current competitions! For October, the spookiest month of the year, we are asking you to send in your pictures of your carved pumpkins to win a treat of 4 x tickets to the Odeon! So get creative, get your family involved… the spookier the better! Send your photographs to help@uolrewards. co.uk by 11am on 1st November and the winner will be announced on 2nd November.
Linc-On Loves We have a new building called Linc-On Loves which is your chance to tell you what you are passionate about.
Whether you have read a good book, visited a fantastic restaurant or are raising money for charity, why not shout about it? Send your stories to help@uolrewards.co.uk
79% rating them as excellent. In the six months following launch we have seen 97 individuals nominated for an individual merit award, 49 Team achievement awards and 280 behaviour recognition awards. From a workforce of around 2,000 these numbers demonstrate a real cultural shift. Take up of a new salary sacrifice benefit of holiday+ has also generated National Insurance savings to reinvest in the reward mechanisms. In summary we aim to offer something for everyone at the University of Lincoln and a benefits programme that is engaging and meaningful. More importantly, it feels like we have managed to achieve this whilst also bringing the benefits to the front of the employee experience as a real enhancer of motivation in the workforce. Going forward we are aiming to further develop Linc-On to incorporate education starting with physical, mental and financial health. n
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| Professional in Payroll, Pensions and Reward |
Issue 58 | March 2020
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