Our people
Achievement of our strategic priorities is dependent upon our
ability to attract, develop,motivate and retain talented employees.
To facilitate this, our objectives are:
- to create an environment where employees are well motivated and
have a strong belief in the Group, its strategy and its core
values; –
- continual improvement in the skills and competency of our
employees at all levels and across all disciplines; –
- the retention and growth of key skills which are critical to
the business;
- well constructed and fair reward systems which incentivise
superior performance and align employees and shareholder interests;
and
- development and use of appropriate employment practices across
the Group.
Meetings involving all employees are held on a quarterly basis to
keep everyone up to date and involved in the Company’s plans and
activities and to act as a forum for the Executive Directors to
answer questions.Weekly meetings are held both across and within
departments to ensure good communication throughout the
Group.Meetings with non-office based personnel are also held weekly
to ensure their involvement and to encourage the sharing of best
practice.
All employees receive a copy of the Company’s Ethics policy which
sets out the Company’s core values and approaches in its relations
with tenants and the local community, shareholders and other
investors, employees, suppliers, and the government.
Employees are involved at all levels in the development of the
Company’s operating policies.
Average period of service

The constant length of service from 2007 and 2008 of the Finance
and Asset Management Teams reflects additional employees either
hired or transferred to the Group during the year as a result of
the GCP joint venture.
The Company is committed to equal opportunities and formal
performance reviews are undertaken every six months with a view to
maximising employees’ potential and contribution and a formal
training programme of both external courses and in-house seminars
is provided. A significant proportion of remunertion for all
employees is performance related based on both corporate and
personal objectives and targets.
The Company encourages career development through the provision of
relevant training with funding and study leave to support
professional development including formal training for professional
qualifications, external degrees or as part of a vocational
training programme.
Total number of training hours
Training statistics
Average number of days training per employee
Year ended 31 March 2008: 2.00
Year ended 31 March 2007: 2.10
Year ended 31 March 2006: 2.14
Year ended 31 March 2005: 2.85
Year ended 31 March 2004: 0.7
Average spent on training per employee
Year ended 31 March 2008: £610.95
Year ended 31 March 2007: £576
Year ended 31 March 2006: £682
Year ended 31 March 2005: £897
Year ended 31 March 2004: £434
CR people objectives set for 2008 include:
- to ensure employee personal development through relevant
training;
- to raise employee awareness of the importance of CR throughout
the organisation and how it can achieve our long-term
objectives;
- to encourage CR related employee initiatives; and
- to ensure all employees operate ethically and with
integrity.
Download our 2008 people objectives and
targets pdf
Download our progress against our 2007
people objectives and targets pdf