Page 18
In this report:
What makes us different: page 5
Governance: page 6
Local employment: page 22
Further information:
About working for us:
www.johnlewispartnership.co.uk
Employee Ownership Association:
www.employeeownership.co.uk
John Lewis Partnership jobs:
www.jlpjobs.com
13% Partnership Bonus in 2009
Charting the right course:
The Partnership firmly believes in fostering a culture of learning and development among all Partners. As part of that commitment, we contribute 75% of the cost of studying for any university degree and 50% of the cost of any non-vocational training course.
Hale and hearty:
Occupational health advisors such as Amber Williamson (pictured) offer Partners advice on a wide range of issues. The Partnership’s occupational health service also undertakes individual health assessments, advises on compliance with legislation, oversees the rehabilitation and return to work of Partners following absence, runs the First Aid at Work programme and promotes health initiatives at both local and national levels.
Benefits and rewards
Recognising the growing diversity of Partners, we are committed to developing a total reward package that offers competitive pay and distinct market-leading benefits, as well as a share of our profits, in the form of an annual Bonus (13% of salary in 2008/09).
We also offer a wide range of benefits, designed to help Partners to balance their work and home lives, and stay committed to longterm careers with us. These include a non-contributory, final salary pension scheme, discounts on most purchases from John Lewis and Waitrose, and extended paid leave after 25 years’ service. Flexible working options can play a significant role in reducing recruitment costs, retaining valuable employees, improving productivity and reducing absenteeism, and our policy goes beyond statutory requirements, enabling all Partners to ask for a more flexible arrangement to be considered.
We provide subsidised dining arrangements, offer financial support to Partners who want to continue their education or learn new skills, and when Partners retire, specific retirement welfare and social benefits are also available. Partners also have access to emotional and practical support, to improve both their professional and personal lives, so that they can do their best at work.
Partners in Sport
Partners in Sport (PinS), launched in October 2008, assists Partners in pursuing sports and encourages them to lead a healthy lifestyle. Running until the London Olympics in 2012, the scheme has three main themes:
Succeeding in Sport helping Partners and their close relatives who compete at a high level to fulfil their Olympic dreams
Discovering Sport designed to encourage participation in physical activity by all Partners
Coaching in Sport enabling Partners to train as sports coaches.
Through one element of Discovering Sport, Branch Bids, Partners can now get help and funding for team-based sporting activities, whether it’s forming a five-a-side football team to running a t’ai chi or yoga group, or even going on regular rambles. The new package will also offer Partners diet and nutrition advice, free health checks and individual fitness plans.
The Coaching in Sport programme, run in partnership with Sports oach UK, attracted 60 Partners in its first pilot year, and there are 300 places on offer in 2010. We hope Partners will then take their skills and qualifications in football, athletics, cricket and swimming into the community by coaching local individuals and teams.
60 Partners signed up to the Coaching in Sport programme
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40