Bellway Employees

We are committed to ensuring that our employees are able to prepare themselves financially for retirement by reviewing current employee and employer contribution rates with a view to increasing them.

Following consultation with employees, minimum employer and employee pension contribution rates were increased from 2% to 3% for both weekly and monthly paid staff.

We will seek to increase the number of Site Managers with an NVQ Level 6 Construction qualification by at least 10%.

An additional 71 site managers gained their NVQ level 6 qualification, a 33% increase.

We offer all employees the opportunity to participate in a contributory pension scheme and will increase the company matched contribution from a minimum of 3% to 4%

Following consultation with employees, the minimum employer and employee pension contributions were increased from 3% to 4% - contributions rates have now doubled in the past 2 years.

We will increase the number of training days per employee compared to 2015/16 levels.

We will develop a more structured and integrated programme for graduates, trainees and apprentices by 2018.

 

The quality of our developments, the standard of our customer service, the strength of our business strategy and the value we deliver for our stakeholders are all a result of the people who, together, make up Bellway. 

Training & Development

The success of our business relies on us having a skilled and competent workforce, and developing our people remains a key priority for us. During the year we increased the number of training hours by approximately 20%. We continue to invest in developing our Site Managers and Assistant Site Managers, with 48% of these roles now having achieved NVQ Level 6 qualification or above, which is an improvement of 14% on the previous year (2014/15 – 34%).

We are also pleased to report that a record 43 Site Managers were awarded NHBC Pride in the Job Awards this year, which is a 30% increase on the previous year (2014/15 – 33). Along with this 5 of our Site Managers achieved a Commended award in this year’s NHBC Health & Safety Awards, with 2 then going on to secure Highly Commended awards. This is excellent recognition for our people, and reflects the quality and high standards that these valued employees have achieved.

In 2015/16 we launched the Bellway Learning Hub, an online learning platform which will provide e-learning courses and online resources for new and existing employees. The Learning Hub will allow us to deliver a wide range of mandatory and developmental training across the entire Group. We are committed to further improving the learning and development opportunities available to our employees, and the creation of an HR department will help to give this area greater focus in the coming year and beyond.

Some of the key initiatives which will be addressed during 2016/17 include:

  • Creation of a suite of mandatory and developmental e-learning courses.
  • Development and implementation of management development training, tools and guidance.
  • Development of site manager training programme.
  • Review and development of succession planning framework.

Communication

We encourage the sharing of good practice through regular meetings across a number of disciplines and divisional management teams often visit other regions to exchange information on issues of importance, including new materials or build techniques, new house type designs, training and new working practices.

InTouch, an external third party company, provide Bellway with a confidential reporting service known as SpeakUp, allowing our people a confidential way of raising concerns anonymously, should they wish to do so.  

We also publish an internal Bellway newsletter to keep our 2,000+ people informed about news, issues, initiatives and events across the Group, with local newsletter ‘reps’ in each division.

Employment Policies

We believe in treating all our employees and contractors fairly and responsibly. We have policies and procedures in place to ensure that equal opportunities are provided to all existing and prospective employees of Bellway, irrespective of age, colour, disability, ethnic origin, gender, marital status, nationality, parental status, race, religion, belief or sexual orientation.

In addition all employees, whether part-time, full-time or temporary, are treated equally, with all decisions around recruitment, promotion, training (or other matters affecting employment) based solely upon aptitude and ability, as reflected in our Equality Policy.

We also operate a range of additional policies and procedures to safeguard our employees / the company and to provide additional welfare benefits:

  • Adoption leave policy; bereavement leave policy; bribery policy; bullying and harassment procedure; flexible retirement scheme; flexible working policy; grievance procedure; job share policy; maternity leave policy; parental leave policy; time off for dependents policy; time off for study policy; whistleblowing procedure.

We act in accordance with the Modern Slavery Act 2015 and we will be publishing a slavery and human trafficking statement for the financial year to 31 July 2016 on our website.

Employee Benefits

We offer a competitive salary and benefits package, including pension, life assurance and private medical scheme, and in the past year we increased the minimum employer and employee pension contributions for all employees from 3% to 4% of basic pay, helping them prepare for their retirement.

Our employees are able to acquire shares in Bellway through our savings related share option scheme and to purchase Bellway homes at a discounted price. We also support the young families of our employees by promoting the use of childcare vouchers, providing parents with a tax saving, and we work hard to be flexible when considering maternity and paternity leave, including a phased return to work, flexible hours or job sharing where feasible. 

Male/Female split of employees Bellway staff turnover

Case Study

Award-winning Apprentices

Tyler Monk, an 18-year-old apprentice at Bellway East Midlands, has won several awards for his carpentry skills, academic studies and project based work. Attending West Nottingham College, Tyler has received distinctions for his practical and theory work in every subject where available, and has been named ‘Apprentice Of The Year’ for his second years’ work as well as and ‘Student Of The Year’. Tyler also recently represented West Nottingham College in SkillBuild 2016 where he came second for his carpentry talents against other apprentices from colleges across central England.

Jack Morley, also in the East Midlands, has been awarded entry to the coveted Barry & Peggy Foundation Scholarship through Central College Nottingham. Jack began working for Bellway 2014 and was awarded the scholarship for the exceptional quality of his workmanship and practical application of theoretical knowledge demonstrated both at college and onsite.

Tyler and Jack are just two of the many apprentices we employ at our sites across the country, and we have supported the Construction Youth Trust for the past 18 months as one of our two nominated national charity partners. The charity works with disadvantaged young people, helping them to access career opportunities in the construction industry.

 

 

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