Information for front-line staff relating to being selected for interview for IIP. Includes What is IIP, Why Me? and what to expect?

1. Investors in People
Staff Information Session

2. What is IIP?
Investors in People (IIP) is a nationally recognised framework that
helps organisations to improve their performance and realise their
objectives through the effective management and development of
their people. Successful accreditation against the Investors in
People Standard is the sign of a great employer, a performing place
of work and a clear commitment to sustainability.
At the heart of Investors in People is a simple assessment
framework which reflects the best practices in high performance
working.

3. Why do they want to talk to me?
The job of the Investors in People Assessor is to see if the company meets the
minimum required standards in order to maintain our SILVER award.
For obvious reasons they can’t just take the word of the company that yes we have
these things in place (or else anyone and everyone would have the award). So who
better to speak to than the staff.
The feedback that is received from you will assist Terry Jones, the IIP Auditor, in
completing his assessment and making his decision.
You have all been chosen by IIP themselves to represent a cross section of the
company.

4. What can I expect?
You do not need to be worried. It is not like a job interview were you must
"perform" to a given standard., likewise it is not a test. The assessors will be asking
you about your experiences and feedback.
The interview will last approximately 30 minutes, however if you have lots of
information to give at the meeting, additional time will be made available.
The style of questioning is open ended which is designed to encourage you to speak
freely. For example.
• Describe the role of your job.
• How do you plan within your job role?
Everything that you talk about with the assessor will remain confidential. At the end
of the assessment the company will receive “overall” feedback that will exclude any
names.

5. Indicator 1
Explain (at a level that is appropriate to your role)
• the objectives of your team and the organisation how you are expected to contribute
to developing and achieving them.
Describe (at a level that is appropriate to your role)
• the organisation’s core values (CLIP) and what this means to the way you are expected
to work.
• how you are involved in developing the organisation’s strategy.
• the key performance indicators used by the organisation to improve its performance.

6. Indicator 2
Explain
• what your learning and development activities should achieve for you, your team
and the organisation.
Describe
• how you are involved in identifying and planning your learning and development
needs and, if applicable, those of your team.
• what these development activities should achieve for the team and the
organisation.
confirm
• that your training is based on supporting you to achieve the organisation’s vision.
• that learning and development takes account of your preferred learning style.
Beliefs
• you have a responsibility for your own learning and development.
• that continuous learning is at the heart of the culture of the organisation.

7. Indicator 3
Describe
• how you give and receive constructive feedback to improve performance.
• how your views are taken into account when recruiting and selecting team
members. (where applicable)
Belief that
• managers are genuinely committed to making sure everyone has access to the
support they need and all staff members have opportunity to learn and develop to
support performance.
• the organisation values diversity and managers value people’s differences.
• recruitment and selection is fair.
• you are given the opportunity to make the most of your talents within the
organisation.
Can give examples of
• how you have been encouraged to contribute ideas to improve their own and other
people’s performance.
• how managers promote equality and diversity in the workplace.

8. Indicator 4
Describe
• what your manager does to lead, manage and develop you effectively (is this inline with
thee company values)
Can give examples of
• how you have been encouraged to develop leadership skills

9. Indicator 5
Describe
• how you work together and share knowledge within and across teams.
• how managers inspire and motivate you to achieve your full potential.
• how your manager has/does help you to plan your career development
Confirm
• that you are able to give constructive feedback to your manager, and believe it is
well received and acted on.
• that you respect and trust your managers.
• that you have confidence in the leadership and management capabilities of top
managers.
Belief
• the organisation has a culture of openness and trust.
Can give examples of
• how you receive constructive feedback on your performance regularly and when
appropriate.

10. Indicator 6
Describe
• how you make a positive difference to the performance.
• how your contribution to the organisation is recognised and valued.
• how team successes and achievements are rewarded and celebrated.
• how you recognise the contribution your colleagues make to the organisation.

11. Indicator 7
Describe (at a level that is appropriate to your role)
• how you are encouraged to be involved in/take ownership of decision-making that
affects the performance of individuals, teams and the organisation.
• what it is about working with Pathway Group that gives you a sense of pride.
Confirm
• that you are committed to the success of the organisation.
• that you have access to information and the support you need to make decisions to
improve performance.
Belief that
• your manager trusts you to make decisions that improve performance and is happy
for you to suggest new ways to improve performance.
Can give examples of (at a level that is appropriate to your role)
• a time you have made a decision to affect the performance, this could include
individuals, teams or the organisation.

12. Indicator 8
Describe
• how your learning and development needs have been met, what you have learnt
and how you have applied this in your role.
• how induction has helped you to perform effectively. (Those who are new to the
organisation/role)
• how you learn from your efforts, mistakes and successes
• how learning and development achievements are recognised and celebrated.
• how knowledge and learning is shared across the organisation.
Confirm
• that you are motivated to learn.
• that you are supported after training to put the new skills and knowledge into
practice.
• that learning and development is an everyday activity.
• that mentoring opportunities are available.

13. Indicator 9
Describe
• how you feel your career prospects have improved as a result skills you have
learned and the way you have been managed. (if applicable)
Can give examples of
• How the performance of your team has been improved as a result of people
management and training.
• how training has improved your performance

14. What happens afterwards?
Once the last interview has been completed on the last day of the
assessment (26th January), the Assessor, Terry Jones, will take some time in
order to check his findings against the criteria matrix. Once he has
completed this he will be able to make his decision as to whether or not
we have maintained our award.
He will then meet with Saf, Alan and Cathy to feedback his “overall”
findings and to inform of the result.
This feedback will then be passed out to staff ASAP

15. Any Questions?
If you think of any other questions after this session, just drop me a call
or email.
Thankyou for your continuing support