We’re continuing to analyse the responses we’ve received through the consultation, particularly the letter and email responses and the ‘free text’ elements of the consultation survey, so we don’t have a complete picture of the consultation responses as yet. We plan to publish the full results when we announce our preferred route, alongside all the other information which has informed our decision-making – the date is to be decided due to a change in the County Council’s constitution (which will see us move from a committee system to a cabinet system later this spring).
However, because we know there is likely to be significant interest in the consultation results, we wanted to share some of the headline facts and figures with you at this point. These are:
The consultation website was viewed by 3,475 people and a total of 1,245 people came to 17 consultation events staffed by members of the Norwich Western Link project team.
We received more than 1,900 responses in total, with 1,825 responding via the consultation survey available on the consultation website and 104 sending their responses by letter or email.
Initial analysis of the responses to the consultation survey suggests there is strong agreement among respondents that there is a need for a Norwich Western Link road, with Option D ranking as the most popular solution, Option C the second most popular and Option A the least popular.
As mentioned, there is still a lot of important information we need to consider which will help us identify a preferred route for the Norwich Western Link. The project team are continuing to work hard to gather and take account of all this information before any conclusions are made.
We want to communicate our services in the most effective way and encourage as many businesses as possible to engage with us. TMS Media have been commissioned to produce a communications and marketing strategy for the growth programme and you can help shape that by completing this survey. If you provide your name and contact details, you will be entered into a draw to win a £50 Amazon voucher*. The survey takes just 5 – 8 minutes to complete and will really help us develop and improve our services.
We want to communicate our services in the most effective way and encourage as many businesses as possible to engage with us. TMS Media have been commissioned to produce a communications and marketing strategy for the growth programme and you can help shape that by completing this survey. If you provide your name and contact details, you will be entered into a draw to win a £50 Amazon voucher*. The survey takes just 5 – 8 minutes to complete and will really help us develop and improve our services.
Over the last twelve months, Freebridge employees have raised £4,181 for the King’s Lynn Foodbank through a range of fundraising activities.
Each April Freebridge’s employees vote on a new organisation to support throughout the year, and for 2018/2019 they chose the Foodbank that operates out of King’s Lynn.
In order to raise money for the charity, employees arranged and took part in a variety of activities including a golf day, quiz nights, a World Cup sweepstake and a fishing day.
Tony Hall, Chief Executive of Freebridge, said: “I’m very proud of the efforts our employees, Tenant Panel members and Board members have made in respect of raising money for the King’s Lynn Foodbank. Over the years we’ve raised money for many organisations doing valuable work across West Norfolk, and this year I’m particularly pleased that they’ve been able to raise so much.”
Sandra Morgan, Volunteer and Fundraiser at the King’s Lynn Foodbank, said: “We would like to thank Freebridge for choosing the Kings Lynn Foodbank as their charity for 2018/2019, and for all their hard work. Also, to all the very generous donations of raffle prizes for both events from local businesses including Congham Hall, Downham Market Garden Centre, Shaun Hagen Motors and Dunston Hall.
“Fundraising is not an easy task, but on behalf of the Kings Lynn Foodbank, a huge thank you to everyone for their kindness, contribution and support in helping local people in crisis, it is greatly appreciated.”
As part of National Apprenticeships Week (4-8 March), Flagship Group are celebrating their first Apprenticeship Ambassadors in trade.
Electrician Charlotte Savage and Plasterer Tayla-Jayne Johnson have now completed their apprenticeships with Flagship’s in-house repairs and maintenance company – RFT Services, becoming the only females in those roles at RFT.
Charlotte and Tayla recently joined the Norfolk Young Ambassador Apprentice Network (YAAN) to help pass on their knowledge of what it is like to undertake an apprenticeship and promote it as a positive career choice.
Tayla, who is 23 from Bradwell in Norfolk said: “I would definitely encourage others to take on an apprenticeship as you gain hands on experience and knowledge of the job role but also you gain a qualification at the same time. This means that you get a better understanding of the work entailed and will help you progress further.
“The most enjoyable aspect of being a young ambassador is meeting new people and knowing that I’m passing on my knowledge and experiences of apprenticeships to help others.
“I would recommend this to other apprentices as it opens you up to a community of people that you wouldn’t necessarily meet at any other time who are doing an apprenticeship but are from different jobs.”
Charlotte, who is 20 and from Norwich said: “So far I’ve really enjoyed meeting the other people on the training day (as part of YAAN) who do apprenticeships in so many different fields and hearing their apprenticeship story.
“I really believe that apprenticeships are the future. You can earn whilst you get a qualification and also you get the experience that employers look for.”
Head of Learning & Development at Flagship, Nadine Tapp, said: “We are passionate about growing our own talent which is why we invest in our Apprenticeship Programme. We are proud to have offered so many opportunities across our business areas to individuals to learn and develop.”
Flagship Bright Futures apprentices Matt Levesley, 19, and Ellie Colk, 20, both from Norwich, are also Young Apprenticeship Ambassadors. They started their Housing Policy and Practice Apprenticeship in 2017 and will complete the course in 2020. At that time, both will have gained a degree and have permanent employment with Flagship.
Flagship Group has recruited 44 apprentices to date through its Apprenticeship Programme with 28 people currently on apprenticeship programmes.
A chance to share business ideas with a group of like minded small business owners, all looking to grow and expand. We always have an interesting and packed agenda, covering all aspects of sales and marketing – practical easy to do things that will make a difference.
I can promise an action packed start to your day, plus the chance to meet some great local business owners. No need to book, just turn up and we have free tea and coffee too!
We meet in Poringland with an 8am start, finishing by 10.
Despite all the uncertainty in today’s current climate, the UK jobs market for specialist positions is still extremely competitive and fast moving. Which is why Ben Lurton, a consultant at Pure, is advising employers to be agile like a hare, and not tortoise like, when it comes to competing for top talent.
Ben explained: “As an example, a candidate I am currently working with was put forward for redundancy a week ago. Having immediately put out feelers about new roles, they are already at various interview stages for five different potential positions. This is becoming increasingly common. When a good employee comes on to the market, we often find a range of businesses keen to hire them.
“This is where the Tortoise and the Hare come in. It has long been believed that rushing any kind of process can lead to inaccuracy and poor decisions. Whereas a well thought out and thorough process will create a more robust and reliable outcome. While I agree with this in principle, when the competition for high calibre employees rises, as it has done, it is often the first organisation to the finish line who will win the race to employ the top talent. There needs to be a balance between being agile and quick, without being rushed. Here are some tip tips to achieving this.”
Be confident in knowing what you want
Make a conscious effort to always be aware of the additional skills and expertise your organisation could benefit from. Where are their gaps now? What resources do you need to achieve your business objectives and future growth plans? In knowing this, you will know when it is time to act quickly if the right person comes along.
Have a concise yet effective hiring process
Make your hiring process appropriate for the specific role rather than having set company-wide recruitment procedures for every position. This means you can just choose the appropriate processes to gain the information you need to make a good hiring decision quickly. For example, if team fit is paramount then include a staff meeting within the interview process. If the role is more centred on knowledge and experience then organise a panel interview, appropriate tests and request detailed CVs.
Make yourself available
Always remember that another organisation may have been able to meet someone on the Monday, do a second interview on the Tuesday and have made an offer by the Wednesday afternoon. If you don’t prioritise making the time to meet with high-quality candidates, they could already have accepted another job before you have even read their CV. Making yourself available shows commitment. It will make candidates feel wanted and will demonstrate that you are eager to get them on board.
Understand why the candidate wants to move
Get a clear understanding as to why the candidate is looking to make a career move. There are many different reasons it could be, from increased progression opportunities through to a better work-life balance or a desire for a different organisational culture and working relationships. Understanding the reasons why will help you to create the most attractive job offer. It will also help to you spot if you need to be wary about the motives behind the move. For example, if it is mainly money orientated, there is a strong possibility they may get a counter offer from their current employer and end up staying anyway.
Be prepared to compete in different ways.
Whilst money shouldn’t be the only priority for any good candidate, they will be aware of their market value and what their knowledge, experience and expertise is worth to an organisation. Be prepared to offer a fair and competitive salary, and also look to compete in other ways. This could include employee benefits and elements which impact on a candidate’s working lifestyle, such as the organisational culture, working environment and flexibility. People realise that they can still be ambitious without having to be in an office for over 12 hours a day. Look for ways, suitable to the role, which could give the candidate more time outside of work to do the things that are important to them. For example, reducing the time they spend commuting by offering the option to work from home some days or the offer of working flexible hours.
The reunion included a special dinner in the Minstrel Suite at the hotel and a trip to City of Norwich Aviation Museum where a new display about Tiger Squadron’s time based at RAF Horsham St Faith (now Norwich International Airport), has just been opened.
Tiger Squadron had a long and distinguished operational RAF history. Founded in July 1917 during the days of the Royal Flying Corps, the squadron was on the front line from March 1918 to the end of World War I.
During World War II, Tiger Squadron was heavily involved in the Battle of Britain, including a short spell based at RAF Coltishall in Norfolk. The squadron also flew its Spitfires in the Mediterranean and North Africa theatres, as well over Germany after D Day.
Soon after the War, Tiger Squadron, headed to RAF Horsham St Faith for a long residency, during which it flew Meteors and Hawker Hunters. In 1961, the squadron was chosen to introduce the Lightning F1 to operational service and moved to RAF Coltishall, where it was based until 1964.
That marked the end of the squadron’s connection with Norfolk. The final operational phase was from 1985 to 1992 when it flew Phantom’s from RAF Wattisham. The Tigers then became a training squadron flying Bae Hawk at RAF Valley and were finally disbanded in 2000.
A Norfolk link was re-established during the Phantom era when Norwich Airport Aviation Group invited members of the squadron to Norwich. Bob Cossey a member of the Aviation Group was soon commissioned to write the history of Tiger Squadron and was invited to be Secretary of The 74 (F) Tiger Squadron, a post he holds to this day.
Bob has written four books with links to Tiger Squadron: the history, which is called ‘Tigers’, ‘A Tiger’s Tale’ – a book about John Freeborn, Battle of Britain pilot, ‘Upward and Onward, The Life of Air Vice Marshall John Howe’ and ‘An Eye in the Sky’, the Royal Flying Corps and RAF career of Air Commodore Henry George Crowe.
The Office of Product Safety & Standards has issued guidance for businesses dealing with cosmetics, in the light of a potential no-deal Brexit. There may be actions that need to be taken by businesses.
After a loyal service of over 26 years at Knights Hill Hotel & Spa in King’s Lynn General Manager Bernard Ducker (pic) has taken on new challenges at our sister hotel, Le Strange Arms in Old Hunstanton.
Bernard said “When I joined Knights Hill in 1992 with just under 50 bedrooms, the directors had a vision to develop and grow the business and I have enjoyed being part of this. Our focus on delivering a quality stay with a professional and friendly service earned us the Best Western Large Hotel of the year award 2 years running.
Now a thriving hotel with 79 bedrooms, on-site spa and pub, the complex is a popular choice with both holiday makers, corporate guests and locals and this is down to the loyal and dedicated team, and I will miss them immensely.
It was not an easy decision but I am looking forward to further developing the Le Strange Arms to meet emerging challenges in the industry and will ensure that the hotel continues to offer a quality experience to all who stay or visit”
Bernard’s move has opened up further opportunities within the existing management team with Nicholas Searle being promoted from Operations Manager to General Manager at Knights Hill Hotel & Spa (Pic) and Joanne Rayner previously Front of House Manager taking the position of Deputy General Manager. Nicholas said “I started work at Knights Hill 19 years ago as a kitchen porter and have progressed within the company performing various roles over the years, most recently Operations Manager.
I am delighted to have been given the opportunity to undertake the position of General Manager and I am looking forward to the challenges that this brings. I learned a great deal from my previous managers and look to continue their good work with the help of the team.”
Bernard, Nicholas and Joanne have a wealth of experience and are an asset to the company, clocking up over 65 years of loyal service between them.
If you employ the services of a professional industrial cleaner, you may think that a workplace spring clean is an unnecessary expenditure for your business. However, unless your contract is structured to include specific tasks several times a year, you may be leaving your employees and customers at risk. We’re sharing our top tips for an inclusive Spring Clean to ensure you are rid of all the winter dirt and banish the lingering germs.
Clean those carpets
Nesting in the fabric of carpets, chairs and any other soft furnishings around the typical office environment, dust mites thrive in warm conditions. As these pests multiply, dust mite allergy sufferers will experience symptoms including sneezing, runny nose, itchy eyes, wheezing and eczema. An allergy to dust mites is more common than you might realise, with an estimated 12 million sufferers in the UK – that’s one in five people.
Whilst thorough vacuuming cleans some of the 1,000 allergen waste particles a single dust mite produces, it’s near impossible to maintain removal of all allergens. With a gram of dust containing as many as 1,000 dust mites and 250,000 allergenic dust mite faecal pellets, you’ll need professional carpet cleaning to help to manage the problem.
Get your windows shining
Nothing shows up the winter dirt and streaks on your windows like a beautiful sunny day, and nothing gives a worse first impression than filthy windows. If your staff can’t see out of the windows when they are seeking some creative inspiration, productivity could suffer, and if they see grey, dirty glass every time they look up, that could have a lasting effect on morale. Employ the services of a window cleaning team that utilises advanced cleaning systems for fast, safe, efficient cleaning and ensure that they put the health and safety of your staff and customers on the same level as their operatives. Monthind has invested in water purification technology that not only cleans better than untreated water, it also stays clean for longer.
Boost your kerb appeal
As spring approaches and the daffodils begin to bloom, it’s a good time to go for a stroll and review the effects winter has had on the outside of your business premises. From sweeping the car park, and removing debris to maintenance, cleaning the fascia, cladding and signage, clearing gutters and downpipes, and jet washing bins and bin storage areas, investing in a quality clean gives a good return on investment.
Treat your business to a deep clean
Spring towards summer with a morale-boosting, image enhancing deep clean for your company premises. Monthind offers a range of deep cleans to meet the special requirements of hygiene sensitive areas such as kitchens, restaurants and washrooms. Make sure you are meeting legislative requirements of these sensitive areas by using an accredited contract cleaning company that can carry out this work quickly and efficiently using both chemical and steam-based technology.
De-clutter your way to boosted efficiency
Tidy desk, tidy mind? Everyone works differently, but most work more efficiently if they are not buried under a mountain of files and paperwork. Help your compliancy team and your staff by encouraging a clear desk policy (imperative if you work a hot-desking scheme). It makes it so much easier to keep keyboards, desks etc. cleaner and more hygienic. Clear out those old files and brochures, making sure you shred any sensitive literature. You may be surprised at how much clutter has been accumulated over the past year.
Let Monthind Clean help…
If you’re looking for a professional industrial cleaning company that delivers, contact the team at Monthind Clean. We can take care of everything from daily cleaning to seasonal, specialist and emergency cleaning, including window cleaning, gutter and fascia cleaning, floor refinishing, carpet cleaning and biohazard cleaning.
Telephone 01206 215300 to organise a no obligation quote.