Seventy-four percent of staff have contributed to the service improvement programme and 2,322 ideas have been implemented. Continuous professional development has grown in importance. Since accreditation by Investors in People, performance coaching workshops have been held for many line managers to help them develop their staff. The 'line manager as developer' concept is now central to NWIS's continuing success. There has been a move away from traditional job descriptions.
All staff now work within a job family, for which the key competences are fully defined.
All staff review their learning and development needs with their line manager at least three times a year. The needs of the individual are examined in the context of the company's business plan. In 1994, few were involved in the Investors in People process, but NWIS now has over 80 trained Investors in People representatives who have the task of ensuring that the ideals of Investors in People are upheld in all units. The local portfolios of the units are fed into the company portfolio. Investors in People NWIS achieved Investor in People recognition in August 1994.