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A
Welcome Award
STAFF who provide the warmest of welcomes to
Liverpool are in line for awards. The Academy Ambassador Awards
recognise staff
in the city's retail, hotel, leisure and tourism sectors, who
provide excellence in customer care, and create a positive
impression of Liverpool. The awards are run by Liverpool's Academy
of Excellence in Customer Care which has been set up to
develop excellent standards of customer care.
This year they are being sponsored by Cains Brewery. Employers and
training organisations are being invited to nominate
staff who work in one of Liverpool's shops, bars, cafes,
restaurants, hotels, sports centres or host of other attractions.
Nominations are invited for the following categories:-
1. Food Preparation and Delivery: For those staff employed in a
catering environment i.e. waiter / waitress, catering
assistant etc.
2. Chefs and Cooks:- Those who able to show that they understand
customer requirements and have created menus and dishes
using their creativity, imagination and flair
3. Receptionist:- Recognising those staff who are often the first
point of contact for a visitor in any tourism related
business including attractions, restaurant, hotels etc.
4. Bar Person:- Working in either a bar, restaurant, hotel or pub.
For staff who go far and beyond merely filling a glass.
5. Retail Assistant:- Staff responsible for assisting customers with
their purchase from any type of retail environment.
6. Family Friendly:- Recognises staff who have done most to promote
a family friendly approach.
7. Visitor Attractions and Events:- Recognising staff in Liverpool's
outstanding attractions and events, which bring millions
of visitors to Liverpool every year.
8. Arts/Cultural Staff:- For those staff, not represented in the
other categories, who are working in the arts and cultural
sector i.e. museums, art galleries etc. including front of house,
box office etc.
9. The Unseen Hero:- The industry relies upon teams of people who
are often unseen such as porters, chambermaids,
glasswashers, cleaners, administration staff or volunteers .
10. Tourism Support and Leisure Staff: Providing an invaluable
service to those who visit, work or live in the city including
bus, coach, train and taxi drivers, car park attendants, tourist
information centres, spurts centres etc.
11. Student/Trainee:- Those who are developing their skills to work
in the retail, tourism or leisure industry. Open to
those studying or working in Liverpool on a recognised work based
training programmes.
12. 08 Welcome Award:- For the person who represents and promotes
Liverpool in the most positive manner, particularly in the
area of customer care.
Award winners will have to show they have excellent communication
skills; are able to perform under pressure; provide a
welcoming impression; demonstrate a knowledge and pride in the city;
be committed to self development and possess a
professional and positive approach.
The winners will be announced at an awards ceremony to be held at
the Crowne Plaza Hotel in January 2006.All nominees will be
considered for the Liverpool Award for Outstanding Customer Care at
the Mersey Tourism Awards.
Councillor Peter Millea, Executive Member for Regeneration, said:-
"These awards have become well established in the last few
years and are becoming more keenly contested in each year. As
Liverpool becomes an increasingly popular destination it is
ever more important that we provide the warmest of welcome to all
our visitors as well as to local people. We want to be
known as a city which consistently provides top-class customer
service. It is only right that we recognise those people who
give customers service over and above what is expected and are true
ambassadors for Liverpool."
Closing date for nominations is Monday 31 October. Nomination forms
are available from the Academy of Excellence in Customer
Care ( 0151 233 5309) or nominations can be made on the website:-www.academyofexcellence.co.uk
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Women in the North West enjoy rapid rise to top of career ladder… at
a cost!
WOMEN are getting
promoted more quickly than men, but are more likely to resign,
according to figures released by the Chartered Management Institute
and Remuneration Economics. The findings, which form part of the
32nd annual National Management Salary Survey, also reveal
increasing gaps in pay in the North West, despite ongoing calls for
equality and transparency.
The survey of 20,989 individuals employed in over 200 organisations
shows that the average female team leader is 37 years old, compared
to an average age of 41, for men. At £39,352 female managers in the
North West are earning £7,540 less than their male counterparts.
Across the UK at director level, where the average female is 44
years old (47 for men), the pay gap is even more pronounced, at
£22,144.
The research shows an average earnings increase of 4% for women
managers in the North West, compared to a national average rise of
5.3%. There is also still a 16% shortfall on the male equivalent of
£46,892 in the region. However, at a national level, with male
managers only awarded an average increase of 4.9%, these figures
represent 9 successive years that female earnings growth has
outperformed men.
According to the latest figures, in regional terms women in the
North West remain in the same place in the earnings league table.
Lying 4th with an average of £39,352, the North West (£39,352) are
also the biggest female earners, outside London and those in
Northern Ireland are least well-off (£35,385), followed by the
Midlands (£35,784).
This year’s survey shows that womens’ salaries are increasingly
being supplemented by bonuses. At senior executive level, for
example, female managers are receiving larger bonuses than male
managers for the first time since the survey began in 1974 (£2,302
compared with £2,039). However, the bonuses paid to women represent
a lower proportion of the overall remuneration package, worth an
average of 10.4% of their salary, compared to 13.7%, for men.
Yet despite the lack of parity in pay, the number of female managers
continues to grow. At 33.1% the level of women in management roles
has trebled in 10 years. Women also account for 14.4% of directors
(a figure that has more than doubled since 1999) and at team leader
level, women now represent 36.9%.
However, in a repeat of the results of recent surveys, the total
labour turnover rate for female managers is greater than that for
men (9.5% compared to 6.5%) and within this, at 3.9%, women are also
more likely to resign than their male colleagues (2.5%).
The research shows that women managers in the Food and Drink sector
enjoy the biggest remuneration package, in real terms, earning an
average total of £53,248. However, those working in the Utilities
sector have benefited from the largest average rise: an increase of
37.2% on last year’s earnings of £37,650. Women also earn more, on
average, in IT than their male colleagues (£45,869 compared to
£45,090) and for the 3rd year running women managers working in a
research and development role are earning more than men (£41,954
against £40,904).
Mary Chapman, Chief Executive of the Chartered Management Institute,
says:- "Even in sectors and functions with a high percentage
of female managers, there is a distinct gap in remuneration. This
implies that women are not achieving the best paid jobs in their own
field. It is imperative that organisations tackle this issue head on
to ensure that career progression and reward are based on ability
and achievement, rather than gender.”
Paul Campfield, director of Remuneration Economics, comments:-
"It is encouraging to see that the number of female managers
continues to increase, but it is worrying that they are still more
likely to resign. The implication is that female managers still face
difficulties in the workplace and organisations should address these
quickly, because unchallenged these problems will demotivate and
disrupt with the end result being poor performance and productivity
levels.”
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