Helping you succeed

We employ more than 1,000 people and like to think that when you join Recovery Focus you join a great team where everyone is committed to inspiring recovery.

Our staff surveys regularly show that people feel they work with colleagues who trust and respect each other, that they work with skilled, competent people who are good at their jobs, and that together we provide high quality services.

Some of the areas we’re particularly proud of and continue to focus on are investing in every member of staff’s professional development; valuing diversity and everyone’s contribution; and ensuring all our employees are involved and make a positive difference to how we’re run.

“We’re a listening and caring organisation, one that has an excellent reputation for the quality of the staff and the good work that we do. It’s also an organisation that is unafraid to change and move forward, bringing its people with it” – staff survey

Professional development

We’re committed to investing in the ongoing development of our staff and we provide a range of learning opportunities to do this. We’re recognised for this commitment through our Investors in People accreditations.

Individual learning: Your individual learning needs are identified with your line manager and we tailor your development package accordingly to offer a blended and engaging range of learning opportunities. This includes mandatory training such as health and safety; learning pathways based on your role and the service you work in; access to more than 220 e-learning modules online; formal qualifications; on the job shadowing and mentoring.

Leadership and management development: A management development programme has been offered for many years and has been strengthened through the creation of our in-house Leadership Academy which identifies and coaches our leaders of tomorrow.

Qualifications and Credit Framework (QCF): Where you’re required to complete QCF as part of your role or for continuous practice development, we support you to do this by paying for the fees and giving you study leave.

“My manager and colleagues are very welcoming, supportive and knowledgeable. I can trust their advice and know I will always be supported” – staff survey

Valuing diversity

One of our core values is a commitment to social inclusion which we can’t achieve unless we embrace, reflect and celebrate the diversity of the communities we serve.

There are a number of legal requirements on us to ensure the positive application of equalities legislation. However, our ambition is one of excellence not simply compliance. We’re committed to promoting equality and diversity in all aspects of what we do and have been recognised for this with Investors in Diversity accreditation.

To achieve this, we treat everyone who works or volunteers for us as individuals with unique sets of skills and experiences to be positively harnessed and developed. This is regardless of age, sex, ethnicity, disability, sexuality, social background, religion and/or belief.

In our recruitment processes these protected characteristics are routinely monitored and we regularly review our selection criteria and procedures to ensure that individuals are employed and treated on their relevant merit and abilities. Equality and diversity also form a core part of our induction and mandatory training.

As organisations working in the field of mental health and substance use we’re committed to promoting wellbeing in the work place and providing people with lived experience opportunities to train and work with us through volunteering, becoming a peer supporter and securing paid roles. To date, nearly 15% of our workforce has declared previous experience of mental health and/or substance use problems.

“I like the fact we’re free to express ourselves and given the space to try to new ideas and bring change to services. This is always encouraged and helps to make me more creative and supportive to the services I manage” – staff survey

Getting involved

The passion, skills and expertise of our staff are key to our success and we use a number of ways to harness people’s ideas to improve how we work.

Staff council: Our thriving staff council gives our workforce a strong voice and a formal mechanism to put forward ideas for improving how we do things but also to raise any concerns. It’s made up of representatives elected by their peers and drawn from all levels of the organisation. It meets on a quarterly basis with the executive team and members also sit on working groups for specific organisational projects. We also formally recognise the union Unite and have union representatives on the staff council.

Staff surveys – We regularly run an organisation-wide staff survey to find out how well we’re doing in areas such as leadership, communication, wellbeing, values and culture, performance management and then work with representatives from across the organisation to make improvements.

Best practice forums: We regularly hold workshops to bring together colleagues from across the country and from different services or areas of expertise to share best practice, problem-solve and identify opportunities for continuous improvement. These have proved to be great networking events as well.

Working together forum: We stage a number of national events every year to bring together people using our services and our staff to share stories and information, discuss key topics and help shape our strategic direction.

We also run annual achievement awards and a recognition scheme to celebrate people’s successes.

“I feel I’m involved in the organisation as an equal partner” – staff survey