SPORTS CENTRE 360 REVIEW
OVERVIEW:
The King’s School, with the support of Tracy-Anne Barker, initiated a 360 Department Development Cycle 18 months ago for a selection of support staff departments. Data has recently been collected to complete Cycle 2 on each participating department, from a Stakeholder and Internal perspective.
BENEFITS of a 360 approach and AIMS of the initiative:
To stimulate department development, to recognise strengths and identify areas for improvement.
To align department strategies with the goals of the school.
To give employees a voice, fostering collaboration and a commitment to excellence.
To enhance performance and accountability
INTERNAL: Sports Centre Colleagues
STAKEHOLDERS:
SUMMARY:
This is a high scoring department. With an increase in stakeholder rating from 0.1 to 3.9 in the cycle. While there is a minor drop in internal data, this remains at the upper end of metrics, demonstrating consistency and stability across the department. Nine out of twelve questions (90%) answered by stakeholders responded as “mostly”. There are no stakeholder responses in ‘never’ or ‘infrequently’.
The internal data responses are highly scored with ‘mostly’ and ‘sometimes’ in ten out of twelve questions, with responses over 80%. Whilst 50% of the questions have returned ‘infrequently’ as responses, noting that the percentage is 8% or less, the balance of high scoring indicates there are benefits to consider small changes or refinement within a high-performing department.
Comparing internal and stakeholder data, there are four areas which score highly in both sets of data. Questions, one, three, six and twelve, indicating high levels of self-awareness within the department for the impact on stakeholders.
Cycle 2 Questions
1. Is your department friendly and approachable?
2. Does your department communicate information that is accurate?
3. Does your department communicate information so it is easy to understand?
4. Are requests dealt with in a reasonable timeframe?
5. Does your department work well as a team?
6. Is your department competent at handling tasks assigned to it?
7. Is your department organised?
8. Does your department show signs that it is developing with the needs of the School?
9. Do you enjoy working in this department?
10. Does your department show empathy and compassion when dealing with staff?
11. Does your department make a plan to understand and solve problems?
12. Does your department have a good reputation across the School?
Areas of Potential Strength
•Competency
•Communication Clarity
•Friendly & Approachable
•Reputation
Areas of Potential Development
•Requests dealt with in a reasonable timeframe
•Communication accuracy
•Developing with the needs of the school (facilities)
SOME OF THE FEEDBACK FROM YOU…
“It is friendly, welcoming and I have found always supportive in my needs whether that be with further training/progression or dealing with situations outside of work.”
“Rotas and day to day are extremely well organised. Everybody knows their role and where they should be at all times.
Duty Managers have the day mapped out in a format that all staff are comfortable with. Relevant information is passed down/around throughout the day. All termly information is available from the start of each term if needed.”
“More training/cpd opportunities”
“Venue availability - sports facilities need to expand as there is a bigger demand for sports”
“I would like it to be a more approachable environment.”
“Good place to work, amazing people and can't speak highly enough of the Centre.”
“To have a proper area where staff can take breaks away from members. It is common for members to want to talk to you during lunch hours etc. as it is a communal space so you don't actually get time to switch off properly in the day.”
“I believe that the sports centre is run well and supports both its staff and its members to the best of its abilities”
“Find a way to acknowledge communication, even if it can't be dealt with at once.”
“Increase in catch up meetings, think it would help all staff to be more open”
“I love working here because of the friendliness of the staff.”
“They balance the members demands very well against the needs of the pupils, not an easy job to do.”
Our Key Priorities…
It’s Important that all Colleagues feel Valued, Heard & Supported
·Create a welcoming and open environment that encourages engagement.
·Promoting inclusion and belonging by greeting new team members in Reception on their first day, providing a warm welcome and ensuring ongoing support.
·Greater protected time for 1:1 catch up opportunities with line managers.
·Enhance email responsiveness by ensuring timely replies and consistent acknowledgment through holding messages and updated ‘Out of Office’ notifications.
·Strengthen communication accuracy through ongoing training and development, with a focus on consistency & clarity across all interactions.
·Continue with the success of our Employee Voice & Engagement programme for continued improvements.
Improve Staff Welfare Space
·Recognising that colleagues' breaks are taken within the Centre, the staff office will be re-designed to support a private restful space away from operational areas.
Thank you again for your time, honesty, and continued support in helping us move forward together.