These principles are the core of Agenor, the DNA that shapes our company and defines who we are and what we do. Our purpose is to enable our customers to achieve positive outcomes by focusing on excellent client delivery. Our vision is to be recognised by our customers as skilled, experienced and trusted partners.
We support and develop our people through all stages of their careers
We promote honesty, openness and transparency
We are a community who support and encourage each other
We respect each other and the jobs we do
At Agenor, we're dedicated to creating an environment within which employees can do their best work. We know that we ask a lot of you and it's vital that we show our appreciation of what you do for us.
Giving you the freedom and flexibility to create your own working environment, schedule and benefits package builds trust in our company. Wherever possible, employees are encouraged to work from home and to come in and leave the office when it works best for them. At Agenor, you have the flexibility to take your son to football training, your daughter to athletics practice, beat rush hour traffic, or take your favourite fitness class in the middle of the day.
Let's face it. Money matters.
We aim to provide salaries that are highly competitive in the industry. We have a proactive approach to compensation and regularly review our compensation levels to retain our staff and to recognise the contribution of our people to our business
We hope that we'd never lose out on a great employee solely because the salary on offer wasn't enough.
We want to look after the long term interest of every employee. A decent pension provision is a moral imperative for Agenor in this era days of dwindling state cover.
We have a default contribution to a Company Pension of 9% of your annual gross salary.
Again, with flexibility at the core of our thinking around benefits, the level of pension contribution can be increased by agreement. One of the few non-negotiable aspects of our benefits package is the minimum pension contribution.
Holidays are a vital part of a healthy work-life balance. Everyone at Agenor gets the same holiday package, regardless of age, service or seniority.
There are 9 official public holidays in Scotland. Staff are entitled to take these public holidays when they fall but are not compelled to do so. The only mandatory Public holidays are as follows:
With 25 days annual leave for every member of staff, this brings the total to 34 days.
We treat the remaining public holidays as annual leave days, giving a total of 31 "floating" days.
We offer membership to a high quality Private Medical Care scheme for all UK employees at our cost.
Our extensive Private Healthcare Policy allows early access to high quality medical care for you and your family providing peace of mind. The policy provides cover for diagnosis and a wide range of treatment as required.
You have to pay tax on this cost and you can add family members (spouse/ partner/ children) at your own, we believe, reasonable cost.
Our Healthcare policy has been used by a number of our employees in recent months and has proved an extremely valuable benefit for our team.
All employees are provided with Critical Illness Cover so that if you become seriously ill a lump sum of 2x your salary can be paid to you to provide a financial cushion at what may be a difficult time.
In addition, all employees are provided with life cover of 3x salary so that your family will receive financial support in the event of your death whilst employed by Agenor.
Whilst these are not positive subjects to consider we hope they do provide some comfort for our staff.
All employees have a budget assigned each year for their personal development. Personal development can taken many forms but includes self-study, classroom training, conference attendance etc
The goal is for all staff to always be learning and growing in their roles and with an eye on future roles. All we ask is that the learning is in a subject that is related to the work and skills that Agenor need.
This investment in our people is at the core of what we are and is planned and fully budgeted for every year.
In a further nod to flexibility, we support employees who wish to modify their annual holiday entitlement.
We allow staff to "buy & sell" holidays each year, with limits as follows:
We hope that this approach means that we're tailoring this key aspect of any benefits package to meet the varying needs of our staff, while striking the right balance on the spectrum of minimum rest and maximum productivity.
Our Agenor Principles demand that we look after each other in times of personal difficulty or distress.
As such, we quietly like to make sure that any staff member who needs time off work, for whatever personal reason, will be supported to the maximum extent possible.
We don't have a menu of these circumstances, nor do we have rules for every scenario. We simply say that we'll support you in every reasonable way when you need us to do so.
We offer an enhanced Maternity/Paternity Pay scheme for all qualifying employees.
This applies to both Maternity Pay and Shared Parental Pay and, subject to a ceiling on qualifying pay, we will pay 13 weeks on full pay, 13 weeks on half pay and 13 weeks on Statutory Maternity Pay during your leave period.
We believe this to be a very competitive scheme in the Private Sector and demonstrates our commitment to our staff throughout their time with Agenor