Doesnt care - Territory Manager Mccurrach Employee Review

Thank you for taking the time to provide feedback. In regards to salary, we work hard to ensure everybody in the organisation is paid fairly and within a published banding. This is supported by annual salary reviews and external benchmarking. We regularly review our salaries and we are committed to addressing any gender pay gaps. Re progression - Avidity is passionate about supporting our colleagues to develop and progress across a wide range of opportunities. Many of our Managers and Senior Leadership team have progressed from Territory Manager roles over the years and continue to do so. I encourage you to speak to your line manager in the first instance regarding your interest in progression. Please also feel free to reach out to me laura.farrell@weareavidity.com. We have a number of fantastic opportunities available currently for those looking to progress internally.

Thank you for taking the time to provide feedback. We've tried to address a few of your concerns below, however we would encourage you to contact either your line manager or our HR department to discuss in more detail. The Telematics system has been brought in as a duty of care to our colleagues to ensure you are safe whilst driving in the field - we know it can be frustrating when new systems and programmes are implemented however it is already yielding great results and we have seen a significant decrease in the severity of road accidents since we introduced it! You also have the option to specify which journeys are for business or pleasure - we do not track any of your personal journeys unless there has been any dangerous driving recorded, in which case we provide training as a first port of call. Our colleagues on MAP have experienced many and varied development and promoted opportunities from being on the programme, including Development DSM. For those colleagues who are promoted to Development DSMs their time within role is used to develop their management and leadership skills. Once they have demonstrated the skills needed to fulfil this role, they will again be promoted to DSM. This is similar to a probation period you would receive in any new position. At McCurrach over the last year alone we promoted 57 colleagues which demonstrates the number of opportunities for our colleagues to progress. Our internal and external recruitment process is fair and consistent. No one individual is favoured over anyone else and the recruitment process is used to determine who is most suitable for the role. We advise our MAP colleagues to attend an interview for any development roles as this can also be a part of your development - it helps you work on your interview skills and is a great opportunity to network with senior management in the business and showcase your knowledge. With the projected and continued growth at McCurrach, there are ample opportunities for our colleagues to develop and our development programmes, MAP included, supports our colleagues to be ready for those future development roles. Please be assured your feedback will be passed on to the relevant departments to review and see how we may be able to improve these processes. In the meantime, please contact our HR department to help us address your individual needs related to MAP.