INTRODUCTION TO PREMIERE PEOPLE

1. Page 1 of 12

2. Table of Contents
1. Introduction
2. Our Service
3. Cordant Group
4. Employed Worker Status
5. Competitive Pricing
6. Accreditation
7. Compliance
8. Equal Opportunities
9. Recruitment Process - Attracting the Best
10.Volume Recruitment
11.Bespoke Recruitment Funnel
12.Service Level Agreement
13.Escalation Process
14.Account Management Team
15.Continuous Improvement
16.Information Technology
17.Why Premiere
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3. 1. Introduction
Established in 1983, Premiere People operate a network of branches throughout the UK
and Ireland specialising in complete staffing solutions.
Premiere People supply quality staff for temporary and permanent vacancies across a broad
range of skill sets in both the private and public sectors. We are able to offer a
comprehensive contract management service, supplying staff as needed, providing training
where necessary, supervising staff in post and handling all administration. We were
acquired by the Cordant Group in 2007 and our long term aim is to offer the best of both
worlds, Corporate compliance and Local quality of service.
In addition, Premiere People branches operate a "worker is king" policy. All consultants at
Premiere People undergo REC training to MIRP level, and are trained in how to manage
our workforce. This policy ensures that our Workers are treated ethically and fairly
regardless of origin or age. We also have a confidential helpline that ensures our workers
have the ability to speak to a member of Premiere Peoples audit and compliance team
should they have any issues with any aspect of their experience with Premiere People.
Workers are paid accurately and on time, every time. We had an error count of 0.4% in
2008 with some 125,000 timesheets processed. Any errors that occurred were rectified
quickly and efficiently.
2. Our Service
Temporary, Interim & Permanent Recruitment
• Ad-hoc supply
• On-site managed services
• Master vendor
• Recruitment process outsourcing
• Outplacement & redundancy management
• Consultancy
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4. We Can Support With These:
• TUPE transfer of all or part of a workforce
• Supplier change management
• Recruitment agency rationalisation
• Standardisation of agency pay and charge rates
• High volume bespoke recruitment and selection campaigns
3. Cordant Group
Established 1957, an Independent family-owned business within the Business Support
Services sector. Cordant Group plc operates 3 distinct trading divisions:
Recruitment - £300m turnover
Cleaning - £65m turnover
Security - £48m turnover
Cordant Group plc
Recruitment Division Dynamiq Cleaning Securiplan
(Advance)
Security Services
Premiere People Abacus PMP Provista Primetime Judy Fisher
Cordant Group Statistics
108 Branch Locations
132 On-Site Locations
Top 25 UK Recruiters
Average 17000 Temporary Workers
Employed weekly
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5. 4. Employed Worker Status
Premiere People are one of the few recruitment agencies who engage their temporary staff
on a contract of employment and not a contract for services – therefore giving them full
employed status.
By Premiere People employing the temporary workers on a contract of employment this de-
risks you ‘our client’ of being deemed your workers employer. This has been a grey area in
employment law, but recent case law has leaned towards finding the client to be the
employer.
Experience has shown that employing staff on a contract of employment encourages loyalty
and continuity of service from the temporary worker. Benefits to workers include:
 Only Agency employer contributing pension in UK
 Reward gateway benefits with discounts at over 1300 stores
 Eye care
 Personal accident insurance
 Premiere People Travel Scheme
 Confidential helpline
5. Competitive Pricing
Premiere People are an extremely cost focused company and have developed very efficient
back office processes. Coupled with investment in information technology, we have
managed to reduce our back office overheads considerably.
Due to the fact that we are part of a £400m group we have the buying power to significantly
reduce the cost of consumables such as PPE and office machinery, and services such as
phone costs and training.
The result of this focus allows our service to be delivered at highly competitive margins, with
high retention of staff - keeping recruitment costs in check.
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6. 6. Accreditation
Premiere is accredited as an Investor in People and is therefore
committed to training and developing all members of staff. Premiere
People recognise that a committed and motivated workforce is
paramount to the success of our company. We are proud that in 1993, to
be one of the first four recruitment agencies and one of the first 1000
organisations in the UK to attain the Investors in People accreditation.
Premiere consultants undergo a mandatory training and induction schedule accredited by
Recruitment Employment Confederation.
Premiere People are a Corporate Member of the REC, and as such we
adhere to their code of practice which governs the service we offer both
to clients and applicants. We abide by all equal opportunities legislation
and adhere to all regulations included in the Employment Agencies Act.
Premiere People consultants undergo a mandatory training and induction schedule
accredited by the Recruitment and Employment Confederation. On completion of training,
all consultants sit an exam to achieve the Certificate in Recruitment Practice which is
accredited by the REC. Staff have to demonstrate competence working with applicants and
clients in order to be successful. We are proud of our 100% pass rate.
Premiere People are members of the Association of Labour Providers.
Premiere People have been 'Accredited Contractor' since October 2006 to
the Contractors Health & Safety Assessment Scheme www.chas.gov.uk.
Premiere People are members of the Freight Transport
Association. The FTA represents the transport interests of
companies moving goods by road, rail, sea and air. As a member
of the FTA we regularly receive updates on legislation to ensure our compliance.
Premiere People have been awarded the Positive about Disability Two Tick
symbol as we have demonstrated to the Department of Work and Pensions
(Job Centre Plus) that we have achieved, and are committed to, continually
achieving 5 commitments relating to the employment of disabled
people. The 5 commitments are to:
Interview all disabled applicants who meet the minimum criteria for the job
Ensure a mechanism is in place to discuss, at any time, but at least once a year, with
disabled employees what can be done to ensure that they can develop and use their
full abilities
Make every effort to ensure that when employees become disabled, they stay in
employment
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7. Take action to ensure that all employees develop the appropriate level of disability
awareness needed to make these commitments work
7. Compliance
Premiere People view ourselves as "guardian of your brand", and as such always endeavour
to ensure that your brand is portrayed in the best possible light to all prospect candidates
and to the wider marketplace.
In line with this policy it is imperative that we are 100% compliant with employment
legislation in all areas, and that by association, our Clients are perceived as a responsible
user of Temporary workers.
Our compliance and best practice team audits branches and on site contracts on a regular
basis. They are conducted both online and in the branch and on-site network. In addition to
auditing the compliance team are also an invaluable resource in relation to advising the
branches on immigration and employment legalities. Our client base is wide and varied and
we put all candidates through the same recruitment and audit process.
We are audited on a regular basis by both public and private sector organisations and to
date have a 100% pass record. Recent audits include the GLA, Commensura and the NHS
(Buying Solutions).
8. Equal Opportunities - Training And Development
All employees will receive training at Induction and written handouts on the key aspects of
Equal Opportunities legislation, such as the Race, Sex, Age and Disability Discrimination Acts.
The training will ensure that:
a) Employees recognise their legal obligations.
b) Employees develop their skills to translate the policy into practice.
The criteria for selecting employees for training and development opportunities (including
career development and progression) will be non-discriminatory. These will be based upon
the employee’s merits and abilities, business needs and the availability of appropriate
training and development activities. Whenever practicable, training will be arranged so that
all categories of employees may attend e.g. part-timers.
The Company’s training programmes will be designed to support the aims of the Equal
Opportunities policy.
All employees are encouraged to discuss training and development opportunities with their
line manager on an ad-hoc basis, or during any formal performance review. Company policy
dictates that all employees receive a minimum of one formal review of their performance
annually.
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8. 9. Recruitment Process - Attracting the best
High Street Locations
Recommendation
Jobs Fairs
Internet Job Boards
Employed Worker Status
Market leading benefit schemes
Bespoke volume campaigns using multi-media
10. Volume recruitment
Premiere People specialise in volume recruitment, as part of our
labour pool management programme we can deliver volume
recruitment solutions with immediate effect. We have the facility to
recruit and induct up to 100 staff per day from individual branches
and can call upon the resources of our sister companies if required.
To ensure successful delivery of all staffing requirements we work closely with our clients to
ensure that we have adequate resources available for all peak requirements, on top of this
we will always carry some spare resource. For example if your peak of business is around
200 Temporary Workers we will ensure that we have at least 255 within the labour pool.
11. Bespoke recruitment funnel
Premiere People develop a bespoke recruitment process for all
Clients. This ensures that we get the best possible match
between Client and Temporary Worker. This increases the
lifespan of the worker, reduces our costs and delivers increased
productivity to our Clients.
During the contract implementation process it is vital that we
get a full and thorough understanding of our Clients Business, this is to ensure we can fully
brief prospective Temporary Workers.
The standard process would be as follows, designed to meet individual client requirements:
Telephone pre-screen - to ensure prospect workers meet minimum criteria
Formal face to face interview
Work history check
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9. Temporary worker logged onto Matchmaker (our front and back office IT systems)
All right to work paperwork and legislation checked
Payroll number issued
Worker Handbook issued
Temporary worker calls back at pre-agreed time to request first shift
Temporary worker induction /training ( this can be pre-employment or on the first
day of employment?
12. Service Level Agreement
Upon successful award of contract Premiere People will develop a bespoke Service Level
Agreement for our Clients. The purpose of the agreement would be to clarify each parties
roles and responsibilities within the terms of the agreement.
This ensures that we have clear guidelines and have pre-agreed Key Performance Indicators
to benchmark our service against.
The following KPI are examples only and would be agreed for Client during contract
negotiation. We would measure our service against these KPI and Management Information
relating to our performance would be communicated to Client on a weekly/monthly basis.
Example KPI %
98% - 100% 95% - 98% Less than 95%
Timekeeping
Attendance
Invoice Accuracy
Performance
Attrition (weekly)
KPI are bespoke to the client and would be agreed at the start of the contract, any KPI falling
below 95% would automatically start the formal escalation process.
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10. 13. Escalation Process
In the event of service issues or day to day problems we would propose the following:
Performance * Temporary *Employment Amber Service Red Service Level
Issue Worker Business Level
Performance Performance
Timescale for Same Day Same Day Same Week Same Week
meeting
Timescale for Same Day Same Day Within One Week Within One Week
resolution
Premiere Account Account Manager Dave Cottington - Lindsay Prince -
People Manager Senior Manager MD,
Contact/s
Account Manager Dave Cottington
Senior Manager
Account Manager
Client Contact/s Relevant Relevant Relevant Relevant Managers
Manager Manager Managers
* This relates to minor service or performance issues that do not result in the service levels
falling into the amber or red bandings.
Any service level issues that fall into the amber or red bandings would be followed up by a
report from Premiere People with a proposed plan of action to ensure that the issue does
re-occur.
We would also propose a monthly meeting to discuss previous months performance against
KPI and continuous improvement.
14. Account Management Team
Premiere People customer service adds value to your contract. We have an established
senior team responsible for supporting locations and for regular liaison to ensure customer
satisfaction. Our in-house training program and support team ensures that all staff are
aware of their responsibilities, service performance objectives and the agreed service level
criteria for each service user. Focus upon customer service as a priority is maintained
throughout the group by on-going staff development, training and participating in
workshops and seminars.
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11. Through cross fertilisation of ideas and best practice within the Cordant Group, we ensure
that we deliver an innovative service.
15. Continuous Improvement
Premiere People are conscious of the need for continuous improvement, and are constantly
seeking methods and processes that will make Premiere People and our clients more
efficient.
There are many aspects of a service that can be targeted for improvement, from worker
mentoring and training to timesheet hour’s verification. The Premiere People Account
Manager will work closely with the customers management team in order to identify areas
of improvement in our service. This will be completed using our formal 3D approach to
improvement:
3D Improvement Process – Diagnose, Develop, Deliver
Diagnose – Work with the customer and Premiere People account teams to
diagnose areas of improvement.
Develop – Use best practice from experience throughout the Cordant Group to
develop processes and procedures which will improve the targeted area.
Deliver - Deliver the improvement ensuring that there are measured KPI’s to
determine success.
16. Information Technology
Accutime time and attendance system
The system Utilises both Swipe Card and fingerprint
technology providing real time data, and has the flexibility
and capability of recording multi shift patterns. It also acts
as a fire register and records lateness, absences and
holiday. In addition this system can streamline the admin
process and can eradicate the need for manual timesheets
saving many hours of administration.
MatchMaker - Front and back office admin system
Matchmaker is our front and back office IT system. It contains our worker database and will
prompt when updates are required i.e. licence copy, updated references, visa renewals etc.
We can do a variety of different candidate searches to deliver prompt results. It also
intergrates with our Accutime T&A system delivering real time management information
and e-timesheets.
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12. 17. Why Premiere?
We can offer a one stop solution, with one point of contact and one invoice for all of
your recruitment needs.
As part of the Cordant Group we are one of the market leading recruitment agencies
in our field, with a group turnover of £400m. This gives us the resource to develop
the products we offer, and to train and recruit the best consultants in the business.
Our Temporary Workers have employed status. This delivers very low attrition and
protects our clients from new employment legislation.
Due to the lean management structure of the business and our embrace of
technology, we can offer a very competitive pricing structure.
We have tried and tested e-process systems that can be implemented with minimal
disruption.
Our service is bespoke and at the start of a new contract we spend lots of time
gaining a thorough understanding of your operation. We call this process a Client
Needs Analysis, the process normally takes anything from two days to a week and
enables us to gain a proper understanding of your business and culture.
This process would also give stakeholders within your business the opportunity to
voice any concerns over previous service and to shape the service moving forward.
We are a safe pair of hands in the recruitment industry with a stable financial
history, low internal staff turnover, and lots of experience in your sector.
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