AWLP Announces 2013 Work-Life Innovative Excellence Awardees

         AWLP Announces 2013 Work-Life Innovative Excellence Awardees

PR Newswire

SCOTTSDALE, Ariz., Jan. 22, 2013

Banco Santander, State Street Corp. and the U.S. Department of Agriculture
Recognized for Outstanding Work-Life Programs

SCOTTSDALE, Ariz., Jan. 22, 2013 /PRNewswire-USNewswire/ -- WorldatWork's
Alliance for Work-Life Progress (AWLP) is proud to announce the recipients of
its 2013 Work-Life Innovative Excellence Award. This year's honorees are 
Banco Santander, State Street Corp. and the U.S. Department of Agriculture
(USDA). They will be honored at the Work-Life Awards Gala at the AWLP
Work-Life Forum in Baltimore, Md., on Feb. 28, 2013.

Established in 1996, the Work-Life Innovative Excellence Award is the highest
honor bestowed by AWLP. It recognizes organizations that have raised the bar
on work-life innovation.

Banco Santander's Santander Group City
Banco Santander, a financial institution based in Spain with more than 180,000
employees in its 10 core markets in Europe and the Americas, relocated its
headquarters to Boadilla del Monte (10 miles away from Madrid) in 2004 to
align its vision of people with its vision of business. Today, Santander Group
City is a thriving working community built with work-life balance as the
foundation to attract and retain talent. The central space integrates work,
health, sports, leisure and residence in the same physical area, currently
populated by 6,700 bank employees.

In addition to the standard work-life offerings, Santander Group City offers a
growing number of shared services, including:

  oFree daily buses to and from the center of Madrid, 5,000 parking spaces,
    and subsidized car rental and fuel expenses
  oFinancial support for vehicle and housing acquisitions near the center
  oA first-class employer-subsidized nursery with extended hours
  oA state-of-the-art training and development center that features 30
    classrooms and an auditorium
  oA medical center that offers medical services during working hours
  oSport facilities that include a swimming pool, gym and golf courses for
    employees and their families
  oA wide range of restaurants that provide healthy menus
  oCultural and volunteering activities
  oChurch and commercial facilities (drug store, hairdresser, optician,
    garage, drycleaner, etc.).

The organizational benefits are numerous, notably 5% lower employee turnover
in the Santander Group City compared to other bank offices in Spain; cost
savings derived from centrally located shared services; and increasing levels
of employee satisfaction, comfort, capacity, competence and commitment.

State Street Corp.'s Manager-Initiated Flex Program
While some companies rely on employees to initiate flexibility, State Street
uses a manager-initiated model to promote widespread use of flexible work
arrangements. In this manager-initiated approach, managers are provided with a
clearly defined, comprehensive tool kit for assessing the feasibility of a job
for flexible work arrangements and given technical support for managing
issues. They also conduct a self-assessment to gauge how well prepared they
are for managing employees who work flexibly, with information to help them
feel well prepared. Metrics of flexible work arrangements are kept via State
Street's FlexTrax tool, which tracks all requests, approvals and declines. By
adopting a manager-initiated approach to flexibility, State Street has found
that a manager can achieve greater consistency in the application of flexible
work arrangements across the entire global organization. Today, nearly 70% of
State Street employees have some type of flexibility in their schedule.

U.S. Department of Agriculture's 'Turbo-Charge Telework' Program
USDA's "Turbo-Charge Telework" education and outreach campaign is a model for
telework programs across the U.S. federal government and beyond. It is also
helping catapult USDA's workforce culture to the next level by enabling a
universal concept and understanding of how telework fits into a flexible and
supportive workplace. The campaign consists of monthly webinars in which
employees interact with USDA's work-life team to address common concerns and
to share success stories involving telework. It also includes a work/Life and
wellness online community of practice where employees can access important
resources about the telework program and connect with others interested in the
same topics. In addition, USDA recognizes "Supervisor Shining Stars" as
examples for other supervisors to inspire them to start telework and other
work-life programs. USDA aims to enhance its business practices and overall
work environment by ensuring it allows maximum participation from all eligible
employees, and the goal is to reach 45% of participation in regularly
scheduled telework. In fiscal year 2012, USDA had more than 30% of all
eligible employees teleworking and an average of 22% teleworkers in any given
pay period out of its total eligible population.

About WorldatWork's Alliance for Work-Life Progress®
WorldatWork's Alliance for Work-Life Progress advances work-life as part of an
integrated total rewards strategy. This alliance defines and acknowledges best
practices and innovation, facilitates dialogue, and elevates work-life thought
leadership. Each year, the alliance leads a national awareness initiative
celebrating October as National Work and Family Month. Recognizing that
work-life encompasses a wide array of programs, the WorldatWork Society of
Certified Professionals established the Work-Life Certified Professional
(WLCP®) designation in 2007.

Contact: Marcia G. Rhodes, (480) 304-6885, marcia.rhodes@worldatwork.org

SOURCE WorldatWork

Website: www.worldatwork.org
 
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