What is the current relationship between CIPD and Engage for Success (EfS)?
From a legal perspective, EfS was incorporated with the CIPD in July 2017. This means, from 1 July, CIPD have legal responsibility for EfS’ ongoing operations. This move built on a long-term collaboration between EfS and the CIPD and was made to support the sustainability, momentum and identity of the movement and to build on the synergies that already existed.
Will there be closer working between CIPD and EfS? If so, how? Are the strategies/activities of CIPD and EfS aligned (or will they be)? How, if at all, will we join-up our own volunteering activities with those of EfS?
The CIPD recognises Engage for Success as a distinct movement with its own strategy, identity and community. There are of course opportunities for alignment – but these should not be pursued at the cost of the movement’s momentum, unique voice, style and tone, or brand leverage with communities and partners.
The CIPD will have input into EfS strategy and activities through Peter Cheese’s role as Chair of the EfS Board and through the core team, Thought & Action Group Chairs, and Regional Ambassadors working closely with members of the CIPD team to pursue mutually beneficial opportunities.
The point of coordination for EfS volunteers will remain the EfS core team rather than any other part of the CIPD. It is expected that the EfS Regional Ambassadors and CIPD Branch chairs work closely and collaboratively together, though no one person has ‘authority’ over the other.
Will EFS continue to operate under its own brand?
The CIPD recognises Engage for Success as a distinct movement with its own strategy, identity and community. The existing EfS brand will remain, though there will be occasions where we should be co-branding – not dissimilar to Work. and PM magazine.
It will be made clear in relevant communications, from the website to boiler-plates, that EfS is part of the CIPD network, but the CIPD brand will very much be secondary to the Engage for Success brand in these instances. Conversely, on the CIPD website, the EfS brand will be secondary to the CIPD brand.
What is the culture of the CIPD and where do EfS fit in?
The CIPD is an organisation that at its heart has a commitment to championing better work and working lives. It has embraced the application of the four enablers of engagement internally, and actively supported them externally. Through this alliance with EfS, the CIPD believes there will be mutual benefits for the work of both the CIPD and EfS.
However, the CIPD recognises that EfS will operate as a distinct entity with its own strategy, identity and community, and both CIPD and EfS should leverage each other’s networks and communities.
How closely should our events be aligned? Will we be holding joint events?
We’d encourage event organisers (eg. TAG Chairs, Regional Ambassadors and CIPD branch Chairs) to proactively share their forward plans with each other to avoid clashes (given there is likely to be some crossover between their audiences).
There may also be opportunities to explore joint events on topics of mutual interest – both locally and nationally. In general though, we are expecting the two events programmes to remain distinct from each other and marketed through each other’s channels (newsletters, social media etc).
We know that our research interests are somewhat aligned. How are we going to proceed in the future? What happens if we have different views on an important area of public policy?
Research and policy is an area where we believe there are opportunities to work together more closely, so we can build a common view of policy and practice issues based on shared insights (including those drawn from the EfS movement). There is space for having distinct viewpoints on issues, but we generally believe that our impact will be greater if we work together to arrive at a common view.
The EfS Board have agreed to work on the following core collaborative agendas:
- Good Work
- Thrive at work (still to be agreed, which will include mental health, leadership and culture)
What is the difference between the branches and regions in CIPD?
CIPD branches are local networks of volunteers who provide CIPD members with networking and learning opportunities. CIPD regional teams comprise CIPD employees who work with branches, members, businesses and other stakeholders in each region of the UK to support the full range of CIPD activities in that region.
Is there a different funding model for EfS volunteers and CIPD volunteers?
The core operating costs of EfS are agreed as part of the CIPD’s annual budgeting process (on a similar basis to departments within the CIPD). Any costs related to volunteer activities should be allowed for as part of this process, and will be subject to the same controls as other budget areas within the CIPD. There is definitely the opportunity for EfS to seek external funding opportunities for specific pieces of work (eg. through partnerships).
This is another area where there may be some benefits to joint working between CIPD and the movement to ensure a degree of coordination and added value. Within EfS, TAGs and Regional Ambassadors are expected to be self-funding, via local partnerships and sponsorship.
To what extent are the CIPD’s resources and services available to EfS volunteers?
At present, any requests for resources should come through the EfS core team. The core team are working with teams across the CIPD to establish the opportunities and priorities for support from the CIPD and would need to coordinate any requests.
Where does EfS sit within the CIPD’s structure?
The CIPD recognises that EfS operates as a distinct entity with its own strategy, identity and community. Its core team, headed by Faran Johnson as Managing Director, work closely with various CIPD teams to coordinate activities and pursue opportunities of mutual benefit.
The MD of EfS reports directly to the CEO CIPD.The EfS Board chaired by Peter Cheese is the main governance body for discussions related to EfS’s strategy and activities. Any decision which impacts the CIPD Board will be reported via the Head of Communities Katerina Rudiger.
How much does EfS cost the CIPD?
EfS is a movement run by volunteers and secondees and has very few direct costs. The current cost of running EfS to the CIPD is less than £50k. We are currently exploring how any requests from EfS to make use of CIPD resources (eg. around technology or marketing) and expertise would be managed (and vice versa).
Will the CIPD continue to do any work in the field of employee engagement (aside from through EfS)?
Engagement is a broad theme with connections to many aspects of HR practice and positive business outcomes. A key outcome of this alliance is to develop further synergies between the EfS movement and the broader work of the CIPD in engagement and closely related areas.
How should CIPD and EfS TAGs (Topic, sector and regional) work together so both parties are involved in joint or mutually beneficial agendas?
TAGs and CIPD will work in an inclusive manner, providing opportunities to collaborate where synergies are found or common research interests exist. This may be for example a CIPD staff or volunteer forming part of a TAG.
So what’s next?
Following the EfS Board meeting in October 2018, EfS are creating a transition project plan to cover not just the agreed areas of working together (Good Work, Productivity and one other tbc) but also on how we will work together, resource needs etc.Katerina Rudiger at CIPD will have responsibility for progressing this internally at the CIPD and gaining feedback.