# data[].attributes.body
JD's don't reflect what you actually do. So many different jobs it's very hard to compare

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Have Be Heard only for contracted staff next time

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Have Be Heard only for contracted staff next time

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Well-being between colleagues, good support network.

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Temperature checks - Online forms quarterly

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Temperature checks - Online forms quarterly

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Need to identify where it goes and how used.

# data[].attributes.headline
Results still high even though have gone down

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Results still high even though have gone down

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Line managers to utilise targets better and support staff to succeed and exceed. Feelings of barely being able to achieve everything expected of them.

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Needed longer on annual plan and Be Heard. Should have been first and main point of meeting.

# data[].attributes.body
No one knows what we are working towards. Need clearer and more inspiring annual plan, 5-10 year strategy

# data[].attributes.body
Successful year on year

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Priority is project or wider JYS - Things being told priorities are not being done eg quarterly reports, community profile - difference in what SLT think is happening to what is happening. Curriculum is not being used, not embedded.

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Youth workers gain more inspiration from peers over managers

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Youth workers gain more inspiration from peers over managers

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Youth workers don't inspire to be in leadership team,

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Us vs them feeling/upstairs vs downstairs

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Us vs them feeling/upstairs vs downstairs

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ELT need to be more part of the service. Connect with staff/team/communities.

ELT should be expected to present like YW/SYW's in team meetings. People want to know what they're doing and what roles involves.

New structure will make Team Managers even further away from on the ground. Will they still attend committee meetings, community events etc?

Valued when ELT do show up but noticed when they don't

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Door code situation has had a big impact on the us vs them feeling

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Door code situation has had a big impact on the us vs them feeling

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BUT can feel overwhelmed at times!

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Usually fill out if really annoyed so if that is the case even those annoyed don't feel that negative.

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Usually fill out if really annoyed so if that is the case even those annoyed don't feel that negative.

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Take 2024 survey results and show us what you did to actively make changes.

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Pay grades inconsistent with other departments for similar roles or qualifications. Still a misunderstanding over the 3% and 13% and not always very clear that everyone is meeting this. People not always meeting 13% should be the first put down for eg Children's Day, weekender. Comparison between community projects and other youth workers on anti-social hours on time analysis. If a lot lower should be able to cover sessions. If not meeting it then ask to get taken away.

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I feel that we have tried repeatedly to make constructive feedback, but nothing changes, so please tell me....what is the point of speaking out? What can we say that WILL make a difference?

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Inspirational staff team who are passionate about what they do

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Could there be incentives to do this? Do during a team meeting so they are paid for their time? Make sessionals/volunteers a separate survey, if within our control?

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People feel that not enough is being done by our organisation to protect the environment. At the moment not even bare minimum is being reached (e.g. recycling). This is not prioritising the health/wellbeing and future of ourselves, or young people.

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A space where people can have lunch, chat. It feels divided at the moment, and people tend to eat lunch at their desk.

Also bean bags.

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JD's that are written in plain English with a list of expected responsibilities. For example, Outdoor learning Senior Youth Worker role JD is the same as a generic youth club, which does not reflect the work entailed at all.

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We are working positively with young people from all areas of the island and focusing on their needs

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There is an amazing line up of well being team events. not all staff members role dependant are able to attend these due to the associated requirement of making the relevant time back of the working hours missed whilst on the wellbeing event......this potentially may not have a positive impact on staff wellbeing and could come across that you do not wish to participate when you do.

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Scores highly

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Expectations of Job Unclear, needs job clarity

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Expectations of Job Unclear, needs job clarity

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eg. how many TYS are people meant to have - cap hours not cases, varying time commitments

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Time is different from when ELT ran projects

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Time is different from when ELT ran projects

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No TYS, RHI's, Mispers, socila media - should be in as a member of staff to keep up good practice in projects

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Flexibility within job and autonomy and trusted to do a good job 

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Flexibility within job and autonomy and trusted to do a good job 

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Staff presentations demonstrate this and remind us

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What is expectation of cluster - varies between eg meetings, training. TL/TM's need to speak to make sure it's the same

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Released before projects have to

Where was the voice of young people?

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Should have taken up whole meeting

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What did ELT take from the Be Heard Survey?

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What did ELT take from the Be Heard Survey?

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What are they doing to meet the priorities, we said our bit by filling it out in the first place.

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What service are focusing on and we can reflect on it

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What service are focusing on and we can reflect on it

# data[].attributes.headline
Retest the lowest scores in 6 months via MS Form

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Retest the lowest scores in 6 months via MS Form

# data[].attributes.headline
Presentations delivered on what ELT are doing

# data[].attributes.subject
Presentations delivered on what ELT are doing

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Want to know what people are doing as interested in, also to feel inspired and look at positions they want to be in future. Good to have better understanding both ways

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What is work doing to protect well-being?

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What is work doing to protect well-being?

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Appreciate the 1 hour allowed in well-being week

JCG have 1 day allowed for well-being

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Minimum standards for everyone needs to be clear

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Minimum standards for everyone needs to be clear

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Working hours

TYS

Additional weekend work

Working groups

Line management expectations - how many

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Good to celebrate successes like Bradley did at start of annual plan

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Good to celebrate successes like Bradley did at start of annual plan

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Because there are other jobs out there now that values youth workers skills and qualities, so if we stay we actually like our jobs.