Environment
Our Commitment
- Being aware and continually improving our environmental performance measures in line with legislation by keeping up to date with environmental issues via the Envirowise website www.envirowise.gov.uk.
- Keep our colleagues and business partners aware of the environmental effects of their activities by encouraging regular visits to this website.
- Setting and sharing good practical examples of how this policy is working for us and those around
- Ensuring that waste is dealt with in a responsible way and reduced, recycled or reused where possible by using local government collection services and centres as much as reasonably practical.
- Reducing our carbon emissions at every opportunity by car sharing with colleagues and using public transport where ever possible (target 95%) and by working from home as much as reasonably practical.
- Ensuring that energy and water are used as efficiently as possible in our workplaces and homes.
- Ensuring environmental criteria is taken into account in the procurement of goods and services.
- Encouraging wherever possible the use of email in preference to post or print outs.
Equality, Diversity & Inclusion
Our Commitment
- All employees and associates, whether part-time, full time or temporary, will be treated fairly and with respect.
- All employees and associates will be helped and encouraged to develop their full potential and the talents and resources of all will be fully utilised to maximise the efficiency of our organisation.
- To create an environment in which individual differences and contributions of all are recognised and valued.
- Understanding everyone’s needs to balance work and family commitments.
- Every employee or associate is encouraged to work in an environment that promotes dignity and respect to all – no form of intimidation, bullying or harassment will be tolerated.
- Training, development and progression opportunities are encouraged and supported as much as practically possible.
- Equality, Inclusion and Diversity in the workplace is good management practice and Progrezo Ltd adhere to all official legal codes of conduct.
- Our recruitment procedures reflect equality and fairness.
- To ensure that we remain up to date with all Equality & Human Rights issues within the workplace via www.berr.gov.uk (Department for Business Enterprise and Regulatory Reform).
- Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
Health & Safety
Our Commitment
- To keep up to date with health & safety issues via the HSE website www.hse.gov.uk to ensure, as far as reasonably practical the health, safety and welfare of employees and associates.
- To provide safe and healthy working conditions for people working under our control and to ensure that the conduct of their work does not endanger employees of others and members of the public.
- To consult with our employees on matters affecting their health and safety.
- To provide adequate control of health and safety risks arising from our work.
- To provide and maintain safe office equipment.
- To provide information and instruction for our employees.
- Ensure all employees are competent to do their tasks and given adequate training.
- Ensure that all accidents and incidents are reported correctly and fully investigated in order to identify any safety hazards and to prevent a more serious recurrence.
- To allow and support sufficient time and resources for health and safety issues.
Standard Terms & Conditions of Business
1) Professional Charges and Expense
a) Fees
All fees shall be pre-agreed with the client prior to the commencement of any work being carried out in writing by way of our formal written proposal. Any variance to this fee structure must be agreed in writing between the client and ourselves. Fees agreed in a proposal hold true for a period of 6 months after which the proposal will have to be resubmitted.
b) Expenses
In all cases, expenses incurred during consultancy will be discussed in advance with the client and recharged at cost if applicable. For long haul overseas travel, economy travel is acceptable as long as delivery of programmes is not expected on the day after arrival.
c) VAT
VAT is payable at the standard UK rate
2) Payment Terms
All Fees become payable 14 days from the date of invoice.
3) Guarantees
To develop a full understanding of the Clients’ needs by listening to, being honest with and openly discussing the individual requirements of every contract and to put ourselves in the customer’s position when making decisions. To ensure that a plan is implemented on each project, encompassing control measures that ensure the client’s requirements are met, within the specified time, and in line with the budget.
4) Cancellation & Postponement
A 28 day notice period will be required for cancellation of any pre-booked workshop/training whether virtual or face to face. If cancellation has occurred through no fault of ourselves then the following will apply and will be payable by the client. Cancellation within 28-15 days from event date: 50% of fees and and 100% of materials costs and non-recoverable expenses. Cancellation within 14-0 days from event date: 100% of fees, materials costs and non-recoverable expenses.
Postponement 14-7 days from the delivery date: 50% of fees and 100% of materials costs and non-recoverable expenses. Postponement 7-0 days from the delivery date: 100% of fees and materials costs and non-recoverable expenses.
5) Copyright
No Progrezo Ltd or Insights materials can be re-produced, copied, modified or adapted, without the prior written consent from Progrezo Ltd.
6) Personal Liability
Persons attending an event do so at their own risk and on the strict understanding that Progrezo does not accept liability for personal injury or damage.
7) Bribery & Corruption
Progrezo Ltd has a zero-tolerance approach to bribery and corruption. Clients are requested to report any instance of suspected or actual improper conduct by any employee or other person engaged by Progrezo Ltd in confidence to Progrezo’s Managing Director.
8) Data Protection & Privacy
Progrezo’s data protection and privacy policies adhere to current data protection and privacy laws and are GDPR compliant. Progrezo Ltd is also registered with UK Information Commissioner’s Office (ICO).
7) Safeguarding
By law, Progrezo have a duty of care to children or adults at risk. Whilst coaching sessions are confidential, if during any workshop or coaching session, discussions highlight any concerns about children or adults at risk, we may be required to pass that on to the relevant authorities
8) Variation
No variation or amendments to these terms and conditions shall be binding on Progrezo Ltd unless mutually agreed in writing.
9) Liability
Every care is taken to ensure that the services and consultation offered by Progrezo Ltd follow the highest codes and ethics of professional practice. We do not accept liability of any kind for loss or damage to property, any loss of profits or any consequently losses however caused.
10) Insights Discovery Personal Profiles
Progrezo Ltd are a licensed distributor of Insights Learning & Development and underpin some of our learning interventions using the Insights Discovery model of human behaviour and associated tools which include individual personality profiles and 360 feedback profiles.
In this instance, Insights Learning & Development is the Data Controller and Progrezo Ltd is the Data Processor. To find out more and to access Insights Learning & Development privacy, personal information and evaluator policies, please click here.
Using Insights Discovery in the Recruitment Process
Application of Discovery:
When used in conjunction with job-specific questions, the Insights Discovery model can complement the recruitment process by offering an insight into the individual’s behavioural preferences in the workplace.
Depending on the chapters selected, the Insights Discovery Personal Profile can give the interviewer an idea of how an individual might conduct themselves in the workplace in areas such as sales or management, although the profile will not reveal the individual’s competency in these areas.
The interview chapter of the Insights Discovery Personal Profile provides a list of stretching questions designed to probe areas that the individual may find difficult or challenging. Using this chapter can help to establish the individual’s awareness of their strengths and areas for development.
Limitations of Discovery:
Insights Discovery should never be used as a basis for the screening or selection of new employees for the following reasons:
The Insights Discovery Personal Profile is NOT designed for the assessment and differentiation of abilities, workplace competence or aptitude.
The requirement for specific colour energies must not be factored into the recruitment process. Stereotyping in this way is considered to be unethical and job roles should never be ‘coloured up’.
To varying degrees we all possess a combination of the four colour energies and we have the ability to flex up or down on any of them depending on the situation or task in hand. The presence or absence of a specific colour energy does not dictate whether the individual is able to perform well in a particular role.
Candidates must be informed in advance that the recruitment process includes completing a profile.
It is the responsibility of recruiters to clearly state that candidates will be asked to complete a profile. This should be done as early as possible in the process in either the job advert itself or the recruitment pack that is sent to prospective candidates. Candidates must provide their written consent (by email) to share their profile with the recruiter.
Insights Discovery profiles are only available when accompanied by a debrief with a licenced practitioner.
Both profile recipient and recruiter should be debriefed separately by a licensed practitioner of the Insights Discovery model before the interview. This is usually done via phone or virtual .
Candidates have the right to decline the offer of a profile without being placed at a disadvantage.
Even though they have been informed in advance, candidates may still choose not to complete a profile. In order to obtain freely given consent in line with GDPR legislation, it must be given on a voluntary basis without the threat of not being taken forward in the recruitment process.
Profile Owner:
It is important to note the profile recipient is the legal owner of their Insights Discovery personal profile and has the right to submit a subject access request asking for it to be destroyed at any point. In this case we will ask for written confirmation from you that any copies you hold have been destroyed and we will remove the source document from our server, the profile will not be accessible again once this has happened.
10) Jurisdiction
These terms and conditions are governed under the laws of England.
Quality Assurance
Our Commitment
- Our policy specifically sets objectives rather than dictates detailed procedures and structures. It promotes consistency rather than standardisation across the business, and is underpinned by the concepts of equality and fairness.
- To develop a full understanding of our clients’ needs by listening to, being honest with and openly discussing the individual requirements of every contract and to put ourselves in the customer’s position when making decisions.
- To ensure that a plan is implemented on each project, encompassing control measures that ensure the client’s requirements are met, within the specified time, and in line with the budget.
- To actively seek customer feedback and to use this as a format for continuous assessment and improvement.
- To maintain standards through our recruitment of new associates, and the monitoring of their performance, including observation sessions and feedback. If, for any reason, a client should be unhappy with an Associates performance, the Associate’s contract is terminated with immediate effect.
- All employees and associates are expected to take personal responsibility for their own professional quality and standards in all their activities.
- To encourage employees and associates to continue their professional development through further training and updating on topical issues.
- All policies and procedures are well documented and readily accessible to employees, associates and clients.
Progrezo Limited registered office: 44 Brook Street, Great Bedwyn, Marlborough, Wiltshire SN8 3LZ Registered in England & Wales company number: 9774031
