People Count™ Third Sector is the sector's HR benchmarking network. It is endorsed by NCVO, People in Aid and the Mental Health Providers Forum and is led by a Steering Group of HR Directors.

HR benchmarking is a key benefit and condition of membership. All members are required to complete the questionnaire in their first year of membership and at least every other year thereafter.

By taking part in People Count™ Third Sector, you can get a clear picture of how the HR processes in your organisation compare with those in other third sector organisations.

Members receive:

• Organisational Scorecard
• Sector-wide Reoprt
• Detailed Statistics Report
• 1-1 telephone consultation
• Online access to our benchmarking database and case studies for 12-months to 31/5/2010
• 4 workshops per annum to hear case studies and share good practice and network with fellow HR professionals
• 15% discount on our conferences
• Invitation to participate in other surveys as appropriate

Over 150 organisations of different sizes and sub sectors have been involved over the past 2 years so there is already a wide range on our database for you to choose from when selecting your peers.

Benefits experienced by members:

• Provides early warning signs of potential issues
• Gives reassurance for what is already working well
• Helps determine priorities for action
• Provides evidence to support change
• Useful in setting meaningful and realistic targets
• Gain new insights on good practice and how to achieve it
• Enhances your ability to report back to management and trustees
• Network with other HR professionals at workshops and conferenes

Key topics covered include:

• Composition of workforce, including diversity issues
• Recruitment and selection
• Staff retention, including turnover and length of service
• Learning and development
• Appraisal and performance management
• Absence management
• Employee relations, including discipline, grievance and employment tribunals
• Cost and role of the HR function, including staffing levels, outsourcing, split of time, and plans for future development
• Reward strategy