Company Profile
Centre for Thriving Places
Company Overview
Centre for Thriving Places (CTP) is a globally recognised leader in the practical application of wellbeing economics and supporting places to create the conditions for people and planet to thrive.
CTP was founded in 2010 and has over a decade of experience working with a wide range of place-based or place-focused organisations across local government, national government and public sector agencies, funders, academia, voluntary and community organisations, local and regional partnerships and networks.
We help a wide range of organisations to focus on what drives wellbeing and redesign systems to deliver these conditions through a combination of research and analysis, evidence-based frameworks and tools, consultancy and support, training and knowledge exchange.
Company History
Early years
Founded in 2010 by Liz and Mike Zeidler, Happy City was set up to challenge the belief that economic growth is the only measure of success in society. Their aim was to put wellbeing at the heart of public discourse on what it means to truly prosper.
With an initial focus on their home city of Bristol, we launched a ‘public inquiry into what works’ as an alternative to the conventional problems-focused approach and came up with ‘a radically simple plan to grow happiness one city at a time’. We were soon joined by growing numbers of volunteers and supporters to help people ‘live more, share more, and enjoy life, for less’.
Gaining momentum
Projects, campaigns, workshops and events were run in communities across Bristol and beyond – sparking new conversations about what really matters to people. Thousands were engaged in thinking and acting on ways to improve their own, and their community’s, wellbeing. Art, music, media, film and performance were used to provoke conversation and connection.
We also developed a range of training programmes, delivered in schools, prisons, businesses, community centres and public buildings to help people of every background find their way to wellbeing.
Beginning to measure
It was clear from the start that if a model was ever going to challenge the existing paradigm that put measures of economic growth and consumption at the heart of decision making, alternative measures were required. Whilst there was growing interest and development going on around this at an international and national scale almost nothing was available at the local level where people experience wellbeing (or a lack of it) most.
We began working with everyone from global experts to local change-makers, to translate the best of that theoretical and academic work into tool that would be useful to individuals, groups and local policy-makers – new measures to rival existing, GDP based, definitions of value and progress. In 2016, after many years of development work and piloting, we officially launched our suit of measurement tools. And in 2017 we launched our national #InvestIn campaign to reach and challenge tens of thousands of individuals to think about what society should be investing in.
2020: Centre for Thriving Places
After ten years as Happy City we’re excited to be starting our second decade with a new name: Centre for Thriving Places. Since we started our reach and influence have shifted in ways which mean we have outgrown our original name. Centre for Thriving Places will continue to build on Happy City’s reputation for a place-based approach to wellbeing economics. We will:
- Continue to develop and deliver leading-edge tools to help measure the conditions for people and places to thrive and the social impact of work on the ground.
- Co-produce rigorous and accessible research and resources to help decision makers and communities across all sectors better understand their role in building an economy and society fit for the challenges of the 21st century.
- Bring together multi disciplinary teams to support pioneering places to embed a new way of thinking and doing across departments, sectors and social divides.
- Provide a space for leaders and communities to come together and share learning, best practice and innovations from wherever they are emerging.
- Continue to challenge those in power and empower those who are marginalised, to move to a more equitable and sustainable economic model starting today.
Benefits
Centre for Thriving Places Benefits Package
Centre for Thriving Places appreciates the invaluable contribution made by all employees and wishes to encourage and reward loyalty, motivation and experience. We therefore offer a range of benefits and policies which aim to assist employees during various stages of their lives and careers.
Centre for Thriving Places also considers it extremely important to promote a good work/life balance to employees and recognises that there may be times during an employee’s career when they need to adjust their normal working arrangements to accommodate major issues in their lives, such as child care, caring for dependants, disability or ill health, studying or other personal circumstances. We make every attempt to accommodate such needs.
Pension
Centre for Thriving Places is committed to assisting staff to make adequate provision for retirement and offers membership of a stakeholder compliant group personal pension plan operated by The Peoples’ Pension. Centre for Thriving Places matches employee’s contributions up to 3% of their gross annual salary and offers a salary sacrifice scheme which increases the contributions being made to employee schemes.
If eligible, Centre for Thriving Places will auto-enrol you into a pension scheme, in accordance with its pensions auto-enrolment obligations. Full details of the scheme will be given to you when you are enrolled, including the minimum level of contributions that you will be required to make during your membership and your right to opt out if you do not want to be a member of the scheme.
Annual leave
All staff are entitled to 20 days annual leave per year plus UK bank holidays (pro rata for part time staff). In addition, Centre for Thriving Places offers a grace day for staff birthdays if the birthday is on a normal working day. Staff are entitled to carry over 5 days (pro rata for part time staff) to the next annual leave year.
The annual leave year runs from 1st January – 31st December. Staff starting during the annual leave year will receive a pro–rata entitlement for the remainder of that year.
Time Off In Lieu (TOIL)
We discourage staff from working excessive hours, however if you do find you have to work longer than your allocated hours, we operate a TOIL scheme. Any TOIL accrued within a month of the additional time being worked can be taken off, to be arranged with your line manager.
Sickness Leave
If you are unable to come to work due to incapacity, provided you have one month’s continuous service, Centre for Thriving Places will pay up to four weeks full salary and any contractual benefits (including statutory sick pay) in any 52-week period.
Flexible working
While we do not currently have our own office space, all staff are working remote with the option to use a rented desk in central Bristol 1 to 2 days a week. We do not provide pay for travel between your home and our Bristol base. All staff are able to request flexible working arrangements (for example child friendly hours).
Four day week
Centre for Thriving Places works a 4 day week, 32 hours equating to full time. As part of the flexible working arrangements available, it is possible to work these over fewer than 3 days or up to 5, but this will be in agreement with your line manager.
Maternity Leave
Centre for Thriving Places offers statutory maternity leave. If you have at least 26 weeks’ service at the start of the 15th week before your child is born you will normally be entitled to receive statutory maternity pay (SMP) whether or not you intend to return to work.
Maternity pay is payable at two rates for a maximum of 39 weeks. For the first six weeks of absence you will be paid at the higher rate of 90% of your average earnings. After this time you will be paid at the lower statutory rate which is in force at the time. More details available here.
Paternity Leave
Centre for Thriving Places offers enhanced statutory paternity leave. Subject to eligibility, we offer up to two weeks paternity leave. During your paternity leave you may be entitled to full pay for two weeks (rather than for one week as is statutory).
Adoption Leave
Qualifying employees who have been matched with a child may be entitled to 52 weeks of statutory adoption leave with 39 weeks of statutory adoption pay. If a couple jointly adopt a child, one may take adoption leave and the other parent may be able to take paternity leave or shared parental leave. More details available here.
Compassionate Leave
Centre for Thriving Places provides compassionate leave in the event that a partner, a close family member or dependent dies, requires urgent support from the employee or a significant life event causes the employee to need time off. Centre for Thriving Places will provide employees full pay for time off on compassionate leave up to a maximum of 5 days (pro rata for part time staff) in a rolling year. Further time off will be unpaid. However, additional paid time may be granted at the discretion of Centre for Thriving Places after careful and sympathetic consideration has been given to the particular circumstances surrounding each situation.
Carers Leave
Centre for Thriving Places will provide employees full pay for time off on carers leave up to a maximum of 5 days (pro rata for part time staff) in a rolling year. Further time off under this policy will be unpaid.
Continuous Professional Development
Centre for Thriving Places offers a stimulating environment and is a place where learning is a central part of the everyday. Centre for Thriving Places is committed to ensuring staff receive appropriate professional development and therefore aims to offer formal and informal training and development to all its employees. These range from lunchtime learning and sharing groups, annual company away days and quarterly meetings, mentoring and job shadowing, to formal training opportunities. Each staff member has an annual allowance of 1% of their gross salary to cover their own specific development requirements.