170829-Employee_handbook

WELCOME

The aim of this Employee Handbook
is to provide general information to
staff about working at Movement
Strategies.

Welcome to Movement Strategies and thank you for choosing to be part of
our organisation. It’s our belief that Movement Strategies should be a great
place to work and we’re genuinely committed to ensuring that it is.
We hope that you will enjoy a successful career with Movement Strategies
and find this Handbook a useful reference. The Handbook has been designed
to provide guidance and information concerning the company’s policies and
procedures for all employees. Please take the time to read the Handbook
carefully; if you have any questions regarding its content please contact
Justine Williams, HR and Operations Manager.
Best wishes,

Simon Ancliffe Simon Babes
Chairman Managing Director

01

MEET THE TEAM

WE KNOW WHAT
MOVES PEOPLE...

02

We are people movement pioneers. We’ve been breaking new ground in
people movement consultancy and analytics since 2005, making events and
destinations more enjoyable, more efficient, and more financially successful.
For over 10 years Movement Strategies have been breaking new ground in
people movement consultancy and analytics, making places, events and
transport more enjoyable, more efficient, and more profitable.
Understanding movement can transform the way people experience a space
and drive better business performance. We combine expertise in the collection
and analysis of movement data with a proven track record of design and
operations consultancy for the built environment.

03

WHO WE ARE

PEOPLE
MOVEMENT
PIONEERS

We are people movement pioneers. For over ten years we’ve
been breaking new ground in people movement consultancy
and analytics, making events and destinations more enjoyable,
more efficient, and more profitable.
With a reputation for pushing the boundaries of capability and
excellence within the discipline. Done right, we’re convinced
that it can transform the way people experience a space and
drive better business performance. We combine expertise in the
collection and analysis of movement data with a proven track
record of design and operations consultancy for the built
environment.
We specialise in four sectors: Sports + Events, Transport, Civic +
Cultural and Retail.

16

SOCIAL MEDIA DOROTA SAM SIMON
SECTORS KONIECZNA MOUTET BABES
SIMON OWEN +
KAT STEINBERG

{
{
{
{

SPORTS + TRANSPORT CIVIC + RETAIL
EVENTS CULTURAL

STADIA + AVIATION MUSEUMS RETAIL PARKS
ARENA

MAJOR RAIL + ATTRACTIONS HIGH STREETS
EVENTS METRO

FESTIVALS + HIGHWAYS CIVIC SPACES FUEL
EVENTS

17

PURPOSE

OUR PURPOSE +
AMBITION...

To enhance places, events,
transport and cities by applying
the science and art of movement.

Lasting enhancement of places, events, transport and cities:
We want to create places of stand-out excellence, that leave a
lasting, positive impact on the people that use them and the
communities they share.
The Science and Art of people movement:
We love solving challenging problems. We combine scientific
rigour with good judgement and experience to make sure our
work delivers brilliant results.
For people that use them:
Understanding movement means understanding people – who
they are, how they make decisions and what they care about.
We want to create places that fulfill essential needs, fuel
passions and leave memories.

14

SOCIAL MEDIA

To be the first place the world
turns to when it wants to
understand why and how people
move, and how they can use
these insights to achieve their
objectives.

15

VALUES

We take responsibility for our work,
for the business, for our careers and
for making a positive difference to
the world.

Being quality driven
delivers value to our clients
and their customers and our
business. Quality processes and
communication lead to better
outcomes which is vital as our
advice affects lives.

18

SECTORS

We’re continually exploring new
ways to enhance the

understanding of movement
and always seeking better ways

to apply this in support of our
clients.

WE WORK
ACROSS
FOUR
SECTORS

Our clients include London 2012, Wimbledon,
Glastonbury, the Tower of London, Network Rail,
Transport for London and Canary Wharf. Among
our international projects are the Baku European
Games, the Milan Expo and Mecca.

We believe that being true is
the bedrock of collaboration,

mutual understanding and
long-term relationships.

08
19

SERVICES

Throughout our history, we have been at the forefront of new methods
and new approaches to people movement. We have seized upon the
opportunities created by developing technology to move the discipline in
new directions. There’s a spirit of adventure in our approach to our work.

We are distinctive in offering both analytics and consultancy; the full suite
of data, insight, solution and assurance. Particular services include…

MOVEMENT ANALYTICS

STRATEGIC We combine location and movement data sources to
INSIGHTS provide analytics, recommendations and management
tools relating to the performance of services, buildings,
places or cities. We also help organisations with large
or complex location and movement data sets to derive
valuable insights for their businesses or clients.

We analyse location-based big data to deliver valuable
movement, demographic and behavioural insights to
inform commercial and marketing strategies in the
transport, retail and media sectors.

LOCATIONS-BASED
INSIGHTS

{

Led by Simon Babes

20

DESIGN + OPERATIONS CONSULTANCY

LAYOUT DESIGN + We help owners, operators, and architects improve
OPERATIONAL the safety, security, efficiency, user experience and
PLANNING profitability of their built environment asset
PLANNING + through enhanced design, operation and behavioural
LICENSING change.

We help owners and operators of crowded places to
enhance safety and security, operationally and by design,
while maintaining efficiency and user experience.
We provide evacuation modelling for any scale from
buildings to city districts.

SAFETY, We develop analysis and evidence to support planning
SECURITY + and licensing
EVACUATION decisions to deliver new assets, often related to crowd
PLANNING safety issues.
CONSTRUCTION
PHASING We demonstrate how busy assets can be kept
operating safely andefficiently during refurbishment or
development.

{
Led by Simon Owen

21

WHAT WE DO

OUR
CONSULTANTS...

Our consultants analyse people movement to deliver insights to a wide range
of UK and international clients across the transport, retail, civic and cultural,
and stadia sectors. As well as the more technical aspects of the job, we expect
our consultants to spend time presenting their results to project and client
teams, as well as contributing to business development.

OUR
ANALYSTS...

Our analysts scrutinise people movements derived from mobile phone data in
order to deliver insights to a wide range of UK and international clients across
the transport, retail, out of home media and insurance market sectors. As well
as the more analytical aspects of the job, we would expect you to spend time
presenting the results of your analysis to the project and client teams as well as
contributing to business development.

02

Our team of analysts and consultants are specialists in understanding people
movement. Since 2012, we have been at the forefront of movement analysis
extracted from Big Data.
We use anonymised and aggregated mobile phone data to provide insights
to Transport Operators, Developers of Transport Models, Event Organisers and
Retail Location Planners.

Mobile phone technology has opened up opportunities to capture richer
information on movement patterns of people and crowds. It is more efficient
and cost-effective than traditional survey methods, and a larger sample size
can be obtained in real time. We are using techniques to look at both strategic
and local movement patterns.

For venues and events our insights enable our clients to understand:
• How many people are visiting
• Where their customers and competitors’ customers travel from and

modes of transport used
• What days and times they visit
• How long they stay
• Where they are going to next
• How often they visit
• Demographics

This empowers our clients to make informed business decisions and better
serve their customers’ needs.

03

INDUCTION

HELLO...

The Employee Hanbook will provide you with an understanding of how
Movement Strategies operates, how we are organised and how we work
together. We want you to feel welcomed and valued and supported in your
integration into the organisation.
As a line manager we need you to:
Use the Induction Checklist to ensure the new joiner understands:
• Their role – and how it fits into the overall success of the team and

organisation as a whole
• The organisation – how we function and the work that we do, key

stakeholders
• Our values and how they contribute to the way we work together
• Discuss objective setting and provide ongoing support for your new joiners

learning and development while working with us.

As an employee we need you to:
• Read through the Induction Pack to ensure you understand the organisa-

tion and your role at Movement Strategies
• Attend and participate in regular 1-2-1 meetings with your line manager

and the Team Meetings and use that opportunity to build relationships
with your colleagues
• Take responsibility for your development.

02

PAY + BENEFITS

PAY

Salaries are paid monthly in arrears. If you work only part of calendar month
as a result of your date of joining us, or for your leaving date, or for any other
reason, we will calculate your salary on a pro-rata basis.

You will be given a monthly-itemised pay statement detailing this information
and it is each individual’s responsibility to notify payroll of any changes in their
personal information, tax rates or bank details.

BENEFITS

You will participate in the Company Profit Pool scheme, in which all
employees that continue to be employed at the time of the distribution of
each year’s pool (following the end of the Company’s financial year: typically
June) share in the profits of the Company. All employees who have been
employed throughout the year preceding the profit pool distribution share
equally in the profit pool. Those people who joined during the year receive a
share weighted according to the number of complete months with the
Company. The size of the profit pool depends on Company performance.
Please contact one of the Company’s administration executives if you would
like further information.

For its obligations under part 1 of the Pension Act 2008, the company will
automatically enrole you in the pension scheme - if you wish to opt-out you
must contract the pension provider directly. While participating in the scheme,
you agree to worker pension contributions being deducted from your salary.

The Company offers private medical insurance cover to all employees after
the expiry of any probationary period. If you wish to accept the offer of cover,
please contact HR. You may prefer not to be covered under this scheme (for
example if you already have the benefit of cover via a family member), but you
will not be entitled to any alternative compensatory payment.

03

EVENTS EXPOSURE
SCHEME

Every Movement Strategies employee can apply to the events experience
scheme, through which you can receive up to 100 pounds to purchase tickets
for an event, such as a concert or sports match. You are expected to report
back and share what you’ve learnt from the event, through for example a blog
or a presentation.

PERSONAL PROFESSIONAL
MEMBERSHIP

Every employee is entitled to up to two professional memberships per year,
examples include Women in Transport, New London Architecture, etc. Please
get in touch with theHR and Operations Manager if you would like to sign up
to a professional membership.

SEASON TICKET LOAN

One of Movement Strategies’ key sustainability policies is to encourage staff to
travel to and from work by public transport. Making season ticket loans availa-
ble to staff is the initiative that underpins the policy.

All employed Movement Strategies staff are entitled to apply for an annual
interest free season ticket loan as long as their contract of employment
exceeds the expiry date of the ticket and their net monthly pay is sufficient to
cover the deduction of the loan. This is available to staff from their first day of
employment. Please contact the HR and Operations Manager to apply for the
Season Ticket loan.

CLAIMING EXPENSES

The company shall repay to you all expenses reasonably, necessarily and prop-
erly incurred by you in the performance of your duties. To claim your expenses,
please complete the Expenses form, and send this with the receipts to the HR
and Operations Manager briefly explaining, what the expense is for and if the
expenses can be recharged to a project if applicable.

ANNUAL LEAVE

The leave cycle runs from 1st May – 30th April. You are entitled to 25 days of an-
nual leave per year (excluding bank holidays). You can carry over a maximum
of 5 days to the subsequent leave cycle.

HEALTH + SAFETY

There is a First Aid kit available in the office, in which you can find all the basics:
plaster, bandage, eye pads, foil blankets etc. All slips, trips, falls and near-misses
caused by anything within the office need to be reported to the HR and
Operations Manager.
Details of fully qualified First Aiders can be found on Sharepoint.

EYE TEST

All Movement Strategies employees can get an eye test refunded by the
company. Please contact the HR and Operations Manager for further
information.

CHILDCARE VOUCHERS

We have adopted this government initiative to help working parents to benefit
from tax efficiencies in order to save money on childcare. The scheme is offered
as a salary sacrifice scheme, which means that you can sacrifice part of your
salary in order to obtain childcare vouches. This means you do not pay any tax
or National Insurance on the amount contributed to the childcare voucher
scheme, up to specified limits.

EXTERNAL TRAINING

The Board of Directors considers any applications to fund external training
courses which will benefit your development and thus contribute to the effec-
tive running of the business. It is expected that you would share your learnt
knowledge internally.

EMPLOYEE REFERRAL

We recruit special people who have larger networks of special people. If you
refer someone for an advertised position and they are subsequently employed,
you will receive £750.

PROBATION

Movement Strategies uses the probation period as a time for you to learn
about our organisation, our values and aims, what it is like to work here and to
demonstrate your ability to perform your job. It is also a time for your line
manager to introduce you to the way we do things and to identify and provide
the support you need to be able to perform successfully within your new role.

As a line manager we need you to:
• Ensure that your new starter receives a
• thorough induction programme
• Hold, as a minimum, formal monthly 1:1s with your new starter, to review

areas of good performance and of underperformance; development and
training needs and agree any improvements required with review dates.
Identify and provide, as appropriate, any additional support your new
starter may require.
• Identify and address any performance related issues openly in a timely
manner
• Make fair and consistent decisions about confirming appointments.

As an employee we need you to:
• Work to the best of your ability to achieve the required performance

standards
• Discuss with your line manager if you require more information or support

to be able to achieve the required performance standards
• Be responsible for working with your line manager to improve your

performance or conduct, if you are not meeting the required standards
• Ensure you attend induction events
• Discuss your development and training needs with your line manager and

attend training courses arranged for you.

Where can I find further information/ help?
Our Probation policy can be found on Sharepoint:
https://mstrategiesuk.sharepoint.com/SitePages/HR.aspx

Human Resources is available to offer guidance and support throughout this
process.

02

PROBATION + PERFORMANCE
MANAGEMENT

PERFORMANCE
MANAGEMENT

Performance Reviews at Movement Strategies take place every 6 months.
Whilst the focus of the review should be on setting Objectives that reflect the
development goals of each individual it is important that these are set in the
context of the current Business Strategy and Targets.

360° REVIEW

It is important that individual employees receive regular, honest feedback
on their performance, as they need to understand how their role contributes
to overall organisational aims and objectives and how they are performing
against expectations. 360° feedback can enhance this process by widening
the scope for information to embrace a wider range of input. We use the 360°
method for our bi-annual review process. This method gathers feedback from
a number of sources, including peers, direct reports and more senior col-
leagues. This variety of feedback provides a wide-ranging perspective to create
a more objective and fair process.

03

OFFICE CULTURE

TEAMWORK

When working with a team on a project, please keep in mind the following
“sharing feedback” tips:
1. Write down the points you’d like to communicate
2. Keep the feedback factual and specific
3. Allocate enough time for the feedback session
4. Be objective – feedback on behaviour, not personality or attitude
5. Focus on what is missing, rather than what is wrong
6. Present feedback as an opportunity for improvement in the future, not as a

threat
7. Understand SARAH (Shock, Anger, Resistance, Acceptance, Hope) and

handle denial sensitively
8. Don’t give negative comments, be constructive and create alternatives
9. Don’t try and sort everything in one go
10. Balance the positive with the areas for improvement
11. Speak honestly, don’t try to hide things or tell half-truths.

02

REMEMBER
BOOST...

Balanced: Focus on strengths and areas
of improvement
Observed: Provide feedback on the
behaviours you have observed
Objective: Avoid judgements and relate
feedback to observed behaviours
Specific: Back up your comments with
specific examples of observed behaviours
Timely: Give feedback soon after the
activity

03

LEARNING +
DEVELOPMENT

WE AIM TO
HELP YOU...

Through Learning and Development we aim to help you develop the skills you
need to be successful in your role.
Formal opportunities for learning and development are available through the
annual Training Calendar - available on Sharepoint.
There are also other ways of learning and developing skills such as workplace
learning, shadowing a more experienced colleague, or involvement on a new
project – these can be considered with your line manager.
As a line manager we need you to:
• Discuss and agree the development needs of your team member
• Find creative ways of providing development opportunities for your team

member
• Ensure that your team members understand why s/he is attending a

particular learning programme and how it is linked to their personal
development plan
• Support implementation of post training action plans
• Provide feedback and support for your team member’s ongoing
development.

02

As an employee we need you to:
• Take personal responsibility for your development plan
• Discuss and agree your development needs with your line manager
• Complete any pre-course work and post- training evaluation forms
• Participate in the discussions and activities during any learning

programmes for your own benefit and the benefit of others
• Apply what you have learnt back in the workplace
• Continue to seek out new and creative ways to develop in your role.

03

POLICIES

As an employee we need you to:
• Familiarise yourself and cooperate with this policy
• Promote a working environment where everyone is treated with respect

and ensure that your behaviour does not cause offence and cannot in any
way be considered to be harassment
• Try and resolve any concerns informally
• Act timely in putting their concerns in writing if the issues cannot be
resolved informally
• Comply with the Harassment policy
• Cooperate fully to try and find a reasonable solution, where possible.

As a line manager we need you to:
• Explain the policy to your staff and take steps to promote awareness of the

procedure for dealing with complaints
• Set a good example by treating all staff and clients with dignity and

respect
• Be alert to unacceptable behaviour and take reasonable steps to prevent

bullying and harassment, victimisation and discrimination in the
workplace
• Be responsive and supportive to any member of staff who makes an
allegation of harassment
• Investigate all complaints of harassment promptly, impartially, seriously
and in confidence, where possible
• Make all reasonable attempts to try and resolve the concerns where
possible and seek to ensure that there is no further problem of harassment
or victimisation after a complaint has been resolved
• Make fair and consistent decisions, whilst taking into account any specific
factors that apply to the individual case
• Provide your staff with the right to appeal against hearing outcomes
• Reserve the right to investigate concerns, where there is a duty of care to
do so, even if the employee does not wish to participate in the normal
process.

02

POLICIES ADOPTION ALCOHOL AND
INCLUDE... LEAVE DRUGS

ANNUAL ANTI-BRIBERY DIGNITY
LEAVE AT WORK

DISCIPLINARY EQUAL FLEXIBLE GRIEVANCE
OPPORTUNITIES WORKING

MATERNITY PATERNITY PROBATION SICK LEAVE SPECIAL LEAVE

Statements and Strategies: TOIL
• Environmental management
• Health and Safety at work
• Quality management
• Waste management.

03

COMPANY STRUCTURE Design &
Operations
The most up-to-date organisational chart
is on Sharepoint. Our company is headed Associate Director
by our Chairman and Managing Director. Managing Consultants
Together with the other Directors, they form Senior Consultants
“the Board” of Directors. The team is then
further divided into Associate Directors, Consultants
Managing/Principal Consultants, (Senior)
Analysts and (Senior) Consultants.

The team is supported by our corporate
functions, including the HR and Operations
Manager, Finance Director and Manager, and
the Marketing Executive.

Movement Strategies’ hierarchy is merely
on paper, and we pride ourselves in being a
warm and welcoming team, in which
everyone talks to everyone.

Finance

02

Chairman Movement
Finance Analytics
Director

BOARD

Associate Director LEADERSHIP
Technical Leads TEAM

Senior Analysts

Analysts

Contractors

Corporate Functions

e PA Marketing HR &
Operations

03

GENERAL OFFICE INFORMATION

YOUR PLACE
OF WORK

Movement Strategies HQ is based in Farringdon at Kirby Street. This is the base for
our consultants and the Design + Operational Consultancy branch of the business.
Our Analysts use mobile phone data supplied by Telefonica, and work at their offices
near Piccadilly at Air Street - the Movement Analytics branch of the business.

Movement Strategies Telefonica Digital

31-35 Kirby Street 20 Air Street

London London

EC1N 8TE E1B 5AN

06

Company Registration Number 4925854
Company VAT Registration Number 867 3219 02
Bank Details – HSBC Bank PLC, 31 Holborn, London, EC1N 2HR
Sort Code 401158
A/c No 00389072
Bic HBUKGB4194P
IBAN GB63HBUK40115800389072
Tax ID 951/PE00220443
Our insurances are renewed annualy, all documents can be viewed on SharePoint.

07

NEW STARTER INDUCTION

WELCOME
TO THE TEAM...

Today you’ll be learning some of our basic
policies and procedures; if you have any
questions, please feel free to ask!

04

FIRST DAY

On your first day, you will meet with your Line Manager. He or she will introduce
you to the company, explain what Movement Strategies do, which projects we
are working on and what will happen in your first week. Someone will take you to
lunch and show you the best places to get food in the area.

You will also meet with the HR Operations Manager to sort out all kinds of admin:
• Copy passport (front and back)
• Get copies of policies so they can be read
• Get laptop
• Get overview of drives for different sectors, use of printers etc.
• Ensure ‘’New Employee Form’’ (with Bank Details for payroll- Sort code and

Account No) and P45/ P46 form have been completed
• Get copies of organisation chart(s)
• Intro to hot desking and clean desk policy
• Tour of the building, emergency exits, bicycle shed, etc.
• Assign locker and key.

You’ll be required to fill out a few forms for our HR and Operations Manager:
1. New Employee Details
2. Emergency Contact Details
3. Pension scheme
4. Biography for the website.

FIRST WEEK

Throughout the week, you’ll have face-to-face meetings with several key individuals
within the company, such as the Chairman, Directors/Sector Leads and the
Marketing Executive. At the end of Week 1, all paperwork needs to be completed
and returned to the HR and Operations Manager. Please read the following pages,
as well as the company policies that can be found on Sharepoint.

FIRST MONTH

Your Line Manager will arrange a follow-up meeting with you to discuss your role

and objectives for your probation period, as well as setting up regular catch-up

meetings to discuss your progress at the company. 05

KIRBY STREET
02

EMERGENCY EVACUATION

In the event of a fire please follow the procedure below.

At the sound of a fire alarm, please leave the building following your fire mar-
shal, and before the deputy fire marshal. Follow the green signs that stand for
Emergency Exit. Fire extinguishers are provided on each floor; however please
consider your personal safety before attempting to tackle any fires. You will
find there are 2 main fire exits located at the front of the property. The first
is the main reception entrance and the second is the bike shed entrance. As
soon as you leave the building you will need to turn right and continue down
Kirby Street. At the junction, you will find the ‘buffet bar’ on your right, which
is the safe assembly point for yourself and your colleagues, please refer to the
map below.

The fire marshal will then call a register of employees to confirm their safe
attendance.

Fire Assembly Point: 03
08
Movement Strategies Office

Buffet Bar- Meeting Point

KEY CARDS +
OUT OF OFFICE

At the beginning of your employment you will have received a key card to
access the building and office, this card has a unique code which will give you
access to the main office building, the break out areas, the roof terrace, the
bike shed, the post room and our office. To use it, simply swipe the card over
the electronic sensor. You will need to enter your unique code printed on the
back out of working hours and then press the # key.

If you are the last to leave the office, please ensure that all windows and doors
are shut fully.

DISPLAY SCREEN
EQUIPMENT CHECKLIST

Please use the Display Screen Equipment Checklist (see Sharepoint) to
complete a risk assessment of your work station. At every work station, you
should find a mouse, a keyboard, a display to connect your laptop to and a
display stand. An electrical socket and telephone should be in the vicinity too.
As part of our ISO compliance, your computer screen must be locked whenev-
er you are away from your desk.

DRIVES

Movement Strategies works with several network drives for the different sec-
tors. The general drive is called N, O is for Archive, R is for Templates, S is for
Stadia, T is for Transport, U is for Civic, V for Events and Festivals, W for Major
Events, X for Smart Cities and Y for TF Analytics. Additionally, your personal
drive is located on the M drive.
For more intensive modelling work, we have 2 remote desktop connections
via which Legion can be accessed, using TightVNC or Remote Desktop Con-
nection. Please ask anyone in the modelling team to help you setting up these
connections, as they are subject to change.

FLEXIBLE HOURS/(TF)
WORKING HOURS

Any flexible hours and working from home request should be arranged be-
tween the employee and his or her line manager - the policy can be found on
Sharepoint.

09

Movement Strategies’ IT support is provided by Modalit. They can be

LAPTOP AND PHONE

At the start of your employment at Movement Strategies, you will receive a
company laptop, and potentially a company mobile phone + case. Please be
aware that the downloading or storing of materials (including software) pro-
tected under copyright law, or excessive amounts of electronic files intended
for non-business use is expressly forbidden without authority from the
managing director.

SOFTWARE

As an employee at Movement Strategies, it is useful to install a few basic
software programs, such as VLC and Skype for Business. Please ask your Line
Manager for more information on what programmes you should install on your
laptop, such as Legion, Adobe, QGIS and Notepad ++.

DOCUMENT MANAGEMENT

It is your responsibility to correctly manage and store documents which you
have been working on. Please ensure all documents are saved in the correct
format, below:
• Date – Project Code – Description – Version.
• Date – The format YYMMDD enables chronological sorting. The date

should be that on which the document was created.
• Project Code – use the full project code, for example LTA2016. For a pro-

posal, put a P in front of the project code.
• Description – a free text description of the document that has to be clear

and concise.
• Version – please use 0.1, 0.2, etc. for unissued documents, 1.0 for an issued

document and 2.0 for revised issued documents.
• Within project folders, there is a clear folder structure you are advised to

adhere to:
00 Proposal
01 Admin
02 Financial
03 Meetings
04 Incoming Data
05 Work
06 Final Deliverables

For any work that is no longer relevant, please create a sub-folder called 09
Archive.

reached at 02078378031 or via [email protected]

AIR STREET
02

EMERGENCY EVACUATION
In the event of a fire, please follow the procedure below.
At the sound of a fire alarm, await instruction over the intercom. If instructed
to evacuate, please leave the building following your fire marshall. In the event
of an evacuation, do not use the elevator - stairs are located either near the lifts
(exiting onto Air Street) or through the door towards the restrooms (exiting
in the corridor between Whole Foods and the building next door). Follow the
green signs that stand for Emergency Exit. As soon as you leave the building,
make your way up Air Street to Golden Square, which is the safe assembly
point for yourself and your colleagues.

03
08

KEY CARDS
At the beginning of your employment, you will be issued a temporary pass that
will provide you access to the Air Street building and internal office space for
up to two weeks. You will be required to get a photo for your permanent pass,
which can take a couple of weeks to be processed. To use your pass, simply
hold the card over the electronic sensor.
If you would like to gain access to bicycle storage facilities, you must get in
touch with Air Street security who will issue you an access pass for that section
of the building.

WORKING HOURS
Movement Strategies employees based at the Air Street offices should expect
to work an 8-hour day. It is required that all staff are in the office by 10am at
the latest, but you may arrive earlier if you prefer. Any flexible hours and work-
ing from home requests should be arranged between the employee and his or
her direct Line Manager.

SOFTWARE
Please refer to the ‘Day 1 Guide’ and the ‘Welcome Joiners’ document for
information on relevant software packages that may be of use.

09

DRIVES
The Movement Strategies team at Air Street currently uses Box to store all
shared files. However, we are in the process of migrating to Microsoft One
Drive, a process that will be complete by the end of September 2017. One
Drive/Box is used to store all project-related files and will require each em-
ployee to sign up for their own account using their Movement Strategies email
address.
For more intensive analytical work, the team uses a database that is managed
by Telefonica’s data team in Spain. It is partitioned into two sections: one for
data uploads, and the other for the analysts ongoing work, known as the ‘play-
pen’. Please ask anyone in the analyst team to help you set up these connec-
tions, as they are subject to change.

IT
Telefonica provides IT support to the Movement Strategies staff based at the
Air Street office. The IT contact is Pedro Custodio, and he can be reached at
extension 4012 or via email at [email protected]. Any IT issues should be
directed to him.

09

ABOUT THE EMPLOYEE
HANDBOOK

ASK
QUESTIONS...

If there is anything in the employee
handbook that you do not understand or
in relation to which you require further
clarification, you should speak to the HR
and Operations Manager or your line
manager in the first instance.
Movement Strategies welcomes any
comments or suggestions as to how the
employee handbook could be improved.

02

Changes to the staff handbook

This is not a contractual document and Movement Strategies reserves the right
to amend this staff handbook when appropriate. However, Movement
Strategies will make every effort to notify employees when there is an official
change to a policy that it contained.

For example, the staff handbook may need to be changed where there is a
change to:

• The way in which Movement Strategies operates because of market
conditions; employees’ contracts of employment, on which they will be
consulted, necessitating a change to the staff handbook too; and
employment law that requires a policy to be amended.

• In any event, HR will carry out regular reviews of this handbook. However,
employees are responsible for their own up-to-date knowledge about the
organisation’s policies, procedures, benefits, and working conditions.

• The employee handbook can be located on Sharepoint.
• Where Movement Strategies seeks to vary a term or condition of

employees’ contracts of employment that is also contained in this
employee handbook, it will consult with individuals and the workforce as a
whole.

03

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