Career development at Vue

We have some great success stories of people who have joined Vue thinking it was just a job for a short period of time in one of our cinemas.  With an interest in our business, energy, drive and plenty of opportunities to get involved in the running of a shift in a cinema, many people have progressed to Team Leader, Manager and General Manager.  Others have moved out of Operations into roles in Chiswick Park which have varied from Receptionist to Finance, Human Resources and Film Buying. 

We promote from within and we do recruit externally too, bringing new perspectives and experience to our teams at all levels within Operations and Chiswick Park. 

With the growth and period of change that we are experiencing, we need people ready to take up the challenge that our Strategy Map 2015 for the UK and Ireland presents.  We are looking for people who are keen to develop, learn new skills and demonstrate that they are part of a successful team wherever they work in Vue. 

During the year we will be working on more clearly defining career paths within Cinema Operations and redesigning the Level 2 Training for Team Leaders. Within Chiswick Park we are developing a performance review process and agreeing on how and what we will do to develop our teams and the individuals in them.   More information will be provided as we get ready to roll out these new career development initiatives. 

Until then, here are some details of the core principles that underpin how we recruit, train and develop our people which are detailed in our Talent Management Policy that can be found on the Vue Portal. In essence we ensure that our all processes are fair, open and transparent and based on objective evidence: 
• all recruitment decisions are based on matching the requirements of the role against the individual’s skills, knowledge and experience
• when a vacancy arises it will be advertised and any individual, whether internal or external, is invited to apply
• through performance management we set business and individual objectives that deliver results and develop our teams
• regular opportunities to meet with line managers for an open, honest discussion about their performance and future development is provided
• as a Company we endeavour to make good use of the abilities, talents and potential of all our team members
• we also identify potential and capture an individual’s interest in specific cinema locations or departments
• succession planning identifies gaps and areas of risk to the business.  In particular those cinemas or roles that are ‘critical’ based on agreed and defined criteria whilst also including cinemas or roles that need to be ‘watched’.  Where no successors are identified, the appropriate management development programmes and sourcing activity will be actioned, which may include both internal and external recruitment campaigns
• we try to ensure that everyone who seeks employment at Vue, or an internal move is left with the best possible image of the company, regardless of whether they are appointed to the role or not