Turning Pages Presentation Rtfacts

rtfacts design•marketing

style

cool

simple

www.rtfacts.co.uk


style

rtfacts est.1993

We are a fun-loving multi-disciplined design company that deliver highly creative solutions. We are specialists in print design through to digital, including website and e-marketing solutions and offer additional services such as photography, copywriting and consultancy. We pride ourselves on the relationships we build with our clients, focusing on providing quality of service no matter the size of the project.

We use the very best equipment and have the ability to handle all the printing requirements from litho, digital to large format printing, distribution

and storage. We understand the importance of delivering on time, on budget and to the highest commercial standard.

Our ‘web-to-print’ service enables clients to amend templated artworks fast, effectively and cheaply and is ideal for commodity items (e.g. stationery and business cards).


We think a reasonable measure of how good we are is the number of years our clients keep coming back for more.

Our account management skills have been fine tuned over the last 17 years and the list below is an indication that they agree.

• FullOn Marketing – 16 years• BT – 10 years• Robert Horne – 10 years• MOD – 10 years• Skanska – 9 years• Bull – 8 years• Astro lighting – 7 years• Energis – 3 years • C&W – 4 years• Honda – 5 years• Welcome Break – 3 years

cool

Design for printBrochuresLeafletsNewsletters

Corporate Identity

Design for webInternet sites Intranet sites Electronic Direct Mail Banner Ads Animated GIFs HTML

Web to Print

Advertising

CD Multimedia

Direct Mail

Exhibition Graphics

Packaging

Point-of-Sale

Video/Photography

Copywriting

Promotional Items

Telemarketing

Fulfilment, mailsort

Our people have a variety of specialist design skills but one common goal. Design that works!

www.rtfacts.co.uk


AvisAstro LightingAylesbury CollegeBritish ArmyCable&WirelessCognita SchoolsDawson Construction PlantHerts County CouncilMini Clipper logisticsMoDOEE ConsultingPro-ven Robert Horne Paper GroupSkanskaWarner LeisureWelcome BreakWorld Bank

...and more


The following examples are a small taste of our work.

If you have something in mind or a project you would like to

discuss in more detail please call Roger or Tony

on 01442 266 590 or email your request.

[email protected]@rtfacts.co.uk

www.rtfacts.co.uk


Brings this successful but visually dated consultancy into this century. Brand identity, stationery, website and strategy.

brand identity

oee Southill Cornbury Park Charlbury Oxfordshire OX7 3EW tel: +44 (0)1608 811900 fax: +44 (0)1608 811901 www.oeeuk.comregistered in England No 3396362 registered office as above

8008 LETTERHEAD.indd 1 18/4/05 10:41:32 am

with compliments

oee Southill Cornbury Park Charlbury Oxfordshire OX7 3EW tel: +44 (0)1608 811900 fax: +44 (0)1608 811901 www.oeeuk.com

8008 COMPlIMENT SLIP.indd 1 18/4/05 11:19:04 am

oee Southill Cornbury Park Charlbury Oxfordshire OX7 3EW tel: +44 (0)1608 811900 fax: +44 (0)1608 811901 www.oeeuk.com

Jane Mather

email: [email protected] mobile: 07734 467168

8008 BUSINESS CARD.indd 26 18/4/05 11:07:35 am

www.oeeuk.com

8008 BUSINESS CARD.indd 41 18/4/05 11:12:59 am



www.rtfacts.co.uk

Signage and POS for EAT IN, rolled out across 28 Welcome Break sites nationwide.

point-of-sale


Great design can make the complicated very simple. CityOdds brings you the latest and most accessible way to trade on the worlds financial markets. It´s simple to open an account and you can be trading multiple markets in minutes, just like the professionals, on an easy to use graphical interface. It´s exciting, it´s fun and with CityOdds it´s easy to play.

webCityOdds WINS!!!

best odds

TYPES OF PLAY

it’s simple

ALL MARKETS

buy/sell anytime

I’d like to register

I’d like to log in

CityOdds Ltd is wholly owned and controlled by CityOdds Limited. CityOdds Ltd is regulated by the Gambling Commission Licence No. 000-002689-R-104198-001. Incorporated in England No. 05319234. Limited by shares. Registered address: 134 Addison Gardens, London, W14 0DS UK. CityOdds is for UK residents only and its use is expressly forbidden by residents of or visitors to the United States

find out more

find out more

find out more

GETTING STARTEDVideo tutorialRegister now

IMPROVE YOUR ODDSTips, tricks and hintsDiscussion BoardCitySlayer

TYPES OF PLAYFree to playFree to play fantasy leaguesPay to enter prize trading leaguesReal time, real play tradingMobile

TRADABLE MARKETSS&P Europe 350 IndexS&P 500 IndexGBP vs USDEUR vs USDS&P Gold TR IndexS&P Oil TR IndexCITYDEX Random Index

CityOdds

RESPONSIBILITY OF VISITORS

LEGAL STATEMENTS ON PRODUCTS AND SERVICES

THIRD PARTY OFFERS

PRIVACY & CONFIDENTIALITY

CityOdds brings you the latest and most accessible way to trade on the world’s financial & non-financial markets.

Instant customisable daily Fixed Odds bets, practice with fun money or bet from as little at £1.

Choose your market, set the upper and lower points, set your stake and GO!

REGISTER NOWQuick and simple to open an account you can be trading in minutes

TYPES OF PLAYPractice with fun money or join a CityOdds Trading League or Real money, real time trading

find out more

IMPROVE YOUR ODDS?Hints, tips and more. Give yourself the edge.

Home Site map Terms & ConditionsAbout CityOdds Contact Us

getting started hints,tips & more what to play types of play SearchCityOdds

TRADABLE MARKETSEquity Indices, Currencies, Commodities and CITYDEXWith more to come...

CityOdds

VIDEO TUTORIALSimple step by step introduction to the site. Making it simple for everyone to play!

find out more

* Fixed outlay bets do not require further payment** All charges are included in the quoted price for the bet*** Money transfer fees are included in the prices quoted for bets

No unexpected margin calls*No explicit transaction charges**No money transfer fees***

Yes, it’s simple to open an accountYes, your first trade in minutesYes, trade multiple markets

simultaneously

MINI RACING

find out more

We take on the big boys. Win your

chance to drive!

I’d like to register

I’d like to log in

CityOdds Ltd is wholly owned and controlled by CityOdds Limited. CityOdds Ltd is regulated by the Gambling Commission Licence No. 000-002689-R-104198-001. Incorporated in England No. 05319234. Limited by shares. Registered address: 134 Addison Gardens, London, W14 0DS UK. CityOdds is for UK residents only and its use is expressly forbidden by residents of or visitors to the United States

GETTING STARTEDVideo tutorialRegister now

IMPROVE YOUR ODDSTips, tricks and hintsDiscussion BoardCitySlayer

TYPES OF PLAYFree to playFree to play fantasy leaguesPay to enter prize trading leaguesReal time, real play tradingMobile

TRADABLE MARKETSS&P Europe 350 IndexS&P 500 IndexGBP vs USDEUR vs USDS&P Gold TR IndexS&P Oil TR IndexCITYDEX Random Index

getting started hints,tips & more what to play types of play SearchCityOdds

CityOdds

We take on the big boys. Win your

chance to drive!

MINI RACING

find out more

what to play S&P Europe 350

S&P Europe 350 combines the benefits of representation with investability for the Europe region, spanning 17 exchanges. These distinguishing features make it a unique index designed for investors seeking broad market exposure through an index that is efficient to replicate. S&P Europe 350 is the foundation of the European index series. It is also the Europe component of S&P Global 1200. Index constituents exhibit the following characteristics:

Market Coverage: Over 70% of the Europe equities market

Weighting: Market capitalization

Index Governance and Policy:This index is maintained by the S&P Index Committee, whose members include Standard & Poor's economists and index analysts. It follows a set of published guidelines and policies that provide the transparent methodologies used to maintain the index.

Home Site map Terms & ConditionsAbout CityOdds Contact Us

CityOdds Trading Limits:Maximum Bet Size: £100Maximum Bet Value: £100Maximum Odds offered: 30x Stake or 29:1

Bet sizes, odds and maximum bet values can change at any time.

CityOdds Tradable Markets

S&P Europe 350

S&P 500 Index

GPB VS USD

EUR VS USD

S&P Gold TR Index

S&P Oil TR Index

CITYDEX Random Index

Our site delivers the most appropriate Lean service training for you and your organisation oee is the first training and operational improvement organisation in the UK able to issue internationally recognised Lean certificates to the service sector verified by renowned Cardiff Business School, Lean Enterprise Research Centre (LERC). Pay and book on line to be added soon.

web

www.rtfacts.co.uk


webMini Clipper Logistics – content managed database driven website developed to give this successful home counties company a professional look to match its proven ability.



exhibition graphicsFrom a single penguin stand to a custom built exhibition, we have the experience to manage any project.

www.rtfacts.co.uk click for more stand configurations

Offer runs from 1st April 2009 to 30th September 2009 – subject to availability. This offer only applies to Coffee Primo. Products may vary to those shown in the photograph. For terms & conditions visit: www.welcomebreak.co.uk

FREETravel Mug or Golf UmbrellaEvery time you purchase a Primo Pay card or top up your existing card you will receive…FREE Travel Mug (for £10 or more)FREE Golf Umbrella (for £15 or more)Travel Mug available to purchase for £3.99 Golf Umbrella available to purchase for £5.99

FREESummer Offer

Travel Mug or

Golf Umbrellasee inside for details…

Thick MilkshakesIced SmoothiesCream Frappes…

… and you thought we only sold coffee!Summer drinks now available in Coffee Primo, deliciously refreshing… whatever the weather!

Photograph for guidance only www.welcomebreak.co.ukProducts may vary to those shown in the photograph. www.welcomebreak.co.uk


A strong design to promote Coffee Primo’s Primo Pay card. Also highlight the offer of a FREE gift if you purchase a new card or top up the existing card. This also had to work alongside the Coffee Primo Summer Drinks 2009 campaign. Point of sale items included: pull ups, till toppers, bungee banners and more.

campaign

THINK CUSTOMER

In 2004 the BBC chose Siemens Information Services as its technology partner, and in turn Siemens trusted us to manage the BBC’s entire telecoms estate.With seven years left of our 10-year contract with Siemens and the BBC, we’re aiming to be the BBC’s longest-running series.

NEWSFLASH: THE SPOTLIGHT’S ON YOU

SIEMENS AND THE BBC PUTTING YOU IN THE PICTURE

BBC television

www.rtfacts.co.uk

Get the message to the pos/pop in a clear and visually interesting way.

posters


IN THE TELECOMS WORLD IT’S LIKE LANDING ON THE MOON

FMC - WE’RE MAKING HISTORYConvergence has landedMobiles now work on landline networks

BEING FIRST IS EVERYTHING

FMC - WE’RE MAKING HISTORYConvergence has arrivedMobiles now work on landline networks

SOME MOMENTS CHANGE HISTORY

FMC - WE’RE MAKING HISTORYConvergence has arrivedMobiles now work on landline networks

postersCutting edge technology promoted with historical “moments in time” in lego.

Fantastic, and probably the most popular poster series to date.


casewon?

SOFTWARE FOR THINKING MANUFACTURERS

However complicated the relationship…

you can…

www.rtfacts.co.uk

As it says - Direct, to the point, hits the nail on the head. Two in a volume series of DM to the whole customer database, followed up with telemarketing to close the deal.

direct mail


Any shape, any size, any quantity.Printed on paper that meets international environmental standards, FSC certification and to ISO14001

leaflet


www.rtfacts.co.uk

case studies

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OverviewA technical resource service designed to provide organisations with high quality, short to long

term IT technical support personnel to cover personnel shortfall due to leave, sickness, training

or when peak periods, projects or quality improvement initiatives require a quick upsurge in staffing numbers. Additionally TeamEuro can be utilized in a co-sourcing agreement to support

an outsourcing services model where organisations don’t want to “own” the resource but still want to retain the responsibility for the SLA and quality of service.

Eurodata Usp• 5 for 4 – we cover the estimated 30 days lost annually to a/l and sickness with a

5th staff member. • We have the quality of staff to support this niche personnel area – clients don’t have

to qualify applicants this has already been done. Only the best most qualified will be sent out.

• Getting a managed team not just an individual. Working as a team instead of individual contractors our staff will be better placed to manage projects and programmes through competition with the knowledge and support of an entire organisation behind them. As a managed resource we have the processes and procedures in place to make sure any possible difficulties or opportunities are dealt with quickly and professionally to the satisfaction of our clients.

• We are local – no more than an hour away so we respond to changes and requests quickly.• With a 6 month contract we will provide a free of charge remote systems

management solution.CompetitorsThis service is unique to the mid-market level organisation.Solution Elements And CostThe following identifies some pricing by role:ROLE

HOUR FEE DAY FEE1st Line Helpdesk Analyst

£28 £210

2nd Line Helpdesk Analyst £35

£260Deskside Support

£40 £300

Server Support (level 1) £50

£375Server Support (level 2)

£60 £450

Installations and Move Support £30 £225

Maintenance Support £30

£225Eurodata ContactsPricing and Proposition Development - Neil Keating Operational Questions and Issues - Stuart Salt

For more information contact Eurodata Systems at:2nd floor, St Marks House, Shepherdess Walk, London N1 7BQ Tel: 020 7549 3000 www.eurodatasystems.com

BASIC CUSTOMER PROFILEGeographic: South East with focus on LondonSeat Size: 1-10,000 preferably between250-3,500 seats

About to initiate a new project, change orconsolidation of systems. Loss of headcount,redundancy programme.

BUSINESS DRIVERSRoIReliability of delivery - keeping promises & making IT look goodProductivityManage change / business continuityMinimise risk

Customer Statements “I can’t find the right people... I’m losing staff... my HRdepartment can’t recruit, take too long, can’t source the right staff”“I want to kick this project off with you but don’t know that I have the right in-house staff to support the change...”

“I’ve lost personnel head count but I’m still being asked to deliver x project...head count freeze is impacting ... team spread too thin”

Qualifying Questions“have you had projects fail due to lack of support staff”“Is this project being put on hold because of staffing issues...”“Do you have issues using contract resource from agencies?”“Are you satisfied with depth of technical skill within your team?”

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TeamEuro is a unique technical resource service launched by Eurodata to help

companies like yours address your IT support requirements. Eurodata offers you

a new level of flexibility in how you manage your staff; providing you with the

resources available for to you to cost effectively address specific business needs such

as peak periods or key projects. No longer will you have to worry about employee

shortfalls due to leave or sickness. Structured to allow you to choose from employing

staff to cover on an emergency hourly basis to an ongoing sourcing agreement level

where Eurodata would look to take on full ownership of the employment process,

TeamEuro will provide you the freedom to concentrate on your core business not the

business of staff retention.

Why use TeamEuro by Eurodata?

• CONSISTENT on a year contract receive five people for four to cover

the estimated 30 day annual loss due to leave and sickness so that you are

never out of pocket or looking at empty seats.

• QUALITY only the best most qualified staff will be sent out to cover the

contract so you don’t have to go the expense or stress of qualifying your

contractors.• EXPERTISE when you contract with Eurodata you don’t just get an

individual you get a team, as each specialist has the resources of an entire

organisation behind them.• LOCAL based in London not more than 1 hour away to ensure we

respond quickly to any changes in your requirements.

• FREE a remote systems management solution tailored to your needs from

Eurodata when you sign a 6 month contract with TeamEuro.

TeamEuro provides comprehensive cover in the following areas with rates

starting from:

Role

Hour Fee Day Fee

1ST LINE HELPDESK ANALYST £28

£210

2ND LINE HELPDESK ANALYST £35

£260

DESKSIDE SUPPORT

£40 £300

SERVER SUPPORT (LEVEL 1) £50

£375

SERVER SUPPORT (LEVEL 2) £60

£450

INSTALLATIONS AND MOVE SUPPORT £30 £225

MAINTENANCE SUPPORT £30

£225

For more information contact Eurodata Systems at:2nd floor, St Marks House,

Shepherdess Walk, London N1 7BQ Tel: 020 7549 3000 www.eurodatasystems.com

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TeamEuro is structured to allow you to choose from employing

staff to cover on an emergency hourly basis to an ongoing

sourcing agreement level where Eurodata would look to take on

full ownership of the employment

process providing you the freedom to concentrate on your

core business not the business of staff retention.

eurodata



But finished with wire, to enhance readability or a rivet to change the opening dynamics.

brochures


www.rtfacts.co.uk

Show the companies product portfolio in one comprehensive document.

brochures


Could be a kids meal box, or a Tesco Christmas card or a John Lewis audio device.

packaging

www.rtfacts.co.uk

Intranet banner geared to make colleagues click through to the microsite.

web banner


campaignHelium filled foil balloons to show the fun side of “Succeeding Together”. At 8 major offices on the first day of the launch in bunches of 50.


Tissues, mugs, tea bags, lips balm, cuddly toy! No, NOT the generation game, just supporting launch material for an European new paper brand launch.

www.rtfacts.co.uk

calendarsIn fact ANY desktop item, all shapes, size and colours.


RTFACTS CASE STUDY

Client: cable&wirless

Brand: Fix IT

Brief: Communicate to all colleagues the benefits of a focus’d effort to become market leader in our field, and the part Fix IT will play. Create a programme of six themes to focus our efforts. Themes that we must deliver so colleagues and processes give the best productivity and value to our customers and shareholders.

Market: Global

Solution: It Hospitals and PC GP First in a series of online and staged theatrical hospital theatres, where colleagues can make an appointment and “get focussed”.


Testimonials: No fuss, no nonsense sums

it up really. Whatever we throw at them, rtfacts just seem to deliver. On time on brief and on budget

Shelly RobertsFix IT - Marketing Manager

www.rtfacts.co.uk

DOES IT HURT?

We thought you’d ask that. We’ll perform a health check on all laptops and desktops, to make sure they’re giving you the best performance. It’s actually painless.

The Fix IT programme was split into six main themes to focus our efforts? Some of these themes address the more visible issues in the business, such as desktops and email, but much of what IT does often goes largely unseen by the majority of us. But, these are the themes we must deliver for a critical group of

our colleagues or processes to give the best productivity and value to our business and shareholders. That’s not to say that Fix IT Operations, for instance, is any less important than, say, Fix Desktop, or Fix IT NOW! The themes that maybe aren’t so obvious, are vital to our goal of becoming number one in our chosen market and building our future business, so we’re still focused just as acutely on these.

The following paragraphs sum up what we are doing with Fix Desktop, we hope you get the picture: most conspicuous of the themes we’re addressing is Fix Desktop with the rollout of our IT Hospitals. You told us your PCs don’t always run as they should, so the IT Hospitals have been set up to fix that for you as part of the Fix IT programme. We tested this last week with colleagues in Thames House and it’s been so successful we’re now prescribing it to our other UK sites.

GET IT CHECKED NOW Colleagues in Worldwide House received their invites last week and so far 216 have flocked to book their appointment for the IT Hospitals taking place this week and next. Last week, in Thames House, 76 colleagues brought their machines along, or received a

‘house call’ where their PCs were checked, treated and given the all clear. If you’re based in Worldwide House and haven’t made an appointment yet, call 07554 116669 to book your slot during the next two weeks.

IS THERE A DOCTOR IN THE HOUSE?Over the next few weeks you’ll see our PC GPs in Atlas, Leeds, Brook House, Waterside, Smale and Birmingham in the first phase of the programme, so if you’re based in any of these offices, watch out for invites dropping into your mailboxes soon. We won’t catch all areas or PCs the first time around, so there will be another wave of these Hospitals in the near future for other sites and our home workers.

THE PROGNOSIS?It’s early days, but the results already speak for themselves. On average, a visit to our PC GPs has improved start-up times from, at worst, 15 minutes, to a best time of 2 minutes. Working this out on the back of a prescription pad, we can tell you this means we’ll be able to give back to each colleague as much as 30 minutes of their working day, which could save our business around £5m a year.

PC GPappointment card

12505 appt card_AW.indd 1 29/1/09 15:04:00

rtfacts

Client: Welcome Break

Brand: Coffee Primo

Brief: Design, print and distribute to 28 UK sites, all the promotional POS to support this ‘Summer Drinks’ 2009 campaign

Market: Eurotunnel to John’O’Groats

Solution: From initial brief come up with a design which would work on many different shapes and sizes of point of sale items in 28 sites across England and Wales. Aim: to look bright, colourful and fresh while keeping the Coffee Primo brand. Point of sale items included: menu boards, till toppers, bungee banners, hanging signs, window graphics, translights, floor walkers and more.

Thick & Creamy MilkshakesChocolate, Strawberry, Banana, Toffee, Vanilla or Banoffee

£2.49 Regular £2.69 Large

Photograph for guidance only www.welcomebreak.co.uk

12530 MILKSHAKE STRUT.indd 1 25/3/09 06:28:39

Thick MilkshakesIced SmoothiesCream Frappes…… and you thought we only sold coffee!Summer drinks now available in Coffee Primo, deliciously refreshing… whatever the weather!

Photograph for guidance only www.welcomebreak.co.uk

12530 SUMMER DRINKS FOAMEX.indd 1 23/3/09 09:10:40

RTFACTS CASE STUDY


Testimonials: Our COO and CFO have just been on site and

seen the Coffee Primo ‘Summer Drinks’ promotion. Both think this is the best POS we

have done to date so thank you for your continued support and great work.

On time and on budget …as usual.

www.rtfacts.co.uk

Regular Large

Latte £2.50 £2.80Double shot of espresso & lots of steamed milk

Cappuccino £2.50 £2.80Double shot of espresso & steamed milk, topped with foam

Mocha £2.70 £3.00Double shot of espresso, chocolate & lots of steamed milk, topped with whipped cream

Hot Chocolate £2.50 £2.80 chocolate & lots of steamed milk, topped with whipped cream

Filter Coffee £1.99 £2.29

Espresso £1.69 £1.89Macchiato – espresso marked with steamed milk £1.69 £1.89Con Panna – espresso topped with whipped cream £1.79 £1.99

Pot of Tea £2.25English Breakfast, Everyday, Earl Grey or Fruit Infusions All of our products are made with semi-skimmed milk. Decaffeinated tea, coffee and skimmed milk are available on request.

Soya milk available (30p extra).

Regular Large

Infused Cream Frappe £3.05 £3.25

Iced Fruit Smoothies £2.90 £3.1099% FAT FREE available in Mango or Strawberry & Banana

Thick & Creamy Milkshake £2.49 £2.69Chocolate, Strawberry, Banana, Toffee, Vanilla or Banoffee

Mint Choc Cream Frappe £2.95 £3.15

Vanilla Cream Frappe £2.95 £3.15

Caramel Cream Frappe £2.95 £3.15

Mocha Frappe £2.95 £3.10

Coffee Frappe £2.95 £3.10

Regular Large

Iced Coffee £2.69 £2.89Latte, Mocha & Americano

Slushi Please ask for flavours £2.29

ExtrasSweet tooth? 30pTop your drink with Flake,

marshmallows or add a syrup?

Fancy a stronger coffee? 30pAdditional espresso shots

Feeling indulgent? 30pWhy not add whipped cream?

Single Double

Each

12530 COFFEE PRIMO DRINKS_FILTER.indd 1 24/3/09 16:15:10


Full-Time Prospectus

2009/10Enrolling Now

think …

about you

r future

Client: Aylesbury College

Brand: Prospectus

Brief: Maintain a consistent brand look and feel and tone of voice on all literature.Working closely with the Colleges marketing team, improve the quality of all communications to existing and potential students, throughout the college term.

Market: Existing and potential students within a 50 mile radius

Solution: The rtfacts Pelican Print JV has proved to be very successful.We are able to keep the out costs to a minimum and have complete control of the process. Aylesbury College pay less and get more.

RTFACTS CASE STUDY


Testimonials: When we went to tender for our design and printers,

the teams at rtfacts and Pelican Print really stood out. We have been working together ever since. The

processes have been as smooth as if we were working with just one company. We have been really

pleased with the level of understanding the rtfacts design team have had with the College’s branding.

They have applied sensitivity to their creations to produce high quality design which has helped to

move our collateral forward, but still in keeping with our identity. The printing via Pelican has been well

managed and the team have been very flexible to our needs, offering us the possiblility to develop our

products available through their web to print system.

www.rtfacts.co.uk

Aylesbury College:

– literature– icons– pull ups stands– print

30

Computing & Information Technology

“ The class sizes are small and friendly; the teachers provide a lot more one to one support unlike universities, which is really conducive to my learning and development.”

30

Childcare

CACHE Diploma in Childcare and Education (Level 2)

CACHE Diploma in Childcare and Education (Level 3)

Course content: This course is designed specifically to equip learners with the skills and knowledge

required to care for children from birth to 16 years old, including babies and

toddlers. The course is both theoretical and practical, and incorporates supervised

work with children in a professional, caring environment during part of the week in

a variety of settings.Course modules: This course consists of 9 mandatory modules and 3 optional modules.

Course topics will include:• Introduction to Working with Children• Development from Conception to 16 years

• Keeping Children Safe• Principles Underpinning the Role of Practitioner

• Development of Professional Skills in Children’s Education.

Special course features:Work experience placements are used to link theory to

practice; these are in a variety of placements including

schools, nurseries and baby placements. Time commitment: Two years, including private study time for research and completion of

observations and assignments at least 5 hours each week. Assessment: Assessment is continuous, based on assignments, practical work and

workplace performance, as well as a final examination. Entry requirements:You will be expected to have four GCSEs at Grade C or above, including

English, or equivalent qualifications, e.g. distinction Level 2 and will need to

supply references to give us some idea of your personal abilities and

suitability. Entry is also dependent on an interview and a written English

Language assessment. Applicants must be emotionally and physically fit to

work with children.Additional information: There will be a cost of £100 for materials and a fee for an Advanced

Criminal Record Bureau (CRB) check.

Course content: Applicants must be emotionally and physically fit to work with children. This

Level 2 course prepares learners to work under supervision with children

from birth to sixteen, in a competent, safe and effective manner. It also

prepares them to work in a wide range of early learning situations with

different professionals and volunteers. Part of the week is spent at College,

and the rest (under close supervision) at practical placements in childcare

settings.

Course modules: • Introduction to Working with Children

• The Developing Child • Safe, Healthy and Nurturing Environments

• Children & Play • Communication & Professional Skills• The Childcare Practitioner in the Workplace

• Optional unit. Special course features: Practical placements within childcare settings undertaken each week

linking theory to practice. Time commitment: One year, plus private study time to complete assignments approximately

3-5 hours a week.Assessment: Assessment is carried out using a variety of methods including

assignments, exams, a task based portfolio and assessment of practical

placements.

Entry requirements: You will need to show genuine interest in developing caring skills with

children, and will need to supply references that can give us some idea of

your personal abilities and suitability. Entry is also dependent on an

interview and a written English Language assessment. You must have a

minimum of 4 pass (D) grade GCSEs including English.Additional information: There will be a cost of £100 for materials and a fee for an Advanced

Criminal Record Bureau (CRB) check.

Progression: After successful completion of the course, there is a

range of opportunities to extend your training and to

obtain the kind of national qualification that will open

up a career working with children or in other care

fields; you could progress to the NVQ Level 3 to

study in Early Years Care and Education, or to the

Level 3 Diploma in Child Care and Education

(progression is dependent upon final grade and tutor

recommendation), or gain employment in a

supervised position. Careers: Working under supervision in a variety of childcare

settings e.g. Nursery / Preschool Assistant, after

school or holiday clubs.

Progression: You may decide to go straight into employment

involving caring for children, or to use your Diploma

to go on to higher-level training and professional

study within the caring professions such as social

work, nursing or teaching. Careers: Nursery Nurse, Nanny, Pre-school Leader or

supervisory role teaching, Holiday Club Nanny or

Classroom Assistant.

Full-Time Prospectus

2009/10Enrolling Now

www.aylesbury.ac.uk

think …about your future

Art & Design AS/A2 Levels & GCSEs

Business Training at Aylesbury College

www.aylesbury.ac.uk/business

Business School

Aylesbury


Testimonials: Apart from smashing the budget by -

£20000 rtfacts produced some fantastic presentation material that blew us away.

The end product looks better than the visuals and the coaches appear to be

brand new. Well done all.

Loucas DavenportMarketing Manager

COI

Client: ARMY

Brand: Recruitment

Brief: Maximise the mobile advertising space of 12 ARMY personnel transport coaches, promoting the career diversity and opportunities available in the British ARMY

Market: UK

Solution: Graphic vinyl coach wraps in 4 different styles to communicate what is on offer.

RTFACTS CASE STUDY


We were approached by Loucas in 2008. We had worked together for many years before on projects for BT. At the time BT had a host of top-flight London agencies who produced fantastic work but were very costly and typically ‘London’.

Implementing the new brand across 400 pieces would have been stratospherically expensive, so BT decided to use rtfacts. We worked with BT for 12 years on projects including Brand implementation, web design and graphics and design for print and marketing.

Loucas moved companies and the work with BT was completed in 2004 but Loucas remembered we were very capable, that we had a supplier database to die for and reputable/reliable people that did just about everything.

We got the call about the coaches in 2008 and confirmed it was a project we could handle.

We were duly sent the brief and responded with a graphic presentation of how we would do this. The presentation “blew them away”. We supplied our costs for the project and about a Month later were told we had won the business.

It was not all plain sailing, The Vehicles are run by VT Land and this brought with it a complex budget process it. The coaches are in constant use ferrying personnel between many of the London and UK bases, so logistically it was a challenge. Our people had to work on location and provision had to be made to facilitate this. The 12 coaches were two different models, 8 of one kind and 4 of the other. Half way through one wrap, the coach was urgently required, so the fitters had to quickly get to a point where it was safe to stop work and allow the part completed coach out of the hanger.

Liaison with the Customer, VT Land, the ARMY and the transport managers was complicated but, the first four coaches were done on time and approved by the client with minor adjustments. In April 2009 we completed the final amends to the artwork to iron out minor

inconsistencies, (the line drawings from the coach manufacturer were not quite as the actual coaches). We will roll out the final 8 coaches as and when they are ready to be done and available for the 2 days that we require to wrap each one.

Small details like removing manufacturer logos and warning signs were taken into consideration and we have re applied or wrapped or removed and wrapped depending on the circumstances. Some of the valances are louvred which was also not clear and we have had to do some quite complex cutting and fitting, which is all in a days work for our experienced fitters.


www.rtfacts.co.uk

Rtfacts Ltd.Blue Corner109 High Street Hemel HempsteadHerts HP1 3AH

t: +44 1442 266 590f: +44 1442 266 763

www.rtfacts.co.uk


Equal Opportunities PolicyOur commitment Every employee is entitled to a working environment which promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated. The commitment to equal opportunities in the workplace is good management practice and makes sound business sense. This policy is fully supported by senior management and has been agreed with trade unions, employee representatives.

ImplementationTony Johnson has overall responsibility for monitoring this policy and will review it annually. They have received training in Equal Opportunities and will make their best efforts to remain conversant with new changes. Any changes will be notified to employees individually.

rtfacts will actively promote equal opportunities throughout the organisation through the application of employment policies which will ensure that individuals receive treatment that is fair and equitable and consistent with their relevant aptitudes, potential skills and abilities. All managers and supervisors will seek to ensure that all employees comply with these principles.

Opportunities for training, development and promotion will be drawn to the attention of all eligible employees, and all will be considered equally, on the basis of for example, ability and skills offered. Similar parameters will be applied in the recruitment

of new employees. rtfacts will operate a pay system which is transparent, based on objective criteria, and free from sex or any other bias.

rtfacts recognises that all employees should be treated with respect and dignity, and that a working environment should be provided which is free of any form or harassment (sexual, racial or other), and bullying. Any such incidents will be dealt with under the rtfacts Disciplinary Procedure and in severe cases may result in dismissal.

Breaches of our equal opportunity policy will be regarded as misconduct and could lead to disciplinary proceedings.

If an employee considers that he or she has been treated less favourably, he should make use of rtfacts Grievance Procedure.

rtfacts has published a separate Statement and Policy on Harassment.

Monitoring and review arrangementsrtfacts recognises that the regular monitoring of ethnic origin and sex of employees and applicants is essential to the thorough review of the effectiveness of this Policy and to this end rtfacts will initiate equal opportunity monitoring. rtfacts also undertakes to monitor pay rates and grading so that no conscious or unconscious bias will occur in the pay rates of men or women.


Equal Opportunities Policy – continued

The successful implementation of this Policy depends upon the regular examination and progress towards equal opportunity and the development of local initiatives. To this end the Personnel department may start their own monitoring and review procedures.

Grievance and disciplinary procedurertfacts will ensure that any individual or group employees who believe that they have experienced direct or indirect unfair discrimination are properly represented in any grievance proceedings. Any employee who feels that he or she has been treated unfairly in connection with his/her employment should raise his/her grievance through the appropriate Grievance Procedure when every effort will be made to secure a satisfactory resolution. In addition rtfacts will ensure that any employee making a complaint of unfair discrimination will be protected from any victimisation in any form.

The Company confirms that it will continue to treat unfair discriminatory conduct by any member of staff as a disciplinary offence.

Training and advertisingRtfacts will train, develop and promote on the basis of merit and ability. rtfacts will also provide suitable and relevant equal opportunity training as necessary for all staff, including line supervisors and managers. rtfacts will seek to encourage employees and applicants who may have been traditionally discriminated against or where there are none or very few of that sex or race in any particular job or location. When vacancies are advertised both internally and externally, rtfacts will continue to ensure that such advertising, both in placement and content, is compatible with the terms of this Policy. To this end, opportunities will be taken through language, images or declarations, as appropriate, to show that rtfacts is an equal opportunities Company. In particular terms this means that the wording of advertisements will be carefully scrutinised to ensure that any hidden discrimination is avoided or discriminatory wording is avoided. Every effort will be made to ensure that the advertisements are placed in newspapers and publications so that as wide a readership as possible has access to the vacancies.

This may include the placing of advertisements in ethnic publications and women’s magazines. To this end “word of mouth” advertising, personal contacts and family relationships will be discouraged as a means of recruiting new staff or promoting existing staff.

All recruitment documentation (application forms, job descriptions etc) will similarly be objective and free of potentially discriminatory material.


Equal Opportunities Policy – continued

DisabilityThe Disability Discrimination Act 1995 makes it unlawful to refuse to recruit, to refuse employment benefits or opportunities or to dismiss because a person is physically or mentally disabled (as defined in the Act). In brief this means that anyone who is unable to carry out “normal day to day activities” including an inability to concentrate (i.e those mentally ill) and those who are perceived to be unable to carry out day to day activities (including those who are HIV positive), and this inability lasts or is likely to last for twelve months or more. The definition also includes those with past disability i.e who have a history of disability, as well as those currently impaired. We will make every effort to make reasonable adjustments to the workplace and to working arrangements where the current conditions are disadvantageous to disabled people.

rtfacts refers to its separate Policy on Disabled Workers.

Atypical workersrtfacts recognises its responsibilities to part-timers, fixed term contract workers and temporary workers and will ensure that they do not suffer less favourable treatment as a result of their hours/method of working.

CommunicationThe principles in this Policy will be brought to the attention of all staff by means of publication in the Staff Handbook.


Recruitment and Selection Procedure Recruitment and Selection ProcedureThis policy is the responsibility of Tony Johnson and Roger Payton who will monitor its effectiveness and to whom any queries should be addressed.

In general rtfacts will ensure that those undertaking recruitment will be properly trained in procedure and in legal requirements affecting recruitment practice, including discrimination law, Rehabilitation of Offenders, the recruitment of young people and immigration issues

It is a requirement that all recruitment takes place within the following procedural guidelines and any departure from these guidelines exposing the company to legal claims and/or substandard appointments will be considered a disciplinary offence

ProcedureStage One – the vacancyWhen a position falls vacant the appropriate management team will consider firstly whether this is an opportunity to make organisational changes.In any event the job description and person specification attached to that post will be scrutinised and updated and an objective selection criteria drawn up on the basis of these specs. This and subsequent actions will be undertaken by a panel of no more than 3 (three) relevant recruiters, appointed in this initial stage

Stage Two – the advertisementOnce the job description and person specification are completed, an advertisement will be placed in the appropriate media. Whilst working within appropriate parameters, rtfacts will ensure that this advert will appear in publications with the widest and most diverse readership to ensure all likely candidates are reached.The advert itself will be brief and state the main skills and experience required and will state that rtfacts is an Equal Opportunities Employer.Neutral language should be used. If a job title suggests a specific gender then it should be made clear that applications will be welcome from either sex. Nothing within an advert – including text or photos -should give the impression of a preference for a specific gender or race.

An Application Form will be sent to each Applicant. This Form will be in a format scrutinised and approved by Tony Johnson and Roger Payton and will avoid all discriminatory questions.

Stage Three – selection for interviewEach member of the panel will read the Application Forms separately and only after having made independent assessments will the panel meet to make its final choices for interview. For guidance:a) No assumptions should be made as to stereotypical

requirements for a job – do not assume a woman is excluded from a job that involves heavy lifting

b) Length of residence in the UK should not be taken into account unless essential.


Recruitment and Selection Procedure – continued

c) A standard of spoken or written English that is adequate to do the job only should be required. Higher requirements may be discriminatory

d) Give proper consideration to those wanting to work part-time. Not to do so may be discriminatory

e) Always consider what reasonable adjustments could be made so that a disabled candidate would be able to do the job. Also consider any reasonable adjustments that could be made so that a disabled candidate can attend interview

When meeting to discuss final selection – panel members should check each others’ decision to ensure only fair and objective reasons are given for their choices

Stage Four – the interviewInterviews will always be before a panel of at least 2.

An agreed set of questions must be put to each interviewee. These questions will be decided beforehand by the panel, will relate to the job and person specifications and will be fair and objective.

Care must be taken not to ask questions that could indicate discrimination. Therefore women should not be asked about their children, their marital status, their husband’s job. Interviewees from ethnic minorities should not be asked where they are from or for details of their religious observance.

An interview assessment sheet will be used to objectively score interviewees against the selection criteria.The interview will be concluded by telling the interviewee when they are likely to be given the panel’s decision.

Stage Five – the offerThe panel will combine their scores to establish the most suitable candidate.

The successful candidate will be offered the position by letter. It will be subject to any conditions that rtfacts may impose, such as satisfactory references.

The offer letter will also contain a copy of the employer’s terms of employment and any ancillary documents. The candidate will be asked to sign the offer letter indicating acceptance of the offer and receipt of the contractual documents

Immigration and Race Discriminationrtfacts is aware of its duties under immigration legislation and recognises that unthinking observance of those duties could give rise to discrimination on the grounds of race. Therefore no assumptions are to be made as to the immigration status of any applicants and the following checks are to be made only after a decision on the successful candidate has been reached:


Recruitment and Selection Procedure – continued

• Prior to starting work, all new employees will be required to produce a document from their previous employer or a relevant agency, (the Inland Revenue, the Benefits Agency, the Contributions Agency, the Employment service or their successors) stating their national insurance number.

• Should they be unable to do so, then some other document as defined by immigration legislation must be produced and a copy made and kept by rtfacts. If no such document is produced, then the offer of employment will be withdrawn.

Stage Six – inductionOn starting employment each new employee will undergo an induction procedure which will include:- Introduction to Staff Handbook and delivery

of individual copy- Introduction to Health and Safety Manual

and delivery of individual copy- Explanation of the Company’s organisational structure- Discussion of any necessary initial training

Unsuccessful Candidatesrtfacts recognises that an objective and open process should include feedback to unsuccessful candidates if required. Panel members should be aware of this throughout the process and be prepared to provide constructive feedback. Any requests for feedback should be brought to the attention of Tony Johnson or Roger Payton who will coordinate the panel’s response. RecordsAll records produced during this process will be kept for a minimum of three months and a maximum of six months.

Data Protectionrtfacts recognises its responsibilities under the Data Protection Act to process data lawfully and will ensure all applicants are informed as to the processing of any personal data generated during this process.


Turning Pages Presentation Rtfacts

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