MILTON KEYNES: WORKER ONLINE SURVEY - Milton Keynes Business ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
MILTON KEYNES: WORKER ONLINE SURVEY
Hannah Smith Frances Goodfellow Dan Parr
Associate Consultant Senior Consultant Vice President
hsmith@caci.co.uk fgoodfellow@caci.co.uk dparr@caci.co.uk
©CACI 2018 | CCI | Commercial in Confidence
CONTENTS
CONTENTS
1. EXECUTIVE SUMMARY 2
2. EMPLOYMENT DETAILS – OVERVIEW 11
3. CURRENT WORKERS 17
4. PREVIOUSLY EMPLOYED 25
5. UNEMPLOYED RESIDENTS 36
6. PERCEPTIONS – OVERVIEW 38
7. PERCEPTIONS – MILTON KEYNES 43
APPENDIX
©CACI 2018 | CCI | Commercial in Confidence
INTRODUCTION
CACI has been instructed by Milton Keynes BID to assess the attitudes and perceptions of
current and previous workers in the central Milton Keynes area.
The analysis will provide:
> An understanding of what the barriers are for attraction and retention for
current and previous workers in central Milton Keynes
> Insight into the key elements employees are looking for when seeking
their place of work
> Insight into the reasons that those previously employed in central Milton Keynes
decided to move elsewhere
This will be achieved by speaking to both current and former employees within the
central Milton Keynes area, as identified by the adjacent map, who live within a 45 CENTRAL MILTON KEYNES
minute drivetime of the city centre.
GET IN TOUCH:
Acorn is CACI’s consumer segmentation model. Acorn combines geography with a wide CACI’s analysts are happy to answer any questions you have
range of demographics and lifestyle data sources to group the entire population into 5 in order to understand the survey results better and to
Categories, 18 Groups and 62 Types. maximise the value of the research to your centre.
Retail Footprint (RF) is CACI’s UK gravity model that predicts the catchments of all UK retail Hannah Smith Frances Goodfellow
destinations and accounts for the attractiveness of the centre’s mix, the location of hsmith@caci.co.uk fgoodfellow@caci.co.uk
competing schemes and the level of demand in the area.
020 7605 6283 020 7605 6832
©CACI 2018 | CCI | Commercial in Confidence
EXECUTIVE SUMMARY
©CACI 2018 | CCI | Commercial in Confidence
OVERVIEW OF THE RESEARCH
The sample captured for this research predominantly live in and around Milton Keynes as well as nearby towns,
reflective of the population density in the area.
SURVEY CONDUCTED
MARCH 2018
514 RESPONDENTS
HOME POSTCODE BY
DRIVETIME BAND:
0-15 15-30 30-45
34% 35% 31%
AVERAGE DRIVETIME
TO CENTRAL MILTON
23
minutes
KEYNES
Source: Retail Footprint 2017, MKCCM 2018
©CACI 2018 | CCI | Commercial in Confidence
ACORN PROFILE
Reflective of the diverse affluence profile of residents living within a 45 minute drivetime of Milton Keynes, a mixture
of high, mid and low affluence workers were captured within the research, providing a representative sample of the
surrounding population.
RISING
AFFLUENT ACHIEVERS PROSPERITY COMFORTABLE COMMUNITIES FINANCIALLY STRETCHED URBAN ADVERSITY
20% 15% 32% 19% 14%
20%
18%
16% 14% 15%
% of Respondents
14%
12%
12% 11% 10%
10% 9%
8% 7%
6%
6% 4% 4%
4% 3%
2% 2%
2% 1% 1%
0% 0%
0%
Survey Profile 45 minute drivetime
Source: Retail Footprint 2017, Acorn 2018
©CACI 2018 | CCI | Commercial in ConfidenceRESPONDENT LOCATIONS: ACORN
Reflective of the urban location of a large proportion of respondents, the survey captured higher proportions of Rising
Prosperity, who predominantly reside close to the centre of Milton Keynes.
ACORN BREAKDOWN
20% 24%
15% 9%
% of Respondents
30%
32%
21%
19%
14% 16%
March 2018 45 minutes
drivetime
Affluent Achievers
Rising Prosperity
Comfortable Communities
Financially Stretched
Urban Adversity
Source: Retail Footprint 2017
©CACI 2018 | CCI | Commercial in ConfidenceKEY FINDINGS
1. WHAT ARE THE BARRIERS IN ATTRACTION AND RETENTION FOR WORKERS?
KEY FINDING
A significant barrier discussed by both previous and current workers in central Milton Keynes is the cost of parking, which is cited as a
fundamental issue for working in the centre, as the price of parking accounts for too large a portion of salaries.
In addition to this, the availability of spaces in the city centre is another hindrance to more positive perceptions of working in the centre, with
many current employees citing having to leave for work early to find a space close to their place of work.
Another commonly discussed improvement wanted in the centre of Milton Keynes is to reduce the amount of homeless people present around
the underpasses and in tents around the city centre. This issue makes the area feel unsafe at certain times and creates a perception that there
is not enough employment to help those in need in the area.
Parking is raised as the most prominent issue that exists for workers in central Milton Keynes; it is specifically the price of parking and the
availability of spaces that causes the most wide-spread frustration. Boosting perceptions of this amenity should be prioritised to help retain
ACTIONS
workers within the city. Reducing the cost of car parking through initiatives such as offering long-term discounts and discounts for car sharing
could help achieve this.
Homelessness is an issue that should also be prioritised to be addressed, as it leads to workers feeling unsettled and reduces perceptions of
the environment. Investing in and collaborating with local charities i.e. Shelter to alleviate the issue will boost perceptions of the environment,
and the city’s positive role in dealing with social issues .
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceKEY FINDINGS
2. WHAT ARE THE (CURRENT AND PROSPECTIVE) EMPLOYEES LOOKING FOR FROM THEIR PLACE OF WORK?
KEY FINDING
Typically for both current and previous workers when considering general employment, being treated well at work and having an adequate
salary are the most significant aspects that will encourage workers to remain within their area of work.
For central Milton Keynes however, the most prominent factor to encourage workers to remain/choose to work here is improved parking
facilities. This is despite not being a main factor in choosing employment generally. This again highlights an issue with the city’s reputation and
issues with poor parking facilities, and arises as a bespoke issue to the area, that it does not impact typical employment decisions elsewhere.
Despite this, access and convenience are considered strengths of the centre of Milton Keynes, as well as the variety of shops and restaurants,
emphasising the positive impact improving parking facilities could have on encouraging traction with the city centre.
Due to the offer in Milton Keynes being well regarded when it is utilised, there is scope to further publicise events and evening activities in the
centre more directly towards nearby workers to encourage wider traction. Priority and discount vouchers for workers in offices in the area will
ACTIONS
encourage post-work engagement and create a more positive discourse around the experience of working in central Milton Keynes.
Events and discounts that appeal in particular to Career Climbers will help boost their perceptions and incentivise choosing the area to work;
this will help discourage young professionals from moving to work in London instead.
Independent restaurants, bars and leisure activities resonate particularly well with young professionals.
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceKEY FINDINGS
3. AN UNDERSTANDING OF WHAT EMPLOYEES THAT HAVE LEFT WANTED, AND WHAT MOTIVATED THEIR DEPARTURE
KEY FINDING
Previous workers were typically on a lower salary and lower grade compared to the current workers in central Milton Keynes, captured within
the research. In tandem with this, 12% of previous workers cited expensive parking as the main reason they stopped working in the city centre.
24% of former Milton Keynes workers worked in the centre for over 10 years (vs. 19% of current workers). Conversely to this, 17% of former
workers worked in CMK for less than 6 months (vs. 9% of current workers). This reflects the polarised former workers (loyal retirees) and
younger workers who work in industries with a high turnover of staff at lower employment grades.
Those who worked in Milton Keynes for less than a year left due to not liking the environment, finding employment closer to home and finding
traffic an issue. Those that worked in Milton Keynes for over 5 years left mainly due to either retirement or their companies moving out of
Milton Keynes.
Retaining younger employees is particularly important for the future economic growth of central Milton Keynes; ensuring that there are
ACTIONS
opportunities for career progression and the opportunity to move into higher grade roles within their particular sector will ensure that these
workers do not move elsewhere to progress.
There is a need to understand why particular businesses have moved out of the city to elsewhere, to prevent this from happening in the
future, as well as to help the area retain its young professional demographic.
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceEMPLOYMENT DETAILS - OVERVIEW
©CACI 2018 | CCI | Commercial in ConfidenceEMPLOYMENT STATUS - OVERVIEW
The research captured 71% who are employed; 60% in full time and 11% in part time employment, providing a robust
sample of both current and existing workers within Milton Keynes. In addition to this, 16% of respondents were
unemployed, with 4% seeking work.
Q What is your current employment status?
70%
60%
60%
50%
% of Respondents
40%
30%
20%
12% 11%
10% 7%
5% 4%
1%
0%
Full-time employed Unemployed, and not Part-time employed Retired Self-employed Unemployed, and Student
currently seeking currently seeking
employment employment
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceWORKERS IN MILTON KEYNES
A strong mixture of current and previous workers in central Milton Keynes were captured to provide an in-depth
analysis of the barriers of both groups to working in the centre. Of those former Milton Keynes workers, 58% are still
in employment elsewhere.
Q Do you currently work in central Milton Keynes? Q Have you ever worked in central Milton Keynes in the past?
33%
23%
58%
still in full or part
time employment
67%
Current Workers 77% Previous Workers
Yes No Yes No
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceINDUSTRY OF EMPLOYMENT
The most popular industries for current central Milton Keynes employees to work in are retail and leisure, technology
and banking and financial services. Former workers were however more likely than current workers to be employed in
retail, leisure and banking services.
Q What industry do you/did you work in?
Other
General Retail Leisure
Technology
Banking & Financial Services
Public Administration & Education
Construction/ Property Services
Government
Professional & Corporate Services (e.g. Legal)
Business Services (e.g. IT, HR, Recruitment)
Manufacturing / Industrial Industries that have higher proportions of
former workers demonstrate the disparity
Health & Pharmaceuticals
between those who worked in high turnover
Catering (e.g. restaurants, cafes) industries including retail, catering and leisure
Consumer & Marketing who were younger, and those that have now
Telecoms retired from higher managerial positions such as
Energy finance.
Media / Broadcasting / Advertising / Creative
0% 5% 10% 15% 20% 25% 30%
% of Respondents
Current Workers Previous Workers
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceEMPLOYMENT POSITION
Current workers in Milton Keynes are generally distributed into higher grades compared to previous workers; with half
of previous workers in the two lower grades, and are more likely to have worked in high staff turnover industries. This
links to a high volume of previous workers being from younger age groups.
Q Which of the following best describes/described your position at work?
45% 41%
40%
35%
30%
% of Respondents
30% 27%
25% 25%
25% 23%
20%
15%
10% 8%
5% 6%
5%
5% 3%
2% 1%
0%
0%
Assistant / Support Entry Level/Graduate Experienced (non- Management Senior Executive CXO/Partner/Founder SME – Business Owner
Staff manager)
Current Workers Previous Workers
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceSALARY OVERVIEW Reflective of the employment grade distribution 53% of previous workers were on a salary of
CURRENT WORKERS
©CACI 2018 | CCI | Commercial in ConfidenceCURRENT WORKERS: BIOGRAPHY
GENDER PROFILE AGE PROFILE CURRENT GRADE
35% 30%
28% 5% SME Business owner
30%
% of Respondents
51% 44%
25% 21%
3% CXO/partner/founder
20% 6% Senior Executive
56% 15% 11% 30% Management
PROPORTION 10% 8%
OF SURVEY 2% 27% Experienced (non-manager)
5%
0% 5% Entry level/graduate
18-24 25-34 35-44 45-54 55-64 65 25% Assistant/support staff
Female Male plus
TOP 4 INDUSTRIES SALARY LENGTH OF EMPLOYMENT
30%
Prefer not to say 4% 25%
25%
% of Current Workers
£150,000- £249,999 0%
£100,000- £149,999 3% 20% 18% 19%
15%
£75,000- £99,999 5% 14%
18% 10% 9% 8% £50,000- £74,999 10%
15%
9%
10%
£40,000- £49,999 14%
£30,000- £39,999 24% 5%
General Banking and Public
Retail and Technology Financial administration £20,000- £29,999 24% 0%
Leisure services and education £15,001- £19,999 Less 6 1– 3 3–5 5 - 10 Over 10
10%
than 6 months years years years years
£0- £15,000 6% months – 1 year
Note: 51% of current workers is out of total sample
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceKEY COMMENTS BY CURRENT WORKERS
“Parking is ridiculous - I
Current Workers “CMK is a great place to work. Quiet “It's close to amenities, has good “Good overall. have to get to work an
Net Promoter Score
and beautiful environment. Heavy transport links and lots of Employment and
parking spaces. However, it does 1hr 15mins early than my
traffic only during rush hours. Only schools good. Parking start time to get a safe
NPS problem is very high rents.” feel unsafe - particularly after cost and availability is place to park, and be
-16 dark when you have to walk shocking.” close to my work.”
262 through underpasses. There are
Respondents tents known as 'drug tents' “There is a good choice of shops and restaurants,
“There are good opportunities if you
which are situated here which but a complete lack of independents. Poor evening
know where to look.”
can be very intimidating.” drinks scene.”
GRADE
“The economic “Flexible working, 10 mins from one end of MK to
“Accessibility to wide
environment is the other i.e. easy access.” “Very good access
SME – Business Owner 5% variety of food outlets,
Favourite thing
obviously booming to the amenities,
restaurants and
with property values shopping, nightlife
CXO/Partner/Founder 3% shopping. Great “Driving in is usually good due to the grid system of
constantly on the rise etc. as well as a
connection to London.” dual carriageways.”
for home owners.” rural feeling
Senior Executive 6%
within a short
“Accessible and modern office accommodation close “Shops and restaurants are great, because they walk.”
Management 30% to amenities, transport and car parking.” seem to be the only things that are invested in.”
Experienced (non-
27%
manager) “The amount of
Would like to see improved
“Parking and more “Solve the “More parking spaces
homeless people is “More parking, and for
artisan cafes.” homelessness Cheaper parking
Entry Level/Graduate 5% totally unacceptable. employee parking rates
problem.” More shops that are
That does NOT mean around all offices to be
“Decrease cost of parking not chains or
Assistant / Support Staff 25% sweeping it under the capped at £3 per day.”
and allow employees to “Reduce parking franchises.”
carpet. The image of park in Red Bays.” costs.”
CMK and the
“More and cheaper “Public transport, “Open up more of the
homeless issue are “Repairs to pavements to
parking spaces being tackle brownfield sites for
linked. It needs to be prevent trips and falls.”
made available.” homelessness.” parking.”
dealt with.“
Note: Respondents were asked why they gave their NPS
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceLENGTH OF EMPLOYMENT AND NUMBER OF EMPLOYERS
Almost three quarters of all current workers have worked for a maximum of two employers within Milton Keynes;
with a relatively even distribution of length of employment, reflecting the range of ages captured for current workers.
An average number of employers of 4.1 is a positive reflection on this groups’ retention in Milton Keynes; despite
moving jobs they generally remain in employment within Milton Keynes.
How many employers have you worked for in central How long have you been working for your current
Q Milton Keynes (including current)? Q employer in central Milton Keynes?
60%
Over 10 years 19%
50%
50%
4.1 5 - 10 years 18%
% of Current Workers
40%
3 – 5 years 15%
Average
30%
24% 1– 3 years 25%
20%
6 months – 1 year 14%
13%
10% 6% 7%
Less than 6 months 9%
0% 0% 5% 10% 15% 20% 25% 30%
1 2 3 4 5+
% of Current Workers
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceCURRENT EMPLOYMENT INDUSTRY
The most common industries for current workers to be employed in are general retail and leisure, technology, banking
services and public administration and education. Those working in retail and leisure are more likely to have been at
their current job for less than 6 months, whilst those in banking and financial services are more likely to have been
there for 5-10 years, demonstrating loyalty.
Q What industry to you currently work in?
Other
General Retail & Leisure
Technology
Banking & Financial Services
Public Administration & Education
Construction/ Property Services
Government
Professional & Corporate Services (e.g. Legal)
Business Services (e.g. IT, HR, Recruitment)
Other responses
Manufacturing / Industrial included third sector,
Health & Pharmaceuticals town planning and
Catering (e.g. restaurants, cafes) transport
Consumer & Marketing
Telecoms
Energy
Media / Broadcasting / Advertising / Creative
0% 5% 10% 15% 20% 25%
% of Current Workers
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceCURRENT EMPLOYMENT GRADE
Current workers in central Milton Keynes are most likely to be in positions of management or experienced, however a
quarter of this workforce are made up of assistants or support staff. There are fewer employees in the top 3
employment grades, suggesting a shortage of higher positions available in the city centre.
Q Which of the following best describes your position at work?
35%
30%
30%
27%
25%
% of Current Workers
25%
20%
15%
10%
6%
5% 5%
5% 3%
0%
Assistant / Support Staff Entry Level/Graduate Experienced (non- Management Senior Executive CXO/Partner/Founder SME – Business Owner
manager)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceCURRENT SALARY
Aligning with the average grade levels of current workers, average salaries are skewed towards the middle of the wage
bracket. Those who work in retail and leisure are driving lower wages, whilst those who work in technology and
banking services are driving higher wages from current workers.
Q Which of the following brackets does your annual income fall into?
30%
25% 24% 24%
% of Current Workers
20%
15% 14%
10% 10%
10%
6%
5% 4%
5% 3%
0%
0%
£0- £15,000 £15,001- £20,000- £30,000- £40,000- £50,000- £75,000- £100,000- £150,000- Prefer not to
£19,999 £29,999 £39,999 £49,999 £74,999 £99,999 £149,999 £249,999 say
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceCURRENT SALARY BY INDUSTRY
General retail and leisure workers fall predominantly into the lower income brackets, whilst those that work in
banking and financial services, professional and business services, and technology services are driving higher wages.
60%
50%
% of Respondents
40%
30%
20%
10%
0%
£0-£20k £20k-£40K £40K -£50K £50K-£75K £75K-£100K £100K+
General Retail & Leisure Technology Banking & Financial Services Public Administration & Education
Construction/ Manufacturing Government Professional & Business Services Health & Pharmaceuticals
Catering Consumer & Marketing Telecoms
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidencePREVIOUSLY EMPLOYED
©CACI 2018 | CCI | Commercial in ConfidencePREVIOUS WORKERS: BIOGRAPHY
GENDER PROFILE AGE PROFILE CURRENT GRADE
35%
30% 1% SME Business owner
30%
31%
% of Respondents
25% 0% CXO/partner/founder
21%
45%
20% 16% 2% Senior Executive
15% 15%
55% 15% 23% Management
PROPORTION
10%
OF SURVEY 4% 25% Experienced (non-manager)
5%
8% Entry level/graduate
0%
Female Male 18-24 25-34 35-44 45-54 55-64 65 plus 41% Assistant/support staff
TOP 4 INDUSTRIES SALARY LENGTH OF EMPLOYMENT
Prefer not to say 6% 30%
24% 24%
% of Previous Workers
£150,000- £249,999 0% 25%
£100,000- £149,999 1% 20% 17%
£75,000- £99,999 2%
26% 14% 5% 5% £50,000- £74,999 4%
15% 12% 13%
10%
10%
£40,000- £49,999 4%
£30,000- £39,999 13% 5%
General Banking and
Retail and Financial Catering Government £20,000- £29,999 18% 0%
Leisure services Less 6 1– 3 3–5 5 - 10 Over 10
£15,001- £19,999 23% than 6 months years years years years
£0- £15,000 30% months – 1 year
Note: 31% of current workers is out of total sample
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceKEY COMMENTS BY WORKER GROUP
“For the work that I “Don't think it's
Previous Workers “Not as good a place to
“Unless free
“Salary levels aren't as good
Net Promoter Score
do, the jobs do not affordable to work as it used to be.” as other local areas. There
compete in terms of work there and parking is given
isn't a good enough range of
similar roles available try to support a “good opportunities but to many of those
job types.”
NPS in London.” family.” maybe not a wide variety workers within
-34 of jobs.” central MK then
“Parking for employees is
195 “It is a good place in terms of public this eats a huge
“I like CMK, I feel safe poor. Can work else where
Respondents transport and facilities, but if you want to go amount into
when visiting there. The with free parking for same
with car is very expensive, car park rates are salary.”
shops are good.” salaries.”
crazy.”
GRADE
“You are right in the hub “Being close to pretty “Mixture of work
“The shopping centre is modern and up to date with
of a fantastic shopping much everything.” and leisure on the
Assistant / Support Staff 41% new shops always looking to expand into the area
centre, with plenty of doorstep.”
Favourite thing
“Close to shopping, which provides new job roles for the younger
restaurants, cafes, community.”
Entry Level/Graduate 8% places to eat and
cinema and theatre all “Easy to drive into
drink.”
within close proximity. “The shops, otherwise it's a bit like a human outpost and around,
Experienced (non-
manager)
25% In fact, if you work in “Parking , on another planet.” walking distance
central MK you can walk accessibility, from shops and
Management 23% to these facilities from transport links to “Being near to the shops and social activities for facilities.”
your work place.” London.” after work.”
Senior Executive 2%
Would like to see improved
“More independent “Parking scheme that is “Better bus service. A “Recently it is less
clean and feels less “…for a city that has
restaurants, cafes, better thought out. Better slightly cheaper
CXO/Partner/Founder 0%
safe.” been designed
shops. Something public transport Deal with monthly ticket from
around the car, the
that really injects a bit the homelessness Clean it surrounding areas.
SME – Business Owner 1% “Help the parking charges are
of culture into this up.” Better value
homeless and less some of the highest in
place. Rather than big employee parking.”
“More parking for workers national brands. the country.”
corporate stores that “Less concrete, and More should be
and cheaper parking for all.
you can find more maturity of the done to bring local
Was a time was parking
anywhere else.“ restaurants in. “ “Higher salaries.”
was free!!” environment.”
Note: Respondents were asked why they gave their NPS
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceLENGTH OF EMPLOYMENT & NUMBER OF EMPLOYERS
The majority of previous workers in central Milton Keynes had been employed by one employer; the most common
lengths of employment were over 10 years or 1-3 years. This suggests for a proportion of this group had greater loyalty
to one single employer compared to current workers and reflects the older workers captured as part of this group.
How many employers have you worked for in central How long did you work for your last employer in central
Q Milton Keynes? Q Milton Keynes?
70% 66%
Over 10 years 24%
60%
2.3 5 - 10 years 10%
% of Previous Workers
50%
3 – 5 years 13%
40% Average
1– 3 years 24%
30%
6 months – 1 year 12%
19%
20%
Less than 6 months 17%
9%
10% 5%
1% 0% 5% 10% 15% 20% 25% 30%
0% % of Previous Workers
1 2 3 4 5+
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER EMPLOYMENT INDUSTRY
The largest proportion of former workers were part of the retail, catering and leisure sector, followed by bespoke
industries and banking and financial services. 14% of those that worked in the banking and finance sector said that
they moved from working in Milton Keynes due to lack of opportunity, this reason was given higher in this industry
compared to the other dominant industries.
Q What was the last industry to you worked in for an employer in central Milton Keynes?
General Retail & Leisure 26%
Other 15%
Banking & Financial Services 14%
Catering (e.g. restaurants, cafes) 5%
Government 5%
Professional & Corporate Services (e.g. Legal) 5%
Technology 5%
Construction/ Property Services 5%
Telecoms 4%
Business Services (e.g. IT, HR, Recruitment) 4% Other responses
Health & Pharmaceuticals 3% include E-Commerce,
Consumer & Marketing 3% travel and logistics
Manufacturing / Industrial 3%
Public Administration & Education 2%
Media / Broadcasting / Advertising / Creative 2%
Energy 1%
0% 5% 10% 15% 20% 25% 30%
% of Previous Workers
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER EMPLOYMENT GRADE
Compared to current workers in Milton Keynes, there were generally a higher proportion of workers in
assistant/support staff roles, with only 3% reaching the top 3 employment grades.
Thinking of your most recent employment in central Milton Keynes,
Q which of the following best described your position?
45%
41% 46 49 52
40% Average age Average age Average age
35%
% of Previous Workers
30%
25%
25% 23%
20%
15%
10% 8%
5% 2%
0% 1%
0%
Assistant / Support Staff Entry Level/Graduate Experienced (non- Management Senior Executive CXO/Partner/Founder SME – Business Owner
manager)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER SALARY
Reflective of the general lower grades that previous workers were employed into, salary distribution is generally lower
compared to current central Milton Keynes workers.
Thinking of your most recent employment in central Milton Keynes,
Q which of the following brackets did your annual income fall into?
35%
30%
30%
% of Previous Workers
25% 23%
20% 18%
15% 13%
10%
6%
4% 4%
5%
2%
1% 0%
0%
£0- £15,000 £15,001- £20,000- £30,000- £40,000- £50,000- £75,000- £100,000- £150,000- Prefer not to say
£19,999 £29,999 £39,999 £49,999 £74,999 £99,999 £149,999 £249,999
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER SALARY BY INDUSTRY
The lower salary bands are dominated by those that work in the retail and leisure industry, as well as those in the
catering, construction and manufacturing industries.
60%
50%
% of Respondents
40%
30%
20%
10%
0%
£0-£20k £20k-£40K £40K -£50K £50K-£75K £75K-£100K £100K+
General Retail & Leisure Technology Banking & Financial Services Public Administration & Education
Construction/ Manufacturing Government Professional & Business Services Health & Pharmaceuticals
Catering Consumer & Marketing Telecoms
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER WORKERS: REASON FOR LEAVING
Retirement, redundancy, closer employment and parking issues were the most commonly chosen reasons for leaving
an employer at Milton Keynes.
Q Why do you no longer work in central Milton Keynes?
30% Other responses
include retirement,
26%
company moving
25% elsewhere and
20% redundancy
% of Respondents
20%
16% Responses include
15% redundancy,
retirement, company
moving elsewhere
10%
7% 7% 7%
5% 5%
5% 3% 2% 2%
0%
0%
Other Change of I found It was too There were I did not like Lack of The travel I couldn’t find I couldn’t get I moved Lack of
circumstances employment expensive to no the training and time was too any suitable to work due outside the opportunities
closer to park opportunities environment development long roles for my to public area due to to socialise
home for promotion opportunities skill set transport house prices after work
issues
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER WORKERS: MAIN REASON FOR LEAVING
Whilst working nearer to home is a key factor in leaving employment in central Milton Keynes, not liking the
environment and expensive parking also feature demonstrates scope to improve perceptions of these elements of the
centre in order to retain more workers.
What is the main reason you no longer work in central
Q Milton Keynes?
40% 37%
35%
30%
% of Respondents
25%
20%
15% 13% 12% 11%
10% 8% 7%
5% 4%
5% 2%
0%
I found I did not like the It was too There were no The travel time I couldn’t find Lack of training I moved outside I couldn’t get to
employment environment expensive to opportunities was too long any suitable and the area due to work due to
closer to home park for promotion roles for my skill development house prices public transport
set opportunities issues
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFORMER WORKERS: MAIN REASON FOR LEAVING BY INDUSTRY
Workers’ main reason for leaving employment in central Milton Keynes varies by industry; redundancy and retirement
are the most common reasons for those in banking and financial services moving on. Lack of opportunities for
promotion also become more prevalent for this group. Not liking the environment is more of a significant issue for
those working in retail and in catering.
100%
90% 21% 18%
31%
80%
9%
70% 15%
3% 9%
% of Respondents
60% 6%
10% 9%
9%
50% 3% 6% 9%
40% 19% 14% 9%
30% 6% 9% 18%
20% 3%
10% 19% 23% 18%
0%
General Retail & Leisure Banking & Financial Services Catering (e.g. restaurants, cafes)
Change of circumstances I moved outside the area due to house prices I couldn’t get to work due to public transport issues
I couldn’t find any suitable roles for my skill set There were no opportunities for promotion Lack of training and development opportunities
I found employment closer to home Lack of opportunities to socialise after work The travel time was too long
It was too expensive to park I did not like the environment Other (please specify)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceUNEMPLOYED RESIDENTS
©CACI 2018 | CCI | Commercial in ConfidenceREASON FOR NOT GETTING A JOB
Of those that had been unsuccessful in their last job application, half were not given a reason why they were
unsuccessful.
Q Why were you unsuccessful in your last job application?
60%
50% UNEMPLOYED AND
50%
4% CURRENTLY SEEKING
% of Unemployed Residents
EMPLOYMENT
40%
33%
30%
20% 17%
10%
0% 0%
0%
None – employers haven’t given a I reached interview but someone I didn’t reach interview because I I decided the employer was not Other (please specify)
reason else had stronger skills and don’t have enough experience the right one for me (please
experience specify why)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidencePERCEPTIONS - OVERVIEW
©CACI 2018 | CCI | Commercial in ConfidenceFACTORS INFLUENCING A WORKER WHEN CHOOSING EMPLOYER
In general when seeking an employer, respondents are most influenced by the values of the particular company, as
well as being offered an adequate salary and being entitled to adequate annual leave.
Please rank the following in terms of how important they are to you when selecting an employer?
Q (1- not all important, 5 – very important).
5.0 4.7
4.5
4.5 4.2 4.1 4.1 4.1 4.1 4.0 3.8
4.0
3.5
Importance /5
3.0 2.7
2.5
2.0
1.5
1.0
0.5
0.0
Strong values Salary Annual leave Convenient Ability to Employee Opportunities Flexible working The Location i.e.
and treat entitlement location (i.e. progress within remuneration for promotion environment close to
employees well close to home) my role schemes (e.g. amenities,
benefits and nightlife
pension
schemes)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceFACTORS DETERRING A WORKER WHEN CHOOSING EMPLOYER
The factors that are most influential in deterring workers from selecting an employer are a lower salary compared to
elsewhere, insufficient benefits, lack of prospects and distaste for the peers at the job.
How likely are the following factors to deter you from accepting an offer of employment?
Q (1- not all likely, 5 – very likely)
4.5 4.1
4.0 3.7 3.7 3.6 3.6 3.5 3.4 3.4
3.5 3.3
3.0
Likeliness /5
2.5
2.0
1.5
1.0
0.5
0.0
Lower salary than Insufficient Lack of future The people I would Poor parking/ lack The environment No flexible Complex or Public transport
what’s available remuneration prospects be working with of parking working lengthy issues
elsewhere schemes (e.g. recruitment
benefits and processes
pension schemes)
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceINFLUENCING FACTORS WHEN CHOOSING MK FOR EMPLOYMENT
Despite not being a prevalent issue when considering employment more generally, improving parking facilities within
central Milton Keynes becomes a key factor in encouraging workers to remain with a company in the area. This again
reflects the negative perception that both current and previous workers have of this amenity.
What would encourage you/would have encouraged you to stay with an employer in central Milton
Q Keynes?
20%
18%
18%
16% 14% 14%
% of Respondents
14% 12% “Higher salary”
11%
12%
10%
10% “I moved with my
8% company”
6%
6% 5% 5% 4%
4%
2%
0%
Improved Increased Great teamwork Clear internal Strong value The A park and ride Better Nothing Other
parking facilities opportunities to progression based culture environment to make the opportunities to
develop routes for journey to work socialise after
knowledge and promotion easier work
skills
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceDETERRING FACTORS WHEN CHOOSING MK FOR EMPLOYMENT
A low salary compared to elsewhere is the most influential factor that would deter workers from remaining with an
employer in central Milton Keynes. This is followed by expensive parking and the culture of the organisation.
Expensive parking and low salary are linked; numerous respondents noted that the price of their daily parking in the
city centre was accounting for a large amount of their wage which is a source of frustration for current workers.
Q What would deter you from staying with an employer in central Milton Keynes?
45%
40% 38%
35%
% of Respondents
30% 28%
25%
19% “Public transport”
20%
15%
9%
10%
5% 3% 2%
0%
Low salary Expensive parking The culture of the Traffic going to and from Other The environment
organisation work
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidencePERCEPTIONS – MILTON KEYNES
©CACI 2018 | CCI | Commercial in ConfidencePERCEPTIONS – MILTON KEYNES
Good access and range of shops are the most agreed with statements associated with Milton Keynes, whilst
perceptions are most negative towards issues such as public transport, career progression and community spirit.
To what extent do you agree with the following statements
Q about central Milton Keynes?
% of Respondents
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Easily accessible
Employment opportunities that are relevant to my skill set
Shopping has a great variety of retailers to choose from
Great open spaces
The entertainment facilities allow me to socialise and have fun
Safe and secure place to work and/or live
Employers offer great opportunities for career progression
There is a strong community spirit
The public transport is cost effective
Agree Strongly Agree Neutral Disagree Strongly Disagree Don’t know
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceWORD ASSOCIATION
It is encouraging that the two strongest associations with central Milton Keynes are positive, with both choice of
shops and access to London also being discussed in the additional comments section. High levels of homelessness
however was also raised often as a negative issue affecting the area, and is a barrier to better sentiment towards
working in the area.
Q Which of the following, if any, do you associate with central Milton Keynes?
25%
While it is positive that Milton Keynes is seen as
20% accessible to London, in order to retain workers from
20% potentially moving to work there, assets Milton
Keynes has, including the choice of shops and
15% restaurants, should be promoted to Career Climbers in
% of Respondents
15% the area
15%
11% 10% 10%
10% 9%
5% 4% 3% 3%
1%
0%
Good choice of Easy access to High levels of High house A good place Green spaces Great open Poor Good Poor None of these
shops London homelessness prices to work spaces entertainment community cleanliness
and nightlife spirit
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceRATINGS: MILTON KEYNES
Shopping, access and restaurants are the most positively perceived aspects by former and current workers. Parking,
public transport, cleanliness and feeling safe are the most negatively perceived, relating back to comments around
expensive parking and high levels of homelessness mentioned by both groups.
On a scale of 1-5, how would you rate central Milton Keynes for in terms of the
Q following aspects? (1=very poor, 5=excellent)
4.5 4.1 4.0 4.0
4.0 3.8 3.6 3.6
3.4 3.4 3.3
3.5 3.2
3.0 2.8
Rating /5
2.5
2.0
1.5
1.0
0.5
0.0
Shopping Accessibility Restaurants Employment Environment Family Nightlife Feeling safe Cleanliness Public Parking
of facilities opportunities (e.g. green friendly transport
spaces) activities
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceNET PROMOTER SCORE
Previous workers display a more negative sentiment towards working in central Milton Keynes compared to current
workers. There is scope to improve NPS for current workers within the city with issues around parking price,
homelessness and career opportunity being priorities for this group.
Q How likely are you to recommend central Milton Keynes as a place to work?
Overall Current Workers Previous Workers
NET PROMOTER SCORE -24 -16 -34
Detractors (0-6) Passives (7-8) Promoters (9-10)
OVERALL PROFILE 40% 45% 16%
CURRENT WORKERS 34% 48% 18%
PREVIOUS WORKERS 47% 41% 12%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
% of Respondents
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceADDITIONAL COMMENTS: BEST THING
Q What do you think is the best thing about working in central Milton Keynes?
“Fantastic access to shopping and “Lots of amenities close
“Life after work is abundant restaurants, excellent transport “Variety of opportunities”
by”
if one can afford it” facilities, close to where I live”
“Easy to get to”
“Easy access to shops, banks,
“Being at the heart of a community “The choice of shops is good” library and restaurants”
and the fact that the centre is always
changing and developing” “Being close to shops at
lunch time”
“The shops about and the
lively social placement in “Campbell Park right nearby.
“Mix of spaces to relax, “The friendliness of other this city” Pop to shops for lunch”
shopping and eateries” workers, as well as The
Shopping Centre staff.”
“Good access to trains
“Flexible working, 10 to London etc.” “near shops, central for public
“Location, close
to the train mins from one end of transport”
station” MK to the other i.e. “Easy access
easy access.” to the
shopping “The location and the parks near by”
centre and
“Being near to the fact that
the shops and “Being able to get
shopping on way it is “A good environment”
social activities undercover.” “Warm and dry lots of choice of
for after work” home” places to eat”
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceADDITIONAL COMMENTS: AREAS TO IMPROVE
Q What do you think could be improved upon to make central Milton Keynes a better place to work?
“Better litter cleaning “Safer links to local estates for “More parking, and for employee “Parking. Expensive and
facilities and too many employees walking home” parking rates around all offices to be lack of purple parking
homeless people sleeping capped at £3 per day.” spaces.”
on the streets and parks.”
“Deal with the
homelessness” “Remove all red bays and make “The social and night life is
them purple zones, that would really poor”
“Increased investments in be fairer on all employees”
technology-based businesses.” “Increase the hourly pay.”
“Milton Keynes is not good “Too many offices are empty - turn
“Better public transport and if don't have car and them into shops on the ground floor
parking for workers” “Better nightlife.” working shifts.” and flats above.”
“Free or heavily discounted parking
“Better salaries “Better nightlife” for retail employees”
and improved “Sort out the parking -
working needs to be less
conditions” expensive” “More green “More control over youths in centre in the
spaces and late evenings”
less
“More should be construction” “Parking areas
done to bring local “Lower the “Working part time still costs me a crazy reserved for
restaurants in. ” parking charges” amount each month [on parking].” workers”
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceAPPENDIX ©CACI 2018 | CCI | Commercial in Confidence
DEMOGRAPHICS
GENDER AGE ETHNICITY
% of Respondents
30% English / Welsh / Scottish / Northern… 87%
0%
Any other White background 4%
25%
25% 24% 24% Indian 2%
African 1%
White and Asian 1%
20%
% of Respondents
42% Any other Mixed / Multiple ethnic… 1%
14% Irish 1%
15%
Pakistani 1%
58%
Any other Black / African / Caribbean… 0%
10%
Any other Asian background 0%
6% 7%
Prefer not to specify 0%
5% Bangladeshi 0%
Chinese 0%
Female Male I identify in another way 0% Caribbean 0%
18-24 25-34 35-44 45-54 55-64 65 plus Arab 0%
White and Black Caribbean 0%
Source: MKCCM 2018
©CACI 2018 | CCI | Commercial in ConfidenceRETAIL FOOTPRINT CATCHMENT AREAS
75% of spend is expected from the Core catchment
Each catchment defined by the gravity model is split into four; Primary, Secondary,
Tertiary and Quaternary. This is based on the proportion of trade expected to originate
from each catchment area.
The model expects 50% of trade/shoppers to originate from the Primary catchment area,
the following 25% to originate from the Secondary catchment and the following 15%
from the Tertiary.
The final 10% of trade is expected to originate from the Quaternary catchment. This
catchment area contains less frequent shoppers and as such covers a much larger
geographical area. With 90% of trade expected to originate from the Primary, Secondary
and Tertiary catchment areas it is this Major Catchment that should be the focus.
% Percentage of Trade
CORE CATCHMENT
SECONDARY: TERTIARY: QUATERNARY:
PRIMARY: 10%
50% 25% 15%
TOTAL CATCHMENT
Source: Retail Footprint 2017 ©CACI 2018 | CCI | Commercial in ConfidenceACORN
Acorn is a geo-demographic classification that segments the UK population
according to their lifestyle, lifestage and affluence.
Classifies every
UK postcode
Available at 3 levels:
6 Categories, 18 Groups
& 62 Types
Common language across
media, agencies and
Size marketing organisations
Represents
UK Pop.
Source: Acorn ©CACI 2018 | CCI | Commercial in ConfidenceThis report contains information and data supplied by CACI Limited that may (a) be created in whole or part using forecasting or predictive models
and/or third party data and are not guaranteed to be error free by CACI, (b) contain data based on estimates derived from samples, and/or (c) be
subject to the limits of statistical errors/rounding up or down. Except for title warranties all other implied warranties are excluded. CACI Limited
shall not be liable for any loss howsoever arising from or in connection with your interpretation of this report.
©CACI 2018 | CCI | Commercial in ConfidenceYou can also read
