What is a corporate wellbeing programme?

An employer-funded service combining mental, physical, financial and social health support for staff. MEM Academy pairs coach-led corporate fitness sessions with a self-serve wellbeing curriculum and ESG/SROI reporting so the spend is provable at year-end.

How much does it cost?

Programmes start at a fixed per-seat monthly fee. A 100-person pilot typically lands between £6 and £14 per seat per month depending on coach hours, on-site cadence and reporting depth.

How quickly can we launch?

Two to four weeks from contract — Week 1 diagnostic, Week 2 design, Week 3 launch comms, Week 4 first sessions delivered. First board report at end of Q1.

What ESG evidence do we get back?

A quarterly board-ready report with workforce KPIs (absence, wellbeing score, participation) plus a verified SROI figure showing social value per £1 spent — suitable for the Social-S section of your annual report.

08 · Quality Assurance Rubric

Use: Score observed coaching sessions and workshop facilitation. Same rubric for both. Observers: Senior Coaches + Head of Coaching. Cadence: see file 07.

Consent first

Every observation requires written consent from BOTH the coach AND the participant(s). Participants get a plain-English note 7 days before the session explaining:

An MEM Senior Coach will sit in (silent, camera off if remote).
They can decline with no impact on their place in the cohort.
The observer scores the coach, not the participant.
The observer's notes never reference the participant by name and are deleted within 30 days.

No consent = no observation. Reschedule.

The five scored dimensions

Each scored 1–5. Threshold to pass = 3.0 average AND no individual dimension <2.

Q1 · Contracting and boundary

Did the coach set or recall the contract clearly?
Did the coach hold scope when tested?
Did the coach handle confidentiality questions cleanly?

Q2 · Listening and presence

Talk-time <40%?
Used summary, paraphrase, silence appropriately?
Tracked themes across the session rather than reacting to the latest sentence?

Q3 · Behaviour-change craft

Helped the participant choose a specific next step?
Used a recognisable framework (named or implicit)?
Linked the session back to the participant's own goal?

Q4 · Safeguarding and risk

Spotted any disclosures or signals correctly?
If a signal arose, responded per Sprint 4 / 07 scripts?
If no signal arose, demonstrated they would have spotted one?

Q5 · Inclusion and humility

Avoided assumptions about identity, household, faith, income?
Adapted language to the participant's frame of reference?
Repaired any micro-misstep ("let me re-ask that") rather than ploughing on?

Scoring scale

Score	Meaning
5	Exemplar. Could be used in a CPD session as a "watch how this is done."
4	Strong. Consistent across the session.
3	Solid. Met the bar. Some moments stronger than others.
2	Below bar. Coachable.
1	Significant gap. Triggers immediate pause (file 09).

After the observation

Step	When	Owner
Observer writes notes	Within 24h	Observer
Feedback conversation with coach	Within 5 working days	Observer
Coach reflects in journal	Within 14 days	Coach
Action plan if any score <3	At the feedback conversation	Coach + Observer
Re-observation if any score <3	Within 90 days	Head of Coaching books
Notes destroyed	30 days after observation	Compliance

What we don't score

The participant's behaviour, mood, or "engagement."
Whether the participant "hit their goal" by end of session.
The coach's accent, tone, or appearance.
Use or non-use of any specific named modality.

Calibration

Twice a year, all observers watch the same recorded session and score independently. We compare scores. If any observer is consistently >1 point off the group, they pair-observe their next three sessions with a Senior to recalibrate.