Career Dislocated Workers Grant Guide

feasible. This applies to contact received by telephone, email, through social media, or in person on GuilfordWorks/ NCWorks premises and to approaches made at events or meetings. Any person not authorized to speak or write on behalf of GuilfordWorks; asked by the media, shareholders (internal or external) or market analysts, or other stakeholders must decline to comment and refer them to the Executive Director, Asst. Director and/or Communications Team. All staff should adhere to the following guidance below: ● Taking calls from the media : if a journalist approaches staff directly on any issue that relates to GuilfordWorks, its staff or customers, or to ask for an opinion or comment from an expert on workforce issues, staff should always explain that all media enquiries are handled by the Executive Director. The staff person should either transfer the journalist’s enquiry to the Executive Di rector and/or their designee(s) or take the journalist’s contact details and forward them immediately by telephone and/or email. The Executive Director and/or their designee(s) would process the media enquiry ● All media interviews will be supported out with guidance from the Executive Director and/or their designee(s) making sure staff are aware of any organization sensitivities and general controversial issues

● Staff identified for media training will be determined by the Executive Director and all interviewees should make sure to:

Be on time for the interview

o

o Respect customer(s) confidentiality whenever it is needed o Conduct themselves in an proper manner o Respect and put forward the views of GuilfordWorks

● Preparing media statements ; all employees should provide information as quickly as possible to enable the Executive Director and/or their designee(s) to prepare an accurate statement to meet reasonable demands of the media. Staff should inform the Executive Director and/or their designee(s) promptly of any issues related to providing the information. Press statements and or responding to media enquiries should always be prepared with, and issued through the Communications Coordinator who will clear them through the Executive Director and/or their designee(s) ● Notifying to the risk of negative publicity ; staff should notify Leadership and the Executive Director and/or their designee(s) to any sensitive or controversial issues that may attract negative media attention as soon as possible. Press releases for promoting events should be issued through the Communications Coordinator. If the subject is complex or controversial the Executive Director will clear the press release. However, if it is uncontroversial, such as the promotion of an event, a manager can be asked to clear the press release for the Communications and Engagement Team to issue. Staff are encouraged to write success stories regarding job seekers, businesses and/or events to be submitted to their supervisor/manager for possible submission into the GuilfordWorks newsletter. These articles or success stories will need to be submitted to the Communications Coordinator prior to being published ● Monitoring media coverage; the Executive Director and/or their designee(s) will respond to any inaccurate or negative media coverage about GuilfordWorks, except where responding would aggravate the situation. This could be done by writing a letter to the editor, asking for a correction or putting forward more positive stories to readdress the balance. Media coverage is monitored by the Executive Director and/or designee

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