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Über Canford

Eine Vorstellung der Canford Geschäfte, Politik und Marken

Canford logo

Die Canford Gruppe

Seit 1976 hat Canford einen breiten Kundenstamm, von den größten nationalen Rundfunkanstalten bis die Einzelfirmen und von Kunden auf abgelegene Inseln bis globale Unternehmen, bedient. Um die höhe Erwartungen von solchen großen Organisationen zu entsprechen, stellt Canford seit dem Anfang das höchste Niveau von Kundendienst und Konformität sicher. Trotz des Unternehmenswachstums versucht Canford eine persönliche Herangehensweise an unsere Kunden. Natürlich gibt es heutzutage die Möglichkeit Online zu bestellen, aber wenn Sie mit uns sprechen möchten oder Hilfe benötigen, ermutigen wir Sie uns anzurufen.

Unser Team kennenlernen

Unser Team kennenlernenUnsere Mitarbeiter machen den Unterscheid und miteinander bilden wir das Canford Team. Zusammen streben wir nach dem Entwurf, der Entwicklung und Fertigung von unverwechselbaren Produkten, bieten hervorragendes Kundendienst an, erzeugen führende Fachpublikationen und stellen einzigartige Unterstützung zur Verfügung. Im Augenblick sind wir ein Team von über 100 Mitarbeiter, die gemeinsam über 1783 Jahren Erfahrungen verfügen. Wir freuen uns, Ihnen kennenzulernen! Unser Team kennenlernen

Herstellung und Vetrieb

Vom Anfang an war Canford eine Mischung von Herstellung und Vertrieb, und dies ist weiterhin den Fall. Das Canford Geschäft ist immerhin erfolgreich, die Anforderungen unsere Kunde in mehr als 90 Ländern zu erfüllen.

Canford – nicht nur ein Händler

Mains panel switch

Canford wollte nie " nur noch ein Händler" sein, sondern würde Produkte zur Problemlösung durch einzigartige Herstellung und Entwurf anbieten. Wir hören die technischen Bedarfe unserer professionellen Kunden zu, um innovative, zuverlässige, praktische und kostengünstige Lösungen zu entwickeln.

Am Anfang wurden fachliche Holzprodukten und akustische Studiomöbel angeboten. Der Fertigungsbetrieb ist inzwischen organisch und durch Übernahme gewachsen und die von Canford entwickelte und gefertigte Produkte machen jetzt mehr als 40% unseres Firmenumsatzes aus.

Hergestellt in UK

Canford Herstellung – Washington, UK
Canford manufacturing

Die Entwicklungs-und Fertigungsabteilung, die sich am Canford Stammsitz in Washington, Nordostengland befindet, wurde in 1979 gegründet. Die Produkte umfassen alle notwendige Komponenten der Installation, zum Beispiel Kabelkonfektionen, verdrahte Steckfelder, Adapter, Format-Umwandler, Interface-Boxen, Gehäuse, Stageboxen, Breakoutboxen, Montageplatte usw. Die ständige Weiterentwicklung der Canford Produktpalette ist durch Marktanforderungen getrieben. Die neuste Fertigung ist unsere Glasfaser-Werkstatt, wo kurzfristige Fertigungen von Glasfaser-Anschlüssen von LEMO, Neutrik, Fibreco und anderen Hersteller stattfinden. Hier sind auch kundenspezifische Glasfaser-Kabelkonfektionen möglich.

Canford hergestellten Komponenten erwecken ein System zum Leben.

Canford Herstellung – Portland UK
Canford manufacturing

Canford Herstellung in Portland wurde in 1999 nach einer Übernahme der Firma Swift Precision gegründet. Dieses Herstellwerk bekommt weiterhin erhebliche Investitionen in Anlagenausstattung und Mitarbeiter. Die Anlagen beinhalten jetzt CAD Konstruktionsysteme, CNC vertikale Bearbeitungszentren, umfassende CNC-Blechbearbeitungsmaschinen, Werkzeugherstellung, Veredelungsmaschinen und eine Pulverbeschichtungswerkstatt.

Unsere breite Standardpalette von Steckerfeldern, Anschlussfeldern und Rack-Hardwares werden hier gefertigt und durch die eigene Entwicklung und Fertigung haben wir die Flexibilität maßgeschneiderten Produkte schnell und wirtschaftlich zu liefern. Die Mehrheit von Gehäusen und CNC-bearbeiteten Platte werden auch hier in Portland hergestellt.

Betriebsrichtlinien

Für unsere Datenschutzrichtlinie siehen Sie bitte information centre.

ISO9001

ISO9001:2008 and UKAS

Die Zufriedenheit unserer Kunden ist von höchster Wichtigkeit. Canford ist seit 1995 im Qualtiätsystem ISO9001 eingetragen worden und jeder Aspekt unseres Geschäfts wird von diesen Grundsätzen getrieben.

Zweijährige Gewährleistung

Zweijährige Gewährleistung

Unser Bekenntnis zu bester Qualität und Zuverlässigkeit wird durch eine zweijährige Gewährleistung auf sämtliche von Canford gefertigte Produkte untermauert.

CE / RoHS / WEEE

CE / RoHS / WEEE

Canford verpflichtet sich sicherzustellen, dass unsere Produkte alle maßgeblichen Richtlinien entsprechen oder sogar übersteigen. Diese Richtlinien umfassen elektrische Sicherheit, elektromagnetische Verträglichkeit (EMV) und Umweltrichtlinien (RoHS und WEEE).

Arbeitsschutz (Health and safety)

The aim of the Company is to provide an environment which will ensure, so far as is reasonably practicable, the health and safety of Contractors, Customers, Visitors and the Public and to comply with all statutory provisions current from time to time for the health and safety of its employees while at work. In pursuing these aims the Company will take all reasonably practicable steps to provide and maintain safe premises, plant equipment and methods of work, and ensure that individuals use such premises, plant and equipment in a safe manner.

The Company will ensure that management will be actively involved in furthering the Company's aims regarding health and safety. This, together with fire and security, will be considered as priority items in their normal management functions.

The Company will provide adequate information, instruction and training to develop safe methods of work and will ensure that, in the planning, design and modification of premises, plant and equipment the health and safety aspects are fully considered and communicated. They will provide protective clothing and equipment where necessary and employees are required to use them. The Company will review and develop as required the procedures and controls needed to achieve the statutory standards for health, safety and welfare. It will also review as necessary, existing arrangements for encouraging the co-operation of its employees in all aspects of Health and Safety.

Application of the policy

Chief Executive Mr John Slider, is responsible for the implementation of the policy through the members of his Executive Team, and any other members of staff reporting directly to him. The primary responsibility for establishing and maintaining a safe place and safe methods of working rests with those members of the executive team in charge of Departments: similarly Departmental Managers and Supervisors within their sphere of influence are also required to:-

  1. Review the policy objectives outlined above to determine necessary action and act upon it.
  2. Ensure that personnel for whom they are responsible are adequately informed and instructed on safe working requirements and practices, including the appropriate use and transport of articles, materials and substances.
  3. Establish to the best of their abilities that other persons working on or visiting any of the Company establishments act in accordance with local safety requirements.
  4. Maintain the high standards of housekeeping essential to accident prevention.

The 1974 Health and Safety at Work Etc. Act sets out that 'it is the duty of each employee to take reasonable care for the health and safety of himself and other persons who may be affected by his acts or omissions at work' . The 1999 Management of Health and Safety at Work Regulations requires employees to inform their employer when there is a serious hazard or when the systems to deal with a serious hazard are defective. The Managing Director is concerned to obtain the co-operation and involvement of each employee to achieve the prevention of accidents and the avoidance of injury and risks to health.

Gleichstellung (Equal opportunities)

In accordance with the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976 and the Disability Discrimination Act 1996, it is the Company's policy not to discriminate on the grounds of sex, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status or disability.

All employees of Canford Group are responsible for ensuring that where decisions are made concerning individuals (e.g. employment, promotion, training, treatment, remuneration, hours etc.) there is no indication of:

  • Personal prejudices influencing decisions.
  • Indirect discrimination i.e. policies or practices having an adverse impact on women, ethnic minorities, people with disabilities or older workers.

The Human Resource Manager has the ultimate responsibility for ensuring that all employees follow the guidelines set out in the Policy.

The recruitment process

Advertisements will not contain any criteria, which can be seen to be discriminatory, or which exceeds the actual requirements of the job. All job descriptions and specifications should be clear, accurate and unbiased. Regardless of the methods of recruitment used (e.g. employment agencies, advertisements etc) the process must be fair to all potential applicants. In accordance with the Rehabilitation of Offenders Act 1974, candidates with spent convictions will be considered on their merits, as with any other applicant.

Interviews

Members of staff conducting selection interviews have been briefed on interviewing techniques and are fully aware of the relevant areas of law. Care must be taken by the interviewer to avoid questions, which may be construed, as discriminatory and a clear record of the interview must be made.

Training

Canford Group is committed to providing equal access to training and development for all employees, regardless of gender, sexual orientation, race, colour, nationality, ethnic origin, religion, age, marital status, or disability. The provision of training shall not be subject to any unnecessary age restrictions. All employees who can benefit from a particular training course should be encouraged wherever practicable.

Promotion

Appraisals, performance reviews and assessments of an employee potential shall be conducted totally without bias. All employees, but specifically those in a minority, should be encouraged (wherever practicable) to apply for suitable promotions.

Victimisation and harassment

Any complaints of victimisation or harassment will be dealt with seriously and will be viewed as serious offences under the Company disciplinary procedure.

Data

Application forms will request details of sex, age, disability and ethnic origin. This data will be used solely for the purposes of monitoring equal opportunities.

Monitoring

Regular examination of the data and the effectiveness of the Policy shall be carried out. From time to time the Policy will be amended to account for changes in the law.

Umweltpolitik (Environmental policy)

Objectives
  1. To ensure that the Company fulfils all its statutory responsibilities, and complies with the regulatory codes of practice using the best available techniques not entailing excessive cost to protect the environment from damage.
  2. To have a managed programme to achieve standards appropriate to each type of environment impairment and by periodically revising standards to produce an on-going improvement.
Programme will include
  1. The assessment of pollution risk associated with purchased materials and their methods of disposal.
  2. The monitoring of outputs to the environment.
  3. The selection and monitoring of processes with regard to the pollution risk of end products and by products.
  4. The re-cycling of waste products, both within the Company and via outside agencies.
  5. The incorporation of energy conservation as a management strategy to reduce costs and protect the environment.
  6. Co-operation with environmental agencies such as water and river authorities.
  7. The maintenance and improvement of the sites on which the Company operates.
  8. The communication of the policy to all employees to encourage their active participation.
  9. The means to monitor the application and effectiveness of the policy.
Panamic logo

Panamic

Regarded as the leading microphone boompoles by both the film and TV industries, they have been used by such luminaries as Steven Spielberg and the late Stanley Kubrick in their productions.

Panamic was founded in 1972 by award winning sound recordist Colin Charles. The Panamic range was acquired by Canford in 2007 and continues to be hand crafted in the UK, using the highest quality carbon fibre, the same skilled personnel now at Canford's plant in Portland, Dorset. Panamic Boom Poles are distributed worldwide by a network of dealers to the centres of film and TV production, from Bollywood to Hollywood.

For more information on the Panamic product range please visit www.panamic.net

Panamic boom pole
Tecpro logo

Tecpro

Canford acquired the established Technical Projects intercom range in 1986 and continue to manufacture the communication system, now known as Tecpro, at the factory in Washington, UK. The rugged two wire system is the industry standard in the UK theatre and live events markets.

In addition to being reliable, easy to use and cost effective, Tecpro is also well known for being very…. square and black! Tecpro has evolved and the introduction of the Series II builds on the trusted original design, incorporates many new features, has a new ergonomic feel and is backwards compatible with installed Tecpro systems.

More information on the Tecpro product range.

Tecpro Master Station
EMO Systems logo

EMO

Founded in 1973, the EMO reputation for reliability and audio fidelity was earned in professional studios and in touring and conference rigs worldwide. Rugged mains panels and sequential switching units, microphone splitters and direct injection boxes that withstand years of abuse on the road are in daily use by leading engineers and artists. Manufactured in the UK by Canford since 2000, simplicity of design and the highest quality components remains the philosophy behind the EMO range. Less is definitely more when reliability and longevity really matters.

More information on the EMO Systems product range.

EMO E325 Mic Splitter
NEAL logo

NEAL

The leading provider of high integrity, custom-designed interview recording equipment.

NEAL recorders are in use with many law enforcement organisations in the UK in addition to law enforcement organisations in countries world-wide. Our products, whether used for investigation, disciplinary or interviews, provide a complete and evidential account of what has been said.

"NO DISPUTE"

Originally NEAL manufactured cassette recorders for professional applications. This technology was developed into an unmatched range of secure audio recording and transcription systems for legal applications, particularly criminal evidence interviews. The NEAL reputation for quality, ease of operation and reliability makes it the preferred choice of many government agencies and large corporations worldwide.

Part of the Canford Group since 1996, the NEAL range still includes cassette based systems for those who value its simplicity but includes digital recorders and software systems for the recording of interviews, meetings, disciplinary hearings and for the subsequent transcription.

For more information on the NEAL product range please visit www.neal.co.uk
or contact the NEAL Sales team on +44 (0)191 418 1199 and sales@neal.co.uk

NEAL CD interview recorder