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Staff Training & Development Policy

STAFF TRAINING AND DEVELOPMENT POLICY 

 POLICY STATEMENT 

CTSW Training/1st Leap Trainings vision is to provide an outstanding social and physical environment in which learning and professional development may flourish, and all learners and staff reach their full potential.  It is recognised that the success of CTSW Training/1st Leap Training depends on all staff, whatever their role, having the relevant skills, knowledge and competencies.  CTSW Training/1st Leap Training recognises that its staff are fundamental to its success. A strategic, professional approach to staff development helps CTSW Training/1st Leap Training to attract and retain high calibre staff with the skills and competencies necessary to deliver its objectives.  CTSW Training/1st Leap Training acknowledges that as an educational provider it has a unique responsibility to support and encourage the development of its staff, and recognises that staff development can play a critical role in building the capability of its workforce.  Staff development refers to all the policies, practices, and procedures used to develop the knowledge, skills, and competencies of staff to improve the effectiveness and efficiency both of the individual and the organisation.  We are committed to providing staff with development opportunities to ensure that individuals and departments are able to contribute fully to the achievement of department and company objectives in the context of the strategic plan.  

CTSW Training/1st Leap Training recognises that effective training and development offers benefits to the individual and learning is an essential part of their professional life and the organisation as a whole, which ultimately contributes to the achievement of the company’s objectives.  The benefits of learning include: 

  • Higher standards of work performance 

  • Greater understanding and appreciation of factors affecting work performance • Sharing of ideas and dissemination of good practice 

  •  Effective management and implementation of change 

  •  Encouragement of team spirit 

  • Increased motivation and job satisfaction for the individual 

  •  Greater understanding of CTSW Training/1st Leap Training business 

CTSW Training/1st Leap Training ensures that learning objectives are focused for the individual and meets the customer and organisational needs by:- 

  • Each individual has set objectives to meet and is monitored to identify progress 

  • Each member of staff understands what their work role involves 

  • Each person is developed to enable them to achieve their work objectives 

  • Staff are prepared and equipped to deal with changes within CTSW Training/1st Leap Training 

  • Each individual is encouraged to develop their potential, personally and professionally

  • Lifelong learning is supported and encouraged for all staff 

 


 

SCOPE 

 

This Policy applies to all staff. 

  CTSW Training/1st Leap Training staff Training and Development programme supports and develops the abilities required of staff to deliver existing and future services to customers. 

The following factors should be considered in the selection of employees trained: 

• The relative degree of the employee’s needs for the training 

• The extent to which the employee’s knowledge, skills, attitudes or performance are likely to be improved by training 

• The relative ability of employee’s to pass the training benefits to others 

• The relative length of time and degree to which the organisation expects benefit from the employees improved knowledge, skills, attitude and performance. 

• The employees own interest in and efforts to improve their work 

• The updating of the employees skills and qualifications, to keep the competence in the job that they carry out and for their continuous professional development 

In the context of this document ‘Training’ is taken to mean that which is required for job performance.  ‘Development’ is taken to mean enhancement of abilities. 

 

LEGISLATIVE CONTEXT 

Equality of Opportunity – CTSW Training/1st Leap Training seeks to ensure that training and development opportunities are available for all.  This does not, however, imply an automatic right of individuals to particular development activities or a right to undertake development actions within specific periods of time. 

Line Managers are responsible for ensuring that development needs of all staff are given fair consideration and that the needs of staff employed on a part-time basis are addressed equitably. 

POLICY PRINCIPLES  

Training and Development makes CTSW Training/1st Leap Training a more effective organisation.  CTSW Training/1st Leap Training’s continued success depends upon meeting the objectives set and agreed by Management.  This will be achieved by staff who are competent in their roles. 

Training and Development can be defined as any activity designed to help individuals become more effective at their work by improving, updating or refining their knowledge and skills.   

 

 

Training and Development encompasses a range of activities including attendance at training courses, conferences or seminars, work shadowing, coaching and mentoring, formal study and research. 

Training and Development is a continuous process and there is therefore an expectation that staff will keep abreast of developments within their own area of expertise and all staff are encouraged to undertake development activities throughout their working lives.   

CTSW Training/1st Leap Training’s approach to the provision of Training and Development is to consider the development needs identified and how these should be met and focuses attention on development activities that add value to the business. 

There should be a flexible approach so that development of skills in teaching, learning and assessment all need to be seen as valid. 

The responsibility for identifying Training and Development needs and carrying out agreed Training and Development activity is shared between the Line Manager and member of staff with input and recommendations from the Director and Quality Manager.  Reasonable time and financial support may be allocated. 

Line Managers are responsible for providing support and guidance in relation to the Training and Development of those reporting to them, particularly in relation to the identification of Training and Development needs and making sure that appropriate action is taken as a result. 

Each member of staff is expected and encouraged to take ownership and responsibility for their personal development in relation to their work, within the framework of support provided by CTSW Training/1st Leap Training.  This includes analysing one’s own skills, aptitudes and potential development needs as well as having a positive attitude and proactive approach to development.   

Staff have a personal responsibility to ensure they continue their professional development in a meaningful way.  They should have a CPD Record which is regularly reviewed. 

CTSW Training/1st Leap Training is committed to the creation of Training and Development opportunities for all staff and will work to ensure equality of opportunity across all Training and Development activity.  Equal opportunity will be monitored and reported to the Senior Management Team. 

CTSW Training/1st Leap Training will monitor and evaluate Training and Development activity so as to continually learn and improve provision.  All staff are expected to participate in the evaluation of Training and Development. 

There are many types of activity that contribute to an individual’s personal development and staff are encouraged to consider a range of opportunities available to them: 

  • Some activities are undertaken with a specific aim of enhancing skills and/or imparting information.  This includes work shadowing, coaching and mentoring, reading and research, bespoke training courses and seminars and conferences. 

 

 

  • Other activities may arise in the course of normal work activity.  This includes projects where individuals acquire new skills and knowledge, meetings and discussions on how to deal with particular problems, including sharing of good practice and standardisation. 

Where possible, activities will draw on the knowledge and skills of staff.  This has the advantage of allowing advice, guidance and on-the-job training to be given in a way that is directly applicable to the work context.   

Various people may be involved in supporting the development of others: Line Managers, Quality Managers, Colleagues, Lead IQA’s, and networking contacts.  Development by these means may take many forms including one-to-one discussions, seminars, and hands on demonstration and coaching. 

There are many ways in which a person might learn and staff are encouraged to recognise the different means and make best use of those which suit their own style and are available at CTSW Training/1st Leap Training: coaching, monitoring, problem solving, clarifying responsibilities, questioning, negotiating, mentoring, reading, researching, decision making, selling an idea to others, gaining feedback from others, reviewing and observing. 

Senior Management are responsible for actively encouraging training and development as a means to enable CTSW Training/1st Leap Training to meet its business objectives and for ensuring that resources are made available for this purpose. 

The budget for Training and Development is managed by the Director and is based on organisation, group and individual needs. 

Training and Development activities will usually take place during work time and agreed costs will be reimbursed.  Activities that are encouraged by CTSW Training/1st Leap Training, but not essential, may take place during work time, or involve study in the participant’s own time during evenings and weekends.   

Where Training and Development takes place in normal working hours, cover will be arranged where necessary.  Part time staff, who work additional hours to participate in training and development activities outside their usual pattern of work but within working hours, will usually be able to agree time off in lieu. 

TRAINING AND DEVELOPMENT – KNOWLEDGE, SKILLS AND PERFORMANCE CTSW Training/1st Leap Training Staff Training and Development Policy recognises a variety of routes to actively improve sector knowledge, skills and performance, of which the following are examples: 

Formal education and training programmes: professional and vocational training benefitting the individual and the service and leading to formal qualifications. 

Self-education and flexible learning: activities such as Open University modules and other courses, which enhance individual performance. 

Continuing professional development: networking, conferences, seminars and workshops on a variety of topics of professional and vocational interest. 

Job shadowing and mentoring 

 Support of staff involved in professional activities, research and publishing 

 The programme will cater for the range of roles and responsibilities required at CTSW Training/1st Leap Training.   

The following checklist is indicative and is not intended to be exhaustive:  

Coordinator:  Learning and Development QCF Level 3, Level 3 Award in Education and Training 

Trainer:  Level 3 Award in Education and Training, Level 4 Certificate in Education and Training  

Assessor:  Level 3 Certificate in Assessing Vocational Achievement, Level 4 Certificate in Leading the Internal Quality Assurance of the Assessment Process. 

Manager:   HE context, human resource management, financial control & budgeting, management skills, project management, speaking & presentation skills, report writing, tendering.  

Manager:  Team Leadership, Mentoring and Coaching 

Teaching and Training knowledge, skills and performance is improved by – ongoing monitoring of CPD by an annual needs analysis e.g. as a result of January analysis it was identified to meet existing needs and anticipate future demands by:- 

  • Ensuring that staff that are new and those newly promoted are adequately supported in their roles 

  • Assist staff in meeting their strategic, operational and individual goals by coordinating and promoting appropriate in-house training for all staff, assisting in access to and promotion of appropriate external training for all staff, ensuring teachers are aspiring to good standards of teaching and supporting their teaching and learning development, disseminate and publicise information and teaching and learning events, teaching and learning activity, staff qualifications to senior management teams.

 

Induction; will ensure all newly recruited staff receive a basic induction programme to facilitate entry to the organisation.  Job specific induction to cover skills needs, management needs and awareness needs of the role. All new staff are required to sign and acknowledge that they have read and understood specific details covered in the induction process, namely Health and Safety, Child Protection and Safeguarding and Equality and Diversity. 

Mentorship; new staff will be allocated a mentor by their Line Manager according to support needs, with an aim to provide support and guidance by experienced members of staff in a wide variety of forms but centred on needs of new staff, through coaching and mentoring. 

Monitoring of Professional Development is carried out by; 

Annual needs analysis and reviews Line Management Performance Monitoring Auditing of Individual CPD Records Monitoring and review of six monthly updates of Individual Curriculum Vitae’s Feedback and Evaluation of internal and external Professional Development activities