DEPARTMENT OF BIOLOGY
TRAINING REQUIREMENTS FOR ROLE
GUIDANCE NOTES
1. Development of Training Profiles for Roles
The University has identified statutory and compliance training requirements for every role and asked Departments to ensure they are met. They can be
viewed at http://www.york.ac.uk/admin/hr/training/compliance/index.cfm, managers’ responsibilities with regard to them are explained at
http://www.york.ac.uk/admin/hr/training/compliance/mgr_guidance.htm. In addition, the Department has local requirements (e.g. driver awareness)
and general skill requirements (e.g. project planning) which need to be identified for each role. There are also Health and Safety requirements which
can be viewed at http://www.york.ac.uk/admin/hsas/hstraining/hstraining_home.htm. Person Specifications used for recruitment should be helpful.
Managers will need to identify specific training requirements relevant to roles in their team/s to produce a training profile for each role, recorded on
the left hand side of the attached form. This form starts the process by identifying, and giving links to, training appropriate for all Research Associates.
2. Development of Training Plans for Individuals
Managers should then identify training needs for each role holder to enable them to match the training profile. This should be done in discussion with
individuals as part of induction for new staff, then for all staff as part of Performance Review, or at times of planned change to a role. Results of those
discussions will form the basis of a training plan (on the right of the form) for each individual. They can be used in conjunction with a Personal and
Career Development Plan which considers in addition development relevant to the individual’s personal aspirations or career plans (see
http://www.york.ac.uk/admin/hr/training/resources/pcdp/). Individuals’ Training Plans should be returned to biol-personnel@york.ac.uk at least
annually.
It is important to note that most existing staff will have completed much of the required training previously and will not have to do so again unless it is
training where regular updates are important. Where the exact date training was undertaken is unknown please indicate completion with a tick; HR will
cross-reference with training records in due course.
3. Future Development of Process
Over time it is hoped that HR will develop a library of Training Profiles that will be available for managers to use, both for training needs analysis and to
inform recruitment processes.
NAME:
ROLE:
Research Associates
LINE MANAGER:
DATE OF TRAINING REVIEW
All Researchers and their PIs should familiarise themselves with the Research Development Framework
(http://www.york.ac.uk/admin/hr/researcher-development/resdevframework.htm_ which should be used as a guide for
identifying their development needs.
TRAINING & DEVELOPMENT PROFILE FOR ROLE
Statutory and Compliance Training (e.g.
diversity on-line module)
Diversity in the Workplace
Fire Safety
Stress Management
Health and Safety Training for DSE Users
Freedom of Information Act
Departmental/Role Specific Training
Requirements (e.g. driver awareness)
Familiarity with Researcher Development
Framework (RDF)
TRAINING PLAN FOR INDIVIDUAL
ACTION TO ACHIEVE
SUPPORT NEEDED
EXPECTED
COMPLETION
DATE
COMPLETED
(Date where
known or √)
General Skills Requirements (e.g. project
management)
Non-Training Development (e.g.
reading, work shadowing, practical
experience)
Notes:
Please keep this form and update it at regular intervals to ensure training needs are kept under review. It should be sent to biol-personnel@york.ac.uk
after induction, then annually with Performance Review documentation, or at any other time that major changes occur.