Training and Development Policy – May 2015
Training and Development Policy
Introduction
The aim of ACVO (the “Organisation’s”) Training and Development Policy and
programmes is to provide the business with the quality and competency of resources it
needs - now and in the future by:
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training individuals to achieve maximum effectiveness and competency in the
shortest possible time;
developing a multi-skilled workforce capable of operating flexibly and responding
rapidly to changes in business and organisational needs or skill requirements;
improving performance within current roles;
ensuring that the best use is made of natural abilities by developing skills and
capabilities for the benefit of the organisation and future careers;
developing commitment to the Organisation by using the process of training to
increase pride in the Organisation and its products and to instil its core values.
This policy does not form part of the contract of employment of any employee and the
Organisation reserves the right to change this at any time without prior notice.
Responsibility
The Chief Executive is responsible for setting out the overall strategy and objectives of
the Organisation, developing the overall Training Plan, monitoring each department’s
progress with regards to their own Training Plan, sanctioning any training requests and
monitoring and measuring the effectiveness of training taking place.
Each Department is responsible for establishing their own Training Plan and ensuring
the department Training Plan is met. They will complete their Training Plan by:
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Considering the overall strategy and objectives of the Organisation to establish the
key skill requirements for the forthcoming period and to identify major training and
development activities for that year
Utilising Personal Development Plan information
Identifying the training and development needs should be discussed within their
department
Establishing targets and measures for training and development
Departments must:
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Ensure all identified training needs are then fulfilled
Ensure any guidelines are met with regards to planning, actioning and evaluating
training
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Training and Development Policy – May 2015
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Communicate with line managers, so that line managers are fully aware of their
responsibilities
Both the employee and their line manager have a joint responsibility to regularly review
and monitor their job and/or performance, to assess and identify training and
development needs.
Training and Development Needs
Training and development needs are identified in a number of ways and/or as a result
of:
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The overall organisational strategy and objectives of the Organisation
Changes in organisational structure or composition or due to the re-allocation of
responsibilities
A recommendation of their immediate manager
Any corrective/preventative action, accident/incident investigations, or audit /
review
Changes in client specific or industry specific requirements or initiatives
Changes in legislation
Changes in technology or products
Performance appraisal review
Competence assurance policy
Every member of the team should have a Personal Development Plan and take part
annually in a formal performance appraisal process and a six month interim review.
Performance, training and development needs should be discussed with staff members
and a plan drafted, agreed and implemented to progress the individual.
Types of Training
All training courses should be relevant to the employee’s job and/or future potential and
classified within the three following categories:
Technical
Off-the-job courses to meet professional standards and job requirements including (e.g.
Lifting Equipment).
Job Essential
Mainly through a route of on-the-job instruction, continuous development and coaching,
to ensure employees reach the required performance levels including:
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Legislation
Organisation Requirements (e.g. in-house computer system changes)
Client Requirements (e.g. First Aid)
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Training and Development Policy – May 2015
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Management and Supervisory courses
Job Desirable
Off-the-job continuous education relevant to employee’s present job or growth potential,
including:
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Degree, Diploma, Certificate or Professional Designation undertaken at
recognised educational facility
Open or Distance Learning
NVQs/SVQs
Training may take various forms including:
Formal Training
This includes attendance at formal training courses run by recognised professional
organisations and institutions such as the Chartered Institute of Fundraising, The Health
and Social Care Alliance, VAS, Aberdeen & Grampian Chamber of Commerce,
Enterprise North East Trust etc.
Bespoke Training
Bespoke training for individuals and groups which is developed for the Organisation in
conjunction with local and national trainers to address its specific needs and
requirements. Topics previously or likely to be commissioned include performance
appraisal and working in teams.
Training Provision
When a training/development need has been identified, the next stage is for the training
to be sanctioned and thereafter to develop or source an appropriate means of delivering
the training.
All training requests from line managers must be sanctioned by the Chief Executive.
Where the Organisation deems appropriate, external consultants may be utilised to
assist with the delivery of any training.
Dates, Times and Course Methods
Consideration will be given to the dates and training methods to be used to
accommodate the needs of the employee and the Organisation.
Most technical and Job Essential training will be carried out during regular working
hours.
Job Desirable courses are expected to be undertaken outside of regular working hours
(e.g. evening classes). Where a course of study cannot be accommodated by evening
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Training and Development Policy – May 2015
classes or open/distance learning, consideration will be given, on an individual basis, to
alternative methods.
Any alternative course attendance methods will require the chief Executive’s written
approval. The terms and conditions for such methods will be issued and agreed with
the employee prior to commencement.
Course Evaluation
The effectiveness of training is assessed by asking all employees who attend courses to
complete a Training Evaluation Report once their training has been completed. The
appropriate Manager will be given a copy of the Training Evaluation Report for use in a
post course briefing.
Training Records
All line managers are responsible for completing employee training records, including
details of all training courses/events attended, copies of training certificates where
appropriate and copies of all training evaluations. These should be passed to the
Administrator for filing in the employee’s Personnel File.
Time Off for Training
Employees who are aged between 16 and 17 and have not attained a specified
standard of education and training are entitled to “reasonable” paid time off to study
towards specified qualifications. The qualifications include:
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Grades A to C in five subjects at GCSE
Scottish Qualifications authority (SQA) standard grades 1 to 3 in five subjects
One Intermediate level GNVQ or one GSVQ at level 2
One National Vocational qualification or Scottish vocational qualification at level 2
Btec first certificate or diploma
City and Guilds of London Institute diploma of vocational education at intermediate
level 2 or above
SQA unit or assessment credits at least 8 of which are at Intermediate 2 or above
and the remainder at Intermediate 1, where unit credits are awarded on the basis
of 1 per 40 hour SQA National Unit or National Certificate module or SQA Short
Course and pro rata for SQA National Units or National Certificate modules of
different duration.
Payment of Fees and Associated Costs
Financial support for authorised training will be as follows.
normally make payment direct to the vendor.
The Organisation will
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Training and Development Policy – May 2015
Technical and Job Essential - 100% of course and/or examination costs, together with
accommodation and travel costs (where applicable).
Job Desirable – to be negotiated with the Chief Executive.
Financial Support
There are circumstances under which the Organisation will require repayment, in full or
in part, of all course, examination and associated costs should the employee fail to
complete the course or examination or if they leave within a certain timescale after
completion (other than for reason of redundancy).
It is important to ensure all
employees who undertake training courses are fully aware and agree and accept the
terms of any such agreement prior to undertaking the training. This will not apply for
Technical or Job Essential training.
There will generally not be a requirement for repayment by the employee where the
course and associated costs are under £200.
Each case would be reviewed on its own merits, as would subsequent requests to
repeat a course.
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