Learning and Development Officer
(Salary as advertised)
Holborn, central London
(With travel to services)
35 hours per week
Fixed term Contract
1. Main purpose of the role
The Learning & Development Officer (LDO) is a key member of WDP’s HR team, working in partnership
to deliver an effective, integrated and recovery-focused learning service to WDP’s combined workforce
of employees and volunteers. The successful LDO will:
 Have or acquire a dynamic understanding of WDP’s vision, mission and values and promote
these in all learning activities;
 Work in partnership with the wider HR team, and colleagues, to deliver the outcomes of WDP’s
business strategy and HR strategic plan;
 Work with WDP’s L&D Manager to develop and deliver tailored, competency-based and
recovery-focused learning activities across all of our services;
 Provide accurate and up-to-date analysis of, and reports about, learning to a range of
stakeholders;
 Add value and enhance the quality and integrity of WDP’s service delivery, ensuring that the
learning needs of all WDP employees, volunteers and service users are respectfully heard and
meaningfully involved in the running of WDP learning services
2. Reporting and working relationships
Reporting relationships:
Learning and
Development
Manager
 Reports to: Learning and
Development Manager
 Line manages Learning and
Development Officer
Learning and
Development
Officer
Volunteer/
Intern
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Working relationships:
L&D
Manager
(line
manager)
 This diagram shows the key
working relationships
HR team
and all
central
services
External
partners
L&D
Officer
WDP
volunteers
Service
users
WDP
employees
3. Role-specific responsibilities
3.1
3.2
 Provide a service that contributes to the feeling that WDP is a great place to work,
volunteer or seek treatment/advice.
 Ensure WDP policies and procedures inform the delivery of a consistent, high quality
and tailored learning service.
3.3
 Seek additional advice from colleagues when appropriate.
3.4
 Positively represent the HR team when attending internal and external meetings.
3.5
 Deliver up-to-date analysis of, and reports about, learning to a range of stakeholders.
Workforce performance & development
3.6
 Assess RCF / QCF and similar competency-based learning programmes in Health &
Social Care (support to achieve suitable assessing or IV-ing qualification can be
provided)
3.7
 Lead and coordinate recruitment, training and line management of interns
3.8
 Contribute to design, development and implementation of programmes and initiatives
across the organisation
3.9
 Co-ordinate the day to day core L&D activity (ensuring cover of inbox, admin etc)
3.10
 Assisst with the design, delivery and implementation of induction in new services
(assessing learning need, delivering induction workshops etc)
3.11
 Model and influence competency-based learning across the organisation.
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3.12
3.13
3.14
 Advise and support managers to develop competency-based learning in their teams.
 Advise, record and report on the return on investment of learning & development
programmes.
 Contribute to quality initiatives such as Investors in People, ISO9001 and Investing in
Volunteers.
3.15
 Contribute to the administration and delivery of induction for all new starters.
3.16
 Guide and supervise volunteers in the delivery of an effective HR service.
3.17
 Provide an accurate and detailed administration service.
3.18
 Develop and deliver Mandatory, Core and where appropriate, Continuing Professional
Development (CPD) training courses.
3.19
 Deliver the NOVA programme as required.
3.20
 Deliver other training/treatment programmes for service users / staff as required.
Partnership working within HR
3.21
 Willingness to support colleagues in the wider HR team, pulling together at times of
need, to ensure a high quality service is experienced by all stakeholders.
HR team and wider working relationships
3.22
3.23
3.24
3.25
3.26
3.27
4.
 Build and maintain effective working relationships with colleagues to ensure HR
services are consistently and fairly applied to WDP’s diverse workforce of employees
and volunteers.
 Contribute to specialist projects to build on and further promote WDP’s reputation as
a best practice employer and volunteer placement provider, enabling WDP to attract
and retain the best talent.
 Attend and actively participate in regular team meetings and forums.
 Maintain your own continuing professional development (as a proactive learner) as
well as the learning of others (e.g. by coaching, advising and training in your areas of
expertise).
 Promote positive and collaborative partnership working relationships across the
organisation.
 Understand and promote the vision, mission and values as an ambassador of WDP at
all times.
Deliver up-to-date analysis of, and reports about, learning to a range of
stakeholders.
WDP works within the following framework and requires all employees to do the same.
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Equal Opportunities
 WDP is committed to promoting anti-discriminatory practices within society, its
organisation and in the promotion of its services to the community. WDP expects all
employees to understand, comply with and to promote its policies in their work and to
challenge prejudice and discrimination and where necessary to undertake any
appropriate training.
Recovery
4.2
 WDP is a recovery focused organisation. Our staff and volunteers are committed to
helping our service users improve their health and wellbeing, and to become free from
dependency.
Career Development and Progression
4.3
 At WDP we actively encourage career progression from the talent we have from
within and we strive to provide not only promotional progression but to develop a
specialist and lead responsibility roles with teams and other services within WDP.
Safeguarding
4.4
 WDP is committed to ensuring the safeguarding and wellbeing of children and
vulnerable adults, and all applicants will be required to demonstrate understanding of
and commitment to best safeguarding practice.
4.1
5. Your commitment to WDP
5.1 WDP Vision, Mission and Values
 Promoting and understanding the values, vision and mission statement of WDP. To
understand what it means to you in your respective role, to your team and to service
delivery.
5.2 Vulnerable children and adults
 Demonstrating an understanding of and commitment to best safeguarding practice.
Taking immediate and appropriate action as required.
5.3 Boundaries and behaviours
 Observing professional integrity in relationships with service users, peers and other
relevant professionals.
5.4 Health & Safety
 Being responsible for your health and safety and that of colleagues and service users.
Employees should co-operate with management and follow established systems of
work, use protective equipment where necessary and report defects and hazards to
management. To comply with Infection Prevention and Control policies and
procedures.
5.5 Confidentiality
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 Treating all information acquired through the course of your employment as
confidential and complying with all the appropriate policies, systems and procedures.
5.6 Information Governance
 Applying information governance processes to ensure all necessary safeguards are in
place regarding personal information – and its appropriate use – about our service
users, workforce and members of the public.
5.7 Continuous Professional and Personal Development
 Working within a learning organisation, seeking learning opportunities either by
attending learning and training events either externally or internally to improve and
broaden their knowledge and skills and develop the personal qualities required in their
professional lives.
The above is an outline of the post holder’s duties and responsibilities. It is not intended as an exhaustive
list and may change from time to time in order to meet the changing needs of WDP.
Person specification
E/D
Measured by
1.1 QCF L3 in Health & Social Care (or equivalent demonstration of
professional competence within the health & social care sector)
E
A
1.2 Internal verifier / Assessor or Pttls qualification (support may be given
to achieve this)
D
A
1.3 Experience of formal or informal training or group facilitation
D
A/I
1.4 Experience of managing volunteer staff or students
D
A
2.1 Excellent presentation skills
E
A/I
2.2 Excellent IT, writing and oral skills including an attention to detail and
accurate reporting
E
A/I
Essential and desirable requirements (E & D) for the role and assessing and
testing the necessary level of competence required for this role either via the
application form (A); interview (I); and/or exercises (E).
Please note - applicants are asked to evidence their ability to meet each aspect
of the person specification below, e.g. by highlighting relevant key
achievements and duties held within roles.
1. Education, knowledge and experience
2. Abilities and skills
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2.3 Organised and able to multi-task in a customer focused environment
E
A/I
2.4 Proactive, innovative and flexible approach to work: solution focused
E
A/I
2.5 Able to work collaboratively with colleagues employing high level team
working and liaison skills
E
A/I
2.6 Commitment to maintaining quality standards within the sector, e.g.
DANOS, Care Certificate
E
A/I
3.1 A commitment to engaging with, understanding and promoting WDP’s
values, vision and mission.
E
A/I
3.2 An understanding of and commitment to safeguarding best practice.
E
A/I
3.3 An understanding of the importance of professional integrity in
relationships with service users, peers and other relevant
professionals.
E
A/I
3.4 A responsibility for your own health, safety and wellbeing as well as
those around you (e.g. colleagues and service users).
E
A/I
3.5 An understanding of and commitment to treating all information
acquired through the course of your employment as confidential.
E
A/I
3.6 An understanding of information governance processes and a
commitment to follow and apply all necessary safeguards.
E
A/I
3.7 A commitment to seek learning opportunities to improve and broaden
your own professional knowledge and skills and to contribute to and
where relevant oversee the learning of others.
E
A/I
4.1 An empathy for and understanding of our mission, vision and values.
E
A/I
4.2 Commitment to equal opportunities and overcoming barriers to
diversity and equality.
E
A/I
4.3 Experience of working with people from a range of social, cultural and
ethnic backgrounds.
E
A/I
4.4 Experience and commitment to supporting and working within
diversity awareness environments.
E
A/I
3. Working within WDP’s framework of commitments to employees
4. Equality, diversity, vision, mission and values
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5. Circumstances
5.1 Able to travel as required for the role and attend meetings and other
activities outside office hours
E
A/I
5.2 A flexible approach to workload.
E
A/I
4
.
1
Authors
Version number
Date
Initials
2.0
1/7/15
TH
Initials
Initials
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