Working Together. Training and. Development Procedure. August Uncontrolled Copy. Training and Development Procedure

Transcription

1 Training and Working Together Development Procedure August 2010 Borders College 29/10/ Working Together

2 1 Introduction 1.1 The Borders College Staff Training and Development policy sets out the College s commitment to the professional and personal development of our staff ensuring that they are fully equipped to perform their role effectively and to develop within the organisation. This procedure supports that policy. 2 Scope 2.1 Borders College is an equal opportunities employer and as such this procedure applies to all employees of the College and includes both full-time and part-time staff, permanent and temporary. 2.2 The procedure provides guidance on the organisation and provision of training and development within the organisation. 3 Key Principles There are four types of training and development: Internal Training Optional Internal Training Corporate Communication Internal Training Specialist External Training Request to Attend In order to arrange training and development the following processes should be followed: Borders College 29/10/ Working Together

3 Internal Training Optional The college has a responsibility to identify appropriate training sessions that individuals can select to attend. These sessions relate to CPD or personal development. Planning After advising T & D committee, organiser completes the relevant advert template Communicating Advise HR who will supply survey monkey link. Organiser to update intranet training calendar Advert issued to all staff who can book via HR21 Manager can approve or decline with reason Training Training takes place Evaluating Organiser issues survey monkey link 1 day after event. Staff also update T & D log Certificating Organiser can arrange certificates if required through Marketing Improving HR will issue a summary of feedback to T & D committee Borders College 29/10/ Working Together

4 External Training Request to attend In order to further CPD or personal development, each staff member has a responsibility to research the training, the college has a responsibility to consider the request. Planning A need for staff training is identified by an individual and/or their line manager. The manager should set expectations of any training The individual researches and identifies an opportunity for professional or personal development Individual applies for training or development through HR21 If there is a cost and the manager is considering giving their support speak to HR. If there is no cost the manager can approve or reject Support Manager supports training request Approval Request Request for budget Approval once green order received by HR. HR will requester to advise of approval. Manager can then approve on HR21 Individual books development Decline Application declined by HR. Manager advised Manager discusses with individual and agrees an alternative course of action Training Training or development takes place Borders College 29/10/ Working Together

5 Internal Training Corporate Communication This is essential training or information the college is responsible for delivering to its staff. These sessions relate to organisational training. Need Training need identified Planning After advising T & D committee, organiser completes the relevant advert template Communicating Advise HR who will supply survey monkey link. Organiser to update intranet training calendar Advert issued to target group copying in managers. No need to book because it s not optional. Organiser asks those unable to attend to confirm within an agreed date Managers ensure staff attend. Organiser may ask staff to sign in if they need a record for their department. HR do not need them Training Training takes place Record HR21 is not updated so staff should update their T & D log if applicable Certificating Organiser can arrange certificates if required through Marketing Borders College 29/10/ Working Together

6 Internal Training Specialist This is essential training or information required by a targeted group, this can be because of their role. These sessions relate to organisational training. Need Training need identified Planning After advising T & D committee, organiser completes the relevant advert template Communicating Advise HR who will supply survey monkey link. Organiser to update intranet training calendar Advert issued to target group copying in managers. No need to book because it s not optional. Organiser asks those unable to attend to confirm within an agreed date Managers ensure staff attend. Organiser may ask staff to sign in if they need a record for their department. HR do not need them Training Training takes place Evaluation Organiser issues survey monkey link 1 day after event. Staff also update T & D log as HR21 is not updated Certificating Organiser can arrange certificates if required through Marketing Improving HR will issue a summary of feedback to T & D committee Borders College 29/10/ Working Together

7 Specialist Training Notification To be submitted to HR as soon as possible, and no less than four weeks before a training session takes place Name of Session: Facilitator: Date/s: Time: Venue: Target Audience: Learning Outcomes: Process: Please advise hr@borderscollege.ac.uk at least five days before any changes to this session are required (eg change of date, cancellation, fully booked). Borders College 29/10/ Working Together

8 Status: Approved by JCC Policy Dated: August 2010 Author: Head of HR and Development Review Date: August 2012 Equality Impact Assessed: No Borders College 29/10/ Working Together