STAFF TRAINING AND DEVELOPMENT PROCEDURE This procedure applies to all employees with due regard to equality of opportunity.

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1. SCOPE AND PURPOSE STAFF TRAINING AND DEVELOPMENT PROCEDURE 1.1. This procedure applies to all employees with due regard to equality of opportunity. 2. INTRODUCTION 2.1. Premier Care (Plymouth)

1 1. SCOPE AND PURPOSE STAFF TRAINING AND DEVELOPMENT PROCEDURE 1.1. This procedure applies to all employees with due regard to equality of opportunity. 2. INTRODUCTION 2.1. Premier Care (Plymouth) Limited is committed to providing training and development opportunities for all staff in support of the Organisation s Training and Development Plan and to improve or extend the abilities of an individual to undertake specified roles and promote lifelong learning. The ultimate goal of all training and development activities is for staff to be equipped to meet the changing needs of our Organisation in providing high quality services, whether this is in a support, service provision or management capacity This procedure will help you to access training and development and will explain the process you will need to go through to attend training All Staff Training is evaluated to ensure value for money and quality of provision Where appropriate, activities which up-date a member of staff s occupational or professional knowledge and expertise, will be encouraged and supported. 3. BACKGROUND 3.1. The Organisation is committed to supporting the development of its staff. Any member of staff can apply, with the support of their line manager, for training to meet a need identified by the Training and Development planning process, supervision, or annual appraisal system or with your line manager in your day to day work. Some development needs may be identified outside of the above by Registered Managers identifying a particular need for their area As a learning organisation, Premier Care (Plymouth) Limited recognises learning and change as key to individual, team and organisational development. Service Provision is in a state of continuous change and as an Organisation, we cannot afford to stand still. Staff training and development is a key mechanism in ensuring that the Organisation can meet its targets, deliver its plans and ensure a quality service for our Service Users. 4. IMPLEMENTATION 4.1. The purpose of staff training and development is to enable the Organisation to deliver its provision, ensure relevant professional development and enhance job satisfaction for all staff. This leads to a dynamic and inspirational person centred environment for our service users.

2 4.2. Development will be focused on fulfilling the Organisations aims and objectives, philosophy of care and value system. It will reflect individual, Service provision, administrative/technical and management needs. Information concerning staff development themes will be linked to the Training & Development Plan to ensure the aims of the Organisation are supported. 5. THE PROCESS 5.1. Applying for your course/qualification/seminar etc Complete a training Request form available from you line manager. Please complete the form as fully as possible failure to complete the form in full could delay the funding of your application. Full fees and costs must be identified by you Give the form to your Line Manager. They must sign the form to indicate that they confirm the training need. The completed form must be passed to the budget holder along with full activity/course/qualification details for approval by the budget holder It is essential that line managers manage and take ownership of this approval process in line with the aims of the Organisation. This will ensure that all training and development activities are relevant for the Organisation and that the staff development budget is allocated in the most efficient and effective manner Do not book yourself on any course or commit to commence any qualification unless you have followed this process. If you book yourself onto a course without approval, you may be liable for the full costs If the development opportunity advertised does not suit your working pattern, please speak with the budget holder, to explore whether it is possible to offer you an alternative time/place Expenses In order to ensure that the majority of the budget is spent on training and development activities rather than on expenses, staff need to keep expenses to a minimum. Individuals should investigate the most cost effective mode of transport and where travelling by train, the budget holder will obtain the most cost effective fare by purchasing in advance if necessary Following Attendance at a Training and Development Event You will be asked to evaluate the training during completion of your personal development plan after you have attended an event or course. It is a condition of approval that you complete this process. We need your feedback on all courses to ensure value for money and to ensure that the course is up to standard. Staff will only receive payment for any on-line training undertaken on completion of an evaluation form which must be returned to the main office.

3 The information and training you receive at an event should be disseminated to colleagues in one or more of the following ways: Delivery of training sessions Briefings both oral and written to team members or other Organisational staff, as appropriate Provision of written reports and evaluations to your line manager Provision of copies of assignments Provision of copies of materials used in training sessions 5.4. Cover Costs If, in order to release a staff member to attend a staff development activity, cover is required, this is discussed and agreed with the line manager as part of the staff development application. Initially, to obtain cover, you are asked to liaise with colleagues and your line manager to arrange informal cover perhaps on a quid pro quo basis Registered managers may require staff to cover for colleague s absence due to training and development activities Paid cover may be provided for support staff attending training and development courses or for one-off Organisational activities and external training events. Paid cover will only be provided where every attempt has been made to cover the course with existing members of the team Cancellations or postponements to organised training If your course is cancelled or postponed you must let the Budget Holder team know as soon as possible. We will then be able to allocate the funds to you for a later date. If the course/qualification is cancelled and will not run again until the next budget year, you will be required to complete a new Training Request Form as funds cannot be carried over between budget years Should you decide to withdraw from your training course or activity for whatever reason, once it has been authorised, an investigation will be held into the circumstances for the withdrawal and you may be required to refund any costs incurred to the Organisation. This ensures that the Training & Development budget is spent appropriately and is made available to as many staff as possible. If you consider withdrawing from an activity, you should speak to your line manager before doing so to ensure that all appropriate support mechanisms have been put in place to help you succeed If you withdraw from a course or activity for whatever reason, you must let the budget holder know in order for them to cancel the course with the provider.

4 If a colleague can attend in your place, to avoid the Organisation having to pay a cancellation fee, it is your responsibility to inform the course provider that an alternative attendee will be present at the course You must let the budget holder know if you are not attending any course as soon as you know that you cannot attend Multiple Applications Whilst it is recognised that it is sometimes beneficial for more than one person to attend a training and development activity, multiple applications cannot be supported unless it is apparent that no additional costs will be incurred or that savings on the course fees or accommodation are outweighed by the cost of sending the second person to share the driving. If line managers wish to send more than one member of staff on a particular course, additional justification must accompany the training request forms, which should be submitted together. In such instances, in the interests of sustainability and keeping travel costs to a minimum, attendees will be expected where possible to share travel arrangements If several members of one team wish to attend an event, it may be more cost effective to arrange for the event to be brought to the Organisation or to run a similar course in-house. Please speak to a member of the Management Team regarding this. 6. QUALIFICATIONS 6.1. Generally Where the college requires a member of staff to achieve an accredited qualification in order to maintain and develop their skills within their role, it will support the cost of the training activities Where the provision is for more than one year s duration, wherever possible support will be made in subsequent years providing the provision was identified by way of the annual appraisal system process linking to the Organisational plan. 7. PART TIME STAFF AND STAFF DEVELOPMENT 7.1. Staff who undertake training which does not fall on a normal working day or part-day will receive payment at their normal hourly rate for attending the course, but only if the course is identified as related directly to the Training & Development plans of the Organisation. Courses purely for personal development where the staff member chooses to undertake training will not attract payment for the staff member. 8. CONTINUAL PROFESSIONAL DEVELOPMENT (CPD) 8.1. The principal of CPD is that staff make a personal commitment to keep their professional knowledge up to date and improve their capabilities in line with the organisation s plan. CPD focuses on what staff learn and how they develop to

5 support the organisation s changing need, meet the objectives of their team and to help them as individuals to develop further. By formally recording their learning employees will evidence they are actively committed to the development of their careers within the Organisation. CPD is a combination of approaches, ideas and techniques that will help staff manage their own learning and growth. The focus of CPD is firmly on results the benefits that professional development can bring, in the real world All staff have a responsibility to keep their skills and knowledge up to date, this constitutes part of your Contract of Employment. Continuing Professional Development (CPD) helps to turn accountability into positive opportunities, to identify and achieve personal career objectives. The Organisation is committed to ensuring staff members are provided with necessary training and support in order to optimise their performance CPD can take many forms e.g.: Involvement in courses, seminars and conferences. Professional work-based activities, such as secondments, project management and contributions to planning. Self-directed and informal learning, such as reading professional journals and books, and updating of knowledge 8.4. In the Organisation, CPD is linked to the annual Appraisal system and Supervision process, all staff will therefore be asked to discuss and evidence their CPD with their Line Manager As an employee of Premier Care (Plymouth) Ltd you are expected to ensure commitment to your CPD. Your CPD record must be kept up to date at all times. You will be required to present any copies of CPD to your Line Manager at your supervision and appraisal meetings. Your Line Manager will discuss your CPD and update your CPD record as appropriate. 9. REPAYMENT OF FEES 9.1. Upon completion of your training, should you leave the organisation s employment, then you will be asked to repay the full course fees at the following rate: Within six months of course completion 100% of course fees Within one year 75% Within 18 months 50% Within 2 years 25% 9.2. You may also be asked to contribute towards any additional expenses incurred.

6 9.3. Should you fail to complete the qualification you will be asked to repay course fees and expenses. This will follow discussion with your line manager and the budget holder. They will take into account exceptional circumstances All individuals will be required to sign a contract to confirm they agree with these terms prior to commencement of the programme. 10. MONITORING, REVIEW AND EVALUATION 10.1 This procedure will be reviewed annually, taking into account feedback from those using the procedure. Issue number: 3 Date: 30/03/2012 Review Date: 29/03/2015 Written by: Karen Davies Position in Organisation: Registered Manager

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