Training and Development Policy

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1 Training and Development Policy December 2015 Author: Responsibility: Sue Hand, Head of HR All Staff Effective Date: December 2015 Review Date: December 2017 Reviewing/Endorsing committees Approved by Risk Management Group Date Ratified by Executive Management Team Executive Management Team 7 December December 2015 Version Number 002 POLICY DEVELOPMENT PROCESS HR28 Training and Development Policy Page 1

2 POLICY DEVELOPMENT PROCESS Names of those involved in policy development Version No. Date Author Status Comment 001 March 2013 NHS England - Policy framework Sue Hand Senior HR Manager Adapted for BCCG Raffelina Huber Associate Director of HR Lisa Webb Head of Learning and Development Reviewed for compliance Reviewed and amended Sue Hand Head of HR Reviewed Names of those consulted regarding the policy approval Date Name Designation Equality Impact Assessment prepared and held by Date Name Designation Committee where policy was discussed/approved/ratified Committee/Group Date Status Equality Impact Assessment Bedfordshire Clinical Commissioning Group is committed to promoting equality in all its responsibilities as commissioner of services, as a provider of services, as a partner in the local economy and as an employer. In applying this policy, the CCG will have due regard for the need to eliminate unlawful discrimination, promote equality of opportunity, and provide for good relations between people of diverse groups, in particular on the grounds of the following characteristics protected by the Equality Act (2010); age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sexual orientation, in addition to offending background, trade union membership, or any other personal characteristic. HR28 Training and Development Policy Page 2

3 Contents Page 1. Purpose of Training 4 2. Principles 4 3. Evaluation 4 4. Responsibilities 4 5. Mandatory Training Continuing Professional Development Staff Support Programme Special Educational Needs Support Application to Access Training and Development Monitoring and Review Part 2 1. Procedure 8 Appendix 1 Appendix 2 Appendix 3 Appendix 4 Pre Training Authorisation Form Process for CCG and Member Practices to Access Staff Support Programme and External Course Staff Support Programme Equality Impact Assessment HR28 Training and Development Policy Page 3

4 1. PURPOSE OF TRAINING 1.1 The purpose of the CCG Training and Development Policy is to ensure that the CCG is resourced, at all times, with people who have the appropriate competence and experience to enable the CCG to achieve its purpose and meet future needs. 1.2 The CCG encourages the training and development of all employees in the knowledge and skills required to competently perform in their role, particularly when they take up a new post. 2. PRINCIPLES 2.1 The CCG will ensure that a training needs analysis is undertaken in line with NHSLA Risk Management Standards to identify topics defined as risk management training, mandatory training and the frequency required by all staff groups. This will be monitored and updated regularly. An annual training report will be produced of all the topics identified. 2.3 The CCG will produce and advertise all learning, training and development programmes opportunities. 2.4 Training and development needs may be identified and addressed at individual, group and organisational level. 2.5 Training activities may be used to facilitate change by broadening the outlook of individuals or by providing what is necessary to enable them to manage change. 2.6 Development may also be used to help individuals develop skills and gain qualifications which will contribute to the development of their work and equip them for their future career. 2.7 Training and development needs may be identified through structured discussion between individuals and groups and their managers, taking into account the needs of specific roles, other identified competencies and personal goals. 2.8 Training or development which is considered essential for the performance of a role will be provided by the CCG. 2.9 Training and development provision may encompass a wide range of activities including classroom training, coaching, mentoring, shadowing, secondments, workbooks and workshops, self-study and Further Education All training and development activity will be evaluated to ensure that appropriate development activity has been undertaken. Evaluation information will be used to review and improve the quality of the development provision Evaluation will also be used to ensure staff are benefiting from these activities to improve their overall effectiveness at work, and to ensure that the financial commitment made by the CCG to develop its staff is well invested. 3. EVALUATION 3.1 Evaluation will be undertaken in accordance with the CCG Training and Development Policy and Procedure. HR28 Training and Development Policy Page 4

5 4. RESPONSIBILITIES 4.1 It is the responsibility of managers and individuals that training and development activities are completed appropriately within agreed timescales, are evaluated and recorded. 4.2 Individual Each member of staff has a personal responsibility to participate actively in training to enable them to carry out their work effectively and efficiently. This involves: looking for and identifying their own training needs and discussing the development and implementation of an agreed development plan participating in development activities monitoring and evaluation of the plan and development activities spending time on their own self development. 4.3 Line Managers Line managers have a key role in the training and development of their staff. They should ensure that their staff are trained to carry out their present job effectively and receive training to develop them for future opportunities. This involves: Conducting appraisals to identify the training, development and support needs of their staff Ensuring plans are developed to help meet these needs Providing on the job training where possible Providing opportunities for personal development, for example by exploring new areas of work when appropriate Reviewing, monitoring and evaluating development activities and their effectiveness Identifying opportunities to practise new skills and demonstrate knowledge Reporting training and development activity to the Training Team. 4.4 Directors Review training requests, where necessary, and ensure that these are agreed and in line with organisational startegies e.g QIPP To ensure managers within their directorate fulfill their responsibilities for ensuring all staff are up to date with mandatory and other necessary training 4.5 The Training Team The Training Team is responsible for: Develop the training prospectus and undertaken the Training Needs Analysis on behalf of the organisation. Providing support and advice to managers and staff on the implementation of the policy, identification and meeting of needs and, where possible, information about courses and training resources Delivering in-house development programmes as appropriate to meet identified needs Developing and delivering bespoke training programmes to meet group needs Sourcing external providers to address identified needs where internal approaches are not appropriate Monitoring, recording and evaluating training and development activity across the CCG. HR28 Training and Development Policy Page 5

6 5. MANDATORY TRAINING 5.1 Mandatory training must be refreshed at frequencies as determined by the Training Matrix published on the extranet 5.2 Attendance records of staff attending the mandatory training must be kept and monitored 5.3 No member of staff should be reasonably refused time off for mandatory training identified as a requirement for the role they undertake 5.4 Managers and staff should agree how mandatory training will be accessed whilst enabling safe service delivery to be maintained 5.5 Staff should not be asked to make up time for mandatory training 6. CONTINUOUS PROFESSIONAL DEVELOPMENT (CPD) 6.1 The CCG is keen to support all staff to meet personal development needs so that individuals can progress in their chosen career or to support career change. 6.2 Where the CPD is directly related to the role and identified as either essential or desirable in the person specification for the post the person currently holds then some contribution of funding and/or time may be made by the organisation 6.3 Where CPD is indirect and not identified as either essential or desirable in the person specification for the post they currently hold but will allow for career progression, then funding and/or time will not necessarily be given 6.4 Staff may need to contribute towards the cost of this development and the proportion of this cost needs to be agreed by the individual and their line manager 6.5 Staff who are allocated funding via the CCG and fail to attend the course/programme will be liable for the portion of the fee paid by the organisation 6.6 Staff who are allocated funding and leave before the end date of the course/programme will be liable for the portion of the fee paid by the CCG. 6.7 Funding of Degree courses: These may be part funded or fully funded depending on the relevance to the role and the banding. The staff support programme should be utilised in the first instance and the Leadership Academy interventions. Please also refer to the Further Education and CPD Policy. 7. STAFF SUPPORT PROGRAMME 7.1 A staff support programme linked to the KSF, RCN and Leadership competency framework is available to staff. Identification of learning on this programme should be via appraisal 8. SPECIAL EDUCATIONAL NEEDS SUPPORT 8.1 Some staff within the CCG may require additional educational support to help them achieve the requirements of their role or educational goals HR28 Training and Development Policy Page 6

7 8.2 Some of these needs may require external assessment or support, which may incur cost 8.3 In some circumstances, specialist IT software may be required to help individuals on their learning programmes. Advice on this should be sought through the Learning and Development Lead 9. APPLICATION TO ACCESS TRAINING AND DEVELOPMENT 9.1 The pre-training authorisation form in appendix 1 should be completed by the staff members and their line managers to access training 9.2 All applicants who are non-compliant in mandatory training and appraisal will be redirected to complete before the application is approved 9.3 The flow chart illustrates the application process 10. MONITORING & REVIEW 10.1 The policy and procedure will be reviewed periodically by Human Resources in conjunction with operational managers and Trade Union representatives. Where review is necessary due to legislative change, this will happen immediately. HR28 Training and Development Policy Page 7

8 PART 2 1. PROCEDURE 1.1 Training requirements should be identified by staff and managers on an ongoing basis. This is an essential part of the Appraisal process. 1.2 When training requirements are identified as a result of a group, directorate or organisational need, approval of development activity should be authorised by the appropriate management team, on an ongoing basis. 1.3 It may be appropriate to consult with training contacts to agree funding and resources which may be provided locally. 1.4 All training and development initiatives should be evaluated appropriately by the individual and manager as part of ongoing performance management and Appraisal processes. 1.6 All training activities that occur should be recorded in accordance with CCG procedures. HR28 Training and Development Policy Page 8


10 Appendix 2 HR28 Training and Development Policy Page 10

11 Appendix 3 Staff Support Programme RCN HCA Level 2 HCA Level 3 AP Level 4 Nurse Level 5 Nurse Level 6 HR28 Training and Development Policy Page 11 Nurse Level 7 Nurse Level 8 Agenda for Change Bands a 8b 8c 8d 9 Behaviour/Communications/Relationships Communication skills Motivation skills Multidisciplinary working How to cope with complex situations/conflict resolution Presentation skills - using Powerpoint Presenting to the public Hostile environments/conflict resolution Media awareness Understanding providers Planning and organisation skills Organisation/planning skills (arranging meetings) Minute taking Time management Project management Report writing Collaborative working/joint commissioning Business case writing Nurse Level 9

12 Business plans and strategic plans Service redesign Change management Business continuity and emergency planning Responsibility for financial and physical resources Basic finance (purchase orders, petty cash, DB coding) Budget management End to end procurement Informed customer Contract management Payment by results Programme budgeting Responsibility for Information Resources Excel intermediate (data entry) Excel Advanced (spreadsheets) Advanced Microsoft packages (Project, Visio) Keeping patient records Advanced Information Governance Responsibility for human resources Supervision/1st line management Presentation skills HR Policies for managing staff Clinical supervision HR28 Training and Development Policy Page 12

13 Interview skills Team leaders Staff development - appraisals Staff development - coaching skills (level 1) Leadership eg Top Leaders LQF (link to NHS Leadership Framework) Structured leadership development programmes Responsibility for policy/service development How to write policies How to implement policies/legislation reports Freedom to act NHS Policy NHS Reforms Interpretation of corporate and national policy into local action Foundation Trust regime Essential Standards of Quality and Safety Governance Treatment plans HR28 Training and Development Policy Page 13

14 Analytical and judgemental skills Performance targets and NHS Outcomes Framework Intelligence and information interpretation and presentation Statistical analysis Basic data analysis and interpretation Responsibility for patient care Care packages Training Clinical advice Service delivery Patient assessment Responsibility for Research and Development Clinical trials Audit Research proposals and innovations HR28 Training and Development Policy Page 14

15 Appendix 4 Equality Analysis Initial Assessment Title of the change proposal or policy: Training and Development Policy Brief description of the proposal: To ensure that the policy amends are fit for purpose, that the policy is legally compliant, complies with NHSLA standards and takes account of best practice. Name(s) and role(s) of staff completing this assessment: Sue Hand, Head of HR Date of assessment: 25 November 2015 Please answer the following questions in relation to the proposed change: Will it affect employees, customers, and/or the public? Please state which. Yes, it will affect all employees Is it a major change affecting how a service or policy is delivered or accessed? No Will it have an effect on how other organisations operate in terms of equality? No If you conclude that there will not be a detrimental impact on any equality group, caused by the proposed change, please state how you have reached that conclusion: No anticipated detrimental impact on any equality group. The policy adheres to the NHS LA Standards and best practice. Makes all reasonable provision to ensure equity of access to all staff. There are no statements, conditions or requirements that disadvantage any particular group of people with a protected characteristic. Please return a copy of the completed form to the Equality & Diversity Manager HR28 Training and Development Policy Page 15