Fillable Printable Template Staff Learning And Development Policy
Fillable Printable Template Staff Learning And Development Policy
Template Staff Learning And Development Policy
Template Policies and Procedures
Template Policies and ProceduresTemplate Policies and Procedures
Template Policies and Procedures
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Organis
ations use a vast array of internal policies and procedures, but the most
appropriate policies will always depend on the size and nature of the individual
organisation. It is often ineffective to copy model policies, rather than taking time to
develop them individually. Policies are effective if they are developed and reviewed on
an ongoing basis with the involvement of staff, and are tailored to suit the specific
needs of an organisation and its activities. However, some guidance and examples
mean that you don’t have to start from scratch.
With this in mind NIDOS has provided a number of example generic policies which can
be used as guides
as guidesas guides
as guides when developing your own policies. We hope that these example
policies may help to save time in developing your own policies, but we stress that they
they they
they
are only examples and should not simply be copied
are only examples and should not simply be copiedare only examples and should not simply be copied
are only examples and should not simply be copied.
Disclaimer
DisclaimerDisclaimer
Disclaimer
NIDOS accepts no responsibility for any third party loss or consequences arising from the use of these
example policies.
TEMPLATE STAFF LEARNING AND DEVELOPMENT POLICY
Why?
XXXX believes that staff development and learning should be an integral part of the
organisation’s strategic planning so that staff can perform their individual jobs effectively
and, in doing so, ensure that the organisation achieves its objectives.
The central aim is therefore to provide an environment where continuous development
can take place and where staff are supported and enabled to meet the changing
demands and priorities of XXXX and service users.
To achieve this aim, learning and development needs will be regularly reviewed and staff
will be encouraged to play an active part in identifying their own learning needs, selecting
appropriate learning methods and in assessing the outcomes and effectiveness of their
learning.
Options for learning and development may include:
• On the job learning / learning from others in the organisation
• Internal workshops / learning for groups or teams
• Self-paced learning / open learning books, videos
• Off-job courses run by XXXX or other providers
• Secondments and placements / visits to other organisations
• Study tours - especially partnership with other lead organisations
• Mentoring
LEARNING AND DEVELOPMENT PROCESS
LEARNING AND DEVELOPMENT PROCESSLEARNING AND DEVELOPMENT PROCESS
LEARNING AND DEVELOPMENT PROCESS
INDUCTION
INDUCTIONINDUCTION
INDUCTION
An induction programme helps new staff to familiarise themselves with the organisation,
get to know others and to become more quickly at ease in a new work environment.
All new staff will take part in an induction programme including an introduction to XXXX
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staff, our mission, goals and targets, equal opportunities policy, working practices and
procedures.
Two or three months after their initial induction, staff will receive additional coaching in
the organisation of XXXX, funding structures and key planning and development issues,
to ensure that they are able to effectively represent the organisation to outside agencies.
Coaching in immediate work processes and tasks and for inducting new staff into the
organisation will be the responsibility of the appropriate line manager or supervisor.
Induction learning for new committee members will be the responsibility of the XXXX
Director and include an introduction to XXXX mission, goals and targets, organisation
structure, funding, XXXX equal opportunities policy and the roles and responsibilities of
committee members.
(An appropriate induction and learning process will be identified and implemented for
XXXX volunteers by XXXX (staff member))
IDENTIFYING AND ASSESSING LEARNING NEEDS
XXXX believes that this should be an ongoing process for all staff, volunteers and
committee members.
Individual staff learning needs will be identified with the Line manager during regular
supervision sessions and the yearly appraisal process. Collective learning needs may be
identified within staff groups or teams and discussed with the appropriate Line manager.
Each Line manager has the lead responsibility for the development of their staff, for
assessing their learning and development needs and identifying suitable learning
methods.
The XXXX Director will ensure that the learning needs of the committee are reviewed
annually with the membership.
(Learning needs of volunteers will be identified by the appropriate Line manager or
supervisor.)
RECORDING, MONITORING AND EVALUATION
RECORDING, MONITORING AND EVALUATIONRECORDING, MONITORING AND EVALUATION
RECORDING, MONITORING AND EVALUATION
The Learning Development Manager has responsibility for ensuring that a clear
procedure is in place for recording, monitoring and evaluating learning activities. Line
managers will ensure that the procedure is followed for each learning activity.
Details of each learning activity will be received on a form that will include: a description
of the learning; agreed objectives; method of learning; resources needed; evaluation of
outcomes. The staff member will complete the learning form with their Line manager who
will also be responsible for ensuring that the learning is monitored and that the
outcomes and effectiveness of the learning are fully discussed and recorded.
The form will be kept by the member of staff to provide a clear record of learning for
annual review and evaluation.
(Where appropriate learning forms will also be used for recording learning activities of
committee members and volunteers.)
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All staff will be encouraged to keep a record of their own learning in the form of a
personal development portfolio.
LEARNING REVIEW AND REPORTS
LEARNING REVIEW AND REPORTSLEARNING REVIEW AND REPORTS
LEARNING REVIEW AND REPORTS
Line managers will provide feedback on staff learning and development activities in all
team reports to the committee.
Managers will review progress on a regular basis at Senior Staff Group meetings.
The Learning Development Manager will have responsibility for analysing the
effectiveness of XXXX staff development programmes, and on an annual basis present a
full written report to the committee.
ANNUAL LEARNING PLAN AND BUDGET
ANNUAL LEARNING PLAN AND BUDGETANNUAL LEARNING PLAN AND BUDGET
ANNUAL LEARNING PLAN AND BUDGET
The development of an annual learning plan will be initiated by the Learning
Development Manager in consultation with Line managers and the XXXX Director. It will
include areas of learning development specified in XXXX Strategic plan and learning
needs identified by individuals, teams and staff groups.
The plan will be developed prior to the annual round of funding negotiations so that
adequate resources for learning can be built into funding submissions.
Time off for learning, reimbursement of travel costs and payment of membership fees
will be at the discretion of the Director. XXXX will not usually contribute to the costs of
textbooks.
A final programme of learning will be agreed at the beginning of the financial year, when
funding has been secured and learning budgets can be realistically assessed.
The programme may be amended or added to during the year, to take account of new
priorities, or in response to newly identified learning needs. XXXX will aim to commit X%
of its staff salary budget to implementation of the annual learning plan.
LEARNING REQUESTS
LEARNING REQUESTSLEARNING REQUESTS
LEARNING REQUESTS
All learning requests will be considered sympathetically. However, the availability of
learning resources will depend on factors such as budgetary constraints, work
commitments and learning priorities necessary to fulfil the organisation’s objectives. In
practice, there may be occasions when a learning request is postponed or refused due to
other priorities.
A further budgetary consideration will be the extent to which skills acquired through
learning can be applied within the organisation, within a reasonable time period.
Individual staff members may be interested in obtaining accreditation or a nationally
recognised qualification. XXXX will be sympathetic to requests of this sort, where the
learning has a demonstrable relevance to XXXX objectives, and in co-operation with the
staff member will seek to provide appropriate support and assistance.
XXXX Learning Development Team is available at all times for advice, assistance and
support to staff and managers, and holds reference materials on a wide range of
learning resources and opportunities.
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REIMBURSEMENT OF LEARNING COSTS
REIMBURSEMENT OF LEARNING COSTSREIMBURSEMENT OF LEARNING COSTS
REIMBURSEMENT OF LEARNING COSTS
Where XXXX contributes more than £XX towards enabling an employee to study for a
qualification to meet XXXX forward plan commitments, reimbursement of costs by the
employee will be required in the following situations:
• All fees would be reimbursed to XXXX if the employee left during the period of
study or did not complete the study programme
• 50% of fees would be reimbursed to XXXX if the employee left within a period of
12 months following completion of the period of study
• Monies owed to XXXX will be deducted from the employee’s salary payment or
other money due to the employee.
