Human Resources Training and Development policy 2013
HUMAN RESOURCES
Hopwood Hall College T
ER Training and Development Policy A
RATIONALE
Hopwood Hall College is committed to lifelong learning and the continual professional development TITLE] of all staff and aims to adopt a learning culture that will support organisational success. This policy and procedure will ensure that learning activities are appropriate to this culture and are applied consistently and effectively in line with the College’s strategic objectives. B
ENTITLEMENT
The College will support all staff in the performance of their designated roles and help them to fulfil their potential during the course of their employment. Continual professional development is a key contributor to the success of individuals and ultimately to the success of the College as a whole. There will be equality of access to training and development opportunities for all staff. Agency, volunteer and subcontracted staff will have access to any relevant in-house training and where topical training is a requirement of their post they may be supported to attend external training. The College will not discriminate either directly or indirectly against any individual on grounds of gender, race, colour, ethnic or national origin, sexual orientation, marital status, religion or belief, age, trade union membership, disability, offending background or any other personal characteristic when providing employees with the opportunity for training and development. Decisions about who will receive training and development will be determined by individual and organisational priorities. C
POLICY STATEMENT
Identification of Training and Development Effective employee training and development practice stems from a clear understanding of the business needs and objectives of the College, external contributory factors and the future skills required to achieve these. The Training and Development Plan will run in line with the academic year, be agreed by the Senior Management Team and coordinated by the Training and Development Officer, formulated from the needs of the individual and the organisation and reviewed on a regular basis throughout the year. The content of the College Training and Development Plan will be in response to the following:
College Strategic Intentions Self-Assessment Inspection and Audit National Imperatives Curriculum/Service Area identified needs which are linked to the organisational objectives.
Performance management process, where personal/career development needs are linked to the areas business objectives.
Training and development needs are identified at three levels: Individual - when appointed to a new role, it is the responsibility of the line manager to assess the individual’s skills and training needs in relation to the duties they are to perform. In addition, training and development needs will be identified through performance review and classroom observation. Line Managers are responsible for ensuring that all staff in their department regularly receive appropriate advice and support with identifying and addressing their development needs. Curriculum/Service Area - training priorities will be identified through self-assessment, Classroom Observation, Inspection and Audit, Performance Management, feedback from Governors, Management and Students. College – through the Strategic Intentions, national imperatives, self-assessment and inspection.
Provision of Training and Development The ethos of the Training and Development Plan is to encourage on-going continuous professional development through a wide spectrum of activities which suit the individual and the organisation, such as external courses (long and short), development courses, industrial placements, in-house training activities and attendance at meetings and conferences. It is imperative that the chosen method of training and development ensures maximum value and effectiveness, meets the individual employee’s preferred learning style, is value for money and appropriate. Line Managers are responsible for identifying the skills gaps and training needs of individuals through performance review as well as maintaining a level of capability and development of talent within their teams. It is recognised that Line Managers are integral in providing mentoring and coaching to facilitate succession through the College. It is the responsibility of the Training and Development Officer to ensure that all training needs are considered and included in the College Training and Development Plan. The College Training and Development Plan will be agreed and approved by a training and development committee comprising of:
Assistant Principal Director for Human Resources Head of Quality Head of E-Learning Training and Development Officer
The Training and Development Committee will meet no less than 3 times each academic year. Committee members will discuss both curriculum and cross college issues ensuring that the college is responding to national imperatives and the College’s strategic intentions. Induction Training Modules
As part of the Induction process there is a corporate induction training day for all new employees. The workshops contain vital information to ensure that new employees fit into the working environment and ethos of the College. All staff are required to attend the induction training and is part of the employee’s probation period. Induction training includes:
Introduction to the day from HR Welcome from the Principal Basic Safeguarding Awareness Overview of Equality & Diversity in an FE context Working Safely
It is the responsibility of managers to ensure that staff are available to attend. However, we realise that in the case of some staff on minimal variable hours it may not be possible, in this instance staff are only required to attend one of the additional Basic Safeguarding Awareness and Working Safely workshops scheduled throughout the year. Where staff are not contracted to work during training times, they can be paid to attend at the training and development rate of £8.00ph. Financial Support for Training and Development The College currently invests in excess of £80K per annum in the training and development of staff to ensure that employees have the necessary skills and knowledge to perform their role to the best of their ability and can confidently contribute to the College’s strategic objectives. The overall responsibility for this budget lies with the Director for Human Resources and is monitored by the Training and Development Officer. Financial assistance will be given to staff towards the cost of training, examination fees, travel, accommodation, subsistence and cover. This will be subject to the needs of the department and the College’s strategic priorities. Levels of sponsorship for extended part time courses resulting in a qualification will be determined by the Training and Development Committee on an annual basis, the deadline for applications will be 30 September each year. Time off work to attend training may be approved when it is not possible for an individual to undertake a course of study outside normal working hours, this will be at the discretion of the Line Manager and Senior Management Team. Teaching Qualifications All lecturing staff should have a teaching qualification at the start of employment, or they are contractually required to obtain the qualification within 2 years. This requirement is in line with the FEFQ regulations 2007. Following completion of a teaching qualification all lecturers will be supported to complete 30hrs CPD to enhance their teaching and learning performance in the classroom. Industrial Placements/Secondments/Subject Specific Updating
CPD is actively encouraged to ensure all staff maintain current practices in all areas of their work. Individual and team training needs should be clearly identified through performance review and self assessment. The College will provide a centralised electronic data system to record training. Requests for training and development should be made on line through HR Self Service. Professional Fees The College will not contribute towards any professional fees or memberships such as IfL, CIPD etc. this will be the responsibility of the individual. .
D
IMPLEMENTATION
Training and Development Application Procedure Extended Courses Resulting in a Qualification The College is supportive of staff who wish to undertake courses leading to a qualification and a contribution towards the costs may be available. Each case will be viewed individually and funding allocated in line with the departments needs and the college’s strategic objectives. The more relevant the course is to the role, the greater the proportion of sponsorship by the College. No funding will be available for cover, leave, materials or travel associated with the course. All applications must be submitted through HR Self Service. If your application is successful you will be sent an offer of funding, if you agree to the terms and conditions you must return the reply slip at the bottom of the offer to HR which in turn will generate an approval. Acceptance of the offer will guarantee full repayment of funding if the course is not completed or the member of staff voluntarily leaves employment within 12 months of completion. HHC as a Provider (including PGCE/Cert.ED) You must present your approval at enrolment; otherwise you will be expected to pay the full fee. Whatever the allocation provided you must pay any remaining balance at enrolment. Where this amounts to more than £300 there will be the option of paying the excess by instalments. External Provider If you require a letter of support to the provider please indicate this on your reply slip. An order will be raised for the agreed amount of funding and forwarded to the provider. Whatever the allocation provided you must pay any remaining balance.
External Courses Applications for external courses must be made through HR Self Service. No application can be approved without the authorisation of the relevant line manager. This system operates an automatic approval/refusal process. Where two members of staff or more apply to attend the same event, one will be sponsored to attend and be required to formally feedback information to colleagues. Exception to this is
where a variety of workshops may be available at the event and it is beneficial for more than one staff member to attend or the training is critical to the individual’s role. Application approved – The applicant will receive an email which outlines the level of funding to be provided for any event (this will include course fees, travel, cover, accommodation and subsistence) this amount will be transferred from the Training and Development Budget into the appropriate department budget once proof of booking has been received (eg order requisition). It is the responsibility of the individual to book any course, travel or accommodation and raise any relevant order requisitions. Refusal by the reporting manager– The applicant will receive an automated email. Refusal of funding - the applicant will receive an automated email, if however the individual or department wish to proceed and meet the costs then this must be confirmed to the T&D Officer to record the training. Evaluation – All delegates are required to complete the on line evaluation a record of this will be kept and used for reporting purposes In-house Activities Applications to run an in-house activity must be made through HR Self Service. No application can be approved without the authorisation of the relevant Line Manager. Application approved – The applicant will receive an email which outlines the level of funding to be provided for any event this amount will be transferred from the Training and Development Budget into the appropriate department budget. Where training fees have been requested funding will only be released on proof of booking (eg order requisition). Refusal by the reporting manager– The applicant will receive an automated email. Refusal of funding - the applicant will receive an automated email, if however the individual or department wish to proceed and meet the costs then this must be confirmed to the T&D Officer to record the training. Evaluation – All delegates are required to complete the on line evaluation a record of this will be kept and used for reporting purposes Application to attend an internal training event must be done through HR Self Service. - If a member of staff is unable to attend an in house event for any reason, the line manager or employee must give at least 3 days notice; otherwise their department will be liable to a one off charge of £25. These funds will be removed from the relevant cost centre and transferred to the training and development budget. Evaluation – All delegates will be asked to complete an electronic on line evaluation form, a summary of which will be forwarded to the organiser. Briefing Sessions These are sessions of one hour duration or less usually used for one to one sessions or for briefing topics at team meetings. These sessions do not need approval, but an attendance register must be taken using the appropriate form and returned to the Training and Development Officer for recording. Forms can be found on the intranet, briefings are not formally evaluated.
Whole College Training and Development Events The College will co ordinate whole college training and development events normally at the end of each academic year. Training and development activities as far as possible will take place weekly on Wednesday afternoons to ensure that the key training priorities are fully delivered with least disruption to the teaching timetable. E
EVALUATION
Evaluation will be on going and all training and development activities will be evaluated against their aims to ensure
Effectiveness Value for money Determine whether any follow up is needed Provide feedback to the organiser (for in house events)
Individuals will be asked to evaluate the impact of training during their performance review meeting and managers will annually evaluate the impact of training in their dept. Therefore, evaluation will take place over an extended period of time. The results of this evaluation will be included in the annual report of Staff Training and Development presented to Senior Management and the Corporation at the end of each academic year. This policy will be reviewed every two years, as required or in line with legislative changes.
This policy was Equality Impact Assessed by F. Fragale and N. Mistry. EIA and Policy Complete on: 8 March 2013 Policy Review due: 8 March 2015
APPENDICES:
Individual Training Application Form In house Training Application Form Briefing Record