HDP Training & Development Policy 2014

Registered Charity Number 1138404

Training and Development Policy

Adopted on: 20/05/2014

Review date: May 2015

Introduction

HDP is committed to making available appropriate training and development resources to equip employees, volunteers and board members with necessary aptitude, skills, knowledge and qualifications to effectively perform the duties and responsibilities of their posts. Such resources will also incorporate opportunities for individuals to develop their flexibility and potential for any future employment or other opportunities within HDP dependent on the current economic situation.

Subject to funding, employees, volunteers and board members will have access to training/events that enables them to perform their present roles effectively and to acquire the necessary new skills to increase flexibility in moving to new or different areas of work within HDP.

HDP recognises the significant contribution employee training and development can make to:

a)Improving the quality and standard of services it delivers

b)Meeting the challenges of change

c)Achieving the organisation’s aims and objectives

d)Meeting the needs of individual

The policy applies to all employees, volunteers and board members. With regards to Line managers and board members; the board would be expected to take account of individuals training needs and include them in the business plan and costings for funding bids.

The performance appraisal and review system should also be used to identify and record any training needs identified on an annual/bi-annual basis.

Induction Training

Induction training will commence on arrival for all new employees and volunteers to HDP. All new Board Members will have an induction arranged within the first eight week. It should cover:

a)What HDP does and how it is organised

b)The mission and vision of HDP

c)Helping new employees, volunteers and board members settle into the environment

d)Helping new employees, volunteers and board members tounderstand their responsibilities and obligations

It should also include a series of meetings with key internal employees (appropriate to the post) and key outside personnel, based on the same premise.

Health and Safety Training

HDP endeavours to provide all employees, volunteers and board members with an overview of Health and Safety and, where appropriate, training for risk assessments.

Equal Opportunities

Allemployees, volunteers and board members will be expected to attend an Equal Opportunities course. It will be most important for those individuals with line management responsibility and those who provide a direct service to the public.

Additional Requests for Training/Events

Management will have complete discretion over the application of the policy. In order to qualify for assistance each course/event requires the prior approval of management. Particular requests for training/events should be directed to your immediate line manager.

HDP Annual Budget for training and development is authorised by the Chair of the Board and spending for this is delegated to the Coordinator.

In meeting the cost of training and development for board members or the whole board a percentage of HDPemployees training budget will be used.

All Requests for training/events should be made using the Training & Development Request Form to which there is three parts.

Part One: Must be completed to make a request and submitted to an individuals line manager or Chair of the Board for approval. If the request is approved, a signed copy is kept with the personnel records and a copy given to the individual to then make arrangements.

Part Two: Is completed once training/event has concluded.

Part Three: Is to be completed with a line manager, 3 months after attending to assess the impact and value of the training/event.

Financial Assistance

Where the organisation asks individuals to undertake a certain training programme it will be funded to a negotiable limit.

Repayment of Training Costs

Where HDP contributes towards the costs of vocational and academic training, the individual may be required to pay back half the cost if they leave the organisation within one year of completing the course (unless due to funding). You will be required to sign a declaration agreeing to the repayment of fees should you leave the organisation within one year.

Day Release

Day release will only be provided where there is no alternative method of study or in exceptional circumstances, where the individual’s requirements can only be met through this method.

Study/Examination Leave

Examination days will be granted to employees and a further two days paid leave may be granted by the Chair of the Board for preparation study. Any additional days should be taken from annual holiday entitlement.

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