Section 4: Training and Development

Introduction

English Rural is committed to enabling its staff to undertake training relevant to their current posts and to support as far as is practicable their ongoing personal and professional development. This policy aims to provide guidance and clarify the support English Rural is able to offer employees considering embarking on training and personal development. 

Policy

Training and development activities may be undertaken either:

• Where it has been identified by your manager that there is a training need, or

• Where you have put forward a request for a particular training need.

A number of factors will be taken into account when assessing a request from you. This policy provides one element of the decision-making process.  Other factors will include availability of resources (finance, time), and if appropriate, your employment record.

Training and development needs will be identified from a variety of sources:

• Induction and probationary periods;

• One-to-ones;

• Appraisal;

• Workforce planning;

• Team meetings;

• Annual business plan;

• Change processes.

In addition, English Rural will encourage staff to identify their own learning styles and will seek to provide a wide variety of learning and training methods, including: 

• Attendance at conferences, seminars and short courses;

• Online training;

• Internal coaching;

• Shared in-house learning resources (books, journals, DVDs etc.);

• In house training;

• Work shadowing;

• Time for self-directed research and learning.

Consideration 

A number of factors will be taken into account when assessing a request from an individual. This policy provides one element of the decision-making process. Other factors will include availability of finance and the individual’s employment record.

In order to ensure that English Rural is able to consistently evaluate requests, training and development opportunities have been organised into three categories according to the degree of importance each intervention has for different roles.

Categorising training and personal development

In order to ensure that English Rural is able to consistently evaluate requests, training and development opportunities have been organised into 3 categories according to the degree of importance each intervention has for different roles.

The three categories are as follows: 

1. Mandatory 

A mandatory qualification is one that is legally required for the post-holder, or a qualification deemed to be so fundamental to the role, that English Rural makes it a mandatory requirement.  Any mandatory training or qualifications would normally be stated on the Job description/Person Specification.  For mandatory qualifications, it is unlikely that an applicant would be recruited without having previously attained the qualification.  Where a qualification becomes mandatory for your role, English Rural will provide reasonable assistance for you to attain the qualification (see the section on Guidance for Support below).

Some mandatory training may be specific to a particular job role whilst other training may be a generic requirement.  Examples of mandatory training include:

• Health and Safety (Personal Safety, Manual handling, Display Screen equipment);

• Diversity Awareness.

2. Desirable 

Desirable training or qualifications are those not legally required for your post, but it is directly relevant to your job.  Any desirable training or qualifications will normally be stated on the Job description.  

For desirable qualifications or training, an individual may be recruited without having previously attained the qualification or undergone the training but would be expected to attain the qualification within a defined period of time.  A desirable qualification is likely to enhance the skills and reputation of English Rural and may lead to English Rural having an advantage in bidding for funding. It will also further develop the employee’s set of skills and professional knowledge.

Desirable training may include courses on best practice, awareness and understanding of legislation etc.

3. Optional

Optional qualifications or training are those not directly linked to your current job.  Optional training or development is generally more focused on your personal development and career plan than it is around the core requirements of the job.

Personal development aimed at developing your skills or knowledge in order to provide a successor for an existing job is deemed to be optional. However, depending on the circumstances, training for succession may be ‘desirable’. 

Guidance for Support 

Support for qualifications, training and personal development can include financial assistance towards the cost of tuition, examinations and resource materials in addition to half / day release and time off for study leave and taking the examination.

Any financial and non-financial support to training and development is entirely at the discretion of the English Rural.  Any financial support, including the offer of a loan, will always be conditional upon your agreement to the terms of this policy and after completion of the Training Agreement form (Appendix K).

English Rural reserves the right to reclaim financial support where you:

• Leave English Rural during the duration of the course, or up-to 2 years following completion of the course. This may be reduced to one year, at the discretion of your manager;

• Fail to complete the training;

• Fail to attend training without good reason.

Study Leave

• Where individuals require study leave to undertake mandatory training, they will be able to take all the leave within normal working hours subject to capacity and prior agreement by the manager;

• Where individuals require study leave to undertake study which is not mandatory but part of the individual’s formal continuous professional development, English Rural will contribute up to 50% of study leave time, to a maximum of 3 days per annum;

• Where individuals require study leave to undertake training which is not mandatory but part of the individual’s desire for career development, English Rural will contribute up to 3 days study leave per annum for courses which are directly related to the individual’s role;

• Time off for study leave must be approved in advance. To make a request the individual is asked to write to their manager, setting out the details of the course of study, how it relates to their work, and the time being requested;

• No study leave will be granted where individuals undertake study which is not required for their role, or directly related to their role. However, managers are asked to look sympathetically at requests for flexible working to allow the study to take place, as long as the needs of English Rural can be met.

Introduction

Starting a new job within a new organisation can sometimes be difficult.  It takes time to learn the culture of any organisation, not to mention the basics of how to operate the photocopier or make a hot drink! At English Rural, we try to help new staff through this process with a structured induction programme in addition to managerial guidance through the probationary period.  We firmly believe these measures will help you to orientate yourself more quickly and settle quicker into your job. 

This policy has been written to provide guidance on the probationary period and what to expect.  It is important that you read this guide and follow it. If you have any queries about the information provided in this policy, please speak to your manager.

The purpose of the probationary period

The purpose of the probationary period is for English Rural to establish your suitability for the post.  It is, in effect, a trial period.  However, it is also an opportunity for you to decide whether the job is suitable for you.

During your probationary period, you will be provided with a greater level of support than would be the case with established employees. This support will help you to understand the demands of the post in more detail and therefore should assist you and us to establish your suitability for the post.

Duration of the probationary period

The length of your probationary period will be stated on your employment contract. If you are unsure of the length of your probationary period, please speak to your manager.

Supervision and Support

During your probationary period, your manager will:

• Ensure an induction program is set up for you;

• Provide supervision via observation, receiving feedback from others, monitoring the quality of work and regular supervision meetings.  These activities provide the opportunity to identify areas where you demonstrate strengths, as well as those that need to improve, and, identifying training and development needs;

• Arrange at least one formal review meeting.

The following information will be kept on your personal file:

• A copy of all the supervision notes which will include a record of any areas of concern and improvements that needs to be made;

• A note of any development opportunities which you have taken part in;

• A note of any development opportunities which you have been offered, but have either refused, or failed to attend;

• A note of any support or guidance given which is in addition to the formal supervision offered.  For example, the provision of a mentor or nominated ‘buddy’;

• A record of absence from work for sickness or other reasons.

Supervision sessions

These meetings are an opportunity for you and your manager to discuss your progress. That is to say the things that have gone well as well as those that could have been better.  These meetings are an opportunity for you to request specific support or discuss any areas of concern about the work or how you are settling in.  It is important therefore that you give thought to these sessions in advance and come prepared with examples of what you think you have done well and what you think you could have done better. Your manager may also explore further training or other development activities that may help support you through the probationary period.

Formal reviews

Your manager will arrange at least one formal review of the probationary period, which is in addition to the supervision sessions. This will normally take place shortly before the end of your probationary period.  Your manager may decide to hold this meeting earlier than that, especially if there are particular issues or concerns to discuss.

Occasionally a newly appointed member of staff may feel that the job is not for them. This may be the result of either work, domestic or personal reasons. Whatever the reason, if you are having second thoughts, we urge you to talk to your manager. Our aim is to be supportive and where possible provide a reasonable level of practical support and assistance.

Absences

You are expected to have a good attendance record and a poor level of attendance will be taken into account when reviewing your probationary period and may well result in not confirming you in post.  However, individual circumstances will be taken into account and a poor attendance record will not automatically lead to non-confirmation.

Performance during Probationary Period

English Rural strives to ensure that the recruitment and selection procedures ensure that the right candidate is appointed to a post. It is rare therefore that a new member of staff fails to establish their suitability during the probationary period. Your manager may believe that you need to make significant progress in order to demonstrate your suitability for the position.  

Where this is the case, your manager will explain the areas where progress is expected, the level of progress required as well as when the progress is expected to be demonstrated. Your manager will also agree what support, if any, is reasonable to provide in the circumstances, to help achieve the required progress. In the vast majority of cases, this is all that is needed to put performance back on track and you can then establish your suitability and be confirmed in post.  If during or at the end of the probationary period, your manager continues to have concern regarding your suitability, or where a lack of capability is so manifest that a decision to dismiss needs to be taken, the Disciplinary Policy will be used.

Successful completion of the probationary period

If your manager is happy with your suitability for the role, they will write to you and confirm that you have passed your probationary period and are confirmed in post.

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