Staff training and development policy

Staff training and development policy

Direct Medics Ltd. 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 the company and its 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:

1. On the job learning / learning from others in the organisation
2. Internal workshops / learning for groups or teams
3. Self-paced learning / open learning books, videos
4. Off-job courses
5. Mentoring

Induction

All new staff will take part in an induction programme including an introduction to all other staff, company targets, equal opportunities policy, working practices and procedures.

Coaching in immediate work processes and tasks and for inducting new staff into the

organisation will be the responsibility of the appropriate member of the management team.

Performance Development Reviews

Individual staff learning needs will be identified with their Team Leader during regular supervision sessions and a six-monthly appraisal process. Collective learning needs may be identified within staff groups or teams and discussed with the appropriate Team Leader.

Each Team Leader has the lead responsibility for the development of their staff, for assessing their learning and development needs and identifying suitable learning methods.

Recording, monitoring and Evaluation

The Recruitment Manager has responsibility for ensuring that a clear procedure is in place for recording, monitoring and evaluating learning activities. Team Leaders will ensure that the procedure is followed for each learning activity.

1. 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;
2. The staff member will complete the learning form with their Team Leader 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 within the Personnel records to provide a clear record of learning for review and evaluation.

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. The company will be sympathetic to requests of this sort, where the learning has a demonstrable relevance to company objectives, and in co-operation with the staff member will seek to provide appropriate support and assistance.

Reimbursement of Learning Costs

Where Direct Medics Ltd. contributes towards enabling an employee to study for a qualification to meet company forward plan commitments, reimbursement of costs by the employee will be required in the following situations:

1. All fees would be reimbursed to direct Medics Ltd. if the employee left during the period of study or did not complete the study programme;
2. 50% of fees would be reimbursed to Direct Medics Ltd. if the employee left within a period of 12 months following completion of the period of study;
3. Monies owed to Direct Medics Ltd. will be deducted from the employee’s salary payment or other money due to the employee.

Time off for learning, reimbursement of travel costs and payment of membership fees will be at the discretion of the Managing Director. Direct Medics Ltd. will not usually contribute to the costs of textbooks.