Training and development policy
Wycombe District Council is committed to the continuous development of all staff. As an equal opportunity employer we are committed to ensuring open and equal access to all the development opportunities contained in this programme for all staff irrespective of age, disability, gender reassignment, pregnancy and maternity, religion or belief, sex or sexual orientation. The provision of appropriate training and development is key to our success. Training and development contributes to the successful delivery of the council’s priorities.
Furthermore, individual courses contribute to the council’s piorities and Sustainable Community Strategy themes.
Training and development will be the vehicle through which:
- opportunities for staff development are provided
- managers are developed
- the personal effectiveness of all staff is continuously improved
- staff obtain the e-skills needed to utilise technology to its full potential and enhance their personal effectiveness
- officers and managers awareness of their rights and duties under equality legislation is increased
Every individual is responsible for their training and development.
Every manager must support the development of their staff, in line with their service plan and the Sustainable Community Strategy.
Human Resources are responsible for designing and delivering training to meet identified individual needs, as well as designing and delivering a corporate training programme, in line with Sustainable Community Strategy objectives.
Identifying training needs
You and your line manager are responsible for identifying the skills and knowledge that you need to acquire or improve in order to perform your job more effectively, in line with the service plan and the Sustainable Community Strategy.
Training needs can result from any discussion between you and your line manager, as well as from your performance review.
Each course detailed in this training directory has learning outcomes. This spells out what you will be able to do differently back in the workplace. The learning outcomes should form the basis of your objectives for what you want to achieve from attending the course.
At your next performance review, you and your line manager will evaluate the impact of the training on your knowledge and skills. A column in the personal development plan is provided for this purpose.
Cost of training courses
The training programme is based on the principle of open and equal access. Your business unit contributes one annual amount to the training and development programme which in return enables business units to send as many of their staff on training courses as needed.
The advantage to the business unit is that training needs for staff can be met by the programme, subject to availability. As always, training needs must be identified in line with the needs of your key objectives, service plan and Sustainable Community Strategy.
Wycombe District Council has legal responsibilities under the Public Sector Equalities Duty. This includes training managers and staff regarding their role and responsibilities as individuals, council employees and as service providers on behalf of the council. All training courses will therefore be designed with due regard to the above and will make appropriate references to equalities issues. The council will also endeavour to provide specific equality training courses in response to identified training needs.