Staff Development Policy
Staff Development at Blunt & Brave Ltd supports staff in developing the skills, behaviour, and knowledge they need to achieve the objectives of their role and to enable them to respond flexibly to the demands placed upon them by internal and external change and development.
All staff at Blunt & Brave Ltd should also be engaged in continuous learning to enhance their performance in their current roles.
How staff are supported in this:
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One of the main ways for staff to identify their learning and development needs is through the Staff Review and Development Scheme (SRDS), which all staff are expected to participate in on an annual basis.
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There are a number of internal suppliers of staff development, and these should be given priority over external providers when considering development options. This applies to staff undertaking degree programmes as well as for short courses. Some internal provision may be chargeable back to the individual’s department; this will be made clear at the time of booking.
Key Principles:
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Staff have primary responsibility for their own development. Your line manager, Head of Department, management team and the Executive Board also have responsibilities associated with making learning opportunities available that support Blunt & Brave’s objectives.
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We actively promote equality of access to learning opportunities, and all staff should have access to development which either:
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Enables them to increase their knowledge and contribute more effectively in relation to their current role and against current objectives; or
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Helps them to be more effective in their role by building personal and interpersonal skills as part of their personal and career development
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For the purposes of this policy, staff development is any learning activity undertaken by individuals, teams, departments or organisations to improve and update their skills, knowledge and abilities as they relate to the workplace and from which added value can be ascertained. It is by definition a dynamic and evolving process and is not only achieved through formal provision such as courses but also by other methods such as conferences, mentoring, collaboration, job shadowing, private study, experience and reflection.
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There may be occasions where staff are mandated to attend training / development, where their line manager or department feel that this is in both the best interests of the individual and of the institution.