Lambourn Almshouses: Training and Development Policy
1. Introduction
The Training and Development Policy of The Lambourn Almshouses outlines the commitment to enhancing the skills, knowledge, and performance of all staff, volunteers, and trustees. This policy aims to support individual and organisational growth, ensuring that everyone associated with the charity is equipped to fulfill their roles effectively.
2. Objectives
- To provide relevant and effective training opportunities that align with the charity’s goals and individual development needs.
- To ensure that all staff, volunteers, and trustees have the skills and knowledge necessary to perform their roles efficiently.
- To foster a culture of continuous learning and improvement within the organisation.
3. Scope
This policy applies to all staff, volunteers, and trustees of The Lambourn Almshouses.
4. Training and Development Opportunities
- Induction Training: New staff, volunteers, and trustees will receive comprehensive induction training covering the charity’s mission, values, policies, and procedures.
- Role-Specific Training: Training tailored to the specific requirements of each role, including technical skills, regulatory compliance, and job-specific competencies.
- Personal Development: Opportunities for personal growth, including workshops, seminars, and conferences relevant to individual career goals.
- Leadership and Management Training: Programs designed to develop leadership and management skills for those in or aspiring to supervisory roles.
- Mandatory Training: Essential training required by law or organisational policy, such as safeguarding, health and safety, and data protection.
5. Training Needs Assessment
- Individual Assessments: Regular assessments of individual training needs will be conducted through performance reviews, feedback, and self-assessments.
- Organisational Needs: Training requirements will be evaluated based on organisational goals, changes in legislation, and emerging trends within the sector.
6. Training Delivery
- Internal Training: Delivered by experienced staff, volunteers, or external trainers, as appropriate.
- External Training: Access to external courses, qualifications, and seminars to supplement internal training.
- E-Learning: Online training modules and resources available for flexible learning opportunities.
7. Funding and Resources
- Training Budget: A designated budget will be allocated for training and development activities. Funding will be prioritised based on the relevance and impact of the training.
- Reimbursement: Costs related to external training, such as course fees and travel expenses, may be reimbursed in accordance with the charity’s expense reimbursement policy.
8. Monitoring and Evaluation
- Feedback: Participants will be asked to provide feedback on training programs to assess effectiveness and identify areas for improvement.
- Impact Assessment: Evaluation of how training has impacted performance and contributed to achieving organizational goals.
- Continuous Improvement: Regular review of training and development practices to ensure they remain relevant and effective.
9. Responsibilities
- Managers: Responsible for identifying training needs within their teams, supporting staff development, and ensuring that training opportunities are utilized.
- Staff and Volunteers: Expected to actively participate in training programs, apply new skills and knowledge to their roles, and provide feedback on training received.
- Training Coordinator: Oversees the planning, delivery, and evaluation of training programs, ensuring alignment with organisational needs.
10. Approval
This policy has been approved by the Board of Trustees of The Lambourn Almshouses:
Signature:
Name: Christian Noll
Position: Chair of Trustees
Date: 1 November 2024