3.2.1 Continuum Group Training Strategy

Contents

1. Provision of Training
2. Organisational Statement
3. Training and Development Strategy
4. Trainers and Facilitators
5. Training Principles
6. The Purpose of Staff Development and Training
7. Staff Support System Training and Development
8. Training Code of Practice
9. Advantages of a Well-trained Workforce

1. Provision of Training

Induction/NVQ

Continuum currently supports care Staff through their Induction (see Induction policy) and NVQ Award Programmes. The induction is completed within the first 3 months of a new employee being in post, the NVQ Award commencing three months from their start date.

Facilitated in the workplace by experienced practitioners and Managers, this process has proven itself effective in allowing new Staff a much needed opportunity for learning and reflection, and is complemented by additional more formal learning opportunities in the 'training' environment.

Internal Course Guidelines

In House Training Programme

This programme offers the Statutory and ‘Core’ Training required by an organisation of this type, underpinned and driven by National Minimum Standards, current trends in practice and Government drivers.

Courses are available at no cost to all employees, both full time and part time. The delegate workplace is responsible for supporting the cost of Staff cover, delegate travel and expenses.

All internal training courses will run by set guidelines

If at two weeks prior to the course, there are too few nominations; requests for more nominations will be submitted to the home Managers.  After three days the course will be reviewed and if the numbers are still too low, a decision will be made as to the viability of the course.

If at two weeks prior to the course there are sufficient numbers, then all Staff members on the course will receive a reminder/confirmation letter. 

It is the Staff members responsibility to attend the training course.  If they are unable to attend the training course they must notify the training department immediately.

If the training department is not informed about a Staff members’ non attendance or the Staff member cannot offer a valid reason, then they will be issued with a warning letter.

These caution letters will be kept on their personnel file and will be used in conjunction with the ‘three cautions’ system.  This means that after the issue of the third caution letter the Staff members’ employment with the company may be terminated.

2. Organisational Statement

Continuum aims, within its resources, to ensure that all Staff are able to carry out their jobs efficiently and with confidence. This document provides guidance to all Managers and Staff on Continuum’s approach to Staff training and development.

3. Training and Development Strategy

Our people are passionate about the work we do and are truly our greatest asset.  They can expect to be nurtured to achieve their own personal and career goals within a culture where people are respected, valued and empowered. 

The ‘Continuum Training & Development Strategy’, offers a range of opportunities for Staff to learn new skills, and enhance existing skills, in order to create a positive service delivery. The programmes provided are intended to encourage greater integration, understanding and exchange of ideas and viewpoints amongst employees across our various care and education services.

4. Trainers and Facilitators

All Trainers and facilitators will be professionally competent and skilled in their role as ‘trainer’.

Trainers who are commissioned to provide courses will have a formal contract and be expected to work within the company ‘Training Code of Practice’, and will need to provide evidence of their ongoing practice development and competence. Regular discussion will take place between the Training and Development Manager and all trainers to evaluate and monitor the effectiveness of programme delivery.

5. Training Principles

The Training Dept. seeks to ensure that the training offered, from planning through to delivery and evaluation, is based on sound principles and standards.

Specifically, the training will seek to:

• Reflect that the welfare of the child is paramount
• Encompass Anti-Oppressive Practice and challenge discrimination.
• Relate clearly to legislation ,company policy and procedures
• Be responsive to change, up to date and rooted in best practice
• Promote inter-agency working
• Be subject to evaluation and review.

The Training and Development Department are committed to provide training on the following basis:

• Courses that are relevant, informative, stimulating and enjoyable
• Courses that are jargon free and take account of adult learning styles
• A supportive and emotionally safe learning environment
• Trainers & facilitators who are professionally competent
• Efficient and courteous administration of all course applications
• High quality pre-course information and handouts.

6. The Purpose of Staff Development and Training

The Training and Development strategy should:

• Enable Staff to be effective in their role by building on and updating existing knowledge and skills
• Enable Staff to apply those skills and knowledge in the workplace
• Enable Staff to achieve professional competence, and contribute to the well being of service users.
• Increase Staff understanding of company objectives, achieving personal and service development needs
• Encourage individuals to take responsibility for their own learning and development
• Enable people to gain promotion and grow within the company
• Meet various legal, statutory, obligations and safety requirements in addition to national projects by releasing staff for training.

Training and Learning is part of a continuous and an ongoing process as new learning builds upon old.

To this end, it is the line Manager’s responsibility, through recruitment, probation, induction, supervision and performance and annual appraisal interviews with individual employees, to assess current performance against the requirements of the job, identify any development and training needs, in conjunction with the Training Department, and prepare and contribute to training plans accordingly.

The training must be effective. Staff should return to the work place with greater skill and increased confidence.

Ultimately, we aim to achieve the following outcomes:

• To meet the requirements of legislation
• To create flexible and responsive Staff teams
• To reduce the volume of disciplinary actions
• To achieve consistently high standards of service delivery

By developing the human potential in the company we believe we can:

• Maximise outcomes for the children and families in our care
• Ensure better Staff retention
• Promote Career opportunities
• Meet external contract requirements

The purpose of Staff development is to:

• Enable Staff to be effective in their jobs as quickly as possible
• Generate appropriate attitudes, skills and knowledge
• Apply those attitudes, skills and knowledge in the workplace
• Increase Staff understanding of Continuum’s overall objectives
• Help individuals improve both their current and future performance
• Encourage individuals to take responsibility for their own learning and development

It is the line Manager’s responsibility, through probation, supervision and performance and annual appraisal interviews with individual employees, to assess current performance against the requirements of the job, identify any training needs, in conjunction with the Training Department, and prepare and contribute to training plans accordingly. Members of Staff should take a full role in such interviews and Managers must clearly establish Continuum training priorities. Individual employees should keep records of their learning including courses undertaken, for their own portfolios. Personnel and Training will also maintain records of training undertaken, especially of health and safety training.

7. Staff Support System Training and Development

1. Central to any individual’s development, is the contribution to learning afforded by their immediate Line Manager. The role and value of the Line Manager in terms of offering the individual opportunity and direction in terms of their development, support, supervision, learning and training requirements should not be underestimated.
2. Similar to (A) is the support offered to individuals via their immediate colleagues within their specific service. Such support, advice and training are often not sufficiently recognised. Peer support is another facet of the company’s strength that requires bringing to the fore and given sufficient recognition that this contribution to both the individual and the company’s success is very important.
3. Beyond (A) and (B) lies a matrix of other support facilities available to Staff, whether via the service line management structure, the Training Department, or other service facilities. These also do, and should, continue to play a crucial role to generate a skilled, flexible workforce that advocates the sharing of skills, ideas and support.

Whatever methods are used, training must be effective to ensure the advantages of a worker attending a course outweigh the costs to the service. They should return to the work place with increased skills, more awareness, and more confidence.

The following outputs should be achieved:

• Meeting the requirements of legislation
• Creating flexible and responsive Staff teams
• Less disciplinary actions

This provides a platform to:

• Achieve consistently high standards of service delivery
• Better service to the individuals we serve

The Continuum Group has ensured  the development of their employees are specific to the Health & Social Care and Education sector  by gaining accreditation with Edxcel and ILM as qualification centers  for the delivery of Care / Education / Management  qualifications which are specific to the needs of the business.

8. Training Code of Practice

Training Principles

The Training Department seeks to ensure that the training offered, from planning through to delivery and evaluation, is based on sound principles and standards. As a member of the Train to Gain- Pledge holders group, Edxcel, ILM and Bild Professional bodies Continuum also adhere to the principles of their codes of practice.

Specifically, the training will seek to:

• Reflect that the welfare of the child is paramount
• Encompass Anti-Oppressive Practice and challenge discrimination.
• Relate clearly to legislation ,company policy and procedures
• Be responsive to change, up to date and rooted in best practice
• Promote inter-agency working
• Be subject to evaluation and review.

The Training and Development Department are committed to providing training on the following basis:

• Courses that are relevant, informative, stimulating and enjoyable
• Courses that are jargon free and take account of adult learning styles
• A supportive and emotionally safe learning environment
• Trainers and facilitators who are professionally competent
• Efficient and courteous administration of all course applications
• High quality pre-course information and handouts.

Minimum Standards:

• Courses will generally have no more than 18 and no less than 6 participants (depending on venue).
• A group agreement will be negotiated at the beginning of each course and will include clarity with regard to discussing issues of a confidential nature, and that such information will not be used or discussed outside the scope of the training. Naturally this position is superseded by any disclosure of a child protection issue which will be handled by usual procedures.
• Wherever possible, venues will be fully accessible and every effort will be made to meet the individual requirements of all delegates.
• When over-subscribed, places will be allocated in such a way that the training maintains a fair representation from all Staff groups.
• Confirmation of places and pre-course information will be sent to all Managers at least two weeks in advance of the course start date. In turn these details should be forwarded to all delegates at least one week in advance of the course.
• Courses will start and finish no later than is stated on course programmes. Delegates should make every effort to arrive on time.
• Delegates will be expected to attend all necessary elements of a course before receiving a certificate of attendance.
• All courses will incorporate appropriate breaks for refreshment and comfort.
• Wherever possible, delivery will utilise a variety of methods according to the principles of participatory learning.
• Courses will be evaluated and reviewed regularly and participant’s feedback will be taken into account in course development.
• Courses will be delivered within an ‘equal opportunities’ framework. Facilitators will be expected to challenge prejudice and actively encourage an awareness of anti-oppressive practice.  This is contained in the hand book and policies and procedures
• Delegates that behave in a manner which is severely disruptive to the group may be asked to leave the course and a report made to their Manager.
• If for any reason delegates are unable to attend a course, they will need to inform the department as soon as possible. Cancellation charges will be incurred as outlined in the confirmation details.
• Any complaints about training will be dealt with via the Training and Development Manager in the first instance and if unresolved will be taken to the Continuum Board of Directors.

9. Advantages of a Well-trained Workforce

By developing the human potential in the company

• Service users are likely to be more satisfied
• Better Staff retention
• Career opportunities
• Satisfaction and the meeting of external contract requirements

Whilst illustrating the above specifics, it is also important to recognise the individuals’ own responsibilities towards their development. Staff are not passive objects to have training pushed upon them, on the contrary, they should play an equal part in identifying their developmental and training needs via the Training Department, their line Managers and company structures.

Training and development within Continuum recognises this two way process of the individual, and the company working collectively.

The purpose of training is to:

• Achieve personal and service development needs
• Build on and update existing knowledge and skills
• Enable people to achieve competence, which contributes to the well being of service users in a quality service.
• Contribute to the achievements of improvement of performance and better quality standards by increasing knowledge, developing skills and reinforcing or changing attitudes.
• Enable people to gain promotion and grow within the company
• Meet legal and/or safety requirements
• Optimise learning within the company
• Ensure best practice

End