Training and Development Policy
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Signed: 06 May 2025
To be reviewed: May 2027
Our approach to training and development
BDEF CIO is fully committed to the continuous development of our staff, in the same way as we continuously develop our organisation. As well as providing inhouse training for all staff, continuous development will be achieved by helping all staff identify and meet their own work-related development needs.
To do this, through staff supervision, management check ins, annual reviews, team meetings and regular opportunities for self-reflection and feedback, we will:
- Ensure that staff have a level of knowledge and skill to fully perform their role(s).
- Encourage staff to develop within their current role(s) by setting goals, taking on new challenges and accessing training.
- Recognise and celebrate staff development (utilising it wherever possible).
- Create a learning culture by providing opportunities for reflection and learning.
Equal opportunities
All staff are entitled to, and can expect to receive, the training they need to carry out their current roles. BDEF CIO’s main priority will be towards jobrelated and statutory training, but we will also encourage individuals to undertake personal and professional development training.
This may entail taking professional qualifications; undertaking research into a particular field of interest or experiencing a particular aspect of another job in order to gain an insight into the role and fuller understanding of the work.
Training should not be viewed purely as “attending a training course”. There are a variety of different methods that can be used to help train and develop individuals. For example, using open learning materials; e-learning; and reading literature, to name but a few.
Decisions relating to training and development should be made fairly and consistently, and equality of opportunity should be provided for all staff in this area.
Shared responsibilities
BDEF CIO recognises the need for everyone to learn and develop their skills on a continuous basis and will support individuals to help them achieve this.
Equally, BDEF CIO expects individuals to take on responsibility for their own self-development. For example, identifying suitable training activities (with the help of peers or management) and adopting a flexible and positive approach to any training and development that is identified with them.
Planning your training
During supervision between the employee and their line manager there will be frequent discussions to identify training needs. In annual reviews and staff surveys, workers can further discuss their training needs with their peers and this can then inform and update any training plans as an organisation.
Budget allowance
There is a training and development budget allocated each year for training and development. The budget amounts are set each year as part of the annual budget, and each employee can expect to receive an equal portion of the training budget for individual training needs.
Training budget allocations will be proportionate to each employee’s working hours, and budget use will be monitored to ensure fairness and transparency. Staff will be aware of their allowance through supervision sessions.
Reasonable travel costs can be paid for out of the training budget (i.e. UK based overland travel on public transport or private car).
Identifying and applying for training
Identifying training
You may identify relevant training opportunities based on your development goals you’ve identified in your supervision or review meetings.
However, if you’d like support to identify trainings that could help your development, ask your line management.
Applying for training
Where possible, training will be made accessible in terms of format, location, and timing to meet the access needs of staff and trustees.
If you’ve identified a training you want to attend, firstly consult your line management for sign off and/or authorisation.
They will then let you know whether you will be able to attend the training.
If approved, you should share the training dates you’ll be away from work in a team meeting so that other team members can raise any concerns over dates. This will also be an opportunity for other team members to identify their interest in the training.
When talking with your line management, it is helpful if you can tell them:
- How this training will support your development
- Why this training offers good value for money compared to other similar trainings
- Any other reasons you chose this training (e.g. recommendations, reviews)
Your line management will consent to the training unless they have critical concerns, for example that the training is not in line with the development goals identified through your review; poor value for money; in conflict with BDEF CIO’s aims and values etc.
However, they will talk the decision through with you and see if you can find a way to address any critical concerns.
Your line management will log trainings. They will also review the training effectiveness through supervision to ensure it meets development goals.
It’s staff members’ responsibility to make sure that colleagues are aware of the time and dates they’ll be away.
It’s also great if you want to share any learnings or reflections from your training. There is a shared resource folder to feature short write-ups of trainings undertaken alongside scheduled “learning shares” in monthly team meetings. This can help encourage others to take time away from work to attend trainings as well as share learnings that you want to bring back to the team or integrate into your ongoing practice.
In some cases, it may be appropriate for staff members to contribute to the cost of specific training events, equipment and/or courses. In these situations, we will work in collaboration between the worker and management to agree fair and reasonable arrangements.
Expenses
All training must be logged and necessary receipts must be promptly provided to the Senior Admin, Communications and Finance Admin worker. Failure to do so will result in the staff member bearing the sum of any unverified costs.
Trustee Training and Development
The training offered to trustees will use the principles outlined in this policy (Equal Opportunities and Share Responsibilities) but will be managed via BDEF CIO Co-Chairs of the Trustee Board.
Any potential trainings that trustees would like to request to go on to aid their role as a trustee will follow the same process as outlined to staff but being submitted to the Co-Chairs at [email protected] or raised at the monthly trustee meeting.
The training and development budget includes trustee’s training and development within it in addition to staff.
Versions
There is an Easy Read version of this document in development. When it is finalised and signed off, it will be linked to here.
Review
This statement shall be reviewed every 2 years upon its adoption. An earlier review may take place if:
- We approve a proposal that changes the policy
- There’s a change to the organisation that will change the policy
- There’s a change in the law that affects the policy