Training and Development Policy

The Caldecott Foundation recognises that effective training and development offers benefits to the individual and the organisation as a whole, which ultimately contribute to the achievement of the Foundation's objectives. These benefits include:-

• Higher standards of work performance;
• Greater understanding and appreciation of factors affecting work performance;
• Sharing of ideas and dissemination of good practice;
• Effective management and implementation of change;
• Encouragement of team spirit;
• Increased motivation and job satisfaction for the individual;
• Greater understanding of the integrated working within the Caldecott Foundation.

The Caldecott Foundation aims to ensure that:-

• Its stated objectives are met;
• Each colleague understands what their work role involves;
• Each person is developed to enable them to achieve their work objectives;
• Adults are prepared and equipped to deal with changes in legislation and the Foundation's Strategic Plan;
• Each individual is encouraged to develop their potential, both personally and professionally.
• Lifelong learning is supported and encouraged for all colleagues.

This policy applies to all adults employed by the Foundation.

• Training and development makes The Caldecott Foundation a more effective charity. The continued success depends upon meeting the objectives set by the Board of Trustees and agreed with Local Authorities - care and health and local Education Authorities. This will be achieved through colleagues who are competent in their roles.

• Training and development can be defined as any activity designed to help individuals become more effective at their work by improving, updating or refining their knowledge and skills. It encompasses a range of activities including, for example, involvement in various projects, attendance at training courses, conferences or seminars, visits to other institutions, work shadowing, formal study, coaching and mentoring;
• As part of your duties and responsibilities within your role it is a requirement to participate and successfully complete PRICE Training and related activities'; 
• The Caldecott Foundation believes that training and development is a continuous process. There is an expectation that colleagues will keep abreast of developments within their own area of expertise, and all colleagues are encouraged to undertake development activities throughout their working lives. The Performance Review System allows for specific input from individuals in relation to suggestions for development at least twice a year;
• The Caldecott Foundation's approach to the provision of training and development is to consider the identified development needs and how these should be met. This is in line with an individual professional definition of training and development, and it focuses attention on development activities that add value to the care, health and education of the young people/children who access services within the Caldecott Foundation, enabling all colleagues to meet the strategic objectives;
• The responsibility for identifying training and development needs and carrying out agreed training and development activity is shared between the line manager and colleagues. The Caldecott Foundation will encourage and support appropriate training and development. Reasonable time and financial support may be allocated;
• Line managers are responsible for providing support and guidance in relation to the training and development of those reporting to them, particularly in relation to the identification of training and development needs and making sure that appropriate action can be taken as a result;
• Each colleague is expected and encouraged to take ownership and responsibility for their personal development in relation to their work, within the framework of support provided by the Foundation. This includes analysing one's own skills, aptitudes and potential development needs, as well as having a positive attitude and proactive approach to development;
• The Caldecott Foundation is committed, through its performance review process, to the creation of training and development opportunities for all colleagues, and will work to ensure equality of opportunity across all training and development activities;
• Senior management will monitor and evaluate training and development activity so as to continually learn and improve provision. All colleagues are expected to participate in the evaluation of training and development.

The training and development policy, and accompanying guidance notes (see Training and Development Guidance Notes Procedure) provide a framework within which decisions can be made and supported with regard to the development of individuals and groups within the Caldecott Foundation.