Learning and Development Policy

1. Purpose
This policy sets out how Monitor will manage learning and development in a consistent and fair manner.
Monitor believes everyone’s performance to be critical in building and maintaining a high performing
organisation.

2. Scope
This policy applies to full time and part time employees on a substantive contract or fixed term contract and
to associated persons such as secondees. Only essential training necessary for fulfilling job criteria will be
considered during a staff member’s probationary period.

3. Policy statement
All employees are entitled to:

ƒ equal opportunities in all aspects of their development;

ƒ an induction into their job, their team and the organisation;
ƒ an explanation of the direction and the objectives of the organisation;
ƒ clear and measurable objectives for their performance at work;
ƒ a twice yearly review of their performance;
ƒ a manager who is committed to staff development;
ƒ coaching to enhance learning, development and career progression

4. Objectives of learning and development

All learning and development activities have clearly stated learning objectives and the primary objective of
those activities within Monitor is to:

ƒ support the organisation in achieving its corporate plan;

ƒ support the employee’s skill development to enable effectiveness and satisfaction in their role;
ƒ support the development of employees to enable career progression both internally and
externally;
ƒ reflect the learning objectives stated in the individual’s personal development plan (PDP);
ƒ support The Deal – by providing i) opportunities to develop and learn and ii) support and coaching
from colleagues and managers.

5. The Deal and learning and development

The Deal forms an integral part of the performance management system at Monitor. As stated in The Deal,
Monitor will provide:

ƒ opportunities to develop and learn;

ƒ support and coaching from colleagues and managers.

6. Line management and individual roles and responsibilities

The Senior Management Team bears the primary responsibility for implementing this learning and
development policy, by ensuring staff are given the necessary opportunities to undertake appropriate
learning and development activities. In line with the Deal, managers and staff should discuss, agree and
evaluate learning and development interventions as follows:

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 Organisational Level Directorate/Team Individual Level
Level
Role: Line Manager
• Live the Deal by proactively helping • Identify and analyse • Recommend /authorise
in developing and delivering directorate development staff development
Monitor’s business plan through needs opportunities
skilled and knowledgeable staff
• Provide opportunities to • Arrange and attend the pre
• Ensure all development links to develop and learn and post course
achievement of corporate plan development meetings to
• Evaluate the
discuss achievement of
• Act as role model effectiveness of staff
learning objectives and
development approach
• Provide opportunities to develop transfer /application of
and learn • Act as coach for knowledge, skill or
directorate behaviour into the
workplace
• Act as role model
• Provide on going coaching

Role: Individual
• Develop in line with Personal • Transfer new skill, • Identify development
Development Plan knowledge or behaviour needs
into the workplace in
• Live The Deal by demonstrating • Proactively seek
appropriate way and
ownership of career and willingness opportunities to upgrade
timescale
to develop and learn knowledge, skills and
• Share knowledge and skill behaviours required in
with others current position
• Ensure pre and post
course development
meetings with manager are
booked and attended
• Evaluate effectiveness of
learning and development
.
7. The role of Human Resources
The Human Resources team provides specialist support to managers in the development of their staff. The
Learning and Development Manager will:

ƒ assist with the identification of learning and development needs;

ƒ implement and monitor the Corporate Training Plan;
ƒ develop and design learning and development activities;
ƒ source suppliers for learning and development activities and evaluate appropriately

Managers must ensure that HR is informed of all development activity undertaken by staff so information
regarding equal opportunities can be reported to the Senior Management Team and The Board.

8. Identifying needs
Training needs will be identified and determined by self assessment, by line managers and by the
organisation. With the support of the Learning and Development Manager and in discussion with the line
manager, these needs will be recorded on a personal development plan (PDP). When a learning or
development activity is needed, even if already recorded on a PDP, a Learning Request Form (Appendix A)
must be completed and forwarded to the People Development Manager.

Monitor recognises that many staff are highly skilled and professionally qualified, therefore will have a need
for continuous professional development (CPD). Monitor will assist in supporting those needs.

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9. Solutions
Most effective learning happens at work. Consequently Monitor is committed to supporting a wide range of
learning methods including coaching, e-learning, secondments and project work. Traditional solutions such
as training courses, seminars, workshops and conferences will also be made available. When looking for a
learning solution, learning styles and preferences will always be taken into account.

10. Funding and budgets

A central budget is held by HR for all Learning and Organisational Development activities. All purchase
orders and invoices relating to such activities are raised and submitted by the Learning and Development
manager. Each activity is recorded under a directorate to ensure that, at a glance, each directorate is
receiving its fair share of development investment throughout the year.

What will be funded?

ƒ Activities and programmes designed to meet organisational needs will be 100% funded both in
terms of fees and time off work to attend workshops and exams;
ƒ 100% financial support will be provided for the individual undertaking professional studies linked to
agreed Personal Development Plans, for example qualification to a professional body that will
enhance organisational and individual performance;
ƒ 100% of professional membership subscriptions will be paid where it is a requirement of the job
role. Monitor will reimburse one subscription annually only (Please use form attached at Appendix B
for reimbursement purposes);
ƒ activities assisting with required CPD;
ƒ activities that are desirable but not essential, but that will be mutually beneficial to the individual and
the organisation, eg further qualification. Approval for these activities is discretionary and will be
decided with support from line manager in conjunction with HR; final approval will be required from
the relevant director
ƒ reasonable costs associated with attending a learning and development activity in line with the
General Business Expenses Policy

What will not be funded?

ƒ activities and programmes that do not link with an agreed PDP
ƒ activities and programmes that do not proactively help in developing and delivering Monitors
corporate plan

Repayment of costs
Monitor will not require staff to repay costs for learning and development activities and formal
studies that meet the needs of the organisation or are required for the job role.
In other cases where activities have been desirable but not essential, but have some mutual benefit
to the individual and the organisation, the following applies:
ƒ 100% of costs repaid if leaving the organisation within 3 months of completing the activity
ƒ 75% of costs repaid if leaving the organisation within 6 months of completing the activity

Time off for study leave/revision/exams

The following provisions will be made:
ƒ time off to attend workshops or complete distance learning materials will be given if the learning
activity is to meet an organisational and essential need. This must be discussed and agreed by the
line manager;
ƒ a maximum of two days will be available to attend workshops or complete distance learning
materials for learning activities that are for mutual benefit. This must be discussed and agreed by
the line manager and organisational needs must be taken into account when allowing time off;
ƒ where studies are supported by Monitor a maximum of two study days/revision days will be
available for staff sitting exams (pro rata if not a full sitting). Time off with pay will be granted for the
sitting of exams;
ƒ payment for re sits of professional/formal exams will be paid for by the member of staff.

It is essential that any exam results are forwarded via the line manager to HR both to ensure continued
sponsorship and to update relevant training records.

This policy came into operation in September 2006, was reviewed in October 2007 and again in April 2008.

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APPENDIX A

Learning request form

Having discussed and agreed your development need with your line manager please complete this
request and return to the People Development Manager.

Name: Role:

Company or provider: Cost (if known):

Activity / Course: Date of activity:

How does this learning or development activity link to your personal development plan?

Please detail 2-4 learning objective/s for this learning or development activity? (State
measurable/observable outcomes)
ƒ
ƒ
ƒ
ƒ

Signature: Date:

Learning activity agreed or declined: Reason:

Line Manager signature: Date:

Budget holder’s signature: Date:

For HR use only Date:

Intervention booked and training plan
updated
Signed:

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Roles and responsibilities
To help ensure most value from each learning and development activity, please take a moment
to review some of your related roles and responsibilities:

Manager Learner Learning & development

ƒ Be available for ƒ Familiarise with ƒ Design/source learning
pre activity course content and and development activity
Before discussion objectives to suit
ƒ Set date for post ƒ Complete any pre- learners/organisations
activity course work in a needs
discussion timely fashion ƒ Ensure all learners have
ƒ Arrange pre and joining instructions for
post activity each activity
discussions ƒ Be available for
ƒ Clear your diary consultation
and communicate
attendance to
team/manager
ƒ Provide support, ƒ Identify ways to ƒ Encourage maximum
encouragement apply the new skills participation and learning
During and cover to to the work place from all
ensure learner ƒ Practise the skills ƒ Be available for
attendance to perform them consultation
confidently ƒ Provide structured
ƒ Gain feedback from feedback to all learners if
trainer and other appropriate
learners ƒ Work with learners to build
ƒ Complete/update action driven development
personal plans
development plan
ƒ Be available for ƒ Complete post ƒ Be available for coaching
post activity course evaluation ƒ Review learners evaluation
After discussions ƒ Take actions to and feedback and
ƒ Take time to transfer skills implement changes to
provide ƒ Follow up with line activity as required
feedback and manager ƒ Carry out structured
coach ƒ Review personal assessment of learner and
ƒ Identify development plan provided feedback if
opportunities for regularly appropriate
further
development

As always, if you have any questions, queries or suggestions please contact the People Development
Manager or any member of the HR team.

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APPENDIX B

Application for reimbursement of professional fees

PLEASE TYPE/WRITE CLEARLY IN BLOCK CAPITALS

PERSONAL DETAILS

Full name: …………………………………………………………………………………

Directorate: ………………………………………………………………………………….

Telephone number/extension: ………………………………………………………...

DETAILS

Professional Body: ………………………………………………………………………

Membership Status: ……………………………………………………………………..

Membership Number: ……………………………………………………………………

Period of Membership: …………………………………………………………………

Cost of Annual Membership Subscription: £………………………………………………

RECEIPT MUST BE ATTACHED

Signed: …………………………………………………………………………………….

Date: ………………………………………………………………………………………...

Authorised by Line Manager/Director: …………………………………………………

Date: ……..………………………………………………………………………………….

Please send or email this form to Finance with a copy to Human Resources

FOR FINANCE/HUMAN RESOURCES USE ONLY

Appointment details checked Employee No: …………………………..

Input by: …………………………………………….. Date: ……../……../………

Authorised by: ……………………………………. Date: ……../……../………

Paid by: …………………………………………….. Date: ……../……./……….