Parish Council
For Downloadable PDF Version of Training & Development Policy Click Here
The following Training and Development policy has been compiled with guidance from the National Association of Local Councils (2019) for the use of Sticklepath Parish council.
This purpose of this policy is to set out Sticklepath Parish Council’s position on the provision of training and development opportunities for councillors and the Clerk. It applies to all councillors and the Clerk, whether paid or unpaid, full or part time, temporary or fixed term.
Training and development needs will be identified from a variety of sources:
In addition, the Parish council will encourage each other to identify their own learning styles and will seek to provide a wide variety of learning and training methods, including:
A number of factors will be taken into account when assessing a request from an individual. This policy provides one element of the decision-making process. Other factors will include availability of finance.
In order to ensure that the council can consistently evaluate requests, training and development opportunities have been organised into three categories according to the degree of importance each intervention has for different roles.
The three categories are as follows:
Mandatory training is legally required for the post-holder, or a qualification deemed to be so fundamental to the role, that the Parish council makes it a mandatory requirement. Any mandatory training or qualifications are to be stated on the job description. For mandatory qualifications, it is unlikely that an applicant would be recruited without having previously attained the qualification. Where a qualification becomes mandatory for the role, the council will provide reasonable assistance for the employee to attain the qualification (see the section on Guidance for Support below).
Some mandatory training may be specific to a particular job role whilst other training may be a generic requirement. Examples of mandatory training include:
Generic training
Desirable training is not legally required for the post, but it is directly relevant to the individual’s job. Any desirable training or qualifications are to be stated on the job description.
For desirable qualifications or training, an individual may be recruited without having previously attained the qualification or undergone the training but may be expected to attain the qualification within a defined period of time. The need for training may also be identified through one-to-one meetings or annual appraisals. A desirable qualification is likely to enhance the skills and reputation of the council. Examples may include:
Job specific
An optional qualification or optional training may not be directly linked to the individual’s current job. Optional training or development is generally more beneficial to the individual’s career than it is for the council.
Personal development aimed at developing the skills or knowledge of an individual in order to provide a successor for an existing job is deemed to be optional. However, depending on the circumstances, training for succession may be ‘desirable’.
Job specific
Support for qualifications, training and personal development can include financial assistance towards the cost of tuition, examinations and resource materials in addition to half / day release and time off for study leave and taking the examination. Any financial and non-financial support to training and development is entirely at the discretion of the parish council.
Any financial support will always be conditional upon the councillor’s agreement to either a full or partial repayment of the financial support provided. The parish council reserves the right to reclaim financial support where the councillor
Where individual requires study leave to undertake mandatory training, they will be able to take all the leave within normal working hours.
Where individuals require study leave to undertake study which is not mandatory but part of the individual’s formal continuous professional development, the parish council will contribute up to 50% of study leave time, to a maximum of 3 days per annum.
Where individuals require study leave to undertake training which is not mandatory but part of the individual’s desire for development, the parish council will contribute up to 3 days study leave per annum for courses which are directly related to the individual’s role.
Time off for study leave must be approved in advance. To make a request the individual is asked to write to the Clerk or Chairman of the Parish Council.
No study leave will be granted where individuals undertake study which is not required for their role, or not directly related to their role.
Date of policy: December 2022
Approving committee: Sticklepath Parish Council
Date of committee meeting:5th December 2022.
Policy version reference: 01
Policy effective from: 6th December 2022
Date for next review: December 2025
— policy ends here —
Notes
If the council adopts Green Book terms and conditions of employment, staff attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as fulltime employees.
The “Being a good employer guide” provides comprehensive advice and guidance around training and development, including what a policy might contain; identifying training needs, as well as information and guidance on appraisal.
Important notice
This is an example of an employment policy designed for a small council adhering to statutory minimum requirements and does not constitute legal advice. As with all policies it is consistent with terms and conditions of employment.
This document was written with guidance from the National Association of Local Councils (NALC), 2019 for the purpose of Sticklepath Parish Council. Every effort has been made to ensure that the contents of this document are correct at time of publication. Sticklepath Parish Council and the NALC cannot accept responsibility for errors, omissions and changes to information after publication.