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1 Policy Statement

[Your Company Name] (hereinafter referred to as the “Company”) understands that the training and continuous professional development of its employees is crucial to the success of the business, to better serve our customers, and to ensure regulatory, statutory and legal compliance with the relevant rules and laws.

We are committed to providing our employees with a comprehensive and relevant training program which supports them from their initial induction, throughout their employment with the Company. We equip our employees with the knowledge, experience and skills to carry out their role effectively and adequately and ensure that they have access to the appropriate resources, training and guidance for understand any laws, regulations and codes of conducts under which the Company has obligations.

The Company are committed to investing in our employees and provide access to a wide range of learning, development and training opportunities which enable and encourage role suitably, confidence and the ability to develop skills and talents that match the right employee with the right role.

2 Purpose

The purpose of this policy is to ensure that the Company provide an adequate, relevant and supportive program of training and development for all employee’s and that any such training is readily available and fit for purpose.

Where we have obligations under laws, regulations and/or codes of conduct, all employees are provided with extensive training programs, mentoring and access to continual support and resources with the aim of ensuring adherence to, and compliance with, such requirements.

The Company’s training and development program provides a fair and systematic approach to training which also offers multiple benefits to employee’s during their employment with the Company. Training and resources are accessible to all employees, regardless of position, contract type or job role.

We are committed to ensuring that all employees are suitable for their role and that customers can engage with helpful, knowledgeable and skilled staff who can meet their needs and demands. This policy covers our overall training objectives and controls for all learning and development area.

3 Scope

This policy applies to all staff within the Company (meaning permanent, fixed term, and temporary staff, any third-party representatives or sub-contractors, agency workers, volunteers, interns and agents engaged with the Company in the UK or overseas). Adherence to this policy is mandatory and non-compliance could lead to disciplinary action.

4 Objectives

The Company has defined clear objectives for training and development as below: –

  • To ensure that all staff are equipped with the skills, knowledge and competency to perform their job role and comply with any regulatory and legal requirements
  • To support staff in their job role and to provide them with confidence when performing tasks
  • To aid staff development and to enable them to achieve their work objectives
  • To comply with regulatory requirements under the relevant laws, regulations and codes of conduct as applicable to the Company
  • To instil confidence and provide a high level of service to our clients and customers
  • To benefit the Company and create an effective and efficient working environment
  • To offer staff development opportunities and the ability to progress within the Company
  • To undertake frequent employee and department analysis to identify training needs
  • To offer equal opportunities with the Company
  • To increase motivation and job satisfaction for all employees and to enhance staff retention

5 Approach to Training

The Company have implemented a structured and flexible training and development program, which has been designed to help employees become more effective and confident in their role and to promote best practice and idea sharing within the organisation. By assessing, improving, updating and refining employee knowledge, skills and understanding, the Company recognises the benefit to both individual and company.

Our approach to training and development is multi-faceted, with activities including: –

  • Internal workshops and training sessions
  • External courses and training
  • Coaching and mentoring
  • Support groups and peer-to-peer learning
  • Assessments and gap analysis
  • Conferences and seminars
  • Work shadowing and cross-department learning
  • [Add/delete as applicable]

The Company understands that training and development is a continuous process and in certain legal and regulatory areas, it is essential to stay ahead of any changes and developments and to ensure that staff are up to date in their knowledge and skills. We allocate ample resources, support and funding for training and development endeavours and have a dedicated Training Officer who is responsible for the oversight of management and employee training needs, course allocation and gap analysis.

5.1 Induction Training

The Company provide all new starters with a comprehensive training program which aims to provide support, skills and knowledge for performing their own individual job roles, for meeting business standards and objectives and for understand and complying with all regulatory, statutory and legal requirements.

All induction training sessions include employee assessments to ensure that staff are competent in their role and training delivery and materials are assessed using feedback forms to ensure the success, relevance and adequacy of the training provided.

Induction training is provided in the first [1/2/4 weeks] of an employee starting with the Company and competency assessments are carried out prior to an employee starting their role.

The Company induction training program consists of: –

  • Data Protection, GDPR Principles, Handling Personal Data, Data Subjects Rights, Controller & Processor Obligations, Disclosures & Transfers, Processing Activities, Data Retention, Data Breaches & DPIA’s
  • Information & Physical Security (inc. Confidentiality)
  • Treating Customers Fairly
  • Vulnerable Customers
  • Risk Assessment & Management
  • Complaint Handling
  • Job Role Procedures & Expectations
  • Health & Safety & Fire Protocols
  • Anti-Money Laundering, Anti-Bribery, Corruption & Fraud & Whistleblowing
  • Generic Induction Requirements (inc. appraisal, performance reviews, reporting lines, organisation chart & structure, lunch/break times etc)
  • Conduct Rules Training (where applicable to SM&CR Roles)
  • [Add/delete as applicable]

5.2 Ongoing Training

The Company offer a comprehensive training and development program in addition to the standard induction training (which is re-covered on a rolling basis). The areas detailed in our induction program are scheduled on our rolling training sessions for all staff and are carried out on a [monthly/quarterly/annual] basis (or sooner where there have been regulatory, legal or contractual changes in any area).

We have a dedicated Management & Leadership program which provides current and potential supervisors and managers with training, support and coaching. This program is supported through in-house and external providers, with all learning styles being considered and carefully catered to.

Our Management & Leadership program encompasses the below tools and provisions: –

  • Training Workshops & Sessions
  • Courses & Qualifications (NVQ’s, Diplomas etc)
  • One-2-One Coaching
  • PowerPoint Presentations
  • Quizzes & Assessments
  • Team & Manager Meetings
  • Appraisals and Performance Reviews
  • Peer-to-Peer Mentoring
  • Discussion Forums
  • Seminars
  • Web Based Learning
  • Intranet
  • [Add/delete as applicable]

6 Guidelines & Procedures

 [If you already have existing training procedures insert them here, otherwise you can adopt the below procedures using the forms included in this pack.]

6.1 Training Needs Assessment

The Company frequently assesses the competence and training needs of its employees and provides additional training, learning opportunities and support where need or gaps are identified. The procedure for assessing the training needs of our employees is: –

  • On a quarterly basis, the Training Officer sends out a list of the available training courses, workshops and programs and asks all employees to identify which courses they would like to attend (with reasons applicable to their job role), as well as advising of any areas where the employee feels extra training or skills are required. The assessment form is returned to direct line managers by a specified date
  • Staff are allocated sufficient time away from usual business activities to complete the form with their perceived training needs and requirements
  • The form is returned to the Line Manager who assesses the requirements and adds accompanying notes based on their opinion of each employee’s requirements and gaps, with the form being returned to the Training Officer on completion
  • The Training Officer compiles the training needs of all employees and reports the requirements and assessment data to senior management
  • The approved training is noted on the Training Development Log which records the training needs of the whole company, along with skills requirements and sourced training
  • Training is sourced, and dates allocated on the Training Development Log and staff are notified of upcoming training dates and venues
  • Any training identified but not approved is discussed with the employee and reasons for declining the training are given
  • The Training Officer provides copies of the Training Development Log to the Senior Management and the Directors on a quarterly basis

6.2 Training Records

Every employee has an individual training record which details all the internal and external training received in relation to their job role and the regulatory requirements expected of the Company. Keeping training records is an important part of our training program as it ensures an audit log and enables the Training Officer to easily identity any gaps in training.

  • Each employee is provided with a training file during their induction period
  • The training file is maintained by the employee; however, it is also assessed by the Line Manager and Training Officer to ensure procedures are being followed and the file is complete
  • An Employee Training Record is kept at the front of the Training File to record all training received
  • Within 2 days of any training being completed, the employee must record the training on their Employee Training Record and have it authorised by the Line Manager
  • Within 2 days of receiving any training, a Training Evaluation Form must be completed – the original is to be returned to the Training Officer and a copy to be filed in the Training File

6.3 Training Evaluation

The Company ensures that all training provided to staff, whether in-house or external is evaluated post-delivery to ensure that it has met the training needs and objectives and that the trainee feels that they have obtained the necessary information, skills and knowledge from the training.

It also enables the Senior Management and Training Officer to assess the delivery method, skills, competency and ability of the trainer, both in-house and external, aiding in decision making for future training delivery. The Training Evaluation Form is to be completed by all trainees after every training session, regardless of topic or duration, and can be completed anonymously.

Employees are advised of the following information during induction and prior to attending internal or external training: –

  • Prior to attending any training, a Training Assessment Form is to be obtained from the Training Officer
  • Within 2 days of receiving any training, the Training Evaluation Form must be completed and returned to the Training Officer (anonymously is desired)

6.4 Training Program

[Training programs are specific to each organisation, so it is important that you provide details and procedures for your employee training program, including frequency, format, scheduling, responsibilities and how any assessment and feedback is disseminated.]

7 Training Officer

The Company has a dedicated Training Officer who is responsible for the training and development program of all employees. The Training Officer acts independently in their role and is provided with adequate resources, funds and accessibility to complete their role in an unbiased and fair manner.

Line Managers work alongside the Training Officer and are responsible for assisting employees in assessing and identifying their learning needs and for ensuring that skill reviews are completed on a regular basis.

The Training Officer’s role includes: –

  • The facilitation of the training and development of all employees
  • The provision of the tools and resources required to support training and development
  • Assessment and identification of training needs and skills gaps
  • Sourcing training, development, and mentoring opportunities
  • Providing advice and support to employees regarding their training needs and requirements, as well as role and job development and progression
  • Coordinating the delivery of training and development activities
  • Organising and communicating with external training providers
  • Responsibility and management of the training and development budget
  • Records management regarding employee training and development
  • Providing feedback to providers, managers and employees on training adequacy, effectiveness, and delivery to improve training and development access

8 Equal Opportunities

The Company is committed to equal opportunities in the workplace and ensuring equality through all learning opportunities. No employee will ever be excluded from or denied access to training and development on the grounds of gender, sexual orientation, family status, religion, disability, age, race or any other belief, membership or personal choice. Please refer to our Equal Opportunities Policy for more information.

9 Responsibilities

The Company ensures that all staff are provided with the time, resources and support to learn, understand and implement any training and skills. Assessments are carried out by the Training Officer and Line Mangers to ensure employees have the training that they need, and that training evaluations take place frequently to assess the method, usefulness, relevance and adequacy of any training, ensuring that it is relevant and fit for purpose.

The Training Officer is responsible for the overall Training Program and supporting procedures and controls; however, direct managers are expected to assess, support and mentor their employees and to assist the Training Officer in their role, to ensure that all training needs are met.