Training and Development

We have a lead officer for training and development and an in-house training programme is organised every year.

All staff have access to their training schedule online and can see courses other staff have attended to help them identify colleagues that may have up to date information/course material.

All staff have access to relevant journals and online materials.

The training and development needs are identified as part of the appraisal process.

Before attending training staff must identify the purpose of the course against the Service Plan and following attendance at the training evaluation is carried out with the manager within three months either at 1-2-1 meetings or at appraisals.

Feedback of any training is given at team meetings and to Legal Management Team and there is a target minimum 16 hours formal training for each member of staff.

There is budgetary provision for training.

Development takes place through formal training, acting up opportunities, secondment opportunities, on the job training, feedback at team meetings, specific topics at divisional meetings, lunch time sessions and online training and through researching articles for Legal News.

Our external top-up providers provide training courses and workshops for us. We seek to provide an environment where staff have appropriate access to materials and support to enable them to do their work effectively. In addition we invite clients to join in our in-house training programme and run specific courses for clients in particular areas.

We are accredited as a training establishment with the Law Society.

Professional Qualifications

If staff occupy a position that requires them to obtain a professional qualification we will in accordance with the Council's post entry qualification scheme, meet the cost of training on required time off.

Such requirements will be set out in the job description and/or training contract and agreed at the point of taking up of the position. If permanent staff wish to gain professional qualifications that are not required for the post we recognise that this can be of great assistance to career development and help improve the service.

In such circumstances we are unable to grant as full an assistance package as for those postholders where qualification is a requirement. We will, however, as we wish to encourage staff with their professional development, pay a contribution towards training equivalent to the annual training spend for them, (currently £750pa).

Travel expenses and cost of books necessary for the course will also be paid. Any staff taking advantage of this scheme will only have access to other external courses where they are necessary for their post. Time off will be given for exams.

The flexi-leave scheme will be available for attendance at professional courses in accordance with corporate procedures and with managers approval. We will give an additional 10 days study leave for final examinations subject to service contingencies.


CPD

We will ensure employees have access to sufficient training to meet their CPD requirements. The renewal of practising certificates is dependant on sufficient CPD being obtained.