Staff development policies

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Staff development Policies

Staff Development Policy

Staff Development Policies (SDP's) aim to bring all these staff development opportunities into a clear, logical framework where progression may be identified. They are also effective means of conveying the commitment to staff development both to those inside the organisation and those without. They provide a way in which opportunities can be offered to all in a fair and open manner. They may also allow the organisational learning opportunities to be structured into the organisation in a clear and coherent manner.

Policies take a variety of shapes, but a typical policy may begin with a statement about the ethos of the organisation and its commitment to developing its staff and end with the date or timeframe for policy review. It may also contain sections on recruitment and proceed through induction, probation, performance appraisal, supervision, in-service and external training and other opportunities. It will almost certainly contain details of the organisations equal opportunities policy and how it is implemented within the staff development framework. It might also explain how the organisation hopes to learn from its staff and indicate ways in which this might take place.

Policies may be prepared and made available to the workforce, or policy development may be approached as a staff development opportunity in itself with staff being directly involved in developing and periodically reviewing the policy. Staff groups may in this way also be actively involved in making decisions about budget priorities for staff development.  Once a policy is developed, either by a top down or bottom up approach the organisation may want its commitment to staff development externally recognised. There are a number of ways in which endorsement may be achieved.

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Investors in People

One way of endorsing an organisations commitment to the development of its staff is through attaining Investors in People (IIP) status. This involves inspection of the organisation together with interviews with a random cross section of staff. In order to achieve IIP status an organisation must be able to demonstrate, through the inspections and interviews a consistent commitment to planning of, action on and evaluation of staff development processes. If an organisation can effectively demonstrate this, and its corollary, effective communication, it will be granted endorsement for a three-year period, after which time it will need ...

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