Agenda item
Learning and development policy
This report provides details of the proposed new Learning and Development policy which will replace the current arrangements as part of the ongoing review of HR policies and procedures. The policy details the council’s position in respect of learning and development opportunities available to staff.
Minutes:
Cara Davani (HR Director) presented a report to the committee detailing the proposed new Learning and Development Policy. The Policy set out the council’s position regarding Learning and Development opportunities available to staff and would replace the current arrangements as part of the ongoing review of HR policies and procedures. The Policy was in line with best practice and had been agreed by the Trade Unions and HR Group, the feedback from which had been incorporated in the draft before the committee.
Cara Davani advised that the new Policy would establish a consistent approach across the council to work experience, internships and support for staff pursuing professional qualifications. Highlighting the key changes encompassed by the Policy, Cara Davani explained that work experience opportunities offered by the council would now be targeted at those who lived in the borough. The council would no longer support unpaid internships and it was proposed that a minimum term of at least three months be agreed. It was explained that the draft before the committee referenced a minimum term of six months; however, following discussions with managers it had been considered appropriate to amend the proposal. A further policy was in development to provide a greater level of advice and guidance regarding work experience and internships and this would be submitted to the committee in due course. Members’ attention was directed to paragraph 4.3 of the Learning and Development Policy. It was explained that in view of the budgetary pressures being faced by the council, funding for professional qualifications could no longer be supported, though funding would still be made available for specific initiatives, such as BAME Senior Management Development Programmes.
During the subsequent discussion, members sought an explanation of the rationale for setting a minimum internship term of three months. It was queried whether interns would be formally employed by the council and what the implications of this might be for the organisation. A member questioned whether the numbers of work experience and internship opportunities across the council were expected the change as a result of the policy. Further detail was sought regarding the recruitment and management of interns and those undertaking work experience and it was queried whether the council intended to consult businesses in the borough with regard to creating appropriate pathways into employment. The committee queried how work experience opportunities would be communicated to schools. Members agreed that the reference in the policy to paid time-off for those pursuing professional qualifications should be clarified to state that this was subject to the qualifications being relevant to their position as set out in the terms of the Time-Off policy. It was further agreed that applications from residents for internships should be prioritised above those of non-residents.
Responding to the points raised, Cara Davani advised that the proposal of a minimum period of three months for internships had arisen due to budgetary considerations; namely it had been felt that there would be greater opportunity to fund shorter internships. It was further explained that interns would be provided with a contract of employment but this would be for a fixed term only and would specify that a particular piece of work was to be undertaken. Members were advised that while the existing arrangements had been reviewed the council had not offered any work experience or internship opportunities in recognition of the importance of ensuring that any positions made available were of a good quality. Further guidance regarding the recruitment and management of interns would be provided in the policy currently being developed. However, a selective recruitment process would be applied for interns. Similarly, work experience applicants would be required to complete an application form, as it was considered a valuable part of the experience. It was acknowledged that there was a need to ensure that HR was more closely aligned with the Employment and Skills requirements of the borough. Consideration would be given to how best to make schools aware of the opportunities available.
RESOLVED:
(i) That subject to the following amendments, the Learning & Development policy be agreed:
a. that the six month minimum internship term detailed in paragraph 4.4.1 be changed to three months.
b. that the reference to paid time-off for staff pursuing professional qualifications be clarified to explain that the qualification must be relevant to the position held by the member of staff.
(ii) That the HR Director in consultation with the Chief Executive and then consultation with the relevant trade unions be authorised to make such other changes as might be necessary from time to time to the Learning & Development policy to ensure it remaines ‘fit for purpose’.
Supporting documents:
- Learning and Development policy, item 6. PDF 73 KB
- Learning and Dev policy appendix, item 6. PDF 277 KB