Strengths & good practices
There are clear time commitments to learning and development for regular Health and Safety updates and accreditations to meet regulations. People newer in their roles are given coaching time to gain the knowledge and skills necessary in addition to the accreditations needed. There is no set budget for learning and development, if there is a need for the learning then it is planned and organised to meet the need.
Evaluation information is used at management and directors meetings to adjust future strategy such as including a preparation session for people going on the FGAS course to enable people to get more out of the course itself.
Managers gave examples of learning and development improving performance within the team which mainly linked to people being more independent and able to carry out specific jobs without supervision; being able to carry out more complex jobs; and being able to help new people to learn.