ࡱ> C =bjbj y4/ ;;$P4#"# .#33333336b9D3$2"#$$3;;3,c+c+c+$p;83c+$3c+c+:~.os%/!%d. q33H4..9%9%/9%/L6#Z#@c+#4$6#6#6#33)P6#6#6#4$$$$96#6#6#6#6#6#6#6#6# : JOINT AGREEMENT ON GUIDELINES FOR THE TRAINING AND DEVELOPMENT OF EMPLOYEES IN FURTHER EDUCATION COLLEGES Between THE ASSOCIATION OF COLLEGES (AoC) And ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS (ATL) GMB UNISON UNITE THE UNION UNIVERSITY AND COLLEGES UNION (51) JOINT AGREEMENT ON GUIDELINES FOR THE TRAINING AND DEVELOPMENT OF EMPLOYEES IN FURTHER EDUCATION COLLEGES 1 OBJECTIVES 1.1 Both sides recognise and value training and development as a means of developing the knowledge, skills and experience of all employees in Further Education Colleges to achieve personal and organisational objectives. 1.2 All employees, irrespective of their category of work or type of contract, should have an equal right of access to training and development support provided by Colleges. 1.3 In these guidelines, training and development are broadly defined as those activities aimed at raising the standards of practice and thus lifting the quality of students learning and College experiences. 1.4 All training and development activities shall be of the highest quality, relevant and appropriate in terms of content, method of delivery and accessibility. Training activities should meet the needs and aspirations of employees and Colleges in accordance with personal and organisational goals identified via employees appraisal and the Colleges strategic plan. All training programmes will be regularly evaluated against these criteria. 1.5 In particular, an effective training and development policy is a crucial factor in addressing inequalities in employment in relation to race, age, gender, gender identity, disabilities, sexual orientation, religion or belief and contractual status. An effective policy should encompass initial and continuing training, be open and transparent, have shared ownership and be regularly monitored and reviewed. The training and development policy should form a fundamental component of the College development plan. 1.6 Colleges should produce a training and development plan, the aim of which shall be to support and deliver the Colleges strategic objectives and goals, by empowering all employees to carry out their roles to the highest standards and deliver high quality services to students. 1.7 All parties to this agreement recognise the benefits of working together at College level on training and professional development issues. It is recommended that Union Learning Representatives (ULRs) where they exist and/or local union representatives should be members of any learning committee or other relevant existing College committee that has training and professional development within its remit. Where no such committee exists it is recommended that a Learning Committee be established as per clause 6. 1.8 These guidelines have been jointly agreed between the trade unions and employers in the National Negotiating Joint Forum. The guidelines constitute a Joint Agreement for the provision of training and development support to all employees in Colleges and are recommended by both sides to their constituent memberships. 2 TRAINING AND DEVELOPMENT GOALS 2.1 The training and development goals identified will depend on the organisational and personal objectives identified through the strategic and development planning processes and the agreed appraisal procedure. In any event the goals shall take account of issues including: The strategic objectives of the College, including its Mission and Values The Colleges Development Plan Current and future direction of curriculum of the College Equal Opportunities Policy and College Equality Schemes Requirements for core competencies Continuing personal and professional development requirements Requirements for professional and vocational qualifications The operational objectives of the schools/faculties/departments/units Employee appraisals Initiatives relevant to the Lifelong Learning Sector, such as the FE Workforce Strategy, the Skills Pledge and the Leitch Report 2006 Relevant professional associations Collaborative working within and between institutions. 3 TRAINING AND DEVELOPMENT ACTIVITIES 3.1 General training and development activities should, wherever reasonably practicable, be scheduled and delivered flexibly to allow employees to attend. 3.2 The College will ensure that programmes of initial training and continuous professional development are included in their annual training plan. 3.3 The Colleges professional and occupational training & development activities should be mapped against relevant standards, for example those created by: the Life Long Learning Skills Council, other Sector Skills Councils, professional bodies, statutory requirements in relation to professional qualifications, and other legislative requirements, e.g. in relation to health and safety and food hygiene. 3.4 The above standards should inform appraisals, providing criteria against which employees can analyse their skills and strengths, and their learning and training needs in relation to their professional and occupational responsibilities and goals. Where this analysis then indicates a training need such training should be provided. 3.5 A review of each individual employees training and development activities should be carried out annually via the Colleges agreed Appraisal/Performance Management Scheme, and periodically throughout the year, as required by the appraisee and the appraiser. 3.6 It is recommended that Colleges should have a clearly identified annual budget for training and development, as well as a set a number of days for cross College training and development activities, and resources for personal training and development for all employees. 4 ACCESS AND SUPPORT FOR TRAINING AND DEVELOPMENT 4.1 The Colleges employee development programme shall be open and transparent with all employees having access to the programme in place in the College. Employees may also have the opportunity to attend courses and conferences to develop their professional expertise relevant to the requirements of their job and to the individual. 4.2 The induction procedures shall be fully integrated into the training and development programme for new employees. 4.3 The agreed Appraisal Scheme within the College shall be applied equally to all employees and be in line with the Joint Agreement on Guidelines for Performance Management in Further Education Colleges. However, the College may decide that it is not appropriate to include a fixed-term employee in the scheme where his/hercontinuous employment is of a short duration. Where access to training and continuous professional development opportunities is normally via the appraisal scheme alternative arrangements for accessing these will be made for fixed-term employees not included in the appraisal scheme. 4.4 Managers shall endeavour to arrange meetings which have elements of training and development (including any relevant team and course development meetings) at times that are convenient to all employees. Where the College requires attendance at such meetings outside of the contractual terms it is recommended that the employee is paid at the appropriate rate or given TOIL. 4.5 Mentoring of new and existing employees and job changers is a valuable means of achieving shared workplace experience and promoting excellence in the workplace. Employees taking on the responsibility for mentoring or training colleagues will be given reasonable time in relation to these additional duties. 4.6 Any scheme for recognising and/or accrediting the previous experience of existing employees shall be treated as a development activity and will be supported by the College. 4.7 There should be clear procedures, available to all employees, to apply for training and development opportunities. There should be clear criteria against which training applications are assessed and employees should be given reasons for the acceptance or rejection of their applications in line with these criteria. Employees who are unhappy with a rejected application for training and development have the opportunity to raise a grievance using the Colleges grievance procedure. 4.8 Where there is a statutory and/or contractual requirement to gain a qualification, the training programme will normally be funded by the College, although employees will be required to take advantage of any grants that are currently available or made available in future. 4.9 The College will determine, after consultation, the appropriate amount of paid time off for the employee to undertake statutory and/or contractual training. 4.10 Part-time employees will not be treated less favourably than comparable full-time employees with regard to time off for training. Where part-time employees have more than one College employer, discussions should take place on how best to arrange their training. 4.11 Professionals have a responsibility to keep their skills and knowledge up to date and they gain many benefits, both personal and professional, from doing so. An employee is expected to apply the appropriate commitment to complete the training activities sponsored by the College. 4. 12 The College should provide for all employees to undertake appropriate and necessary continuing professional development activities during paid time. 5 UNION LEARNING REPRESENTATIVES (ULRs) 5.1 The College recognises the value of employee involvement in development and training activities. The College recognises that there are benefits to having union representatives specifically trained with a dedicated focus on employee development and training issues. Colleges should provide assistance to recognised trade unions to elect ULRs and facilitate their work. 5.2 The unions will inform management who the ULRs are and encourage ULRs to attend training required to fulfil their role in accordance with section 43 of the Employment Act 2002. 5.3 The College will make appropriate access available to the employee newsletter, intranet and annual employee development day to enable the unions to promote the learning agenda and the activities of ULRs. 5.4 Employees will be entitled to reasonable paid time off to participate in events that promote learning and to access their ULR. 5.5 Colleges should provide ULRs with facilities which are in addition to those already provided for other union representatives in order to fulfil their duties properly. 6 LEARNING COMMITTEES 6.1 A joint training and learning committee (JTLC) should be established where no committee within the College that has union representation with training and professional development within its remit already exists. 6.2 The JTLC will comprise a balanced number of union, staff and employer representatives. 6.3 The JTLC will report progress to the Joint Consultative Committee. 6.4 The JTLC will be entitled to co-opt / invite person(s) to meetings when necessary. 6.5 In order to carry out its business successfully and efficiently, the JTLC shall have timely access to all material and information regarding the institutions learning, training and professional development activities. 6.6 The responsibilities of the committee will be agreed at the inaugural meeting and will include matters relating to employee learning, training and professional development, such as evaluation of previous training and development activities and proposals for future activities. 7 EVALUATION OF THE TRAINING AND DEVELOPMENT PLAN 7.1 The implementation of the Colleges training and development plan will be monitored and evaluated against clear criteria. The results of the evaluation will be shared with recognised trade unions and will inform the next training and development planning cycle. Union Learning Representatives (ULRs) where they exist and/or local union representatives should be kept up to date with and involved in ongoing evaluation. 7.2 Particular care should be taken in the monitoring and evaluation process to ensure that there is no discrimination on the grounds of gender, gender identity, race, sexual orientation, religion or belief, age or disability, and that all employees, full or part-time, have equal access to training and development opportunities. 8 IMPLEMENTATION OF THIS JOINT AGREEMENT 8.1 The guidance set out in this Joint Agreement on Guidelines is recommended to Corporations. 8.2 The principles of this Agreement in respect of access to training and development opportunities shall be commended to employment agencies and third party providers engaged by Colleges. 9 INTERPRETATION, MONITORING AND REVIEW 9.1 The interpretation of any aspect of this Agreement may be referred to the Joint Secretaries of the National Joint Forum for comment and advice. 9.2 The focus on quality within the FE sector and the rapid changes in regulations and requirements on employees and Colleges in terms of development and qualifications requires regular review and monitoring of this Agreement. 9.2 This Agreement will be subject to regular monitoring and review and any amendment will be, by agreement, within the National Joint Forum. 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