Policy Details

Learning & Development

Dated: 01 May 2014

NOT PROTECTIVELY MARKED

POLICY TITLE: Learning & Development

OWNING DIRECTORATE: Human Resources

AUTHOR: HR Central Team

CONTACT DETAILS: Customer Services Helpline: 101 Ext. 64111

EQUALITY IMPACT ASSESSMENT: Complete


AIM OF POLICY: The aim of this policy is to support the procedures which provide learning and development for the officers and staff of Northumbria Police.

BENEFIT OF POLICY: It enables individuals to exercise their potential to its fullest extent, leading to improved and increased personal and organisational performance.

REASON FOR POLICY: To provide awareness of the opportunities available for learning and continuous development of all Northumbria Police officers and staff.


DESCRIPTION OF POLICY:

Northumbria Police aims for officers and staff to acquire and develop existing skills, competencies and knowledge, with the aim of improving personal effectiveness, and, where appropriate, increasing opportunities for individual career development. Through learning and development this will enable individuals to exercise their potential to its fullest extent, leading to improved and increased personal and organisational performance. In addition, Northumbria Police will target under represented groups to assist them in fulfilling their potential therefore ensuring the Force is reflective of the diverse community it serves.

Throughout an officer or staff member's career within the Force, continuous development will be an ongoing process. Where practicable, the Force aims to support career development plans, by balancing this against the needs of the Force. Therefore, individual career plans within Northumbria Police must be linked to work objectives and aligned with the needs of the Force as well as those of the individual.

Continuous development promotes lifelong learning, and is underpinned by self-direction and self-management. It is the responsibility of the individual, and will also be discussed with line managers as part of the Performance Development Review (PDR) process, to ensure integration of self-development in line with work priorities. Through the PDR process, Northumbria Police aims to continually develop a more competent and more flexible workforce, which is committed to achieving the Force's objectives. In order to achieve this aim, Northumbria Police is committed to every member of staff, including police officers, police staff and special constables.

Approaches to continuous development are unique to the individual, but may include hierarchical progression or self-development in the current post.

Opportunities for learning and continuous development take many forms and can arise on a daily basis, but typically may include:

  • Training courses (Internal and External)

  • Attachments

  • Secondments

  • Acting up

  • Mentoring (advisory relationship with peers designed to provide guidance and advice on business process, policies and practices etc.)

  • Coaching (taking an individual through problems and issues with the intention of developing improved understanding, and the ability to deal with such problems and issues)

  • Job shadowing

  • Appointments to specialist posts

  • Multi-skilling (gaining additional skills, knowledge or tasks within the same grade)

  • Promotion

The above list is by way of illustration and is not intended to be exhaustive or restrictive.


SOURCE DOCUMENT: N/A

GROUPS AFFECTED: All officers and staff

ACCESS AND DISCLOSURE RESTRICTIONS: None