Staff Development Policy of High Peak CVS

Introduction

High Peak CVS recognises that its most important assets are its workers. The intention of this policy is to support the continuous development of employees in order to maximise the effectiveness and efficiency of the organisation. Volunteers are dealt with in a separate policy document.

High Peak CVS seeks to achieve lasting benefits for voluntary organisations through the efforts of a range of people including its paid and unpaid staff. The following three elements are central to this task.

1. The continuous nature of the development process for staff
2. The importance of working as a team with the involvement of all
3. The need for people to achieve greater control over their own lives

High Pak CVS endeavours to put these principles into practice as an employer. It seeks to ensure that work is led by shared values and directed towards achieving clear organisational objectives. The Committee believe that investment in the development of workers will have a positive, commensurate effect on the organisation.

Worker development needs will be identified through supervision and appraisal. Development needs may also arise through changes in the work of the organisation and through training needs analysis and job reviews. The following practices and processes will be used in pursuit of these objectives.

The following practices and processes have been identified as essential to the development of staff.

Induction

Induction is a planned process whereby a new member of staff is introduced to the organisation, their colleagues, their specific job and role and other related agencies and organisations.

New staff often know little about the organisation to which they have been recruited. In order for workers to understand their position in the staff team and the work of the organisation, workers will have access to:

• An induction plan: to include appointments with internal staff, briefings and visits to other organisations
  
• A staffing (line management) diagram and a copy of the most recent annual report
  
• Essential policies e.g. Equal Opportunities, Health and Safety etc.
  
• Essential procedures e.g. time keeping, notice for holidays, procedures when ill etc.
  
• Minutes of the last two staff meetings
  
• Other appropriate information

Probation

All newly appointed staff work a six month probationary period within High Peak CVS. Through this period, every effort will be made to ensure that new staff are supported and receive regular supervision and assessment of their progress.

Supervision

Supervision is a process whereby the line manager and worker (or team), through regular and frequent meetings, work together to identify work objectives, solve problems, monitor and evaluate.

All workers have the right to guidance about work objectives. This enables workers to participate in decision-making about work and encourages learning and development.
Supervision can help workers gain a sense of clarity and accountability concerning their work area.

An effective supervision session will require that:

• Protected time is put aside
  
• Progress since last meeting is reviewed
  
• Problems and issues are identified and explored
  
• Plans for the coming period are developed.

In order to ensure that reviews and appraisals can be conducted, supervision records will be kept. Workers have the right to have copies of supervision notes taken during the session. Supervision sessions will be used as a space to review the progress of targets set within the preliminary appraisal meeting.

Appraisals

Appraisals are concerned with a person's performance in the longer term. A review period will be agreed, usually 12 months. Appraisals will act as a motivator and ensure that workers are meeting organisational objectives.

In order for there to be an explicit method of measuring worker development, targets will be set. These targets will be in line with organisational objectives and the employee's job description.

An appraisal meeting will be arranged, records kept will be copied and distributed to the worker concerned. Periodic reviews of progress regarding targets will be arranged within supervision.

At the end of the agreed period, a formal review of the worker's performance will be conducted. The appraisal process will be used to assess worker performance in relation to targets.

Training

High Peak CVS will endeavour to make available appropriate learning facilities and resources. Training will be provided only where it is consistent with the employee's job description and with the organisation's objectives and resources.

Non-Managerial/External Supervision and Support

The Committee may also authorise external paid supervision or support.

Job design and description reviews

The Chief Officer will review job descriptions periodically (for example, when a post has to be advertised) to ascertain whether or not the remit of the job has changed since its last review. A maximum of three years will elapse between reviews. These reviews will be conducted with the involvement of the worker. Jobs will be evaluated in relation to relevance to organisational objectives, effort expended, performance and job satisfaction. Recommendations to alter job descriptions must be made to the Committee who reserve the right to make such alterations as they see fit.

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