Careers with LLUK

Introduction

LLUK Companies believe in making the most of all our people, and are committed to training and development. This will be available to everyone who works for us, whether part-time or full-time,           permanent or temporary, office-based or working remotely.

Naturally, we will give priority to training and development that gives people the skills and knowledge needed for their work with us. Where possible, we willl also offer further professional development         related to the job. Our training and development schemes are currently under review, but an overview is below:
 
Annual training and development plan

Our companies’ training and development plans are agreed to before the business year that they cover.they refer to. Priority is given to the activities identified in this plan, which the HR Team will normally arrange. Activities not identified may also be funded, but must be agreed by the senior management team if they cost £300 or more.

Applying for training and development

Identifying the need

You should review your training and development needs with your manager at least once a year,            during your appraisal. It’s also good practice to review these needs at quarterly meetings.

If you are new, you should review your needs with your manager on arrival, during your probation             period and at probation review meetings. You’ll receive a structured induction programme, explaining our companies’ backgrounds, aims and ways of working.

Obtaining approval

Once you’ve identified a need, complete a training request form, have it signed by your manager, and submit it to HR.

Depending on the type of training requested, the HR team will either book it, ask you to do so, or – if it costs more than £300 – submit the form to senior management for approval.

Attendance

After you’ve applied for a training and development activity, you are then committed to attend – whether it involves on-the-job training, one-day events, or a course leading to a nationally recognised qualification.

If you fail to attend without good reason, we reserve the right to charge costs to local (project) budgets.

Coaching and mentoring

We believe in encouraging the transfer of knowledge via coaching and mentoring. Our companies will normally allow reasonable time off work to undertake or receive relevant coaching. We’ll also arrange training in coaching techniques for managers.

Funding

LLUK Companies will fund

• up to 100% of conferences and short courses necessary for your role, plus travel and subsistence expenses.
• between 50% and 80% of relevant professional development which leads to nationally recognised qualifications.

The level of funding will depend on how essential the course is to your job, the cost and benefits of the training and the length of your contract. Also, whether you have previously benefited from company-funded professional training.
If you leave before completing your professional development activity, you will may be asked to repay the costs as follows:

• Leaving within one year of the start of the activity: 100% of any costs paid by LLUK companies
• Leaving within two years of the start of the activity: 50% of any costs paid by LLUK companies.

If you show insufficient commitment to the professional development activity, our companies reserve the right to stop funding it or to request repayment.

Short term appointments and part time staff

Our companies will provide fair access to training and development activities for all employees, including those working on a fixed-term or part-time basis. However, staff whose appointments have three months or less left to run will not be eligible for funded professional development.

Evaluation of training and development activities

When completing your training request form, you’ll be asked to identify success criteria for the desired training. These criteria should be linked directly to the organisation’s business objectives.

You will be asked to evaluate your training and development activity immediately afterwards – via an evaluation form, and later at appraisal meetings with your manager.

All evaluations should include

• Cost, including internal staff time
• What you have learned, the new skills or knowledge gained
• How the activity has helped to improve your performance
• A description of what the activity will help you to do differently, and any financial savings made

Study leave

You may apply to your manager for study leave or leave for examinations. The study leave must be

• To study for a qualification relevant to your work
• Matched by annual leave. For each day of study leave requested, you’ll be expected to take one day of annual leave
• Booked at least one week in advance
• Limited to a maximum of five days a year.

If the study leave is directly relevant to your work, you may be allowed an extra five days to sit examinations. Again, this must be matched by annual leave.

All study leave must be authorised by your manager in advance, and must also be recorded on your leave sheet.