- Introduction
This blog sets out Tactical Security Options Ltd’s commitment to the current and future development of staff skills, expertise and ability in support of our training & development action plans; and the job and career related aspirations of individual members of staff. Tactical Security Options Ltd recognises that effective staff development is not only vital to meeting future goals and ambitions but also makes an essential contribution to the development of a responsive, staff supportive and well managed Security Company.
- Scope
We have a policy and this blog applies to all staff groups irrespective of differences in terms and conditions of service, seniority levels, working patterns and any other irrelevant distinctions. Implementation of this policy will pay due regard to the Tactical Security Options Ltd commitment to equality of opportunity as set out in relevant Tactical Security Options Ltd Equality and Diversity policies. As a guideline for resourcing purposes, it is recommended that at least 5 working days per annum is set aside for individual staff involvement in learning and development activities according to individual needs, requirements and risk assessments as per individual assignment instructions.
- Responsibilities
Staff training and development is the responsibility of all staff working for and on behalf of Tactical Security Options Ltd. In particular:
- Senior managers – in promoting a climate, and providing space and resources, to ensure that continuing learning and individual development is recognised as an imperative to meet the future plans of Tactical Security Options Ltd;
- ‘Middle’ Managers – through providing the local infrastructure, support and resources to enable staff to take part in staff development activities;
- Individual line managers supervisors or team leaders – by taking an active part in helping staff identify their development needs, facilitating access to staff development opportunities and assessing the effectiveness and performance gain from staff development;
- Individuals – by taking responsibility for identifying areas where their work might be developed, making themselves aware of and taking advantage of suitable opportunities and applying their learning in their work;
- Providers of staff development within the company – through consulting staff about development needs and being responsive to feedback and requests for specific services.
- Identifying development needs
Tactical Security Options Ltd will adopt a structured approach to identifying the development needs of individuals and particular staff groups. This will take place at various levels, reflecting a ‘top down’ strategic, and ‘bottom up’ approach: Individual development needs – these should be identified and agreed through:
- An initial discussion as part of induction to Tactical Security Options Ltd and the individual’s role;
- Staff Training & Development Policy
- Human Resources support through training & development
- The annual Performance and Development Review process supplemented by regular follow up reviews.
- Ongoing discussion with staff about work performance and any changes to the work of the jobholder.
Team/Office development needs – these should be identified through:
- Consideration of collective skills updating needs as part of a regular process of setting out operational and work plans;
- Regular review of the work performance for the team or office – section in question.
Operations/Facilities/Department development needs – these should be identified:
- In conjunction with the strategic planning process and regular review of the performance of the unit against plans.
Tactical Security Options Ltd wide development needs – to be identified through:
- Consideration of the skills updating implications of Tactical Security Options Ltd policies;
- Consideration of the staff development implications of the introduction of new policies and procedures and changing external requirements;
- Tactical Security Options Ltd wide planning reviews or staff – client feedback obtained through means such as staff and client survey.
- Taking Action on Staff Development Needs
There are a variety of means of meeting identified development needs – see section 7. As part of ensuring appropriate support, and maximising the learning from staff development activities it is suggested that managers take an active part in briefing and de-briefing staff before and after engaging in some activity.
Before – it is recommended a discussion takes place to cover:
- reason(s) why the development is required and specific outcomes/changes required in the job or role;
- How the new skills/knowledge/experience/qualification will be implemented in the workplace;
- What preparation is needed before the development activity.
After – a conversation to consider:
- Whether the development needs have been met;
- The skill(s)/knowledge/experience/qualification gained from the development and how this can be applied in the job;
- Any help or support needed to apply the new learning in the job.
- Staff Training & Development Policy
All staff and managers should be encouraged to maintain records of their development activities – local records of Health and Safety training should be maintained as part of meeting statutory requirements.
- Mandatory Staff Development Provision
The following staff development activities are mandatory and line managers should ensure staff participation in these where appropriate:
- Induction/Initial Health and Safety Training – Tactical Security Options Ltd is legally obliged to ensure new staff are given the Health and Safety Training/briefing induction required for new or changed roles. In addition, each new member of staff will have a personalised induction plan. Tactical Security Options Ltd has developed separate guidance on Induction and mandatory Health and Safety Training;
- Management Development – all staff appointed to a managerial role in Tactical Security Options Ltd should attend training and development appropriate to that role – for example in leading teams, carrying out Performance and Development Reviews;
- Equality and Diversity – all staff who take part in a selection or promotion panel should have attended Equality and Diversity or Recruitment and Selection training;
- Initial Development Programmes – where it is a requirement of terms and conditions of employment staff should attend the relevant mandatory course linked to probation – for example training for new staff.
- Other Staff Development Opportunities and Options
7.1. Open Staff Development Programmes
All staff should be encouraged to take advantage of the programme of staff development events offered by Tactical Security Options Ltd Managing Director, centrally based at TSO HQ 704 Cameron House. The Staff Training and Development Unit, Directorate of Training & Development provides a programme of events aimed at all staff covering topics such as Management Development, Health and Safety, Interpersonal and Communications skills, Self Management and Organisation. Central computing services provide training in software applications and Corporate IT applications. Staff Development services are also provided in relation to Teaching and Learning Support, Disability Services, and by Tactical Security Options Ltd Counselling Services, contactable through Stacey Vivian. Attendance on centrally provided staff development programmes should be discussed and agreed with an individual’s line manager.
7.2 Courses of Further and Higher Education
All staff are able to apply to the central Staff Training and Development Unit for financial support to study for job-related qualifications – subject to operational release and availability of funding. A separate policy exists setting out guidelines for application and setting out arrangements on time off for study. Where staff wish to pursue qualifications and courses of study there may be a fee waiver provision in place. Information is available from the course admissions tutor or from TSO Support Services. Fee waiver information is available from the Training & Development Department.
7.3 External Events/One-off conferences/Seminars
TSO hold a small budget to which will contribute or assist in staff development speak to your line manager in relation to this, and these events.
7.4 Mentoring
The Staff Training and Development Unit have local arrangements in place to identify mentors for staff, and or supervisory management staff. We encourage mentoring of staff to bring out the best personal development in a staff member.
7.5 On the Job Basic and Continued Training
As part of induction and ongoing development, line managers and supervisors should recognise their responsibility for providing work based on the job training where this is the most suitable development option.
7.6 Development Programmes, Seminars and Activities
As part of fulfilling their staff development responsibilities, all areas are encouraged to develop provision of their own formal and informal programmes of staff development activity utilising the internal expertise of staff. Support is available from Tactical Security Options Ltd Staff Development Providers in developing such programmes.
- Evaluation of Staff Development Activity
Managers should develop means of assessing how effective staff development undertaken has been in improving job performance. This should take place at a post development de-briefing and more generally within the Performance and Development Review Process. As part of the annual planning, and Directorates should review the value of any development initiatives they have put in place, and update their training plans in the light of revisions to business plans. As part of their operational reviews those providing staff development to Tactical Security Options Ltd should review the quality, relevance and usefulness of their provision.
- Finally
The MD Dave Pattinson recognises that investment in staff development is very important in key skills development, a better and more higher level of knowledge and understanding by the staff members of Tactical.