Training & Development Policy

Our Commitment

We are committed to:

1. Competence — Ensuring all employees are competent to perform their roles safely and effectively
2. Development — Providing opportunities for growth and career progression
3. Compliance — Meeting all statutory and regulatory training requirements
4. Investment — Allocating adequate resources for training and development
5. Access — Providing fair and equal access to development opportunities
6. Support — Supporting employees to achieve their potential
7. Continuous Improvement — Regularly reviewing and improving our training provision

Training Objectives

Our training and development programme aims to:

• Ensure all employees are competent for their current role
• Maintain statutory and regulatory compliance
• Support career progression and personal development
• Improve service quality and customer satisfaction
• Enhance health, safety, and environmental performance
• Develop leadership and management capability
• Build a pipeline of skilled talent for the future
• Increase employee engagement and retention

Types of Training

We provide a range of training to meet different needs.

Mandatory Training

Training required for all employees or specific roles.

Training	Audience	Frequency
Company induction	All new starters	On joining
Health and safety awareness	All employees	Induction + annual
Safeguarding awareness	All employees	Induction + annual
Equality and diversity	All employees	Induction + every 2 years
Data protection	All employees	Induction + annual
Anti-bribery and corruption	All employees	Induction + annual
Modern slavery awareness	All employees	Induction
Manual handling	Operatives	Induction + every 3 years
Asbestos awareness	Operatives	Induction + annual
Fire safety	All employees	Induction + annual

Technical and Trade Training

Training to develop and maintain technical competence.

Training	Audience	Frequency
Gas Safe certification	Gas engineers	Initial + annual CPD
NICEIC certification	Electricians	Initial + ongoing
Plumbing qualifications	Plumbers	Initial + ongoing
Fire alarm systems	Fire safety engineers	Initial + manufacturer updates
Legionella awareness (L8)	Water hygiene operatives	Initial + every 2 years
F-Gas certification	Refrigeration engineers	Initial + updates
Part P certification	Electricians	Initial + updates
Unvented cylinders	Plumbers	Initial + updates

Access and Equipment Training

Training for safe use of equipment and access methods.

Training	Audience	Validity
IPAF (MEWPs)	Operatives using MEWPs	5 years
PASMA (mobile towers)	Operatives using towers	5 years
Abrasive wheels	Operatives using grinders	Ongoing
Harness and fall arrest	Operatives working at height	3 years
Confined space entry	Relevant operatives	3 years
First aid at work	Designated first aiders	3 years

Professional Development

Training to develop broader skills and capabilities.

Training	Audience	Purpose
Customer service	All client-facing staff	Service excellence
Communication skills	All employees	Effective communication
Time management	All employees	Productivity
IT and systems training	All employees	System competence
Report writing	Supervisors, managers	Documentation skills
Presentation skills	Managers	Communication

Leadership and Management

Training for current and aspiring leaders.

Training	Audience	Purpose
Team leader development	New supervisors	First-line management
ILM Level 3	Supervisors	Management qualification
ILM Level 5	Managers	Leadership qualification
Coaching and mentoring	Managers	People development
Performance management	Managers	Managing performance
Recruitment and selection	Hiring managers	Fair recruitment
Disciplinary and grievance	Managers	HR procedures

Induction Training

All new employees complete a structured induction programme.

Company Induction

Completed within the first week:

Topic	Content
Welcome and introduction	Company history, values, structure
Policies and procedures	Key policies, where to find information
Health and safety	H&S policy, emergency procedures, reporting
IT and systems	System access, email, job management
HR essentials	Pay, benefits, absence reporting, holidays
Safeguarding	Awareness, reporting procedures
Equality and diversity	Our commitments, expected behaviours
Data protection	Handling personal data, confidentiality

Role-Specific Induction

Completed within the first month:

Topic	Content
Job role and responsibilities	Role profile, expectations, KPIs
Team and reporting lines	Who’s who, escalation routes
Technical requirements	Trade-specific competencies
Systems training	Job booking, reporting, documentation
Client requirements	Client-specific procedures
Quality standards	Workmanship standards, documentation
PPE and equipment	Issue, use, maintenance

Probation Review

At the end of probation (typically 3-6 months):

• Review of induction completion
• Assessment of competence
• Identification of further training needs
• Confirmation of role or extension of probation

Competency Framework

We use a competency framework to define the skills and knowledge required for each role.

Competency Levels

Level	Description
Foundation	Basic awareness and understanding
Developing	Able to apply with supervision
Competent	Able to apply independently
Advanced	Expert level, can train others

Competency Assessment

Competence is assessed through:

• Qualifications and certifications
• Practical assessments
• Observation of work
• Manager assessment
• Customer feedback
• Quality audits

Competency Records

We maintain records of:

• Qualifications held
• Training completed
• Certifications and expiry dates
• Competency assessments
• Development needs identified

Training Needs Analysis

We identify training needs through multiple methods.

Organisational Needs

• Business strategy and objectives
• Regulatory and compliance requirements
• New services or technologies
• Quality and performance data
• Customer feedback and complaints
• Audit findings

Team Needs

• Team performance reviews
• Skills gap analysis
• Succession planning
• New equipment or procedures
• Client requirements

Individual Needs

• Performance appraisals
• One-to-one discussions
• Self-assessment
• Career aspirations
• Personal development plans
• Competency assessments

Annual Training Plan

Based on needs analysis, we develop an annual training plan that:

• Identifies priority training needs
• Allocates budget and resources
• Schedules training delivery
• Assigns responsibilities
• Sets measurable objectives

Training Delivery

We use a variety of methods to deliver training effectively.

Training Methods

Method	Used For
Classroom training	Theory, group learning, interaction
Practical workshops	Hands-on skills, equipment use
On-the-job training	Role-specific skills, real situations
E-learning	Compliance, awareness, refreshers
Manufacturer training	Product-specific competence
External courses	Qualifications, certifications
Coaching and mentoring	Development, career progression
Shadowing	Learning from experienced colleagues
Toolbox talks	Safety topics, updates, reminders
Conferences and seminars	Industry updates, networking

Training Providers

We use a mix of:

• Internal trainers and subject matter experts
• Approved external training providers
• Manufacturer training programmes
• Industry bodies and trade associations
• Colleges and learning providers
• Online learning platforms

Training Facilities

Training is delivered at:

• Our training room at head office
• External training centres
• Client sites (where appropriate)
• Online (remote learning)
• On-the-job locations

Apprenticeships

We are committed to developing the next generation of skilled tradespeople.

Our Apprenticeship Programme

We offer apprenticeships in:

• Plumbing and heating
• Electrical installation
• Property maintenance
• Business administration
• Customer service

Apprenticeship Structure

Element	Description
Duration	Typically 2-4 years depending on trade
Qualification	Relevant NVQ/diploma and functional skills
Day release	College attendance for theory learning
On-the-job training	Practical experience with qualified mentors
Progress reviews	Regular reviews with manager and training provider
End-point assessment	Final assessment of competence

Apprentice Support

We support apprentices through:

• Dedicated mentor for each apprentice
• Regular progress reviews
• Time for study and coursework
• Support with functional skills (maths, English)
• Clear pathway to qualified roles
• Competitive apprentice wages

Apprenticeship Levy

As a levy-paying employer, we maximise use of our apprenticeship levy to fund:

• Apprenticeship training
• Apprentice assessment
• Related qualifications

Continuous Professional Development (CPD)

We encourage all employees to maintain and develop their professional competence.

CPD Requirements

Role	CPD Requirement
Gas Safe engineers	Minimum annual CPD as required by Gas Safe
NICEIC electricians	CPD as required by NICEIC
Managers	Minimum 20 hours CPD per year
All employees	Encouraged to undertake relevant CPD

CPD Activities

CPD can include:

• Formal training courses
• Industry conferences and seminars
• Webinars and online learning
• Professional reading
• Manufacturer training days
• Internal knowledge sharing
• Mentoring others
• Industry body events

CPD Records

Employees should:

• Keep records of CPD activities
• Maintain CPD logs where required by professional bodies
• Share learning with colleagues where appropriate
• Discuss CPD in performance reviews

Career Development

We support employees to develop their careers with us.

Career Pathways

We provide clear progression routes:

Level	Typical Roles
Entry	Apprentice, trainee, labourer
Skilled	Qualified engineer, tradesperson
Senior	Senior engineer, multi-skilled operative
Supervisor	Team leader, site supervisor
Management	Contract manager, operations manager
Senior Management	Head of department, director

Progression Support

We support career progression through:

• Clear competency requirements for each level
• Development opportunities and training
• Acting-up and secondment opportunities
• Internal vacancy advertising
• Mentoring and coaching
• Leadership development programmes

Talent Development

We identify and develop high-potential employees through:

• Talent reviews
• Accelerated development programmes
• Stretch assignments
• Cross-functional projects
• Exposure to senior leadership
• Succession planning

Performance and Development Reviews

Regular reviews support ongoing development.

Annual Performance Review

All employees have an annual performance review covering:

• Performance against objectives
• Competence assessment
• Strengths and achievements
• Areas for development
• Career aspirations
• Training needs
• Objectives for coming year
• Personal development plan

Regular One-to-Ones

Employees have regular one-to-one meetings with their manager:

• Monthly for most employees
• More frequently for new starters and apprentices
• Covering performance, wellbeing, and development

Personal Development Plans

Each employee has a personal development plan (PDP) that:

• Identifies development objectives
• Specifies actions and timescales
• Aligns with career aspirations
• Is reviewed and updated regularly

Training Records and Certification

We maintain comprehensive training records.

What We Record

• Training completed (date, provider, content)
• Qualifications and certifications held
• Certification expiry dates
• Competency assessments
• CPD activities
• Development plans and progress

Certification Management

We track certification expiry dates and:

• Alert employees and managers in advance
• Schedule refresher training
• Ensure continuous compliance
• Prevent working without valid certifications

Record Access

• Employees can access their own training records
• Managers can access team training records
• Training records are retained for duration of employment plus 6 years

Training Evaluation

We evaluate training to ensure effectiveness.

Evaluation Levels

Level	What We Measure
Reaction	Participant satisfaction with training
Learning	Knowledge or skills gained
Behaviour	Application of learning on the job
Results	Impact on performance and outcomes

Evaluation Methods

• Post-training feedback forms
• Knowledge assessments and tests
• Practical assessments
• Manager observation
• Performance data
• Quality and safety metrics
• Customer feedback

Using Evaluation Data

We use evaluation data to:

• Improve training content and delivery
• Identify additional training needs
• Demonstrate return on investment
• Inform future training decisions

Study Support

We support employees undertaking further education.

Financial Support

We may provide financial support for:

• Course fees
• Examination fees
• Professional body memberships
• Books and materials

Support is subject to:

• Relevance to role and career
• Manager and HR approval
• Commitment to remain with the company
• Repayment clause if leaving within specified period

Time Off for Study

We may provide:

• Day release for college attendance
• Study leave before examinations
• Flexible working for study commitments

Arrangements are agreed with managers based on business needs.

Study Agreements

For significant financial support, employees sign a study agreement covering:

• Support provided
• Employee commitments
• Repayment terms if leaving early
• Timescales and milestones

Equal Access to Training

We ensure fair and equal access to training opportunities.

Our Commitment

• Training opportunities are open to all employees
• Selection is based on role requirements and development needs
• We do not discriminate in access to training
• We make reasonable adjustments for disabled employees
• We monitor training participation by protected characteristics

Removing Barriers

We remove barriers to training by:

• Offering flexible training times and formats
• Providing accessible training venues
• Making reasonable adjustments
• Supporting employees with additional needs
• Considering caring responsibilities when scheduling

Responsibilities

Managing Director

• Overall accountability for training and development
• Ensuring adequate resources and budget
• Championing a learning culture

Human Resources

• Developing training policy and strategy
• Coordinating the annual training plan
• Managing training administration and records
• Procuring training providers
• Monitoring and reporting on training activity

Managers

• Identifying team and individual training needs
• Conducting performance and development reviews
• Supporting employee development
• Releasing employees for training
• Reinforcing learning on the job

Employees

• Engaging positively with training opportunities
• Applying learning in the workplace
• Maintaining required certifications
• Identifying their own development needs
• Contributing to a learning culture

Training Budget

We allocate adequate resources for training.

Budget Allocation

• Annual training budget set as part of business planning
• Budget allocated by department and training type
• Mandatory and compliance training prioritised
• Development training allocated fairly

Budget Management

• Training expenditure tracked against budget
• Variance reported to management
• Value for money considered in procurement
• Apprenticeship levy maximised

Monitoring and Reporting

We monitor training activity and outcomes.

Key Metrics

Metric	Target
Mandatory training compliance	100%
Certification currency	100%
Training hours per employee	≥40 hours per year
Apprenticeship completion rate	≥90%
Training satisfaction score	≥4.0 out of 5
Internal promotion rate	≥50% of vacancies

Reporting

• Monthly: Training compliance dashboard
• Quarterly: Training activity report to management
• Annually: Training and development review

Policy Review

This policy is reviewed annually and updated to reflect:

• Changes in regulatory requirements
• Business strategy and needs
• Feedback from employees and managers
• Best practice developments
• Training evaluation findings

Related Policies

This policy should be read in conjunction with:

• Health and Safety Policy
• Equality, Diversity and Inclusion Policy
• Performance Management Policy
• Recruitment Policy
• Expenses Policy

Approval

This Training and Development Policy has been approved by the Managing Director.

Review Date: [Date + 1 year]

Contact

Human Resources Email: hr@allservices4u.co.uk Phone: [Phone number]

Training Coordinator Email: training@allservices4u.co.uk Phone: [Phone number]

Quick Reference

Mandatory Training

All employees must complete:

• Company induction
• Health and safety awareness
• Safeguarding awareness
• Equality and diversity
• Data protection
• Anti-bribery awareness

Certification Tracking

We track expiry dates for:

• Gas Safe registration
• NICEIC certification
• IPAF and PASMA
• First aid
• All role-specific certifications

Your Development

• Discuss development needs with your manager
• Agree a personal development plan
• Take advantage of training opportunities
• Maintain your CPD
• Keep your certifications current

All Services 4U is committed to investing in our people. We believe that developing our workforce benefits everyone — our employees, our clients, and our business.