LEARNING AND DEVELOPMENT POLICY

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1 1. POLICY STATEMENT Red Cross recognises the essential contribution of its people to the delivery of programs and services to vulnerable people and communities. The capabilities of our workforce are critical in ensuring these services are delivered in an effective and efficient manner. Red Cross will encourage excellence and continuous improvement by providing learning and development opportunities to its workforce that are aligned with organisational objectives. It is recognised that staff and volunteers need both the technical competencies and behavioural capabilities to meet performance expectations. It is also recognised that learning and development is a shared responsibility between Red Cross, line managers and each member of the workforce. 2. SCOPE This policy applies to all Red Cross volunteers and staff. 3. DEFINITIONS learning and development learning and development involves the continual improvement of individual and collective capabilities within Red Cross to develop the organisation's capability to achieve current and future objectives it is not restricted to attendance at training programs, other experiences such as on the job experience, participating in projects, secondments, coaching and mentoring are very effective developmental experiences national training programs refers to the range of programs that are delivered across the entire organisation and that are related to specific organisational HR policies / procedures and aligned with the Human Resources Strategic Framework and the Red Cross Capability Framework programs include the National Induction Program, Leadership Development, Cultural Competency and other skill building programs which are located in the Workforce Development Plan 2012/2013. page 1 of 5

2 Red Cross Capability Framework contains the behaviours Red Cross expects its workforce to demonstrate in order for it to be successful in achieving its objectives these behaviours are organised into 5 behavioural families : model think achieve lead collaborate role / function specific training programs refers to the broad range of technical / skill based competencies that are intrinsic to a particular role or function these programs may include financial management, community development, social work, administrative and information technology skills 4. RESPONSIBILITIES 4.1. Compliance with this policy All people referred to in the scope are required to comply with this policy. 4.2 CEO sub delegations 5. PROCEDURE The CEO Sub-delegations provide delegated authority from the CEO to a Red Cross staff member who occupies an identified position to undertake certain activities on behalf of Red Cross. The CEO Sub-Delegations document includes specific delegations in relation to Human Resources National training programs Determining learning and development needs page 2 of 5

3 Each year, in conjunction with the National Leadership Team, Human Resources will analyse the macro development needs of the organisation. This analysis will be performed using a variety of intelligence gathering means including the aggregated outcomes of the Performance Review and Development process. Human Resources will prepare a proposed Workforce Development Plan for consideration by the National Leadership Team who will endorse the agreed programs to be developed and delivered in the subsequent financial year. These programs will be costed and the Learning and Development budget developed to support the delivery of the programs Developing learning and development programs Human Resources will have overall responsibility of developing programs and will use a cross section of the organisation to ensure programs meet the needs of participants and the organisation. When appropriate this development work will be developed in partnership with Red Cross College or external providers Delivery of learning and development programs Human Resources will have overall responsibility for the delivery of the programs using a mix of learning and development staff, other Red Cross people and external providers as appropriate. Programs will be scheduled and delivered with due consideration to the operational needs of the organisation. All programs will be placed on the National Training Calendar located on the Red Cross HR Wiki and on the Aurion Learning Management System, and promoted via various means in work locations Evaluation of learning and development programs All Red Cross Learning and Development programs will be evaluated and reports made available to the National Leadership Team and the broader organisation Recording attendance at learning and development programs All participants in Red Cross programs will have their name recorded and entered into a database designed for that purpose by Human Resources. page 3 of 5

4 Non-attendance / cancellation of attendance Where a participant has booked into a training program and then fails to attend cost recovery actions may be made to recoup the costs of the place on the program. These costs will be recovered by charging the relevant program code of the participant. Where a participant withdraws from the program within 7 working days of the commencement of the program they are responsible for finding a suitable replacement. If no substitute can be found recovery actions may be made to recoup the costs of the place on the program Other developmental activities Human Resources have overall responsibility for developing and implementing other developmental activities such as the Study Assistance Program and coaching and mentoring opportunities Role / function specific training programs Determining learning and development needs Each line manager will determine the role / function specific learning and development needs of their respective teams that are appropriate with meeting the objectives of the role / function. Human Resources are available to provide specialist advice and support in this process such as assisting with the training needs analysis process, recommending training providers, determining delivery methodologies Resourcing learning and development needs Learning and development needs for the organisation will be supported by the national learning and development budget for non funded programs and organisational wide compliance, technical training and specific role related professional development. The costs of technical training required by funded programs will be met by that service/function budget. Line manages will be required to assess the development needs of their teams and request this funding through the annual business planning and budget process. State / territory Learning and Development Consultants may be able to assist source, design and deliver activities if available and appropriate. page 4 of 5

5 6. RELATED DOCUMENTS HR PLA 01 Human Resources Framework HR PLA 02 Human Resources Policies Overview HR DEV 02 - Performance Review and Development Policy HR DEV 03 - Red Cross Study Assistance Policy Capability Framework Workforce Development Plan 2012/ FEEDBACK As part of HRs commitment to continuous improvement, all HR Policies are refreshed by 1 February annually. Additionally these policies will be updated throughout the year as required. Your thoughts, comments and suggestions are welcome. Please direct any feedback to page 5 of 5

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