Policies and Procedures

DOCUMENT CONTROL: Rev 1.0 Reviewed May 2023. Adopted without changes.

DOCUMENT CONTROL: Rev 1.0 Reviewed May 2024. Adopted without changes.

Hemswell Parish Council

TRAINING & DEVELOPMENT POLICY

Introduction

1.     Training and Development Policy Statement

2.     Training and Development Activity

3.     Review of Training and Development Needs

4.     Training Budget

5.     Evaluation and Review of Training

Introduction

Hemswell Parish Council (PC) is committed to the training and development of its councillors and staff to support the council in achieving its aims, objectives, priorities, and vision and to ensure the council is kept up to date with new legislation. To meet this commitment, an annual training budget is available for councillors and staff to attend training and conferences relevant to their office. Prospective councillors and applicants for the position of Proper Officer will be made aware of the content of this policy and the expectations placed upon them.

1.    Training and Development Policy 

Hemswell Parish Council endeavours to:

• support and encourage the professional and personal training and development of councillors and staff to help achieve the objectives of the council,
• regularly review the training needs of councillors and staff,
• plan training and development opportunities and budget accordingly.

The PC may procure or provide such training and development opportunities as it deems necessary and relevant for the delivery of its work. Councillors and staff must be given equal opportunities to develop their knowledge of local government and the law as it relates to Parish Councils and to learn the skills required to promote partnership and community engagement, to work as effective councillors and lead a modern and progressive Parish Council of the future. Councillor and staff development should be considered an integral part of the council’s business.

2.  Training and Development Activity 

Hemswell Parish Council consists of elected or co-opted councillors and one employed part-time clerk who is also the Responsible Financial Officer and Burial Clerk. Occasionally, volunteers from within Hemswell parish may provide support for tasks/jobs undertaken within the parish, e.g., litter picking.

Councillors will be encouraged to attend training to help them operate and develop as a councillor at least annually. Training and development needs for each of the councillors will be reviewed regularly and may include, as a minimum requirement, the following, (as appropriate and applicable to identified training needs):

Councillors

a. Attendance at induction sessions explaining the role of a councillor, e.g., Lincolnshire Association of Local Councils (LALC) ‘New Councillor’ events, within six months of the date on which they are elected or co-opted.

b. Provision of a ‘Councillor Information Pack’ to include copies of ‘The Good Councillor’s Guide ’, Standing Orders, Financial Regulations, Code of Conduct and a list of the policies of the Council, together with any other information deemed relevant. This pack is to be provided within seven days of the date they are elected or co-opted.

c. Councillors with primary responsibility for specific areas of work will receive relevant training within six months of taking on the specific role, e.g., planning, human resources.

d. The Chair of the Council (and of any sub-committee) shall receive Chairmanship skills training, if appropriate, as soon as possible but within six months of the date on which they are elected as Chair.

e. Attendance at relevant courses provided by external bodies, such as LALC, related to the council’s aims and objectives, as and when required and within three months of the identified need.

Clerk/Responsible Financial Officer/Burial Clerk

The clerk is appointed as a Proper Officer of the council, and they shall be encouraged and supported to undertake training and development to include, but not limited to:

a. Induction sessions explaining the role of clerk, such as attendance at a ‘New Clerks’ training course or similar – within three months of the date on which they are employed.

b. Provision of a ‘Councillor Information’ pack which contains copies of ‘The Good Councillor’s Guide’, Standing Orders, Financial Regulations, Code of Conduct and a list of the policies of the Council, together with any other information deemed relevant. This is to be provided within seven days of the date on which they are employed.

c. Training relevant to the proficient discharge of their duties such as I.T., Powers and Duties, finance and VAT and understanding the planning system, identified through regular training needs assessments, within three months of the identified need.

d. Attendance at relevant training courses and/or local meetings of external bodies such as the Society of Local Council Clerks (SLCC), LALC, County and District Councils.

The council will encourage the clerk to:

• gain the Certificate in Local Council Administration (CiLCA) and further qualifications, and
• participate in local clerks’ forums and events.

The PC will endeavour to support the clerk’s professional development, which might include:

• financial assistance towards the cost of tuition, examinations and resource materials,
• allocated study leave,
• time off for any relevant learning courses or examinations.

Such support is entirely at the discretion of the council or, as appropriate, the staffing committee.

3. Review of Training and Development Needs

Councillors, the Chair, and/or the clerk usually identify training requirements for councillors. The clerk investigates opportunities to attend courses and brings them to the council's attention. The clerk is expected to keep up to date with developments in the sector and highlight any required training to the council.

Annually the council will formally review the training needs of the councillors and the clerk at a meeting of the Parish Council.

Training needs for staff will be identified from:

• induction and probationary periods,
• one-to-one discussions,
• appraisals,
• annual strategic planning.

4. Training Budget

Annually an allocation will be made in the budget, each year as required for training and development, based on a review of training and development needs.

Purchases of relevant memberships, subscriptions and resources such as publications will be considered on an ongoing basis.

5. Evaluation and Review of Training

The clerk will evaluate all training undertaken by councillors or themselves to gauge its relevance, content, and appropriateness and report the findings to the PC. Those completing the training will be required to give a summary of the course/event content and the perceived benefits or shortcomings of the training to judge its cost-benefit. Any additional training needs identified by the evaluation process will be considered in the process described in section 4 above.

Training will be reviewed in light of changes to legislation or any applicable regulations relevant to the council. This may include requirements for new qualifications, new equipment, complaints received, incidents highlighting training needs, and requests from the clerk, councillors or volunteers.

The clerk will maintain a record of training attended by councillors and themselves.