Policies and Procedures

DOCUMENT CONTROL: Rev 1.0 Reviewed May 2023. Adopted without changes. Rev 1.0 Reviewed May 2024. Adopted without changes. Rev 1.1 Reviewed May 2026, amended reference to CiLCA qualification for clerks, minor edits. 

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 keep the council 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 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 training and development opportunities that it considers necessary and relevant to its work. Councillors and staff must have equal opportunities to develop their knowledge of local government and the law relating to parish councils, and to gain the skills needed to promote partnership working and community engagement. This development will support effective councillors and staff in leading a modern, progressive parish council. Training and development should be regarded as anintegral part of the council’s business.

2.  Training and Development Activity 

Hemswell Parish Council comprises elected or co-opted councillors and one part-time clerk, who is also the Responsible Financial Officer and Burial Clerk. Occasionally, volunteers from within Hemswell Parish may support the parish’s work, e.g., litter picking.

Councillors will be encouraged to attend training at least annually to help them operate effectively and develop as councillors. Training and development needs for each councillor will be reviewed regularly and may, as a minimum requirement, include 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 of election or co-option.

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

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 of election 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 need being identified.

Clerk/Responsible Financial Officer/Burial Clerk

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

a. Induction sessions explaining the role of the clerk, such as attendance at a ‘New Clerks’ training course or similar, within three months of the date of employment.

b. Provision of a ‘Councillor Information’ pack containing copies of ‘The Good Councillor’s Guide’, Standing Orders, Financial Regulations, Code of Conduct, and a list of the Council’s policies, together with any other information deemed relevant, within seven days of the date of employment. 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 need being identified. 

c. 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.

d. Where the clerk does not hold the Certificate in Local Council Administration (CiLCA), the PC will encourage the appointed clerk to gain the qualification subject to conditions of qualification and enrolment. 

e. 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 PC or, as appropriate, the staffing committee. 

3. Review of Training and Development Needs

Training requirements for councillors will usually be identified by the councillors, the Chair and/or the clerk. The clerk will investigate opportunities to attend courses and bring them to the council’s attention. The clerk is expected to keep up to date with developments in the sector and to highlight to the council any training required.

Annually, the PC 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-ones,
• appraisals,
• annual strategic planning.

4. Training Budget

Each year, an allocation will be made in the budget for training and development, as required, 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

All training undertaken will be evaluated by the clerk on behalf of the PC to assess its relevance, content and appropriateness. Those completing training will be required to provide a summary of the course or event content and the perceived benefits or shortcomings of the training to assess its cost-benefit. Any additional training needs identified by the evaluation process will be considered as 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 by themselves.