The Bamburys Training and Learning Centre

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The Bamburys Training and Learning Centre

• Development Strategy
• 2005 - 2010

Created November 2005 Review date November 2006
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Context

• The Bamburys Training Development Strategy has
  been developed to complement The Bamburys
  Business and Operational Plan 2005 2010 and is
  inextricably linked to the overall vision,
  mission, aims, objectives and ethos of The
  Bambury. A Training and Learning Centre
  Operational Plan will be devised to complement
  this document.

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Mission Statement

• To contribute to the capacity building of
  Glasgows East End residents through the
  provision of accessible learning and training
  opportunities, that respond to local, city wide
  and national development strategies delivered
  within a community context.

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Aims

• To develop a high quality, accessible and
  sustainable learning and training service which
  makes a positive contribution to the regeneration
  and sustainability of the local area.
• To improve confidence, educational attainment and
  employability of local people and contribute to
  reducing relevant skill gaps within the public,
  private and voluntary sectors.
• To create a sustainable Training and Learning
  Centre with minimal dependence on public funding.

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Immediate Plan of ActionOctober 2005 March 2006
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Objective 1
To provide a quality and customer focused service
to potential and participating learners by
adhering recognised quality standards
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Objective 2

• To work towards becoming an accredited training
  provider

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Objective 3

• To provide access to the latest technology and
  materials and technical support appropriate to
  identified training needs

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Objective 4

• To maximise access to training and learning
  opportunities available to local residents by
  providing programmes that encompass a range of
  training methods and entry levels in line with
  individual aspirations.

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Objective 5

• To maximise income generation through training
  and learning services and facilities

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Objective 6

• To develop strong partnerships with training and
  learning organisations and potential referral
  agencies

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• The Bambury Staff and Directors Training Strategy
• The Bamburys strategic objectives
• To improve the provision, range and quality of
  Childcare and After School Care in line with the
  requirements of local parents
• To build local networks and pathways to enable
  partnership working and the sharing of resources
• To raise educational attainment in Camlachie
• To widen participation and demand for lifelong
  learning
• To extend community involvement and the
  development and management of regeneration
  activity in Camlachie and in surrounding areas
• To create opportunities for unemployed
  people/workless families to enter or re-enter the
  employment market
• To reduce vulnerability created by poverty, which
  isolates communities, groups and individuals
• To improve the local infrastructure to enable
  broader representation on local policy and
  decision making bodies
• 2. Aim and objectives of training policy
• The aim of the training policy is
• To ensure that staff and board members are given
  opportunity to train and develop in an efficient
  and effective manner.
• The objectives of the training policy are

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The Bambury Staff and Directors Training
Strategy (Cont) 3 Methodology for achieving
aims and objectives 3.1 Assess Training
Development needs Staff Training and development
needs should be assessed annually by Line
Managers through Staff Appraisal. Training needs
should be assessed while considering the
following Core competencies of current role
within the company Competencies required to
further develop staff post e.g. additional
responsibilities/duties Over all development
plans for The Bambury Personal aspirations and
career development Training budget where
appropriate Staff and Board members training
needs should be assessed primarily through
discussion and observation. The Training
Development Manager will provide options to
appropriate line managers/board members for
consideration. 3.2 Training Development Plan A
training development plan should be devised for
The Bambury. The Training Development Manager
will be responsible for the administration of the
Plan, under the supervision of the Chief
Executive and ultimately the Board of
Directors. The contents of the plan should
include An analysis of the skills and
qualifications required by staff and directors to
run the company/projects efficiently and
effectively An analysis of skills gaps to be
addressed A budget to allow training to be
purchased in line with assessment
needs Information on where training should be
purchased from Information about different types
of training which should be assessed Evaluation
form for staff to fill in before and after
undertaking training Report form for personnel
file
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The Bambury Staff and Directors Training
Strategy (Cont) 3.3 Monitoring Progress The
effectiveness of Training Development plan should
be monitored annually. The effectiveness of the
Training Development Plan should be monitored and
the following evidence should be
considered Staff appraisals and
performance Staff evaluations Feedback from Line
Managers Company performance in line with targets
as specified by current business plan Company
performance in line with targets as specified by
funding criterias 3.4 Reviewing the Training
Development Plan The Training Development Plan
should be reviewed annually by The Training
Development Manager and changes should be
implemented in agreement with The Chief Executive
and ultimately The Board of Directors. 4
Commitments 4.1 Staff The Training Policy and
Training Development Plan should reflect the
Bamburys commitment to the training and
development of staff. It is essential that
employees show equal commitment to their
individual training through participating in
training and development as agreed with their
line managers. In the event that a new employee
leaves The Bambury within twelve months of the
completion of a funded course, the employee may
be required to refund all or part of course fees
where applicable. This will be assessed on an
individual basis and should be implemented at the
discretion of Senior Management and ultimately
The Board of Directors.
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The Bambury Staff and Directors Training
Strategy (Cont) 4.2 Directors The Bambury is
committed to the principle of the need for
training to enable board members to make an
effective contribution to the management of
Bambury and projects managed by The
Bambury. Therefore it is expected that directors
will accept training as thought to be necessary
as a requirement of membership. Training will be
arranged where necessary and possible at dates
and times convenient to the individual/individuals

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