Learning and Development Unit Restructure Presentation: Nicky Anderson Governance Manager

1
Learning and Development UnitRestructurePresent
ation Nicky AndersonGovernance Manager
2

Why restructure the Learning and Development
function?

• HMIC Baseline Assessment - identified specific
  areas of development
• Learner satisfaction and commonality of approach
  needed for all training
• More evaluation capacity needed to demonstrate
  how learning and development has impacted or
  improved operational performance
• More effective marketing of the learning and
  development function required
• Customer expectations need to be better managed

3
Why restructure the Learning and Development
function?

• Investors in People Review-
• Whilst learning and development has robust
  process of prioritisation, evaluation could be
  strengthened and improved to ensure the
  effectiveness of training
• Dorset Police has a strong appreciation of the
  cost of investing in people development, however
  the opportunity is not taken by Managers to
  review the effect of Learning and Development in
  the practice of individuals

4
The New Structure
Connect 2 Leadership
Evaluation. Performance. QA. Assessment.
IPLDP
PPP/360 feedback
Leadership CLDP
Policy Strategic Documents
Crime Training
Costed Training Plans
Generic Training
Promotions and Postings
Strategic Partnership Customer Focus
Administration
Communication
5
The Governance Unit priorities for 2007/08

• Establish the team
• Build stronger links with divisionally provided
  training, working towards consistent standards
  and evaluation of training and development
  throughout Dorset Police
• Improve the Learning and Development Units
  evaluation capability and capacity and its
  collation of customer service data
• Contribute to the development of corporate
  leadership programmes by evaluation of the impact
• Improve the coaching and mentoring provision in
  support of a strategy to ensure equality of
  opportunity for all.