The purpose of training is to equip our people with the necessary skills, knowledge and attitudes to meet the business objectives. By investing in people through their training we ensure harness their full potential and focus their energies on the needs of the organisation while fulfilling their need for personal development and job satisfaction.
PCI Pal may use various training and coaching tools to help educate their teams. The following may identify potential training needs;
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Appraisals/performance reviews
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Performance improvement plans
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Training should be regarded as an essential part of career development and not just a matter of attending courses. A range of approaches are used these include;
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Training on the job. This may take place in the form of coaching or observing a team member
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Attending courses/seminars (where appropriate) both internally and externally
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Studying for professional qualifications that are aimed at the acquisition of relevant knowledge and skills which benefit both the individual and the business
Induction Training
An induction programme is provided for new staff, providing an overview of housekeeping and building navigation, the location of policies/procedures, spending time with colleagues, as well as any specific job related training required.
Internal Training
We may develop training and coaching programmes as an ongoing concern, ensuring that we continue to meet the ever changing needs of the industry we work within. Employees are encouraged to attend these events whenever invited, and ensure they positively participate.
External training and qualifications
PCI Pal may consider supporting individuals pursuing qualifications or training where a clear link can be made from the qualification to meeting business objectives and where budget is available to meet any required costs. The support offered may be in the form of time off, flexible working and/or paying for the training/qualification. The following must be considered before making an application for external training:
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There is a clear development need
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The individual’s training and development plan clearly shows the expected performance enhancement following completion of the study
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There is a clear rationale as to why the proposed course of study is the preferred option for meeting the development need (rather than through on the job training, coaching and internal training programmes)
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Meeting the requirement is seen by the business as being a priority
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Requests for funding will be considered and then accepted or declined according to the individual training and development and the business needs and priorities, the budget availability and the individual’s aptitude, performance and commitment. Where funding is declined, a clear rationale will be given to both the individual and the manager.
Wherever possible employees are encouraged to study by distance learning or correspondence courses which enable the students to arrange their study in their own time and work at their own pace. Where there is a requirement to attend evening sessions/weekend residential no overtime or time in lieu will be payable.
In the interest of fairness including between those employees who demonstrate commitment to this process and their side of the bargain and those who do not, PCI PAL reserves the right to require repayment of expenses. This will be a last resort and extenuating circumstances will be taken into consideration. Examples being when an employee;
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Without any reasonable excuse do not commit themselves or achieve reasonable progress or abandon their studies without a good cause
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Leaves PCI PAL before completion of their study towards achieving a qualification for any other reason than redundancy or early retirement through ill health
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Leaves the company within 2 year of commencing the training, development or education, for any reason other than redundancy or early retirement through ill health.
Training Agreement
Staff will be asked to sign a training agreement prior to commencing the course or studies.
Training Fees Repayment
Unless the training agreement states otherwise, all training courses that cost over £500 (exc VAT) shall be repayable up to either a 12 or 24 month period (as set out in the training agreement, usually determined by the cost of training - for under £3000 a 12 month period is usually enforced, for over £3000 a 24 month period will be enforced) by the employee as follows:
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12 months: Repayment amount (%)
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Period after completion
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100
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Up to 6 months
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75
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6 – 9 months
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50
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9 – 12 months
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0, no repayment
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Over 12 months
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24 Months: Repayment amount (%)
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Period after completion
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100
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0 – 6 months
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75
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6 – 12 months
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50
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12 – 18 months
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25
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18 – 24 months
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0, no repayment
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Over 24 months
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Examination Re-Sits
All employees, where funding has been agreed, will be expected to devote sufficient time and effort to prepare for exams with a view to passing at the first attempt. To this end we will not pay for re-sits of examinations.
Booking Training
Please use the form on Hive to request your training.
