5.STAFF TRAINING POLICY

1.RATIONALE AND POLICY CONSIDERATIONS

Research has shown that professional education for early years staff is a major factor in achieving quality in the provision of early childhood care and education services. The Staff Training Policy must identify and address the training needs of employees and unpaid workers.

A good induction program provides a solid foundation on which the new staff member and employer can build a strong and trusting relationship. It informs the new staff member about the way the setting operates and it ensures that they are welcomed into the service and integrated into the staff team.

It is important for all early years providers to avail of opportunities to enhance knowledge and understanding within the staff team on an ongoing basis. This applies in particular to areas of practice relating to children’s well-being, their exploring and thinking, their communicating and their sense of identity and belonging and includes awareness of the significance for young children of their physical, social and cultural environment. It also applies to other important areas of practice such as governance, planning and teamwork as well as health and safety and child protection.

The aims of this policy are:

To outline this service’s commitment to full induction for new staff members and ongoing staff development and training thereafter.

To ensure that staff development and training needs are identified and are well-planned for, well-resourced and organised efficiently and effectively with appropriate staff ratios maintained at all times.

To ensure that all staff members are aware of the service’s procedures for applying for training, that all requirements are met and that all staff members have equal access to appropriate training and development opportunities.

To link the performance and staff development to the achievement of the service’s operational and strategic goals and objectives, and its commitment to continuous improvement and quality service provision.

Legislation and regulatory requirements

·         Under Regulation 9 of the Child Care Act 1991 (Early Years Services) Regulations 2016 the registered provider must ensure that all staff receive appropriate training in regard to the regulatory requirements of the service. This requires that there is a staff training policy in place setting out how the ongoing professional development, performance evaluation, learning and training needs of employees and unpaid workers, are identified and addressed.

·         Having a clear, written policy and procedure on Staff Training is a requirement under Regulation 10 of the Child Care Act 1991 (Early Years Services) Regulations 2016.

Children need:

·         The adults who care for them and provide for their education,

·         To feel part of a well-functioning team,

·         To have the appropriate knowledge, skills and competencies to provide their curriculum/programme and meet their wellbeing, learning and development needs safely, responsibly and according to the highest quality standards.

Parents/Families need to:

·         Be aware of the need and the purpose of staff training and development and the service’s approach to facilitating such training and development for their staff members, both individually and as a team.

·         Know that those to whom they entrust the wellbeing, learning and development of their children are appropriately inducted, trained and supported to carry out that task competently.

Staff members need to know:

·         What the service management expects of them in relation to welcoming new members to their team, participation in training and development opportunities and the procedures for applying for study leave.

·         That there is equality of access to training and development opportunities.

Management needs to:

·         Make sure everyone involved with the service is aware of the service’s commitment to a positive start in the service for all new managers and staff team members, as well as ongoing staff training and development.

·         Ensure that all staff members have the information they need to do their jobs competently.

·         Know that they will be consulted on all matters relating to staff training and development.

·         Ensure that staff training and development is well planned, well resourced and organised efficiently and effectively.

·         Ensure that the appropriate training is provided to ensure a quality service.

National Quality Frameworks

·         Tusla: Quality and Regulatory Framework

·         Síolta: The National Quality Framework for Early Childhood Education

2. DEFINITIONS/GLOSSARY

STAFF DEVELOPMENT/CPD	Includes what is commonly called ‘continuing professional development’ or CPD and is the broad term used to include all activities that are undertaken by and for staff members in order to maintain, update and enhance their work related knowledge, skills and competencies.
INDUCTION	The process by which new staff members are introduced to their colleagues and working environment as well as supported and helped to familiarise themselves with the service’s policies, procedures, practices, ethos and culture. The term induction is also used in this policy for the process of familiarisation with the service that is provided for new management committee members.
STUDY LEAVE	Leave required for a training/learning event that will prevent the individual member of staff from undertaking their normal duties. Study leave includes leave for training courses, conferences, seminars, workshops and any specific learning opportunities arranged either internally or with other organisations.
TRAINING EVENTS	These are generally activities that have an educational or developmental purpose and which lead to the acquisition of skills or knowledge relevant to an employee’s current or future role at Play Together. Training events, as referred to in this policy, are primarily short training sessions/days/courses for skills and/or knowledge development, but may also include attendance at conferences, seminars or some designated meetings

3. POLICY STATEMENT

Play Together aims to be a learning environment, which supports both individual and team development. Access to quality induction and ongoing training and development opportunities prepares staff members for both existing and future roles and responsibilities, and helps them to reach their full potential thereby enhancing the quality of their practice.

A structured approach is taken to induction for new staff team members to ensure consistent and accurate communication about the service’s policies, procedures, statements, regulatory requirements. Students and volunteers are also inducted to the service’s policies, procedures, statements and operations. Students who work with the children will be under the supervision of appropriately qualified and experienced staff members at all times.

All staff members regardless of age, grade, gender, ability/disability or ethnic background or the nature of their contract of employment are expected to undertake staff development and training, which is viewed as a continuous process throughout their time in the service.

Where specific policies are updated or amended, or a new policy is added, all staff members will be provided with training to ensure familiarity with the most up to date service policies.
This policy demonstrates  Play Together commitment to the development of staff members’ awareness, knowledge and competencies through allowing time off for, and/or meeting the expenses of, relevant training courses, conferences, external meetings, participation in the local provider network or other such relevant educational events.           

All applications for study leave shall be considered by the Manager and may only be approved after taking into account both service needs and budgetary commitments.

This policy applies to all staff and has been developed to ensure that there is equality of access and opportunity to attend learning and development events for all staff.

 Play Together encourages its staff members to undertake any other training or activities which aid their personal or professional development. Due to funding limitations it may not always be possible for the service to provide funding to staff members to undertake such training.           

All staff members also have regular supervision meetings and an annual appraisal within which to formally review their practice and training needs (see Staff Supervision Policy).

Records are kept on each staff member’s personnel file of all training events attended and courses completed while employed in this service.

4. PROCEDURES AND PRACTICES

Induction for new staff members

The main purposes of the induction process for new staff members are:

·         To introduce them to children, families and colleagues prior to commencing work.

·         To make them aware of any specific needs of any child who will be in their care.

·         To clarify Play Together Statement of Purpose and Function.

·         The legislative requirements and guidance documentation applicable to the service, including:

·         Part 12 of the Child and Family Agency Act 2013 (No. 40 of 2013)

·         The Child Care Act 1991 (Early Years Services) Regulations 2016

·         Child welfare and protection legislation and national policies, including:

·         Children First Act (2015)

·         Our Duty to Care (2002).

·         To familiarise them with the service’s Safety Statement.

·         To familiarise them with the service’s Child Safeguarding Statement and Child Protection Policy.

·         To familiarise them with the service’s essential policies, procedures, routines and approach to quality and to the service’s organisational structure.

·         To explain the curriculum/program approach used in the service and how play and learning experiences at Play Together are planned, implemented and evaluated.

·         To clarify their roles and responsibilities (including record management) and those of others in the service.

The induction process is tailored to the needs of each individual new staff member, student or volunteer and the length of an induction period will depend on the experience, qualifications and role of the new staff member.

·         Manager will be carrying out the induction program

·          Manager will take on the roles of mentoring, coaching or shadowing the new staff member.

·         The induction will take place in the first few weeks at work 

The manager is responsible for assessing each new staff member’s learning outcomes from the induction process through observation, feedback and reflection.

The induction program will be reviewed on a regular basis to ensure it is still meeting the needs of new staff members and the service overall and will be amended if needed.

Appendix A gives guidance for induction for new staff members.

 

Ongoing training and professional development/CPD for staff members

·         On an ongoing basis all staff members, including the person in charge/manager, are required to undertake certain training which is considered necessary for the efficient and effective operation of the service.

·         All staff members are also required to assume responsibility for their own development and training, which includes both participation in planned activities and making use of opportunities to learn when they are presented.

·         Staff development and training is an obligation for the registered provider and manager who is responsible for identifying individual training and development needs and supporting and encouraging the staff team members.

-information about CPD is held in personal staff files
 
Formal processes – induction, supervision, appraisal and training needs analyses – are used at the individual level and planning for staff development and training is carried out by the management in consultation with staff members at both individual and team levels.
 

·         Overall accountability for staff development and training rests with management 

·         Staff development and training provision will be regularly reviewed and evaluated to ensure that it is of good quality, relevant, effective and provides value for money.

·         It is the responsibility of management to ensure that trainers are competent (have the knowledge, skills, abilities and relevant qualifications where required) to give the training required and external trainers have the appropriate accreditation/certification to provide the required training.

Supervision of students

Students/Trainees who work with the children are at all times under the supervision of an appropriately qualified staff member. They are supported and supervised by appropriately experienced members of staff to assist them to carry out their duties to promote and protect the well-being, learning and development of the children (see Supervision Policy).

Access to training for staff members

·         Staff development and training priorities will be reviewed by the owner/manager Iwona Sawicka who has responsibility for staff development and training policy and practice. Training and development plans will be reviewed and approved annually by  the owner/manager Iwona Sawicka.

·         Training priorities will be decided on the basis of the current and evolving needs of the children and families who use the service, the agreed plans and aims of the service, and ongoing developments in the early years sector related to legislation and quality practice.

·         Existing qualifications, skills and competencies of the staff members and planned developments at the service will also be considered when prioritizing training needs.

Finance for training and staff development

·         The budget for staff development and training is administered by the owner/manager Iwona Sawicka.

·         These funds are allocated to support the service in the achievement of its agreed objectives.

Types of training and development opportunities provided

·         Induction Process

·         Daily and Weekly Team Meetings (See Communications Policy)

·         Monthly Supervision (See Staff Support and Supervision Policy)

·         Annual Appraisals (See Staff Support and Supervision Policy)

·         Individual and Group Training Events/Continuing Professional Development (CPD) (Seminars, Workshops, Conferences, Tailor-made and Accredited Courses)

·         Mentoring/Coaching

·         Participation in a local Providers Network

Follow up to training

Staff members may be requested to complete a short report on any training event which they have attended. The purpose of this is to highlight key benefits and knowledge gained and to provide any further useful information.

The owner/manager Iwona Sawicka is responsible for evaluating the impact of learning and development provided for staff members throughout the year, that is, to discuss the learning, assess improvements to performance as a result of the training and ensure that learning is shared with colleagues. This is to ensure that opportunities are being identified appropriately and the added value of the training that staff have participated in can be assessed.

Study leave

·         When regular, trained staff members are away during hours of operation, appropriately qualified staff must be available to cover their work.

·         In all cases consideration must be given in advance to the identified training priorities, the time required, the cost and availability of relief staff, the available training budget and equal opportunities.

·         Members of staff may not take study leave without obtaining owner/manager Iwona Sawicka’s written approval prior to the leave required.

·         Play Together  pays the fee of the essential training, but does not pay for time spent on training.

·         Learning priorities should be discussed between management and the staff member and specific learning objectives agreed. Priority will be given to learning activities (including courses) which are relevant to the objectives of the applicant’s current role.

·         Where the request is for a long-term course (e.g. to gain a professional qualification), requests for time off will be negotiated on an individual basis. All requests for time off must be discussed with the line manager or owner/manager Iwona Sawicka. Line manager must give due consideration to issues of equity and consistency when agreeing to release any member of staff.

·         A post course evaluation form will be completed.

·         All staff members requesting study leave should apply in writing

·         Application Forms should be submitted at least 4 weeks before the start of an external training course.

Records and record keeping

·         Training records for all staff members will be maintained by the service subject to General Data Protection (GDPR) requirements.

·         Records of Certified/Accredited training are held on each staff members file.

·         Management also undertakes ongoing professional development, which is recorded and retained in the service

5. Communication Plan

All staff are to be informed of the policy and procedures regarding Staff Development and Training on commencement in the service. The registered provider/person in charge ensures staff members have read and understood the policy and provide any assistance needed.

All parents/guardians are informed of the present policy on enrollment. Management will check with parents/guardians that they have read and understood the policy and provide any assistance needed.

A summary of this policy is included in the Parents’/guardians’ Handbook. This policy will also be included in staff induction and annual staff training.

A copy of all policies will be available during all hours of operation to all staff and to parents/guardians in the Policy Folder located on Play Together Creche’s website at www.playtogethergalway.com

Policies are shared with all parents/guardians via email.

Parents/guardians may receive a copy of the full policy at any time upon request. Parents/guardians and staff will receive notification of any updates through Play together Creche’s official communication panel.

6. Related Policies, Procedures and Forms

·         Supervision Policy

·         Recruitment and Selection Policy

·         Record and Record Keeping Policy

·         Induction Procedure and Checklist for New Staff Members [ Appendix A]

·         Induction Checklist for New Management Committee Members [Appendix B]

7.References/Supporting Documents/Related Legislation

·         Child Care Act 1991 (Early Years Services) Regulations 2016

·         Tusla: Quality and Regulatory Framework

·         Síolta: The National Quality Framework for Early Childhood Education

·         Induction: A Basic Guide to the Principles of Good Induction, Social Care Institute for Excellence (SCIE)

·         Induction: Checklist (6th edition), Torrington D, Hall L and Taylor S, Social Care Institute for Excellence (SCIE), 2005

·         Human Resource Management Harlow: Pearson Education Ltd

·         Part 12 of the Child and Family Agency Act 2013 (No. 40 of 2013).

·         Children First Act 2015

·         Our Duty to Care: Principles of Good Practice for the Protection of Children and Young People

  8. Who Must Observe This Policy

·         This policy must be observed by registered provider Iwona Sawicka, managers and all staff members.

9. Actions to be Followed if the Policy is not Implemented

·         If the policy is not implemented, investigation will be taken by Manager/Owner (Iwona Sawicka).

·         If you, as a staff member or a parent, consider that this policy is not being implemented, you can follow the Complaints Policy and Procedure to make a complaint.

10. Contact Information

If you need more information about this policy, contact:

Name	Iwona Sawicka
Phone number or email	0833187143 091/458167 or 091/458999

11. Policy Created    

Date this policy was created

March 2016

 

12. Signatures

	Name and position	Signature
Approved by	Iwona Sawicka

13. Review Date

Reviewed	March 2017	Iwona Sawicka
Reviewed	March 2018	Iwona Sawicka
Reviewed	March 2019	Iwona Sawicka
Reviewed and updated   Reviewed	March 2020     March 2021	Iwona Sawicka     Iwona Sawicka

 

Next Review Date

 

Date this policy will be reviewed

March 2022