Training & Study Leave Policy

Version 2.0 July 2018

Training & Study Leave Policy

Target Audience

Who Should Read This Policy

All Trust staff



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Ref. Contents Page

1.0 Introduction 5

2.0 Purpose 5

3.0 Objectives 5

4.0 Process 5

5.0 Procedures connected to this Policy 14

6.0 Links to Relevant Legislation 14

6.1 Links to Relevant National Standards 14

6.2 Links to other Key Policies 14

6.3 References 14

7.0 Roles and Responsibilities for this Policy 15

8.0 Training 18

9.0 Equality Impact Assessment 18

10.0 Data Protection and Freedom of Information 18

11.0 Monitoring this Policy is Working in Practice 19

Appendices A: Mandatory and Specialist Mandatory Training Needs Analysis 20 B: Annual Trust Training Needs Analysis Process Flow Chart 28 C: Study Leave Funding Calculation Tool 29



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Explanation of terms used in this policy Appraisal

An annual meeting between an employee and their line manager to review performance, review completion of mandatory/specialist mandatory training/other training, set work-related objectives and

identify development needs.

Continuing Professional Development (CPD)

The way professionals continue to learn and develop throughout their careers.

Course Cancellations When an employee is unable to attend training and notifies their line manager with as much notice as

possible. (See sections 4.7.1 and 4.7.2 for process to follow)

Did Not Attend (DNA)

When an individual fails to attend training and a course cancellation is not received in advance of the training commencing.

e-Learning Training undertaken via electronic media e.g. a computer-based training package via the ESR

Portal/Employee Self Service.

Electronic Staff Record Oracle Learning Management (ESR OLM)

The Trust’s learning and development system using the national NHS Electronic Staff Record (ESR).

Electronic Staff Record (ESR) Portal The electronic gateway into the national Electronic Staff Record (ESR) system for all Trust employees

and managers.

Electronic Staff Record (ESR) Portal/Employee Self Service

An individual employee’s own electronic ESR account which enables employees to view their own training records and requirements, undertake e-Learning, book and cancel face-to-face course places,

view employment records, request annual leave and so on.

Electronic Staff Record (ESR) Portal/Manager Self Service

An electronic method of viewing training and employment records of individual team members, book and cancel face-to-face course places, amend employment details and so on.

e-Training Passport (via ESR)

Mandatory/Specialist Mandatory Training completed in line with the UK Core Skills Training Framework which can be transferred across to an employee’s new employer. See ‘UK Core Skills Training

Framework (CSTF)’ below.

Learning & Development Plan

An annual Trust plan outlining the Trust’s learning and development aims, priorities and development needs for the forthcoming year.

Mandatory and Specialist Mandatory Training Needs Analysis Trust document outlining the mandatory and specialist management training needs for staff

(Appendix A).

Mandatory Training

Training required by all staff to ensure the safety of staff, patients and visitors, whilst ensuring the Trust meets legal and/or statutory body requirements. Mandatory Training includes the core skill

subject areas outlined in the UK Core Skills Training Framework (CSTF).

Specialist Mandatory Training Training required by specific groups of staff to ensure the safe and efficient delivery of services, whilst

ensuring the Trust meets legal and/or statutory body requirements.



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Study Leave Time away from the workplace, agreed by the line manager, for an employee to learn and develop

(this could be to attend a training session internally or externally; to complete assignments; to attend

examinations; to complete e-Learning; to attend coaching sessions; etc.)

Subject Matter Experts (SMEs) Course subject/professional leads who help identify and develop appropriate mandatory/specialist

mandatory training across the Trust.

Training Needs Analysis (TNA)

The process of identifying the training needs of staff across the organisation.

Training Compliance Matrix Details an individual employee’s training requirements for their role via ESR Portal (see above).

UK Core Skills Training Framework (CSTF) Defines nationally agreed learning outcomes and training delivery of core statutory/mandatory training

topics for staff working in healthcare settings. The framework can be used by any healthcare employer in the UK including NHS, independent sector and educational providers.

As well as providing a national framework of core skills and knowledge required by healthcare workers, the framework provides an ‘e-training passport’, ensuring when employees commence

employment with another CSTF employer, training records transfer and employees may not have to repeat training unnecessarily.



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1.0 Introduction This policy outlines the Black Country Partnership NHS Foundation Trust’s approach to training. To support the Trust’s Vision of ‘Our Community: You Matter, We Care’ and in order to deliver a high quality service to our patients, service users and carers, the Trust recognises the importance of having skilled and competent staff. The Trust is therefore committed to providing appropriate learning and development opportunities for its staff. This policy applies to all staff directly employed by the Trust.

2.0 Purpose The aim of this policy is to enable Trust staff to perform effectively in their role, deliver safe and high quality services and support the learning and development of staff.

3.0 Objectives The key objectives of this policy are to:-

Describe mandatory and specialist mandatory training requirements for staff Outline Trust learning and development processes & systems Clarify the roles and responsibilities across the Trust in relation to learning and

development Provide a framework for fair and consistent access to learning and development

opportunities.

4.0 Process 4.1 Mandatory and Specialist Mandatory Training Mandatory and Specialist Mandatory Training is compulsory training focussed on core skills subjects Trust staff are required to receive, to enable them to perform safely in their roles and ensure the provision of high quality patient care. This training has been developed in line with the UK Core Skills Training Framework (CSTF) and is completed via e-Learning or face-to-face, dependent on the subject area and staff role. Details of the Trust’s Mandatory and Specialist Mandatory Training Framework, including subject areas, frequency, target audience and delivery method can be found in Appendix A. A full breakdown of training requirements by role can be found on the training matrix available on the intranet.

4.1.1 New Staff The majority of core skills mandatory training subjects will be delivered face-to-face at Trust Induction. There are a few subjects which need to be completed via e-Learning within one month of commencement. Details of these can be found in Appendix A.



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Dependent on the role, new staff may also be required to complete specialist mandatory training. This training should be completed within 3 months of commencement. See Appendix A for further details. New staff will be informed they may have additional training requirements dependent on their role at Trust Induction. They will be informed of the ESR Portal/Employee Self Service and training compliance matrix which details individual training requirements. The Workforce Information Team will provide new staff with ESR Portal/Employee Self Service login details within 1 week of commencement. It is the responsibility of the staff member, along with their line manager, to ensure any additional training not covered on Trust Induction is booked and e-Learning completed/courses attended within the above timeframes. 4.1.2 Existing Staff Appendix A outlines the mandatory and specialist mandatory training requirement for existing staff members. It is the responsibility of the staff member, along with their line manager, to ensure training required for the role is booked and e-Learning completed/courses attended by the expiry date.). It is the responsibility of the line manager to monitor training compliance (see section 15). Line managers should take all reasonable steps to ensure training required for the role is completed (e.g. via roster management), allowing adequate time during normal working hours to undertake mandatory/specialist mandatory e-Learning or face-to-face training. See sections 4.7 in relation to training attendance/non-compliance. Mandatory and Specialist Mandatory Training requirements/completion must be discussed as part of the Trust’s appraisal process (see section 11 and the Trust Appraisal Policy for further details). 4.1.3 e-Learning and Course Booking Process/Further Guidance A set of staff and manager user guides on accessing e-Learning and booking/cancelling face-to-face courses is available on the Trust intranet. An automatic email notification will be sent to staff confirming face to face courses booked/cancelled via ESR. Automatic notifications will also be sent via ESR 4 months and 1 month prior to a competency expiry date.

4.2 Training Requests All requests for internal and external training must be discussed between the staff member and their line manager prior to any study leave being agreed / training booked. Please refer to section 4.3 for key questions to be considered before approving training requests. If agreed, it is the staff member’s responsibility to book a place and attend. For all training accessed externally to the Trust, staff should complete an External Study



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Leave Form (available via the intranet) and have this approved by their line manager before the training commences. If a request for training is not approved, the reasons for this should be discussed with the staff member. If the staff member remains dissatisfied following this discussion, they should refer to the Trust’s Grievance and Disputes Policy. Training requests should be considered based on the following priority areas:

Priority Level Criteria

1 Mandatory/Specialist Mandatory Training

2 Professional or Job-related Requirement

3 Personal / Career Development

4.3 Study Leave Entitlement Study Leave is time away from the workplace, agreed by the line manager, for a staff member to learn and develop (e.g. to attend a training session internally or externally; to complete assignments; to attend examinations; to shadow a colleague; to undertake coaching or mentoring, etc.) There is no minimum study leave entitlement. Agreement of all study leave is the responsibility of line managers. For apprenticeship study leave please refer to the Trust’s Apprenticeship Policy. A range of factors should be considered when reviewing a study leave request. These include:-

Has the staff member completed all of their mandatory/specialist mandatory training requirements?

Does the training support Divisional / Departmental objectives? How will the development improve the quality of service provided by the

department? Who is the most appropriate person in the team/department/division to receive

the training? Has consideration been given regarding equality of opportunity to all team

members? What is the most appropriate learning method for this development need? What priority level applies to the training for this staff member? (See Section 4.2) How could the development be utilised by the staff member / shared with other

staff? If funding is required, where will this come from? Will this funding be applied fairly

and equitably? (See Section 5 Sources of Funding) What is the impact on service delivery of releasing the staff member for study

leave?

Where study leave is agreed during normal working hours, normal pay will be given. Study time beyond the staff member’s normal contracted hours will not usually be paid. Where a staff member is required by the organisation to attend a learning activity which extends beyond their normal working hours (e.g. part time employee attending a full time course), time off in lieu or paid leave may be agreed, up to full time hours.



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4.4 Training Needs Analysis A Training Needs Analysis (TNA) process will be undertaken annually across the Trust, linked to the appraisal period. The purpose of the annual TNA process is to capture the key learning & development needs from across the Trust based upon national, legislative, professional, Trust, Divisional, Service and other local drivers. This process will be undertaken jointly with Divisions, Professional and Corporate leads (see process attached at Appendix B) Key training needs identified are then utilised to inform the development of the annual Learning & Development Plan. This plan will then be prioritised and agreed by the Workforce Committee. 4.5 Mandatory/Specialist Mandatory Training Needs Analysis Process At the beginning of the Trust’s annual TNA process, the Trust’s Mandatory and Specialist Mandatory Training Needs Analysis (Appendix A) will be reviewed in consultation with subject matter experts (SMEs) and appropriate Trust managers. It will then be agreed by the Workforce Committee, to ensure it fully reflects all mandatory and specialist mandatory training requirements, including those outlined in the UK Core Skills Training Framework (CSTF), for the forthcoming year. This document must include as a minimum:-

Mandatory & Specialist Mandatory Training Topics Staff groups required to attend/undertake Frequency of update required Training delivery method 4.6 Recording of Mandatory & Specialist Mandatory Training All training completed by staff on the topics described within the Mandatory & Specialist Mandatory Training Needs Analysis document (Appendix A) is recorded on ESR OLM, the Trust’s learning and development system.

This information is captured from:-

Signed attendance lists/registers Completed e-Learning packages Certificates of attendance for face-to-face training and e-Learning (where

appropriate) e-Training Passport (via ESR) 4.7 Training Non-Attendance The Trust recognises there may be occasions when a staff member is unable to attend a training session on which they are booked, but this should only occur in exceptional circumstances. If this does occur, the staff member must advise their line manager of this in advance of the training, providing as much notice as possible, to avoid valuable training resources being wasted, including the cost of external training providers. For examples of exceptional circumstances see below. 4.7.1 Course cancellations – in advance Non-attendance at mandatory and specialist mandatory training should only occur in exceptional circumstances. For these subject areas, managers should attempt to make a ‘swap’ and arrange for another member of their team to attend this session.



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Managers should make the appropriate changes (e.g. cancelling the course place and booking a new date; booking a new member of staff to attend) via ESR Portal/Manager Self Service. For all other training, apologies should be sent directly to the training organiser in advance of the training, giving as much notice as possible, to enable this place to be made available to another staff member. Exceptional circumstances may include: unforeseen personal circumstances (e.g. sick leave, urgent domestic situations, compassionate leave, other forms of special leave) or at the managers request. This list is not exhaustive. If a course is cancelled by a trainer due to unforeseen circumstances, Learning & Development will notify course attendees as soon as possible, and make arrangements for attendees to be re-booked onto an alternate date. Courses will only be cancelled in exceptional circumstances. 4.7.2 Course cancellations – on the day As above, non-attendance at mandatory and specialist mandatory training should only occur in exceptional circumstances. If a staff member is unable to attend training they should contact their line manager. The manager should then contact Learning & Development to cancel the place providing a reason (for reporting purposes). The manager should then book a new course date for the staff member to attend. Learning & Development will notify the training organiser/trainer and update ESR/OLM with the cancellation reason. 4.7.3 DNA (Did Not Attend) Where a staff member fails to attend a training session, and a course cancellation is not received in advance of the training commencing, this will be recorded as a DNA (Did Not Attend). Learning & Development will contact the manager on the day of training, where this information has been provided by the trainer, to inform them of the DNA and ascertain a reason. Upon receipt of the attendance register, if no reason has previously been provided, Learning & Development will contact the manager within 2 working days. For mandatory and specialist mandatory training topics (including Trust Induction), the line manager will book the staff member onto another course as a matter of priority and ensure attendance. Upon being advised that a member of staff has DNA’d at a training session, the line manager is expected to meet with the staff member to:-

Establish the reason for non-attendance (if this is not already known) Reiterate the expectations in relation to attendance at training Confirm the re-booked mandatory/specialist mandatory training date and ensure

the staff member attends Identify any further actions required

Where the manager deems the reason for non attendance at mandatory/specialist training to be unacceptable, or unjustifiable, the line manager may consider taking



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further action in accordance with relevant Trust policies. Depending on the reasons for non-attendance, these may include:

Managing Attendance Policy Disciplinary Policy 4.7.4 Persistent Non Attendance Persistent non-attendance at training is deemed to be when an individual does not attend training on which they are booked on three or more occasions, for reasons which are deemed by the manager to be unacceptable or unjustifiable. Where there is persistent non-attendance, the manager will be expected to follow this up with the individual in line with the relevant policy e.g.:

Managing Attendance Policy

Disciplinary Policy

Capability Policy 4.7.5 Non Attendance/Compliance – Long Term Sick Leave/Maternity/Other Staff who are unable to undertake mandatory/specialist mandatory training due to long-term sick leave, maternity leave or another justifiable reason should undertake the required training within 3 months of returning to work. 4.7.6 Non Attendance at External Training Non-attendance at external training should only occur in exceptional circumstances. If a staff member is unable to attend an external training session on which they are booked, they must advise their line manager and the training organiser, as far in advance as possible. The line manager will consider the reasons given for non-attendance. It is recognised that there will be occasions where non-attendance is unavoidable (e.g. due to sickness absence; bereavement; request to work from line manager, etc. NB: This list is not exhaustive). Where payment has already been made by the Trust for this training, and money can be reclaimed, it is the staff member’s responsibility to liaise with the external training provider and the Trust’s Finance Department to ensure that this happens. Where costs are incurred by the Trust for this training, which cannot be reclaimed, if the reasons for non-attendance are deemed to be unreasonable or unacceptable, the staff member may be required to repay the Trust for all or some of the costs incurred. Please see section 5.5 Reclaiming Study Leave Funding for further information. 4.7.7 Late Arrivals Staff will receive an email notification confirming the details of any face to face courses booked via ESR. This notification will specify the date, time, venue and any other relevant course details. Should a staff member arrive late for a course, dependent on the arrival time and course content missed, the trainer may ask them to rebook onto another date. It will be the staff member’s responsibility to do this. 4.8 Funding for Training This section outlines some of the possible funding sources for training. Please note, this list is not exhaustive.



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4.8.1 Apprenticeship Levy There may be funding available through the Trust’s Apprenticeship Levy for staff wishing to undertake a qualification that is approved by the Apprenticeship Standards. For further details see the Trust’s Apprenticeship Policy. 4.8.2 Learning Beyond Registration (LBR) Funding When the Trust receives an allocation of Learning Beyond Registration funding from regional sources, this can be used to support the professional development of registered nurses and allied health professionals.

Requests for funding from this budget are gathered and submitted via the annual Training Needs Analysis Process. Needs submitted for LBR funding are considered, prioritised and agreed by the Nursing Directorate, based on funding allocated by Health Education England. An annual plan for the Trust’s allocation of this funding is then submitted externally for approval and commissioning as appropriate.

4.8.3 Divisional Budgets Funding for other development needs, not able to be funded from budgets outlined above, could be considered for funding from available Divisional or Professional Budgets. Managers within Divisions and services are responsible for managing these budgets, and considering any requests for funding from them for training and development. This process should be fair, equitable and auditable. 4.8.4 Levels of Funding Support Financial support to undertake training and development is not a staff entitlement. Where funding is agreed, this will usually be full funding for courses which are essential for an individual’s role, profession and the service. However, where training is non-essential, or is for personal or career development, consideration may be given to funding of between 0% and 75%, depending on the need and relevance of the training.

To help managers decide on the appropriate level of funding for development at level 3 (Personal/Career Development), the Study Leave Funding Calculation Tool (Appendix C) should be applied. A copy of any completed forms should be placed on the individual’s personal file for future reference. 4.8.5 Reclaiming Training Funding In exceptional circumstances, it maybe necessary for the Trust to seek to reclaim training funding from staff. If a staff member has been funded by the Trust to undertake training costing more than £100, and they either leave the Trust, withdraw from the course or fail to complete the course, there may be a requirement for the staff member to repay relevant study leave fees on a pro-rata basis as outlined below:-

% to be reclaimed

Staff member leaves the Trust prior to commencing, or during, the course of study

100%

Staff member leaves the Trust within 0-6 months of completing the course

75%



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Staff member leaves the Trust within 6-12 months of completing the course

50%

Staff member withdraws from a course for an unsatisfactory reason

100%

Staff member fails to attend or complete a course for an unsatisfactory reason

100%

Where managers are approving training investment at this level, they should discuss the potential expectation for the staff member to repay fees in certain circumstances, at the point of agreeing the study leave. This should also be confirmed to the staff member in writing. If a potential need for repayment of fees is identified, the circumstances and any repayment schedule will be discussed with the individual concerned. 4.9 Other Costs

4.9.1 Travel Reasonable travel expenses incurred by a staff member attending a course or study day deemed to be essential to their role or the service, will be paid at current agreed Trust rates. Where payment of travel is agreed, staff must utilise the most cost effective means of travel available. Any expenses should be agreed by the line manager in advance of training commencement. 4.9.2 Accommodation Accommodation costs (where required) often form part of an overall course / conference fee. Where accommodation is clearly a necessity, and not part of the overall course / conference fee, staff are responsible for agreeing funding for this with their line manager in advance, and for making appropriate arrangements. Associated costs should be kept to a minimum. Accommodation costs should be included on the External Study Leave Form

4.9.3 Course Materials / Text Books Additional funding for course materials, text books, etc., is at the discretion of the line manager and should be agreed in advance. Prior to any decision being made, consideration should be given to the priority level of the development being undertaken (see 4.2). 4.9.4 Additional Costs incurred through Course Failure Where a staff member fails a course or module for an unsatisfactory reason, any costs incurred for repeating coursework, repeating modules or re-sitting an examination will not be met by the Trust. 4.10 Delivery/Commissioning of Training Internally and Externally

4.10.1 Internal Training Delivery Staff who propose delivering, or commissioning, any training internally for other Trust staff, must first gain approval for this training via their line manager, ensuring they have the relevant knowledge and skills to deliver the training.

They should also notify Learning & Development to inform the annual Learning and Development Plan.



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4.10.2 External Training Delivery Any member of staff who proposes delivering training externally to the Trust during their normal working hours must first agree this with their line manager, ensuring they have the relevant knowledge and skills to deliver the training. 4.11 Training Evaluation Evaluation of training delivered internally should be undertaken and monitored by the co-ordinator of that training. This could include both immediate evaluation of the course quality, and longer term evaluation of the impact of that training. Training content and delivery should be modified in light of feedback received. 4.12 Evidence of Training Completion Completion of Mandatory and Specialist Mandatory Training (face to face courses) will be updated via ESR OLM by the Learning and Development Team. e-Learning completed via ESR Portal/Employee Self Service will be updated automatically. Staff can view their training record via their ESR Portal/Employee Self Service account. Certificates received from the completion of other internal or external courses should be provided to the line manager for their personal file. 4.13 Implementation of Skills and Knowledge Once a training session or course of study has been completed, it is the joint responsibility of the line manager and staff member to ensure the skills and knowledge gained are utilised and shared. Discussions regarding this should form part of on-going supervision / 1:1 meetings and appraisals. Sharing of this knowledge could be undertaken through, for example, delivery of training to others; providing updates at team meetings; sharing of tools and resources obtained with others as appropriate. 4.14 Appraisals / Pay Review Progression Mandatory and Specialist Mandatory Training must be discussed as part of the Trust’s appraisal process (see Trust Appraisal Policy for further details). Prior to granting pay progression as part of the appraisal policy, consideration should be given as to whether mandatory/specialist mandatory training required for the role has been completed and, if appropriate, reasons for non-compliance. If there are no justifiable reasons as to why mandatory and/or specialist mandatory training has not been completed, pay progression should not be awarded. (See SOP 1 Pay Progression for further detail and process to be followed). NB: It is the responsibility of both the individual staff member and their line manager to ensure mandatory/specialist mandatory training required for the role is completed by the expiry date. See section 4.1.2 and section 15 for further details. Examples, in exceptional circumstances, where staff have been unable to complete mandatory/specialist mandatory training may include: long term sick leave, maternity leave, career break, special leave or at the manager’s request. NB: This list is not exhaustive. (Also see section 4.7.5)



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4.15 Other Trust Staff Groups 4.15.1 Trust Bank Workers Details of the training requirements for new and existing bank workers can be found in the Bank Workers Training Matrix (located on the intranet). 4.15.2 Volunteers Trust volunteers should also receive mandatory training as part of the voluntary work they provide. Details of the training requirements for new and existing volunteers can be found in the Volunteer recruitment, induction and training process (located on the intranet).

5.0 Procedures connected to this Policy SOP 1- Pay Progression ESR OLM User Guides for Managers and Employees (available on the intranet)

6.0 Links to Relevant Legislation Equality Act 2010 UK Core Skills Training Framework (CSTF) – outlines key legislation and relevant expert guidance for each core skills subject area

6.1 Links to Relevant National Standards UK Core Skills Training Framework (CSTF) – outlines key legislation and relevant expert guidance for each core skills subject area

6.2 Links to other Key Policies

Appraisal Policy The aim of this policy is to ensure Trust employees have a meaningful discussion regarding their performance and development to ensure we deliver a high quality healthcare service. Mandatory/Specialist Mandatory Training should be discussed as part of the Trust’s Appraisal process, which is also linked to pay progression. Apprenticeship Policy The purpose of this policy is to provide a framework for recruiting and managing new apprentices within the Trust, and provide a framework to support appropriate learning and development opportunities for existing staff. Induction Policy This policy aims to ensure new employees to the Trust receive an effective introduction to the organisation and their role. This includes the completion of mandatory/specialist mandatory training required for the role. Disciplinary Policy The aim of this policy is to ensure employees maintain high standards of conduct and professionalism to ensure the highest possible standards of care are delivered. This policy may be considered, for example, if an employee remains non-compliant for mandatory/specialist mandatory training that is a requirement for their role, and there is no justifiable reason for non-compliance.

6.3 References UK Core Skills Training Framework (October 2017)



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7.0 Roles and Responsibilities for this Policy

Title Role Key Responsibilities

Employees Adherence - Ensure completion of mandatory and specialist mandatory training as required for the role as outlined in the Mandatory and Specialist Mandatory Training Needs Analysis (Appendix A).

- Co-ordinate with their line manager to ensure course places are booked to attend face-to-face training via ESR Portal. (Managers or staff can book onto courses)

- Subscribe and enrol onto relevant e-Learning training before the expiry date, or, as a matter of priority if non-compliant.

- Attend all training on which they are booked, arriving on time, and remaining for the full length of the session - Actively participate and be respectful in all training they attend

- Seek agreement from their manager for all study leave and funding, including any travel or accommodation requirements - Book themselves onto any external training agreed

- Actively take steps to implement and share knowledge and skills gained through their training - Advise their line manager in advance if they are unable to attend training, cancelling course places booked on ESR

Portal/Employee Self Service, with the reason. For external training, the employee should advise the training organiser of

non-attendance as soon as possible. - Keep a record of their own personal development / CPD, particularly where this is required by their professional body.

- Support the learning and development of others as required, including new starters. - Take responsibility for identifying their own development needs and appropriate delivery methods, through their annual

appraisal.

Line Managers Operational - Ensure all staff within their area are up-to-date with all mandatory/specialist mandatory training requirements, as outlined in the Mandatory and Specialist Mandatory Training Needs Analysis (Appendix A), and take

prompt action to address any shortfall.

- Ensure all new staff complete e-Learning of required subjects within one month of commencement - Ensure all new staff are booked onto (via ESR Portal/Manager Self Service) and attend any face-to-face

mandatory/specialist mandatory training within 3 months of commencement - Ensure all staff are booked onto (via ESR Portal/Manager Self Service) and attend any face-to-face mandatory/specialist

mandatory training prior to the competency expiry date. - Ensure staff attend training, actioning swaps where possible.

- Ensure cancelled course places are made as soon as possible via ESR Portal/Manager Self Service, specifying reasons. If

course places are cancelled on the day of training to notify Learning & Development, with a reason. - Actively follow up non-attendance (DNA) and late arrival at training with individual members of staff, reaffirming

expectations and confirming reasons to the learning and development team - Ensure staff are allocated adequate time to complete/attend mandatory/specialist mandatory training

- Promote and support development of their staff

- Support staff to identify meaningful, appropriate and reasonable development needs and methods, via the annual appraisal process

- Ensure that development needs identified and agreed for staff are realistic, meet Trust or service objectives, and will improve the quality of service provided by the department to its users



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- Identify funding sources for development needs identified, where possible, and always prior to agreement of training with

staff

- Identify key development needs for individuals within their service to inform the annual Training Needs Analysis Process - Apply the principles outlined within this policy fairly and equitably for all staff

Learning & Development Team

Implementation - Develop and update Trust learning and development related strategies and policies - Lead and co-ordinate the annual Training Needs Analysis process

- Work in partnership with Divisions and leads to develop the annual Learning and Development Plan, and Mandatory and

Specialist Management Training Needs Analysis - Review and update Mandatory and Specialist Mandatory Training requirements with subject matter experts, in accordance

with the UK Core Skills Training Framework and relevant standards. - Support, plan and co-ordinate delivery of mandatory and specialist mandatory training with subject matter experts/external

training providers

- Facilitate and deliver mandatory training, where appropriate - Ensure the continued maintenance and administration of the ESR Oracle Learning Management (OLM)

- Review, develop and implement learning and development processes to support Trust’s training needs - Provide support and advice to all employees regarding e-Learning, ESR OLM and the Trust’s mandatory/specialist

mandatory framework

- Ensure managers are promptly notified of non attendance (DNA) and late arrivals at mandatory/specialist training when advised, updating ESR OLM as appropriate.

- Record face-to-face mandatory/specialist mandatory training completed by staff on ESR OLM - Work closely with the Workforce Information Team in relation to the administration of ESR OLM (e.g. establishment of new

competencies) - Provide advice and support to employees / managers with regard to the application of this policy

Subject Matter Experts Implementation - Ensure training delivered has clearly defined learning outcomes in accordance with local, regional, national and

legal/statutory standards, including the UK Core Skills Training Framework (where appropriate) - Deliver high quality training provision which meets the organisations needs

- Ensure training providers have the necessary qualifications, skills and knowledge to deliver training

- Ensure external trainers are advised of key aspects of health & safety, confidential requirements and any other local procedures to ensure the provision of a high quality training

- Ensure that approval for the training is obtained from the relevant Divisional, Service or Corporate Manager - Work closely with Learning & Development in the development, co-ordination and administration of courses to meet

organisation needs, where appropriate

Course trainers (internal & external),

Implementation - Deliver high quality training provision which meets the organisations needs - Work closely with Learning & Development in the development, co-ordination and administration of courses to meet

organisation needs, where appropriate - Ensure all course attendees fully complete course attendance registers, returning these to Learning & Development within

the required timeframe to ensure ESR OLM is updated in a timely manner to support compliance reporting

- Ensure Learning & Development are notified of DNA’s on the day of mandatory/specialist mandatory training within the required timeframe



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Employees delivering,

co-ordinating or

commissioning training

Implementation - Ensure training delivered has clearly defined learning outcomes in accordance with local, regional, national and

legal/statutory standards, including the UK Core Skills Training Framework (where appropriate)

- Deliver high quality training provision which meets the organisations needs - Ensure training providers have the necessary qualifications, skills and knowledge to deliver training

- Ensure external trainers are advised of key aspects of health & safety, confidential requirements and any other local procedures to ensure the provision of a high quality training

- Ensure that approval for the training is obtained from the relevant Divisional, Service or Corporate Manager

- Inform Learning & Development of any courses that are delivered, co-ordinated or commissioned.

Workforce Information

Team

Implementation - Provide new employees with ESR Portal/employee self service login details in a timely manner

- Report mandatory training compliance figures and other relevant reports to enable action to be taken where necessary - Work closely with the Learning & Development Team in relation to the administration of ESR OLM (e.g. establishment of

new competencies)

Divisional/Service/ Corporate Managers

Monitoring - Monitor mandatory training compliance for their areas, and ensure recovery plans are in place to enable all employees within their area of responsibility to complete and update their required mandatory/specialist mandatory training

- Agree prompt actions to address any areas of concern regarding mandatory/specialist mandatory training compliance

- Ensure non attendance at mandatory/specialist mandatory training is addressed appropriately and promptly - Monitor non attendance at mandatory/specialist mandatory training (DNA) and late arrival at training for their area, taking

action as necessary - Ensure the consistent and fair application of training and study leave processes and funding within their area

- Support line managers to resolve any disagreement between employees and their managers arising from training and development e.g. refusal of requests

- Ensure appropriate training needs for staff and services within their area of responsibility, are considered and submitted as

part of the annual Training Needs Analysis process

Workforce Committee Responsible - Explore and agree Trust approaches to key learning and development initiatives

- Prioritise and agree the Trust’s annual Learning and Development Plan

- Monitor progress against key learning and development initiatives and the Trust’s Learning and Development Plan - Consider and address any key learning & development issues

- Receive and monitor Trust mandatory training compliance figures (at least quarterly) - Agree and monitor action plans for any mandatory training topics which fall below 85% (or 95% where relevant)

compliance within the Trust - Agree the Trust’s annual ‘Mandatory and Specialist Mandatory Training Needs Analysis’ document

Group Management

Boards

Monitoring - Group Management Boards are expected to monitor mandatory training compliance figures for their areas and agree and

monitor recovery plans to completion within agreed timescales for any mandatory training which falls below 85% (or 95% where relevant) compliance within the Division

Director of Workforce Executive Lead - Ensure that effective procedures, systems and guidance are developed and implemented to ensure that staff have been

trained appropriately to undertake their duties, in accordance with the Board’s strategic interests and concerns - Ensure that any serious concerns regarding the implementation of this policy are brought to the attention of the Board

Trust Board Scrutiny,

Direction and Performance

- Ensure staff have been trained appropriately to undertake their duties in accordance with the Board’s Assurance

Framework and strategic priorities. - Strategic overview and final responsibility for ensuring that staff have been trained appropriately to undertake their duties.



18

Chief Executive

Accountable - Overall responsibility for assuring that this policy is implemented within the Trust. Operational responsibility has

been delegated.

8.0 Training

What aspect(s) of this policy will

require staff training?

Which staff groups require this

training?

Is this training covered in the Trust’s Mandatory and Specialist Mandatory

Training Needs Analysis document?

If no, how will the training be delivered?

Who will deliver the training?

How often will staff require

training

Who will ensure and monitor that staff have

this training?

Implementation

of the policy itself will not require

training.

Section 4.1 outlines the

Trust’s mandatory/

specialist mandatory

training

requirements

If staff require

training on the policy it will be

provided on an individual basis

Staff groups detailed in

Appendix A

N/A

Yes, see Appendix A

Face to face as

appropriate

Training will be delivered face-to-face or via e-

Learning, as appropriate

Learning &

Development

Learning & Development or

specialist trainers dependent on subject

area

Once

Detailed in Appendix A

Learning & Development

Subject Matter Experts, Learning & Development,

Group Management Boards, Performance Team

9.0 Equality Impact Assessment

Black Country Partnership NHS Foundation Trust is committed to ensuring that the way we provide services and the way we recruit and treat staff reflects individual needs, promotes equality and does not discriminate unfairly against any particular individual or group. The Equality Impact Assessment for this policy has been completed and is readily available on the Intranet. If you require this in a different format e.g. larger print, Braille, different languages or audio tape, please contact the Equality & Diversity Team on Ext. 8067 or email [email protected]

10.0 Data Protection and Freedom of Information

Data Protection Act provides controls for the way information is handled and to gives legal rights to individuals in relation to the use of their data. It sets out strict rules for people who use or store data about individuals and gives rights to those people whose data has been collected. The law

mailto:[email protected]



19

applies to all personal data held including electronic and manual records. The Information Commissioner’s Office has powers to enforce the Data Protection Act and can do this through the use of compulsory audits, warrants, notices and monetary penalties which can be up to €20million or 4% of the Trusts annual turnover for serious breaches of the Data Protection Act. In addition to this the Information Commissioner can limit or stop data processing activities where there has been a serious breach of the Act and there remains a risk to the data. The Freedom of Information Act provides public access to information held by public authorities. The main principle behind freedom of information legislation is that people have a right to know about the activities of public authorities, unless there is a good reason for them not to. The Freedom of Information Act applies to corporate data and personal data generally cannot be released under this Act. All staffs have a responsibility to ensure that they do not disclose information about the Trust’s activities, this includes information about service users in its care, staff members and corporate documentation to unauthorised individuals. This responsibility applies whether you are currently employed or after your employment ends and in certain aspects of your personal life e.g. use of social networking sites etc. The Trust seeks to ensure a high level of transparency in all its business activities but reserves the right not to disclose information where relevant legislation applies. The Information Governance Team provides a central point for release of information under Data Protection and Freedom of Information following formal requests for information; any queries about the disclosure of information can be forwarded to the Information Governance Team. 11.0 Monitoring this Policy is Working in Practice

What key elements will be monitored?

(measurable policy objectives)

Where described in

policy?

How will they be monitored?

(method + sample size)

Who will undertake this

monitoring?

How Frequently?

Group/Committee that will receive and

review results

Group/Committee to ensure actions

are completed

Evidence this has

happened

Compliance of mandatory and specialist mandatory

training subjects outlined in Appendix A

4.1 Appendix A

Compliance reports provided to Trust Board,

Business and Performance Committee,

Group Management

Boards, Trust managers to enable action to be

taken where necessary

Learning & Development,

Group Management Boards, Business &

Performance

Committee, Trust managers,

Performance Team, Subject matter

experts,

Commissioners

Reports provided on a

fortnightly and monthly

basis

- Trust Board - Business &

Performance Committee

- Group

Management Boards

- Commissioners

Group Management Boards

- Minutes of meetings

and action plans

- Recovery

plans where

applicable - Improved

compliance

rates



20

Mandatory & Specialist Mandatory Training Needs Analysis 2018-19

Appendix A – Training & Study Leave Policy



21

Mandatory & Specialist Mandatory Training Needs Analysis 1.0 Introduction This document is the Mandatory and Specialist Mandatory Training Needs Analysis for Black Country Partnership NHS Foundation Trust. It describes the training which the Trust deems to be compulsory for identified staff across the Trust. This document will be reviewed annually at the beginning of the Training Needs Analysis process, to ensure it fully reflects requirements. Changes can only be made to this document, and to Trust mandatory and specialist mandatory training requirements, with the approval of the Workforce Committee and/or relevant Trust Committee as appropriate. 2.0 Mandatory and Specialist Mandatory Training There are a number of key training topics which the Trust has identified as Mandatory or Specialist Mandatory Training for the staff groups described in section 3 below. These topics and requirements will appear within the annual Trust learning and development plan. Compliance with these training topics will be monitored as described in the Training & Study Leave Policy. Section 3 below provides a summary framework. For full breakdown details of requirements by staff group please see the training matrix available on the intranet.



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3.0 Trust Mandatory and Specialist Mandatory Training Framework Summary Mandatory Training

Topic Frequency Target Audience Delivery Method

Induction/One-off Topics

Safeguarding Adults Awareness One-off All staff Induction: Face-to-face

Safeguarding Children Awareness

One-off All staff Induction: Face-to-face

Consent One-off All staff Induction: Face-to-face

Counter Fraud One-off All staff Induction: Face-to-face

Risk Management & Incident Reporting

One-off All staff Induction: Face-to-face

Mental Health Act Basic Awareness

One-off All staff Induction: Staff Information Leaflet (provided at Trust Induction)

Annual Topics

Fire Safety Annual All new staff Inpatient staff All other staff

Induction: Face-to-face (2.5hrs) Refresher: Face-to-face (2.5hrs) Refresher: e-Learning* and face-to-face (2.5hrs) (alternate years) (External training provider)

Moving & Handling Level 1 Annual All staff Induction: Face-to-face Refresher: e-Learning*

Information Governance Annual All staff Induction: e-Learning (content & e-assessment)

– to be completed within 1 month of commencement Refresher: e-Learning (content & e-assessment)

Resuscitation Level 1 – Adult Awareness

Annual Administration/non-clinical staff

Induction: Face-to-face (complete Level 1 Adult

Basic Life Support/One-off – see below) Refresher: e-Learning*

Resuscitation Level 1 – Adult Basic Life Support

Annual Non-inpatient AHPs and HCSWs, LD AHPs, Psychologists, Safeguarding Nurses and Liaison Diversion Services Nurses working in adult services.

Induction: Face-to-face (1hr session) Refresher: Face-to-face (1hr session)

* Required to complete e-Learning assessment only. e-Learning content workbooks available on intranet.



23

Trust Mandatory and Specialist Mandatory Training Framework Summary Cont/-


Annual Topics Cont/-

Resuscitation Level 1 – Paediatric Basic Life Support

Annual Non-inpatient AHPs and HCSWs, LD AHPs, Psychologists, Safeguarding Nurses, Liaison Diversion Services Nurses and Nursery Nurses working in children’s services (supporting clients under 9 yrs old)

Induction: Face-to-face (2hr session) - to be

completed within 3 months of commencement Refresher: Face-to-face (2hr session) (NB: All new starters receive Adult Basic Life Support at Trust Induction)

(External Training Provider)

Three Yearly Topics

Safeguarding Adults Level 1 Three yearly All staff Induction: e-Learning* – to be completed within

1 month of commencement Refresher: e-Learning*

Safeguarding Children Level 1 Three yearly All staff Induction: e-Learning* – to be completed within


Infection Prevention & Control (IPC) Level 1

Three yearly (if not required to complete IPC Level 2 – see below)

All staff Induction: Face-to-face Refresher: e-Learning*

Equality, Diversity & Human Rights

Three yearly All staff Induction: Face-to-face Refresher: e-Learning*

Health, Safety & Welfare Three yearly All staff Induction: Face-to-face Refresher: e-Learning*

NHS Conflict Resolution Three yearly All staff (Inpatient staff to

receive MAPA training – see below)

Induction: e-Learning* – to be completed within


Preventing Radicalisation Level 1 & Level 2

Three yearly All staff Induction: e-Learning* – to be completed within


* Required to complete e-Learning assessment only. e-Learning content workbooks available on intranet Mandatory Training is required by all staff to ensure the safety of staff, patients and visitors, whilst ensuring we meet our legal/statutory body requirements.



24

Trust Mandatory and Specialist Mandatory Training Framework Summary Cont/- Specialist Mandatory Training


Annual Topics

Infection Prevention & Control (IPC) Level 2

Annual All healthcare staff involved in direct patient care/services

Induction: Face-to-face Refresher: e-Learning*

Moving & Handling Level 2 – Clinical/Inpatient Staff (see below for other M&H Level 2 topics dependent on staff group/work area)

Annual Staff whose role involves patient handling activities in specific inpatient areas (i.e.

Penrose and Orchard Hills)

Induction: Face-to-face – to be completed

within 3 months of commencement Refresher: Face-to-face

Moving & Handling Level 2 – Manual Handling Older Adults

Annual Qualified nursing staff and HCSW’s working in older adults (i.e. Chance, Salter &

Meadow)



Moving & Handling Level 2 – Therapeutic Manual Handling

Annual Clinical OT and Physiotherapy staff


within 3 months of commencement Refresher: Face-to-face (External Training Provider)

Moving & Handling Level 2 - Palliative Care Therapeutic Manual Handling

Annual Qualified nursing staff, HCSWs, OT’s, Physio’s and school health advisors working with children


within 3 months of commencement Refresher: Face-to-face (External Training Provider)

MAPA Annual Inpatient MH qualified nurses, HCSWs, OT and Psychologists

Induction: Face-to-face (5 days) – to be

completed within 3 months of commencement Refresher: Face-to-face (2 days. If out of date

may need to complete 5 day course) Resuscitation Level 2 - Adult Enhanced Life Support

Annual Non-inpatient Nurses (excluding Safeguarding Nurses and Liaison Diversion Services Nurses), inpatient AHPs (excluding LD AHPs and Psychologists) and inpatient HCSWs working in adult services

Induction: Face-to-face (3hr session) – to be

completed within 3 months of commencement Refresher: Face-to-face (3hr session (External Training Provider)

* Required to complete e-Learning assessment only. e-Learning content workbooks available on intranet



25

Trust Mandatory and Specialist Mandatory Training Framework Summary Cont/- Specialist Mandatory Training


Annual Topics

Resuscitation Level 2 - Paediatric Enhanced Life Support

Annual Non-inpatient Nurses (excluding Safeguarding Nurses and Liaison Diversion Services Nurses), inpatient AHPs (excluding LD AHPs and Psychologists), Health Visitors and inpatient HCSWs working in children’s services (supporting clients under 9 yrs old)

Induction: Face-to-face (3hr session) – to be

completed within 3 months of commencement Refresher: Face-to-face (3hr session (External Training Provider)

Resuscitation Level 3 - Immediate Life Support

Annual All inpatient registered nurses and medical staff

Induction: Face-to-face (one day) – to be

completed within 3 months of commencement Refresher: Face-to-face (one day) (External Training Provider)

Two Yearly Topics

Risk Management Training Two yearly Staff responsible for assessing/ managing risks e.g. senior managers, executives and board members, divisional/service managers, matrons, team leaders/deputy team leaders, corporate service leads/managers

Induction: Face-to-face (2.5hrs) – to be

completed as soon as possible Refresher: Face-to-face (2.5hrs)

Three Yearly Topics

Infection Prevention & Control (IPC) – Back to Basics

Three yearly Housekeeping/catering/ other facilities staff dependent on role

Induction: Face-to-face (one day) – to be

completed within 3 months of commencement Refresher: Face-to-face (one day)

Basic Food Hygiene Level 2

Three yearly Relevant staff who handle food

Induction: Face-to-face Refresher: e-Learning (content & e-assessment)

Safeguarding Adults Level 2 Three yearly (unless required to complete SGA L3 then L2 is a one-off)

Clinical staff, group directors and senior managers.

Induction: e-Learning* – to be completed

within 3 months of commencement Refresher: e-Learning*




26

Trust Mandatory and Specialist Mandatory Training Framework Summary Cont/- Specialist Mandatory Training Cont/-


Three Yearly Topics

Safeguarding Adults Level 3 (includes Preventing Radicalisation Levels 3 & 4)

Three yearly (staff also required to complete SGA L1 every 3 years and L2 as a one-off)

Clinical staff, group directors and senior managers (excluding children’s staff and pharmacy)



Safeguarding Children Level 2 Three yearly (unless required to complete SGC L3 then L2 is a one-off)

Clinical staff and patient-facing administration staff

Induction: e-Learning* – to be completed

within 3 months of commencement Refresher: e-Learning*

Safeguarding Children Level 3 Three yearly (unless required to complete SGC L4 then L3 is a one-off. Staff also required to complete SGC L1 every 3 years and L2 as a one-off)

All clinical staff Band 5 and above (with exception of Adult and Older Adult AHPs) and Nursery Nurses



Safeguarding Children Level 4 Three yearly (unless required to complete SGC L5 then L4 is a one-off)

Named professionals Induction: Face-to-face – to be completed


Safeguarding Children Level 5 Three yearly

Designated professionals Induction: Face-to-face – to be completed


Preventing Radicalisation Level 5 Three yearly Designated professionals Induction: Face-to-face – to be completed


Mental Capacity Act Three yearly All clinical staff and service managers

Induction: e-Learning (content & e-assessment)

– to be completed within 3 months of commencement Refresher: e-Learning (content & e-assessment)




27

Trust Mandatory and Specialist Mandatory Training Framework Summary Cont/-

Specialist Mandatory Training Cont/-


Three Yearly Topics

Deprivation of Liberty Safeguards (DOLS)

Three yearly All clinical staff and service managers

Induction: e-Learning (content & e-assessment)

– to be completed within 3 months of commencement Refresher: e-Learning (content & e-assessment)

Mental Health Act Level 1 Three yearly All registered clinical staff working with patients within the MHA (excluding doctors)

Induction: Workbook and self-assessment –

to be completed within 3 months of commencement Refresher: Workbook and self-assessment

Mental Health Act Level 2 Three yearly All second opinion consultees and community registered staff (excluding doctors)

Induction: Face-to-face - to be completed


Mental Health Act Level 3 Three yearly All inpatient registered nurses

Induction: Face-to-face - to be completed


Mental Health Act Level 4 Every 5 years Section 12 approved doctors/approved clinicians

Face-to-face (regional training)

Mental Health Act Level 5 Twice yearly Hospital managers Face-to-face (part of hospital managers meeting)

For a more detailed breakdown of the staff groups who require the training above please refer to the training matrix on the intranet.



28

Annual Trust Training Needs Analysis Process Flow Chart Timeframe Action Purpose

Trust Mandatory & Specialist Mandatory Training Needs

Analysis document reviewed by SME’s & agreed by Workforce

Committee

Jan - April

Key Training Needs collated into a draft Trust Learning & Development

Plan

End of June

To ensure Appendix A fully reflects all mandatory &

specialist mandatory training requirements

Divisions, Professional & Corporate Leads complete TNA

document with identified needs/priority levels, including LBR requests (with full details)

(Provided with details of agreed mandatory/specialist mandatory training)

To identify divisional/departmental

training priorities & target audiences for next 12

months

June

Beg of July

Finalised Learning & Development Plan prioritised and agreed by Workforce Committee

Mid-July

To ensure the Trust has an agreed Learning &

Development Plan, to enable training needs to be planned & rolled out

August onwards

Action plans developed, development sessions planned and prospectus developed as

appropriate

To ensure that training needs are planned and

delivered

Appendix B – Training & Study Leave Policy

Trust appraisals take place Feb - May

Meeting with Divisions, Professional & Corporate leads

takes place to confirm TNA requirements

LBR requests forwarded to Nursing Directorate to agree and confirm requests based

on allocated funding

To identify individual training requirements

To confirm training priorities



29

Study Leave Funding Calculation Tool Where a development need is identified as a Priority Level 3 (Personal Development or Career Development need), funding will only be agreed for between 0% and 75% of the cost. This calculator tool is to be used to assist in calculating the percentage of support to be given. Name of Individual requesting Funding: …….. ……………………………………………

Development being requested: ……….. ……………………………………………………

Date of request: ……………………………………………………….. ……………………..

Factor to Consider Key 0 = No Benefit 3 = Some Benefit 5 = Considerable Benefit

Score (see key to left)

Benefit of this development to the Service / Professional Field

Benefit of this development to the Division / Directorate / Department (e.g. Succession Planning)

Benefit that this development will bring in terms of new skills which can be applied within the individual’s job role

NB If the three scores above are all ‘0’ – no study leave funding will be provided and no further part of this form needs to be completed – manager just to sign

Score (Please circle)

Time spent waiting for training since first identified

Less than 6 months 1

6 to 12 months 2

12 to 18 months 3

18 to 24 months 4

Over 24 months 5

Length of time employed by Trust (or previous employing organisation prior to TUPE transfer in)

Less than 1 year 1

1 to 2 years 2

2 to 3 years 3

3 to 4 years 4

Over 4 years 5

Total Score

Multiply the Total number of points by 3 to calculate the % and insert x 3

% Funding

Name of Manager completing form: …………………………………………………… Signature: ………………………………………… ………………………………...........

Appendix C – Training & Study Leave Policy



30

Policy Details The table below is designed to ensure there is proper document control for the continued development and application of this policy – Corporate Governance only

* For more information on the consultation process, implementation plan, equality impact assessment,

or archiving arrangements, please contact Corporate Governance

Review and Amendment History

Version Date Details of Change

2.0 July 2018 Mandatory/Specialist Mandatory Training Framework updated; aligned to UK CSTF; processes updated to reflect current practice

1.0 Dec 2012 Policy for the new organisation BCPF, Alignment of policies following TCS

Title of Policy Training and Study Leave Policy

Unique Identifier for this policy BCPFT-HR-POL-1212-044

State if policy is New or Revised Revised

Previous Policy Title where applicable n/a

Policy Category Clinical, HR, H&S, Infection Control etc.

Human Resources

Executive Director whose portfolio this policy comes under

Director of Workforce and Organisational Development

Policy Lead/Author Job titles only

Head of Learning and Development

Committee/Group responsible for the approval of this policy

The Workforce Development Group

Month/year consultation process completed *

July 2018

Month/year policy approved July 2018

Month/year policy ratified and issued Aug 2018

Next review date July 2021

Implementation Plan completed * Yes

Equality Impact Assessment completed * Yes

Previous version(s) archived * Yes

Disclosure status ‘B’ can be disclosed to patients and the public

Key Words for this policy

Training & Study Leave Policy

Documents

Transcript of Training & Study Leave Policy