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Learning and Development (L&D)

We have L&D teams in all our departments and we also have a corporate team. We are all committed to working closely with senior management teams, managers, teams and individual officers to identify learning needs and work out how best they can be met. We work to similar principles and believe that L&D should be:

• Accessible to all
• Realistic and relevant
• Based on well defined needs and desired outcomes
• Good quality, cost effective and good value for money
• Flexible to meet diverse needs and styles of learning
• Based on the fact that involving people in developing, decision making and planning usually leads to more commitment and learning for them
• Non patronising, with trainers setting the example in using respectful language and behaviours
• Used for development and not punishment
• Supportive of the fact that people do most of their learning whilst doing their job
• Complementary to the role managers have for developing their staff
• Interesting, making use of different methods and approaches to learning
• Mindful of the need to respect confidentiality agreements
• Monitored and evaluated for continuous improvement