Learning and development
LG Improvement and Development as part of the Local Government Group (LG Group) is committed to having a well managed, highly skilled, committed and engaged workforce. This will enable the LG Group to meet its aim of ‘working together to support, promote and improve local government’. The LG Group supports the development of a well trained, competent workforce with the right skills and knowledge to deliver the group’s business priorities.
The LG Group endeavours to ensure that all employees have the skills and knowledge to do their job competently and effectively taking into account future career aspirations, where possible. The Group will ensure that all learning and development activity is undertaken with the emphasis on fairness, consistency, equality of opportunity and anti-discriminatory practice and the recognition of diversity of employees.
Employees are responsible for their own learning to ensure they maintain up-to-date skills and knowledge for their role. However, line managers have an important role to play in discussing and agreeing development opportunities and ensuring that employees have access to appropriate development and the time allowed for this.
The management teams of each of the organisations will have overall responsibility for agreeing group learning priorities and resources. These will be reviewed on an annual basis in line with business planning process and strategic HR.
The LG Group operates an annual performance and development review (appraisal) system. Every employee, this includes those on fixed term contracts and secondees, is entitled to an annual appraisal by their line manager and this should identify work, learning and development objectives. The appraisal process is an integral part of how the LG Group identifies an individual’s learning objectives, how we recognise and celebrate outstanding performance and how we identify areas for individual development and improvement. Also it underpins the group’s commitment to effective people management in support of Investors in People (IIP).
The LG Group recognises that staff may want to pursue other career opportunities that are not part of their current role. The priority is to ensure that employees have the right skills and knowledge to undertake their role effectively to meet the needs of the business. Requests to support learning and development that are not part of an employee’s role will be considered on a case by case basis with advice from strategic HR.