Version 1.0
Prepared by: @Lorraine Sebata
Approved by: @Samia Thompson
Reviewed date: 2026-04-30
Next review date: 2026-04-30
This SOP details the step-by-step process for identifying, requesting, and completing professional development activities. Its purpose is to ensure that training is relevant, cost-effective, and properly documented for HR and compliance audits.
This SOP applies to all employees and management personnel involved in the training request, approval, and reimbursement cycle.
Employee Learning & Development Policy
Financial Authority Limits Policy
Anti-Money Laundering (AML) Policy
Employee: Identifies development needs and submits training proposals.
Supervisor: Conducts initial assessment of training relevance and team scheduling.
Management: Reviews proposals against the budget and provides final approval.
HR Department: Coordinates registration, tracks attendance, and maintains the training log.
Step | Action | Responsibility |
1 | Identification: Identify a job-related skill gap or a specific external certification/conference. | Employee |
2 | Consultation: Discuss options with a supervisor to ensure alignment with department goals. | Employee / Supervisor |
3 | Proposal Submission: Complete the "Training Request Form" and submit it to Management/HR. | Employee |
4 | Financial Review: Evaluate the proposal based on budget availability and course relevance. | Management |
5 | Approval Notification: Issue a written approval or rejection. Rejections must include specific feedback. | Management |
6 | Registration: Upon approval, finalize reservations and submit billing for settlement or reimbursement. | Employee |
7 | Examination Leave: If applicable, request the one (1) day of non-accruing paid leave for the exam date. | Employee |
8 | Completion & Reporting: Submit proof of attendance and final examination results to HR. | Employee |
6.1. Budget and PTO Training that exceeds the annual individual budget requires the employee to use Personal Time Off (PTO) and provide self-funding for any remaining balance.
6.2. Cancellation and Failures
Cancellations: Management must be notified immediately. Employees are responsible for any non-refundable cancellation fees incurred due to negligence.
Failed Exams: The company covers registration/exam fees for one attempt only. Retakes are at the employee’s expense.
6.3. Training Materials Subscriptions and materials must be pre-approved. Management prefers to set up corporate subscriptions directly rather than via reimbursement.
All managers and supervisors will receive training on this SOP annually to ensure they can effectively guide their teams through the development process.
This SOP will be reviewed annually by the HR Department to adjust for consumption data and updated business needs.