Our Employee Development company policy refers to the company’s learning and development programs and activities.
In the modern competitive environment, employees need to replenish their knowledge and acquire new skills to do their jobs better. This will benefit both you and the company. We want you to feel confident about improving efficiency and productivity, as well as finding new ways towards personal development and success.
This policy applies to all permanent, full-time employees of the company. Employees with temporary/short-term contracts might attend trainings at their supervisor’s discretion.
This policy doesn’t cover supplementary employees like contractors or consultants.
Employees and supervisors should all collaborate to build a continuous professional development (CPD) culture. It’s your responsibility to seek new learning opportunities. It’s our responsibility to coach our team and identify employee development needs. And its management’s responsibility to facilitate any staff development activities and processes.
In general, we approve and encourage the following training:
Formal training sessions (individual or corporate)
Employee Coaching and Mentoring
Participating in conferences
On-the-job training
Job shadowing
Job rotation
As part of our learning and development provisions, we can also arrange for subscriptions or educational material, so you will have access to news, articles and other material that can help you become better at your job. There are two conditions for this:
Subscription/Material should be job-related
All relevant fees should be pre-approved by management
This list doesn’t include software licenses or other tools that are necessary for employees’ jobs.
The company has certain provisions regarding individual training programs. All employees that have worked for the company more than twelve months are eligible to participate in external training programs individually or in teams. We will set a budget for training at the beginning of a year, which we’ll review annually. You may take up to one day of non-accruing paid leave in any fiscal quarter for the purpose of verified examinations.
You can choose to attend as many training programs as you want, provided you don’t exceed the approved budget. If you do, you will have to use your paid time off (PTO) and pay any additional fees.
You will be required to produce proof of attendance.
Any employee training that the company mandates (e.g., due to inadequacies of performance, regulatory requirements, or changes in your job description) is excluded from PTO. The company may take care of the entire cost but reserves the right to recover 100% of the cost in the event of your employment ending within twelve months of the end of the training course, and 50% in the twelve months that follows.
All trainings consider what employees need and how they can learn best. Therefore, we encourage employees and supervisors to consider multiple training methods like workshops, e-learning, lectures and more.
We might occasionally engage experts to train you. The company will cover the entire cost in this case. Examples of this kind of training and development are:
Equal employment opportunity training
Diversity training
Leadership training for supervisors
Conflict resolution training for employees
This category also includes training conducted by internal experts and supervisors. Examples are:
Training new employees
Training teams in company-related issues (e.g., regulatory, new systems or policy changes)
Training employees to prepare them for promotions, transfers, or new responsibilities
Attendance records may be part of the process
Both employees and supervisors are responsible for continuous learning. You should show willingness to improve by asking your supervisor for direction and advice. Supervisors should do the same with their own superiors, while encouraging and mentoring their subordinates.
Employees and supervisors are responsible for finding the best ways to CPD. They can experiment with job rotation, job shadowing and other types of on-the-job training (without disrupting daily operations). We also encourage self-paced learning by asking for educational material and access to other resources within the allocated budget.
All eligible employees are covered by this policy without discriminating against rank or protected characteristics.
Supervisors should evaluate the success of training efforts, keep records for reference, and identify opportunities for improvement.
Employee development efforts should respect cost and time limitations, as well as individual and business needs.
Employees should make the most out of their trainings by studying and finding ways to apply knowledge to their work.
Employees are encouraged to use up the allocated training budget and time.
This procedure should be followed when you want to attend external training sessions or conferences:
Identify the need for training.
Discuss potential training programs or methods and come up with suggestions.
Present the proposal. You might also have to complete a form.
Management researches the proposal, with attention to budget and training content.
Management approves or rejects the proposal. If we reject it, we will provide you with reasons in writing.
If management approves, we will ask you to plan and reservations and submit billing for settlement.
In cases where the company doesn’t pay for the training directly, you will have to pay and send receipts to management. We will approve reimbursement according to this information.
If you decide to drop or cancel a training, you must inform management immediately. You will also be expected to pay any cancellation or other fees.
In cases where training ends with examination, you are obliged to submit the results. If you don’t pass the exam, you can retake it on your own expense or reimburse the company for the cost of training.
Generally, the company may also cover reasonable training fees including registration and examination (one time). We may also cover transportation, accommodation, and personal expenses. This is left to management’s discretion. If we decide to cover these costs, you should make arrangements yourself (e.g., tickets, hotel reservations) and submit for approval. Any other approved expense that you have will be reimbursed, after presenting all relevant receipts and invoices.
If you want subscriptions, you should request from management directly. We will preferably set up the subscription. In some rare cases, we might give formal approval to you so you can do it yourself. Once you plan, you should inform management of the cost and any other details in writing. Any relevant invoices should also be sent to management in a timely manner.
Our responsibilities also include:
Assessing training needs
Maintaining budgets and training schedules
Assisting with learning and development activities and strategies
Promoting corporate training programs and employee develop