Training Pay etc

[Keyup]

Hi All,

 

Im in need of a training policy. Can you please give me some examples as to what you do with regard to pay and provision of training. I email out the brochure and let staff pick a course, however as prices are going up and everyone loves a course I need to now reign it in as we have gone from 3 staff to 10!

So I was thinking will pay for course and staff hours on course if it is a course needed to do your job, first aid, SENCo etc. But for a course that they just want to do I would pay for course but not time.

 

What do you do at your settings?

 

thank you as always

xxx

[thumperrabbit]

Watching with interest .... Now courses are all chargable we are beginning to struggle to pay for staff to go on the course, relief staff to cover and the actual cost of the course

[Foreveryoung]

I put staff on the courses they have requested as part of their CPD, but in our area were lucky now to be even offered 10 different paid for courses over a year, (most of these have then been cancelled) staff member then has to deliver it back to the rest of the team so it benefits us all - makes the money go further lol.

due to costs going up quite a bit of training I'm now only giving time in lieu for some courses that arnt 'needed' or are excessive in hours as this way during autumn term when I'll be over staffed by one member (I hope it's looking a bit busy ?) I can give this time back so therefore not costing me, or I get 2 paperwork sessions which I can give up to cover lieu time.

[Fredbear]

Sorry but we don't go on them now unless we need too. The days of looking through the brochures and thinking that sounds interesting are way gone.

But we do pay the staff for their time and the course undertaken.

Key points and copies of any literature are cascaded down to all other staff as well at a staff meeting.

[mundia]

I think this is why supervisions and appraisals are important. Training needs should be identified for staff's personal development and also for whole team development. If you have an annual training plan then CPD should fit into that. Plus if you still have an early years team, you can feedback to them what your training needs are which will help them to put on what you want. We rely very much on our settings telling us what they want, as well as responding to the data picture in the area.

[Keyup]

I have staff write up their course notes and they are kept in a folder for everyone to refer to, we struggled for a meeting room location so they haven't been cascaded down verbally as much as I would like but that has now been resolved (theres always something). I also find though that sometimes a whole staff meeting can get caught up in the training course and not the agenda items that we need to discuss as a group. This will be time limited in future.

I like the time in lieu idea, however fortunately this year we are actually busy in September!

Ok I have a plan to try and have as many courses as possible on their days off, courses relevant to job will be paid for, and time in lieu offered.....not sure what else I can do to keep the cost down.......

Lets hope a new Government recognises our needs......we can live in hope!x

[sunnyday]

I think this is why supervisions and appraisals are important. Training needs should be identified for staff's personal development and also for whole team development. If you have an annual training plan then CPD should fit into that. Plus if you still have an early years team, you can feedback to them what your training needs are which will help them to put on what you want. We rely very much on our settings telling us what they want, as well as responding to the data picture in the area.

Whilst i am in total agreement with this in principle - in reality it has become far less affordable.......

Edited May 3, 2015 by sunnyday

[lynned55]

Yes in principle, I to am in full agreement but (and it's a very large but) when you have no EY's team to speak of to feed back to, virtually no courses (paid or otherwise) offered by your LA, this all proves to be not only impossible to do but given the prices of some workshops/training I have been offered from elsewhere just not practical. I consider myself to be very fortunate in that i have an extremely experienced, well qualified and highly trained staff. However I d wonder how others with younger, less experienced staff cope with training needs.

[Keyup]

Exactly Lynned55, I have several apprentices and whilst they are evaluated and trained in house I do want to let them out in the big wide world and gauge how they learn from courses and implement them independently. Our LA does have a training brochure but it would be nice to be asked what courses we would like to see, I would like to see a development refresher course and a keyworker course for example........

[lashes2508]

Group training is effective , we are having a second group training session with a SLT on speech sounds and pronounciation, she is using the children we already have to help us support them and using our resources so we do not need to go and purchase any .

This means everyone gets the training and benfits from it , I always find the cascading does not always work or seem to be that effective.

 

We also had a visit from an amazing lady who runs a gym club in our area but who has extensive knowledge and she ran a pe session last week , really inspirational and learnt so much from her, at least 5 of us were there and really benfited.

 

We pay for course and time but only those courses we will feel are beneficial or essential to setting , if staff wish to choose a course for their own CPD then they pay and don't get paid for time either.