Training and Development Policy

DPD Ireland - Employee Training and Development Policy

Background to this Policy
DPD is passionate about pursuing excellence and recognises the importance of having a highly skilled professional workforce that has the required skills, knowledge and competencies to achieve DPD’s strategic and operational goals. DPD is committed to investing in its employees and creating an environment that promotes continuous professional development where employees are encouraged to excel in their chosen field. DPD will continue to develop internal training and development capacity to facilitate delivery of training programmes in line with organisational needs and to provide development opportunities for employees. 

Active inclusion and promotion of equal opportunities for all employees across all departments within the company is paramount and as such DPD has launched the Horizon Program. The Horizon Program allows for open discussions about the scope and development of an employee’s role with identification of specific areas for Continuous Professional Development (CPD). This policy is focused on the CPD process and how an employee can access training and develop his / her career within the company.
​

1.2 Aim of this Policy
The aim of this policy is to provide a framework for all Continuous Professional Development that ensures employees have the necessary knowledge, skills and competencies to meet the needs of the Business and deliver on DPD’s strategic and operational plans. This policy and the CPD provided to employees is centered on the Core Objectives of DPD.

DPD carries out its objectives in line with its six core values.

1.3 Scope of this Policy
This policy relates to the Continuous Professional Development, Talent Management and Retention of Employees. This is built around four key pillars; Collaboration, Engagement, Well-being and Productivity.

Collaboration 

Engagement

Well-Being 

Productivity 

1.4 Equality Opportunities
There will be equality of opportunity for all DPD employees to develop their knowledge, skills and abilities through a blend of learning methods including on the job training, cross training in teams, apprentices, classroom based, blended learning, eLearning, workshops, coaching and mentoring. All commitments under this policy are subject to review and budgetary constraints.

1.5 Identifying Training Needs and Planning 

1.5.1 Induction Training 

Training at DPD begins at Induction. The Induction training aims to welcome you to DPD and to support you during your induction period by providing training appropriate to the role for which you were hired. Induction training is designed to build the knowledge and skills necessary to meet the requirements of your role and to help you to understand the culture and values of DPD Ireland.

1.5.2 Health and Safety Training 

At DPD we put specific attention on all health and safety training. Health and Safety training is an important part of the induction program for all employees, in particular the employee who will be working in the Hub (Sortation Warehouse). 

Ongoing Health and safety training will be integrated into an employee’s general training where necessary, based on the specific risks associate with the job and any changes to the system of work and / or legislation. 

1.5.3 Quality Training 

DPD is committed to the supply of services that consistently satisfy and exceed our customer requirements. The quest for continuous quality improvement is an important determining factor in all our business decisions. Quality is achieved through our people; everyone within the company has a vital role to play. Quality is maintained through training and development programmes, and by placing the emphasis on the details of execution of daily tasks. 

1.5.4 Continual Professional Development (CPD)

The training needs of staff will be identified through the Horizon process and Operational Planning in line with best practice and legislative guidelines. This will take account of changes in responsibilities, technical changes and flexibility requirements. CPD will cover Key Skills Training (e.g. IT Skills, Time Management), Job Specific Training, Quality Training, Health and Safety Training and Management Skills depending on the role of the employee.

Based on the training needs identified though Horizon, an Annual Training Plan will be created for each employee. This will outline all planned in house / external training courses and workshops and will be approved by the relevant Management Team member.

During your employment you will be required to participate in any training that is relevant to your role. Employees are obliged to cooperate fully with the organisation’s training requirements.

All aspects of training and development including internal / external courses, workshops, seminars and conferences will be co-ordinated through the HR Department by the Training Co-ordinator. 

1.6 Attendance and Participation
Department Managers / Supervisors are scheduling time for employees to attend and participate in training and therefore, employees are expected to satisfy all attendance, assessment and evaluation requirements within the required timeframes. Should an employee be unable to attend training or sit an assessment, the responsibility lies with the employee to inform the relevant Department Manager / Supervisor and the Training Co-ordinator. 

1.7 Application of Learning
The Department Manager/Supervisor will agree with the employee, how knowledge/skills learned will be shared to inform team/organisational learning. The Department Manager/Supervisor will facilitate the staff member to transfer the knowledge/skills learned in training to the workplace.

1.8 Evaluation of Training
All training will be evaluated to inform improvements in training provision and implementation of necessary changes. After the completion of any training and development course, workshop or seminar, you will receive a link to an online evaluation form which you are required to complete and submit to the Training Co-ordinator. 

1.9 Educational Assistance
Where an employee has received Educational Assistance or course funding from DPD and they cannot produce an official statement of results for exams completed and passed, funding will be discontinued for the following year. The employee may also be requested to refund all monies paid on their behalf to DPD. 

Once an employee has received Educational Assistance should they then; 

Discontinue employment with DPD during the year of funding discontinue their studies in that particular course or fail to pass required exams or assessments 

Then they will may be asked to repay the total costs of the funding for the year in question to DPD. Employees should be informed of this prior to beginning any course. 

1.10 Study and Exam Leave Entitlements
Applications for study or exam leave will be considered from all employees undertaking courses, not just those being funded by DPD It will be based on the relevance of the course to their role in DPD and must have prior written approval of the Department Manager/Supervisor.

Study and exam leave must be taken within the academic year (not the calendar year) of the course. No leave will be backdated.

Certificate course

(In line with level 6 of the National Framework of Qualifications) 1 day per academic year

Ordinary Degree

(In line with level 7 of the National Framework of Qualifications)) 3 days per academic year

Honours Degree, Masters, etc.

(In line with level 8, 9 or 10 of the National Framework of Qualifications) 5 days per academic year

If an employee is doing a Special Purpose Award or a Minor Award the above study leave entitlements will reflect. This will be based on the number of credits and hours of study required for the course.

1.10.1 Exam Leave Entitlements
Exam leave application forms must be submitted to Department/Line Managers with official exam schedule at least 3 months prior to leave being required. Leave entitlements will cover the duration of the exam. 

1.11 Research Projects, Assignments and Dissertations
Employees will consult with their Department Manager/Supervisor on planning any pieces of work, course assignments or dissertations to ensure that the outcomes support continuous improvement for DPD. Findings from research carried out by employees as part of DPD funded programmes should be made available to the organisation.