Training Policy Agreed 2024

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Training and Development Policy
This policy sets out the Town Council’s approach to training and Development for
Councillors and Employees
Approved by Council 22 April 2024

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Policy
The Town Council acknowledges that it is important to train and develop both its
Councillors and staff in order to adequately carry out its service provision in an
efficient and professional manner and as an investment for the future.
The Town Council recognises that training and development of both Councillors and
Town Council employees is central to continued growth and effectiveness of local
councils and can help make the most of new opportunities and operate effectively
using best practice.
1.

2.

Types of Training

1.1

Training and development will include formal training courses, briefings and
seminars, and conferences organised by bodies such as the Society of Local
Council Clerks and the National Association of Local Councils as well as informal
training such as reading, educational videos, podcasts and on-the job learning.

1.2

Training will primarily focus on specific topics and areas of work pertinent to local
councils and will also encompass other relevant training and development that will
enhance the professional skills of staff or benefit Councillors and thereby improve
service delivery.

1.3

Formal training includes opportunities to gain qualifications relevant to an
employee’s job role e.g. Certificate in Local Council Administration for an
administrator or City and Guilds Award in Chainsaw Maintenance for a grounds
worker.

1.4

Informal training such as on-the-job training to undertake new tasks and reading
professional journals will also be recognised.

Training and Development Needs

2.1

2.2
2.3

The training and development needs of staff will be identified both through their
regular meetings with the Town Clerk and through the annual staff development
review process. All new staff will undertake induction training including visiting all
Town Council owned property and being given time and support to work through
an Induction Handbook.
Should there be a need for staff training due to the introduction of new equipment
or the need for specialist knowledge then appropriate training will be provided.
Councillors will also be expected to develop their skills and to attend training on:
• The Code of Conduct (usually provided by SSDC or SALC)
• Being a ‘New Councillor’ (usually provided by SALC)
• Understanding the Planning System (essential for members of the Planning
Committee)
• Finance
• Risk Management
• Equality and Diversity
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•

2.4

3.

A new chairman will automatically be expected to undergo appropriate
training in chairmanship.
Changes in legislation are very likely to lead to a training requirement for both
Officers and Councillors.

Training for Councillors – Standing Orders

3.1

The Town Council’s Standing Orders set out specific training requirements for
Councillors to help them undertake their role; Standing Order 29 reads as follows:
“a) Within 6 months of being elected / co-opted / appointed the following training
should be undertaken or proof provided that such training has been attended
within the last 4 years:
• Chairing Skills – Mayor, Deputy Mayor, Committee Chairs
• Councillor Essentials / Roles and Responsibilities – all Town Councillors
• Council Governance and finance – all Town Councillors
• Equality & Diversity Training – All Town Councillors
• Code of Conduct – all Town Councillors
• Responding to Planning Applications - Councillors on the Planning Committee
b) If the training is offered by the Town Council but not attended or, evidence of a
attendance at a similar training session within the last 4 years is not provided, within
the 6 month period following election / co-option / appointment a report will be
made.”

4.

Training and Development Resources

3.1
3.2

5.

Measurement of Success

4.1

6.

Training and development will be resourced by making sufficient funds available in
the budget to ensure that staff and Councillors are suitably qualified to carry out the
functions and duties.
There will also be sufficient funds set aside for appropriate technical / reference
literature and other information which will be held by the Town Clerk e.g. Local
Council Administration - Charels Arnold – Baker, the Law of Allotments – Paul
Claydon

The impact of training will be measured through the council’s service delivery. Well
trained staff and members will see the benefits through its successes such as:
• Well chaired council meetings
• Professional and relevant responses to planning applications
• Well managed finances
• Well managed projects
• Well informed staff and councillors
• Professional conduct of staff and councillors

Training Records

6.1

The Town Clerk will keep a record of formal training undertaken by individuals (staff
and Councillors) which will be on an individual’s personnel file.
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6.2

Individuals are encouraged to keep their own training and development record
which may be useful when applying to undertake specific roles or participate in
projects.
to Council as to why attendance has not been possible and Council will decide
whether or not the person should remain in their position / as a Committee member.

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