A Learning & Development Framework
The learning & development strategy provides a framework for organisations wanting to foster a holistic and developmental approach to staff selection and training. The framework provides a flexible and integrated way of linking the needs of service users directly with staff selection right through to your Agency Training Plan.
Contents
- Why use this framework?
- What does the framework involve?
- Phase 1 - Define the job
- Phase 2 - The employee and the job
- Phase 3 - Learning and recognition
- How to implement the framework?
- Total flexibility
Why Use This Framework?
Using the framework provides a direct, practical and individually targeted approach to staff development that aligns to the needs of service users in concrete and tangible ways.
The process is dynamic, and once established can be readily monitored and maintained. It can make the process of staff selection and staff development much easier and more time efficient. Your staff are also assisted to gain formal recognition for their existing skills and knowledge.
What Does the Framework Involve?
The framework has three phases, each with a series of steps. You can enter or exit the process at any time and need only complete those steps that are applicable to your situation.
Phase 1 - Define the Job
This phase involves identifying the changing needs of service users and converting these needs into staff job requirements. This is achieved through the following steps:
- Identify the needs of the service users
- Match needs to observable and measurable competencies
- Develop a job profile that supports service users
- Write a competency based position description (PD).
Phase 2- The Employee and the Job
This phase covers staff selection and the confirmation of the existing skills and knowledge of appointed staff. It includes the following steps:
- Recruit staff using the PDs as a guide for interview and selection
- Measure the level of skills and knowledge of the successful applicant
- Identify skills held along with any critical skill gaps
- Gather and validate evidence of skills held and confirm any critical gaps.
Phase 3- Learning and Recognition
This phase addresses individual learning requirements, the recognition of staff competencies and the development of your agency's training plan. It includes the following steps:
- Develop individual learning plans based on skill gaps
- Complete a Recognition of Current Competency (RCC) process with your chosen training provider
- Agree on how learning will be achieved and supported within the organisation
- Prepare an integrated Agency Training Plan.
How To Implement the Learning & Development Framework?
DISTSS staff will be meeting with networks from across the state to explain the process. Resources to support the process will be able to be accessed via the DISTSS web site. Organisations can also contact DISTSS Learning & Development Consultants by phone on (03) 9652 0617 for further assistance.
Total Flexibility
Organisations can embrace as much or as little of the strategy as they are able to or want to at this point in time. The strategy offers flexibility; organisations and staff can enter and exit at the point of their choice. You can begin with the sections that interest you the most, or the ones you feel will offer the greatest benefits to your organisation.
