Access to Fair Assessment Policy
TDLC Staff Training and Development Policy
TDLC encourages all employees to continually pursue excellence in their occupation
by participating in various programs. TDLC provides employees with many
opportunities to maintain expertise in their profession by providing programs in
various fields that relate to employment with TDLC.
Employees are urged to complete academic degrees and professional courses in
order to better perform their duties and responsibilities, and promote their own
personal growth. Continuing academic and professional pursuits will increase their
job commitment and satisfaction and will prepare them for positions with greater
responsibility and importance to TDLC and the achievement of its goals.
TDLC believes that staff development and learning should be an integral part of the
organization’s strategic planning so that staff can perform their individual jobs
effectively and, in doing so, ensure that the organization achieves its objectives. The
central aim is therefore to provide an environment where continuous development
can take place and where staff are supported and enabled to meet the changing
demands and priorities of TDLC and service users.
To achieve this aim, learning and
development needs will be regularly reviewed and staff will be encouraged to play an
active part in identifying their own learning needs, selecting appropriate learning
methods and in assessing the outcomes and effectiveness of their learning.
Options for learning and development may include:
• On the job learning / learning from others in the organization.
• Self-paced learning / open learning books ad video’s.
• Off-job courses run by TDLC or other providers..
• Mentoring.
An induction programme helps new staff to familiarize themselves with the
organization, get to know others and to become more quickly at ease in a new work
environment. All new staff will take part in an induction programme including an
introduction to TDLC Template Policies and Procedures 2 staff, our mission, goals
and targets, equal opportunities policy, working practices and procedures.
Two or three months after their initial induction, staff will receive additional coaching in the
organization of TDLC, funding structures and key planning and development issues,
to ensure that they are able to effectively represent the organization to outside
agencies.