Learning and development
NCMA supports and encourages its staff to participate in
learning and development opportunities.
We have a learning and development strategy which sets out the
framework for comprehensive learning and development opportunities
for staff and key volunteers. This framework includes an internal
programme of training designed to ensure that all our staff are
equipped with the knowledge, skills and attitudes which NCMA has
identified as critical to its success.
On joining NCMA, all staff attend a corporate induction day,
introducing them to the organisation and providing them with an
opportunity to place their individual roles in context within the
charity's aims and objectives. In their first few weeks, new staff
will work with their manager to develop an induction programme
tailored to their individual needs, and as part of this process
they will identify their immediate learning and development
priorities.
NCMA managers have a critical role to play in their staff's
development, ensuring that they are fully equipped to perform their
roles within legal, regulatory and contractual guidelines. Examples
of this include:
- Regular supervision and the ongoing identification of training
needs;
- Performance review to assess the impact of learning and
development activities, establish individual objectives linked to
the organisational business plan and prioritise needs for the
following year;
- Encourage the acquisition of relevant qualifications; and
- On-job-training and assistance from more experienced
colleagues.
Managers, staff and volunteers are asked to regularly evaluate
their training activity in order that NCMA's learning and
development strategy can continually evolve in order to meet
business, strategic and individual objectives.
