Training Policy


Introduction:

Mentis is committed to continuous training and development, both in job-related skills training and in lifelong learning for personal development. Our people are our greatest asset; helping them to develop is crucial to our future.  All training practices and procedures seek to support individuals' learning and to create a motivated workforce to meet new challenges, skilled and competent in all aspects of our work.

Training needs will be analysed in a number of ways as set out below. Evaluation of all training will be carried out and a record of training will be held for each individual employee.

Our consultants and support staff acquire and maintain  their high level of subject matter knowledge through a variety of sources including:

  • Formal commercial training courses
  • In-house seminars and workshops
  • Personal research and study
  • Courses and briefings by professional bodies, technology suppliers, and industry trade associations.

Personal Development:

Training of our consultants is embedded within the Personal Development Plan (PDP) scheme covering all staff.  All staff are required to review their Training Record and agree training targets for the coming year as part of the annual performance review process.  We seek evidence of similar arrangements in our sub-contractors.

We support specialist staff in their contributions to specialist interest groups. Examples here include Intellect, the `Justice and Emergency Services Information Communications Association (JESICA), British Association of Public-Safety Communications Officers (BAPCO) and British Computer Society (BCS).

Employed staff and associates are actively encouraged and incentivised to gain appropriate qualifications.  In particular, PRINCE2 and MSP Registered Practitioner qualifications are seen as requirements for our own staff to work towards, and associates fees reflect their acquisition.  (Note: Mentis is the only UK consultancy which the OGC allowed to train/register two accredited Centres of Excellence Consultants in this programme to support public sector project excellence - recognising our commitment and dedication to programme management).

Mentis may contribute to personal development by:

  • contributing to the cost of courses and essential materials
  • allowing the employee study leave.

Training Needs:

Individual training needs will be identified and tracked as set out above.  From time to time training needs may be identified and met as a result of a changes affecting all within the organisation.  Funding available for personal development may vary from year to year depending on Corporate training needs which will take priority.

Job-related training needs will be identified at a number of stages:

  • At recruitment – immediate training needs will be identified and discussed, and will be organised during the first three months of employment wherever possible
  • During the employee’s induction/probation period when manager and employee set initial targets and objectives
  • At appraisal, when training needs will be identified in the year’s objectives to ensure competency and skill levels
  • At the point of an employee being promoted or given additional responsibility.

Training Routes:

The key organisations we use to maintain subject matter, industry and best practice knowledge are:

  • Intellect (Information Technology Telecommunications and Electronics), where we are members of the Government, Criminal Justice and Emergency Services, Healthcare and SME groups)
  • The Institute of Management Consultancy.

In addition:

  • CLAS (CESG Listed Advisor) consultants attend a update session at CESG each year;
  • We encourage and fund British Computer Society Membership
  • Several consultants are supported in membership of Finance institutes (CIPFA and the Institute of Chartered Accountants)
  • Attendance is encouraged at relevant supplier training/ briefings (sourced from many organisations - e.g. Microsoft, IBM)
  • We fund staff who wish to study for higher academic qualifications, including undergraduate courses where relevant, and several masters degrees and a PhD in recent years.
  • We support and encourage self-study and awareness-raising through technical publications and industry journals
  • We actively encourage attendance at specialist industry/sectoral conferences, such as IIPSEC, Government Computing, Health Informatics, ACPO-APA, BAPCO, etc.
  • We seek collaboration with other companies on R&D for issues such as biometrics, specialist healthcare systems, etc.
  • Staff in sales/resourcer roles are required to attend refresher training at least once per annum, in addition to normal skills improvement training.

Approved:                  October 2004

Latest Revision:          June 2010