Training & Development Rev 3 Adopted FC 21st Sep 26

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Chard Town Council
Training & Development Policy
1. Introduction

This document forms the Council’s Training and Development Policy. It applies to both
Officers and Councillors. It sets out:

• The Council’s commitment to training
• The identification of training needs
• Corporate training
• Continued Professional Development
• Financial assistance
• Study leave
• Short courses/workshops
• Evaluation of training
• Links with other policies
• Reporting on progress

2 Commitment to Training

2.1 Chard Town Council is committed to the ongoing training and development of all
Councillors and employees to enable them to make the most effective contribution to
the Council’s aims and objectives in providing the highest quality representation and
services for the people of the town.

2.2 According to the Chartered Institute of Personnel and Development (2007), training
can be defined as: “A planned process to develop the abilities of the individual and to
satisfy current and future needs of the organisation.”

2.3 Chard Town Council recognises that its most important resource are its Members
and staff and is committed to encouraging both Members and staff to enhance their
Version: Rev 3 Approved Full Council 21.09.2026
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Chard Town Council
Training & Development Policy
knowledge and qualifications through further training and development. Some training
is necessary to ensure compliance with all legal and statutory requirements.

2.4 The Council expects senior and specialist staff to undertake a programme of
continuing professional development (CPD) in line with the requirements of their
requisite professional bodies and all staff to undertake training as deemed necessary
to fulfil their duties in accordance with their contract of employment and job description.

2.5 Providing training and development yields a number of benefits:
• Improves the quality of the services and facilities that Chard Town Council provides;
• Enables the organisation to achieve its corporate aims and objectives;
• Improves the skill base of the employees and Councillors, producing confident, highly
qualified staff and Councillors working as part of an effective and efficient team; and
demonstrates that the employees and Councillors are valued.

2.6 Training and development will be achieved by including a realistic financial
allocation for training and development in the annual budget, as well as taking
advantage of any relevant partnership or in-house provision available.

2.7 The process of development is as follows:
• Training needs should be identified by considering the overall objectives of the
organisation, as well as individual requirements.
• Planning and organising training to meet those specific needs.
• Identifying, designing and delivering the training.
• Evaluating the effectiveness of training.

3 The Identification of Training and Development Needs

3.1 Employees will be asked to identify their training & development needs with advice
from their line manager during their annual appraisal or regular meetings with their line
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Chard Town Council
Training & Development Policy
manager or Town Clerk. Councillors will be tasked with identifying their own Training
& Development needs (in consultation with the Town Clerk). There are a number of
additional ways that the training needs of both Members and staff may be recognised:
• Questionnaires
• During interview
• Following confirmation of appointment
• Formal and informal discussion (e.g. as part of Annual Staff Appraisal process)

3.2 Other circumstances may present the need for training and development, e.g.:
• Legislative requirements i.e. First Aid, Fire Safety, Manual Handling, GDPR
• Changes in legislation
• Changes in systems
• New or revised qualifications become available
• Accidents
• Professional error
• Introduction of new equipment
• New working methods and practices
• Complaints to the Council
• A request from a member of staff or Council Member
• Devolved services / delivery of new services

3.3 Employees who wish to be nominated for a training course or development should
discuss this in the first instance during their appraisal or as the need arises; where it
will be determined whether the training is relevant to the authority’s needs and/or
service delivery.

3.4 Chard Town Council recognises that Councillors also need support and training to
rise to the challenges of their elected Member status.
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Chard Town Council
Training & Development Policy

3.5 New members need to know what the job entails and to build up their knowledge
and skills and experienced councillors need to refresh their skills and knowledge to
meet the ever-changing needs and demands of the modern world.

3.6 All Members will be offered new Councillor training within 1 month of taking their
seat. All new Members will be given the opportunity to attend a councillor training event
and annually all new Committee Chairmen will be given the option of attending a
Chairmanship Training course.

Councillors must attend training on the Code of Conduct within 6 months of signing
their Declaration of Office.

3.7 All Members will be kept informed of relevant training courses and conferences
particularly those offered by Devon Association of Local Councils (DALC), National
Association of Local Councils (NALC) and Society of Local Council Clerks (SLCC).

3.8 Any Member and Officers wishing to attend any training event should discuss the
training with the Town Clerk who will liaise with the Chairman of the Human Resources
Committee before making any booking and seek any additional approval needed so
that the training can be approved for the purposes of reimbursement of travelling and
other expenses.

4 Corporate Training

4.1 Corporate training is necessary to ensure that employees are aware of their legal
responsibilities or corporate standards e.g. Health and Safety, Risk Management and
Equal Opportunities. Employees will be required to attend training courses, workshops
or seminars where suitable training is identified.

5 Resourcing Training
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Chard Town Council
Training & Development Policy

5.1 The cost of approved staff training, travel and other expenses, for training identified
during the annual appraisal, will be included in the annual budget. An allocation will
also be made in the budget each year to fund training fees, travel and other expenses.
The amount will be reviewed annually.

5.2 The Town Council subscribes to the National Association of Local Councils, Devon
Association of Local Councils and the Society of Local Council Clerks in order to
receive regular up-dates on matters relevant to the sector and have access to the
courses and conferences which are provided.

5.3 There will also be sufficient funds set aside for appropriate technical literature and
other information.

6 Financial Assistance

6.1 It is important to note that all sponsored training must be appropriate to the needs
of the Council, be relevant to the individual’s current/future role and is subject to the
availability of financial resources.

6.2 Each request will be considered on an individual basis and the benefits to the
individual and the organisation will be identified.

6.3 Other considerations include the following:
• Implication of employee release for training course(s) on the operational capability of
the council
• The most economic and effective means of training
• Provision and availability of training budget

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Chard Town Council
Training & Development Policy
6.4 For approved courses Members and employees can expect the following to be
paid by the Council:
• The course fee
• Examination fees
• Associated membership fees
• One payment to re-take a failed examination
•

Travel, accommodation and subsistence expenses.

6.5 Members and employees attending assisted courses are expected to inform the
Town Clerk immediately of any absences. In the case of the Town Clerk – the
Chairman of the HR Committee.

6.6 Failure to sit an examination may result in the Council withdrawing future course
funding and/or requesting the refunding of financial assistance. Each case will be
considered on an individual basis.

6.7 Chard Town Council will make payment of one individual membership per annum
for the Town Clerk and any other employee working in a specialist area where
professional membership is desirable as agreed by the Town Clerk, to a relevant
professional body.

6.8 Chard Town Council operates on a return of service basis . Any employee
undertaking post-entry qualifications funded by the Council must be aware that should
they leave the Council’s employment within two years of completion of the qualification
they may be required to repay all costs associated with the undertaking of such
training. Each case to be reviewed by the HR Committee.

7 Study Leave

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Chard Town Council
Training & Development Policy
7.1 Employees who are given approval to undertake external qualifications are granted
the following:
• Study time to attend day-release courses
• Time to sit examinations
• Study time of one day per examination (to be discussed and agreed by line manager
in advance)
• Provision of study time must be agreed with the line manager prior to the course
being undertaken.

8 Short Courses/Workshops/Residential Weekends (including conferences)

8.1 Where employee attendance is required at a short course on a Saturday or
Sunday, up to a normal working day of straight Time of In Lieu (TOIL) per day may be
taken.

8.2 Members and staff attending approved short courses/workshops/residential
weekends can expect the following to be paid:
• The course fee (usually invoiced following the event)
• Travelling expenses in accordance with the HMRC rates
• Subsistence expenses.

9 Evaluation of Training

9.1 Records of all training undertaken by employees will be kept in the personnel files
of each member of staff.

9.2 As part of Chard Town Council’s continuing commitment to training and
development, Members and employees are encouraged to share information received
and circulate training presentation papers for in-house training use. They are asked to
provide feedback on the value and effectiveness of the training they undertake
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Chard Town Council
Training & Development Policy
highlighting in particular the key implications of new legislation, guidance and/or best
practice for the ongoing efficiency and effectiveness of the authority.

10 Linking with other Council Policies

10.1 This Policy links to the Council’s other policies:
• Equality of opportunity in all aspects of Member and officer development;
• Training for both Members and staff is a requirement for an award under the NALC
Local Council Award Scheme;
• Risk Management Policy – a commitment to Training and Development greatly
assists in achieving good governance and an effective system of Risk Management;
• Health and Safety Policy – ongoing training and development is key to ensuring a
positive approach to Health and Safety is embedded throughout the authority;
• Undertaking training is a clear indication of Continuing Professional Development;
•

Staff Performance Appraisal Policy

11 Reporting on Progress

11.1 The Town Clerk will report annually to the HR Committee, detailing attendance at
training over the year, as well as the inclusion of the Member and staff evaluation of
courses attended.

12 Conclusion

12.1 The adoption of a training and development policy should achieve many benefits
for the Council. Training and development will:
• Improve the efficiency and effectiveness of the Council
• Widen skills and experience
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Chard Town Council
Training & Development Policy
• Provide opportunities to network
• Provide the skills to confront challenges
• Encourage innovation
• Improve the standards of Chard Town Council.

12.2 It will assist in demonstrating that the Council is committed to continuing
professional development and enhancing the skills of both Members and employees

Version: Rev 3 Approved Full Council 21.09.2026
To be reviewed annually

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