Training and Development Policy

1. PURPOSE

DCIRS Community Care (“DCIRS”) encourages training and development in its workplaces. This Policy outlines training opportunities at DCIRS and how employees can request, access, and receive support for training and professional development initiatives.

This Policy will commence from 30 September 2024. It replaces all other training and development policies of DCIRS (whether written or not).

2. APPLICATION

This Policy applies to employees of DCIRS. All non-employees of DCIRS, such as contractors (including temporary contractors) will abide by the expectations and requirements of this policy as they apply to individual training requirements, at the request of DCIRS. The Policy includes work that is undertaken away from the usual workplace.

3. DEFINITIONS

Training includes non-accredited and accredited courses and on-the-job training initiatives that focus on developing skills and competencies. Trainees are often assessed for skills, competencies, and understanding once training has occurred.

Professional development encompasses less formal methods of up-skilling and can include professional subscriptions, webinars, workshops, conferences and the like.

Coaching and mentoring refers to internal or external support for an individual’s learning journey and workplace experience. Mentoring refers to one-on-one support by someone with life experience and/or experience in the job role, who guides and advises, but is not usually the individual’s manager. Managers are responsible to coach and develop their direct reports and others in the workplace.

4. POLICY

Opportunities for training and development

DCIRS is committed to the training and professional development of its workforce. All employees are encouraged to develop and maintain the skills they need to produce quality outcomes for participants and the business. DCIRS recognises that investment in skills and experience enhances employee performance and may lead to employees feeling more confident in their work capabilities. In turn, this may positively impact on morale, wellbeing and commitment.

DCIRS encourages its employees to be proactive in driving their own professional development and to discuss their needs with their manager. Managers are responsible for encouraging direct reports and teams to invest in professional development, and to present relevant development opportunities to individuals and teams.

Professional memberships, subscriptions, webinars, etc. are encouraged as a means to stay in touch with current work practices and to refresh work based knowledge and enhance skills. DCIRS will provide training and refreshers on job specific content through its inductions and annual training cycle.

How DCIRS will manage training and development in its workplaces

Where DCIRS requires its employees to participate in training and/or development, the company will pay for it. This may include conferences, short courses (e.g. First Aid), online training, etc. DCIRS will determine the type of training required for its work group and how it invests in training. Decisions for training investment are at the sole discretion of DCIRS’s management, and may include financial, team, individual, and business factors.

However, employees are encouraged to bring relevant training and development initiatives to the attention of their manager. Reasonable requests will be considered. Employees should be prepared to justify their reasoning for training requests, including how it will support them in their duties and/or future progression within DCIRS.

In certain circumstances, DCIRS may exempt an employee from undertaking specific training or induction modules where they have completed similar training or professional development elsewhere. For example, on commencement, an employee may have proof of safety training that would satisfy DCIRS’s requirements.

If an employee wishes to undertake a formal qualification related to their work and they believe it is beneficial to the company, they should discuss this with their direct manager. Generally, DCIRS will not pay for certificate level and tertiary qualifications.

When will DCIRS pay for an individual employee’s qualification?

At its discretion, DCIRS may form an agreement with an employee to pay for a qualification as part of their personal career progression within the company. Such an agreement will be made on the basis of an individual’s job role, business need, future value, and merit. Qualifications may include short courses, licences, or tertiary studies.

Should the company fund an individual’s qualifications by written agreement, the following applies:

1. The employee is required to pay the fee upfront and provide proof of payment to DCIRS.

2. Upon receiving proof of a subject / qualification pass, DCIRS will reimburse the subject fee or qualification fee (if a short course) into the employee’s bank account.

3. DCIRS will only reimburse for passes. For subject based qualifications (e.g. TAFE), the trainee can re-sit a failed subject and receive reimbursement for a subsequent pass.

   
   

Individuals entering into an agreement for DCIRS to pay for their qualification must be aware of the company’s policy on repayment of training fees.

Repayment of training fees on termination of employment

Given the investment by DCIRS, all employees are required to agree to the following repayment plan for each qualification and/or subject paid for by DCIRS. This applies to:

• Resignation or employer termination; and

• All licences and qualifications paid for by DCIRS by written agreement with an individual employee (e.g. a Cert III).

If an employee leaves DCIRS or its associated entity:

1. 100% repayment if you leave within 6 months of completion.

2. 75% repayment if you leave from 6 months but before 12 months of completion.

3. 50% repayment if you leave on and from 12 months but before 18 months of completion.

4. 25% repayment if you leave on and from 18 months but before 24 months of completion.

Repayments in the above schedule are only for subjects or qualifications that fit within the relevant timeframe and do not include training mandated by DCIRS during employment.

Repayment of training fees for non-attendance

Should an employee not attend a scheduled training event they are booked for and DCIRS is billed for it, the employee will be asked to repay the fee to DCIRS. A repayment plan may be negotiated with the individual. The only exception is a genuine emergency or illness that would reasonably prohibit attendance. In these circumstances, DCIRS may request evidence before determining repayment.

Support for training and development

DCIRS will endeavour to provide training initiatives that consider learner needs and abilities, including literacy. Employees are encouraged to bring specific needs to the attention of their manager before training occurs. Other support needs may include sorting competing priorities between training and work and help with the learning materials.

For company required training, DCIRS will reasonably accommodate a learner’s training and professional development needs during working hours. Depending on the training initiative, there may be a requirement for homework, with a reasonable expectation it is completed outside of work.

If an employee takes on personal study, for example, a tertiary degree by their own volition, it’s important they discuss it with their manager. Whether undertaking personal or work-required study, the duties and responsibilities of the employee’s work role must be fulfilled.

DCIRS will reasonably support the training and professional development initiatives of individual employees where they align with DCIRS’s mission and business outcomes. Each employee should discuss their needs with their individual manager, ensuring work expectations are met and personal wellbeing is considered.

With appropriate notice, annual leave may be available for high study periods (e.g. large assignments and exams).

Expectations and breaches of this policy

DCIRS expects employees to attend all company directed training and professional development initiatives. This may include travelling for identified training and development needs. DCIRS will cover reasonable accommodation and travel costs when expecting employees to attend training away from their usual place of work (e.g. the need to travel to another town).

Employees are expected to participate in these activities. Refusal to attend or participate in workplace training will be treated as a breach of this Policy and disciplinary action may result. Where an employee has an individual agreement with the company, there is an expectation they will invest in, and apply themselves to, their qualification. DCIRS has the right to seek reimbursement of fees paid under this Policy.

If an employee believes they are not receiving the training or development they need for their situation, or if they believe the allocation of training or development to be unfair, they must speak to their manager promptly. The Managing Director is the final point for internal escalation.

DCIRS aims to apply its training and development policy fairly and in accordance with an employee’s job role and current business requirements.

5. ASSOCIATED DOCUMENTS

• Code of Conduct Policy

• Recruitment and Selection Policy

• Mental Wellbeing Policy

• Individual Training Agreement

  
  

6. VERSION AND REVIEW INFORMATION

DCIRS reserves the right to amend and vary this policy from time to time.

Version 1.0: 30 September 2024 | Review Date: 30 September 2027

Version 1.5: 28 March 2025 | Review Date: 30 September 2027

Version 1.6: 18 March 2026 | Review Date: 30 September 2027