Post-Entry Learning Policy

1. Statement of Policy

This protocol applies to all police officers, staff and volunteers within Dyfed-Powys Police, who may apply for support to undertake training, apprenticeship opportunities or other higher educational activity.

This policy is applied consistently to all. The Force recognises the protection given to police officers, staff and volunteers by the Equality Act 2010. The ‘protected characteristics’ that qualify for protection under the act being; Age, Disability, Gender Reassignment, Marriage and Civil Partnerships, Pregnancy and Maternity, Race, Religion or Belief, Sex, Sexual Orientation.

Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.

2. Policy Scope

The general principles of this policy underpin how Dyfed-Powys Police create a formal Learning Agreement between the Force and Officers, Police Staff and Volunteers undertaking learning activities within their role.

Applications are supported on the following basis:

• Programmes leading to recognised or specialist qualifications associated with the requirements of Dyfed-Powys Police in delivering the Police and Crime Plan;
• Training which assists an individual to better perform their existing or future work duties.
• Training which assists an individual to perform future work responsibilities subject to performance of them of at least three years

Applicants must familiarise themselves with the conditions for assistance and the Learning Agreement, as detailed in this document, prior to making any application.

 

3.  Powers and Policy/Legal Requirements

Nothing in this policy is intended to contradict or in any other way be non-compliant with the legislation, policy and guidance contained in:

• Apprenticeships, Skills, Children and Learning Act 2009
• The Education and Skills Funding Agency Funding Rules
• The Employment Rights Act 1996
• College of Policing – Recognition of Prior Learning
• College of Policing – Continuous Professional Development
• Code of Ethics
• National Decision Model (NDM)
• Policing Educational Qualification Framework (PEQF)
• Dyfed-Powys Police Data Protection Policy
• Dyfed-Powys Police Health & Safety Policy
• Police Staff Terms & Conditions
• Dyfed-Powys Police Post-Entry Learning Procedure

 

4.  Options and Contingencies

Responsibilities of the Student

Individuals undertaking training, Apprenticeships or Higher Education programmes are responsible for:

• Compliance with the conditions of assistance for support agreed on approval of application for support under the Scheme;
• Accepting shared ownership in the process of identifying job-related training and development needs and agreeing how they should be met;
• Arranging to meet with their manager/supervisor at least every two months to discuss progress;
• Familiarising themselves with course objectives, learning methods, purpose and content;
• Attendance at all learning sessions or activities as required by the agreed programme;
• Ensuring both their manager/supervisor informed promptly of any difficulties regarding course attendance or completion;
• Completion and submission of assignment within specified deadlines;
• Maintenance of continuous professional development requirements;
• Giving their best commitment and effort to agreed learning programmes, both on and off the job, and to related activities and requirements;
• Full participation in course exercises, tests, assignments and examinations;
• Revision, seeking of assistance, and undertaking research as required by the programme;
• Having a willingness to share knowledge and experience to support the attainment of business objectives; and
• Reviewing, reflecting and evaluating outcomes including ensuring the transfer of learning to the workplace.

Responsibilities of the Manager/Supervison     

Managers/supervisors are responsible for:

• Enabling appropriate time off work to fulfil attendance requirements of the programme or course of study;
• Facilitating and supporting the student to undertake any required workplace- based assignments;
• Allowing meetings of the student, during working hours, with members of the course teaching, training or assessment team for the purposes of professional practice guidance, development and assessment, as stated in the conditions of assistance;
• Arranging to meet with the student at least every two months to discuss progress;
• Supporting the student if difficulties or problems occur during the course of the programme;
• Reporting any anomalies or learning issues to Learning and Development Services; and
• Reviewing and evaluating outcomes and the transference of learning within the workplace.

Responsibilities of Learning and Development Services     

Learning and Development Services are responsible for:

• Collating applications made for Apprenticeship and Higher Education Scheme and providing cost projections to the Apprenticeship and Higher Education Panel;
• Identifying and matching mentors to aid learning;
• Providing advice and interpretation on all aspects of the Scheme, including advice on any cost-recovery;
• Providing relevant information to enable participants to make claims for payments as allowed under the Scheme;
• Liaising with the learning provider if an individual is unable to continue with the programme or where progress is unsatisfactory.

Responsibilities of the HR/L&D

Issuing Learning Agreements and sponsorship authorisation letters supported by the Assistant Director of People Services.;

• Updating and maintaining training records on Trent; and
• Maintaining records of achievement relating to approved programmes of  learning.

 

5.  Take action and review

The review and any revisions will take account of:

• The policy’s effectiveness, as assessed by the Learning and Development Service and JNCC;
• Any changes to legislation / national guidance;
• Challenges to the policy; and
• Any identified inefficiencies in relation to implementation.

The policy will be formally reviewed by the Learning and Development Service within published timescales for Force policies.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: January 2024