A5: Main page
Page contents:
1. Introduction
2. Learning and development
3. Training and development terms and conditions
4. Performance management
1. Introduction
We are committed to making BBSRC an organisation of choice for employment and training, leadership capability and performance management, underpinned by our commitment to equality of opportunity and treatment (see Section A3 - Dignity and Diversity at Work), are key to the achievement of this. For BBSRC to fulfil its goals and continue to deliver world-class scientific research with impact, it will be essential to keep developing people at all levels within the organisation.
There is excellent provision for the development of scientific, technical and professional employees within BBSRC and we have a strategic approach for leadership and management development.
BBSRC also plays a vital training role in the development of the next generation of scientists by providing highly skilled researchers for the future of UK bioscience. Students and early career researchers are provided with a broad range of training and development opportunities.
2. Learning and development
2.1 The RCUK Shared Services Centre Ltd (RCUK SSC Ltd) works with BBSRC and the other Research Councils to arrange, administer and co-ordinate an extensive list of core developmental activities. RCUK SSC Ltd consults with the Research Councils on an annual basis to gather data on what learning and development opportunities are relevant for the Research Councils.
Details of the current learning and development activities that are available to you can be accessed via Oracle self-service by clicking on the learner management icon.
If you do not access your learning development from RCUK SSC Ltd, you should contact your local Learning and Development Manager.
2.2. Indentifying and agree developmental needs
BBSRC supports personal development, technical, professional and qualification development, but before you apply for this, you must be prepared to provide evidence of how the learning will benefit you and the organisation. You are expected to take responsibility for your own learning and development.
Prior to any development activity being organised, it is essential that you have a discussion with your line manager to identify how the learning outcomes will be justified in terms of: how the learning will benefit you and the organisation, associated costs, duration and any resources required i.e. books etc. You must get your line manager approval before you enrol on any development activity by completion of a training request form. For establishments using the SSC this is available on the Knowledge Base. For other establishments this is available at appendix A5.2.
3. Training and development terms and conditions
3.1. Applying for learning and development
If the development activity is available in Oracle Learner Management, your line manager has agreed your attendance, and you have completed a training request form you can apply on-line through self-service. If the approved development activity is not available in Oracle Learner Management you can still arrange to attend this and you can add your learning into your Oracle Learning Path retrospectively.
If you do not access your learning and development from the SSC then you should continue to apply for learning following your current procedure.
3.2. Time off
BBSRC is committed to the development of employees and recognises that many developmental activities are not held on site and employees will need to be away from their establishment, during work time and outside normal working hours.
BBSRC regard time that you spend on external training courses commissioned by BBSRC as official duty and you will not require special leave.
Time of in lieu will normally be granted in the following circumstances:
- Where employess are required to attend lectures or undertake practical work for six hours or more over a week, outside normal working hours
- Where attendance at a course or similar event is required on a weekend or a public or privilege holiday
- Where distance learning involves study for six hours or more over a week, outside normal working hours
You will be expected to report to work during your university/college vacations (except when undertaking study leave or during approved annual leave).
3.3. Special leave with pay for studying
For degree courses and courses of equivalent length and rigour:
- Up to 20 days in total. Not more than 10 to be taken in the last year of the course
- If you require more than 5 days for examinations in any one year, then up to 4 additional days may be taken in that year.
If the limits above would make it impossible for you to complete the course:
- Up to 10 additional days may be taken with annual leave making up any further time required
For 'A' level and equivalent courses:
- Up to 10 days in total. Not more than 5 days in any one year of the course
- If you require more than 2 ½ days for examinations in any one year, then up to 4 additional days may be taken in that year.
For GCSE and equivalent courses:
- Up to 5 days in total
3.4. Study and sabbatical leave
The purpose of sabbatical leave is to gain new ideas and knowledge of direct benefit to your establishment as well as benefiting you personally. If you hold, or are likely to hold, a position of high responsibility, you may take the initiative in requesting sabbatical leave.
Normally, sabbatical leave will be allowed only once in a career, and granted on full pay.
A period of absence on sabbatical leave will count towards continuous service, and your normal terms and conditions of employment will be maintained.
Full-time study and sabbatical leave will be approved on a discretionary basis, since there will be circumstances where it would not be possible to agree sabbatical or study leave because of the particular role occupied and the needs of the establishment.
Special leave without pay may be granted for other full-time courses of study of recognised educational value, but will not normally be allowed more than once.
In addition to agreed learning and development activity you also have the right to request time off for training (see appendix A5.1 - The right to request time off to train - for further information).
3.5. Full-time study that we commission
We may agree to employees' involvement if we commission studies of particular relevance to BBSRC. We will normally take the initiative in those cases.
3.6. Travelling time
Unless a course or other learning activity is held on-site, the time taken to travel to and from training venues which is in excess of your normal travelling time to and from work, and outside the standard working day, will be defined as travelling time and the normal rules for payment, time off in lieu and the working time directive will apply, (see appendix A9.3 - Working time).
3.7. Cancellations
Once you have committed to an event, you should only cancel in exceptional circumstances, after discussions with your line manager and learning and development manager. For unjustifiable cancellations, the costs will be recharged to your line manager's or your own budget.
3.8. Travel and subsistence costs
Travel expenses and subsistence costs will normally be met in accordance with standard BBSRC rules (see - Travel, food and accommodation (including detached duty)) unless any other arrangement has been agreed.
3.9. Fees and expenses
BBSRC will pay all registration, examination and other related fees and costs unless specific alternative arrangements are agreed. This includes travel and subsistence costs for attending award ceremonies as well as the cost of hiring caps and gowns etc. BBSRC may fund the cost of professional fees during the period the individual is studying.
Non-attendance on any training course of further education may result in you or your department being re-charged any costs incurred.
3.10. Books and other materials
If you are required to purchase books or other reference material, 50% of the cost will be met by BBSRC. In this circumstance, the resources will become your property, but it will become the property of BBSRC if you do not complete the course or leave BBSRC employment before completing the course.
If it is considered that books or reference material could be of use to others who might be studying the same subject, BBSRC may consider funding 100% of the material and retaining it for the library.
3.11. Re-sits
BBSRC will normally cover the cost of one re-sit. You will be expected to use your annual leave allowance for any additional study leave which is required.
3.12. Resignation during training or futher education
If you resign from BBSRC whilst you are undergoing a course of training or further education, you may be required to refund part of the course fee and return any books or other training materials provided or loaned. The arrangements for refunding fees and costs on resignation will be discussed and agreed in writing prior to enrolment (see appendix A5.3- Declaration to repay training expenses).
3.13. Non-completion of a course of training or further education
Continued support of further education or training is based on you making satisfactory progress with your studies; BBSRC may withdraw your funding if there are no mitigating circumstances that are contributing to your lack of progress.
If you do not complete a further education course or training, your individual circumstances will be reviewed with your line manager and learning and development manager and you may be required to contribute to any outstanding fees (see appendix A5.3 - Declaration to repay training expenses).
If you have a high absence rate or do not attend a course or other training event without reasonable justification, this may also be considered as a disciplinary matter - (see Section A12b - If things go wrong - Disciplinary issues). Your establishment may also recover any costs incurred by re-charging your department.
If you are unable to complete due to unforeseen carer responsibilities, medical or other similar reason, we will pay the outstanding fees.
3.14. Redundancy during training or further education
If you are declared redundant during a further education course or training, we will honour any financial commitments made to the training or education body. Wherever possible, we will continue to support you if you wish to complete your studies.
3.15. Equality
BBSRC is committed to promoting equality and diversity of opportunity - (see Section A3 - Dignity and diversity at work).
Wherever possible, learning and development will be arranged to avoid or minimise disruption to your dependent care arrangements. Consideration will be given on a case by case basis to a claim for reimbursement of additional childcare or dependent care costs incurred should attendance time on a course or other training event exceed normal daily work arrangements, e.g. reimbursement of additional childcare costs would be considered for an employee who is contracted to work less than 8 hours per day but attends a day-long course.
It is your responsibility to make the organisers of learning and development activities aware, at the earliest opportunity (ideally at the application stage) if you have a particular need (e.g. for a disability or religious belief) or work alternative work patterns, so that suitable arrangements can be made for you as far as is reasonably practicable.
3.16. Appeals
If you consider that you have been inappropriately denied training or that your training needs have been dealt with less favourably than other employees, you have the right to raise your concerns through the BBSRC grievance procedure Section 12c.
4. Performance management
4.1. Performance and Personal Development Review (PPDR)
One of the mechanisms for reviewing performance and achievement and agreeing future work objectives is via the BBSRC employee appraisal system. The scheme operates for employees up to and including Band G.
The Performance & Personal Development Review (PPDR) form for PC2s is different from that which operates at Band G (formerly Band 3) and below. It is based on the form which is used for Institute Directors and Group Directors in BBSRC Office (normally PC1). Please see separate guidance on the extranet.
The PPDR is a planned and structured meeting that enables the line manager and jobholder to discuss, agree and record achievements related to performance in the job, the plan of work for the coming year, and any personal or work-related developmental requirements. The PPDR process offers an opportunity to formally recognise achievement along with a chance to address any problem areas as they arise.
Both you and your line manager must attend PPDR training before carrying out this process.
The Performance and Development Review (PPDR) takes place annually, with an interim review at 6 months. There is a structured process to the PPDR and further guidance can be found on the extranet. link
4.2. Concerns
If your performance is not at an acceptable standard, your line manager will discuss this with you on an ongoing basis and offer additional support and training, with the involvement of the HR and training resources, as appropriate. If a measurable improvement is not seen then your line manager may take formal action by referring to the capability procedure (section 12a).
4.3. Appeal process
If you are concerned about the outcome of your appraisal, you can ask the Head of HR to arrange for the appraisal to be undertaken again, but this time by the co-signatory. If you are still unhappy about the assessment made, you can raise your concerns via the grievance procedure (section 12c).
Last updated 22/02/11
Amendment 121 - February 2011