M-14 Training programme
M- 14 Training programme refers to regulation 11 and must be read in conjunction with regulations 5 and 6.
To develop employees’ skills to more effectively support the (organisation’s name’s) performance.
To fulfil the requirements of the Building Regulations 2006.
To assess the current competence and proficiency of each employee’s performance of specific tasks.
To identify training or experience required to maintain and extend the employee’s performance in his/her role.
To regularly record each employee’s competence and proficiency assessments and training programme (ie, training needs, training received and training outcomes).
Roles and Responsibilities
The (TBA) is responsible for ensuring a training programme is developed and implemented.
1 Formal and informal training
1.1 The (TBA) must periodically review the data in the skills matrix to determine whether or not changes of staffing levels or availability of specific competencies require recruitment, upskilling of existing employees or changes of accreditation scope (if the organisation is a private building consent authority).
1.2 The (TBA) or the employee will identify a training need.
1.3 The (TBA) and the employee will agree to a training plan, including formal and informal training opportunities, on-the-job training, or other activities to maintain proficiency and to further extend capability as required. This could include:
- discussing training relevancy and appropriate timing
- agreed training actions and dates being entered into the employee’s calendar
- completion of training being recorded in the employee’s training record, including an assessment of the training made by the employee
- the impact of the training on the employee’s performance being evaluated by the (TBA), recorded on the training plan, and feedback provided to the employee
- employees not being able to carry out unsupervised work until they have satisfied the (TBA) that they are competent.
2 Training plan
2.1 Training plans are developed to meet an employee’s needs and support the (organisation’s name’s) requirement to efficiently and effectively undertake its building control functions.
3 Examples of training
3.1 Induction training.
3.2 Technical training in building control.
3.3 Quality assurance awareness.
3.4 Internal auditing training.
3.5 Occupational health and safety training.
3.6 Communications and presentation skills.
3.7 Computer operation skills
4 Performance reviews
4.1 Performance reviews will be conducted in accordance with the organisation’s performance review system and schedule, and in line with each employee’s employment agreement.
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