Study and Training Policy

Introduction

Malvern International, including Language in Action, is committed to assisting employees in their individual growth and development within the business context. The company recognises that further education, training and study can form an important part of this development, providing employees with the knowledge, skills and attributes necessary to deliver business strategy and continually raise organisational performance.

Accordingly, any employee with at least 21 weeks’ service may request time off for, and financial support towards, training or study, provided they have not made a previous request within the last 12 months.

This policy does not form part of your contract of employment and may be amended from time to time.

What Support May the Company Give for Training and/or Study?

Malvern International may support employees:

• Financially, by contributing to course fees and/or essential course books.
• By granting time off work for completion of study or training.

Support will only be provided where the proposed course improves:

• Your effectiveness in the company’s business.
• The performance of the company’s business.

Progress reports and attendance information may be requested from course providers. Upon completion, copies of certificates or qualifications must be submitted to both your manager and HR.

Continuous Professional Development (CPD)

• CPD plans form part of annual performance reviews.
• CPD opportunities are available to all employees, including managers and non-teaching staff.
• Activities may be formal or informal, internal or external.
• Employees are encouraged to take responsibility for their own development.
• Training resources and workshops are shared across centres whenever possible.

How to Make a Request

You must not commit to any course, sign contracts or incur costs before receiving formal company approval.

How Will Requests Be Assessed?

Requests will be considered against business requirements, including:

• Impact on organisational performance.
• Additional costs.
• Impact on customers.
• Ability to reorganise work.
• Ability to recruit additional resources.
• Quality and operational performance.
• Organisational change requirements.

Financial Support

The company may contribute towards course fees and essential books. Approved fees will normally be paid directly to the educational provider, while approved books will be reimbursed through payroll upon receipt submission.

Travel, parking and non-essential materials will not be reimbursed.

Repayment of Fees and Costs

For courses not funded through the Apprenticeship Levy, repayment will apply in certain circumstances.

Employees may also be required to repay costs if they leave before completing a course, fail to maintain attendance, or do not complete the programme.

Pay and Benefits During Study Leave

The maximum continuous period combining study leave and annual leave is two weeks. Additional time off will normally be unpaid and subject to approval.

Membership of Professional Institutes

The company may fund membership of professional institutes where directly relevant to an employee’s current role and studies. Support may cease if the employee changes position and the membership is no longer relevant.

Withdrawing an Application

An application will be treated as withdrawn if:

• You formally notify the company.
• You fail to attend two meetings without reasonable cause.
• You refuse to provide necessary information.

Whether accepted, refused or withdrawn, a further application cannot be made within 12 months of the most recent request.

Policy Approval