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If I want to make a request for training/study, how should I do this?
| The University of Sheffield already has robust mechanisms in place to deal with requests for training and development and although the identification of development needs may arise at any stage, the annual planning cycle and the annual SRDS are key times as they provide opportunities to thoroughly review the needs of the department and the more specific needs of the individual. If you are a member of staff and feel that you have a development need which needs addressing, you should always discuss any development needs with your manager in the first instance. |
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Does the statutory right give me the right to receive any training?
| No, you have the statutory right to request training and for the request to be considered if you, and your request meet the eligibility criteria (see the Procedure for further detail). However at the University we already have mechanisms in place for staff and managers to identify training and development needs, and we hope that there will be few occasions where employees will need to use this statutory right to request. You should always discuss possible training or development needs connected with your role with your manager initially. |
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What sort of training can be requested under the statutory right?
| The application must be made ‘for the purpose of enabling the employee to undertake study or training (or both).’ Requests could be about the time off needed to study, but the employee may also be requesting the University to provide certain training, for example. |
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How much training can be requested under the right?
| A single application, or request, can relate to more than one description of study or training, but employees can only make one request under the right within any 12 month period. |
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How should time off needed for the training/study be taken?
This will depend upon the circumstances and the detail of the request. Employees have the right to request training under law, but not the right to be paid for the time spent training. Depending upon the circumstances, possible solutions could include:
• The employee working flexibly to make up the time spent training
• Unpaid time off to undertake training/study
• A combined approach
In reaching an agreement, managers and employees should also take into consideration the provisions of the existing Staff Development policy. |
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Is this procedure how I should ask for training/development I think I need for my job?
| No, your annual SRDS review is the key time where you will identify with your reviewer any specific development needs required to help you meet the objectives agreed for you and your department. If you identify a possible training or development need outside the SRDS cycle you should always discuss this with your manager or Head of Department initially. |
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