Agenda Item No


The Vale of Glamorgan Council

Cabinet Meeting: 08 May 2013

Report of the Leader

Corporate Training & Development Strategy 2013 - 17


Purpose of the Report

1.             To ask Cabinet to consider and approve the Corporate Training & Development Strategy 2013 - 17


1.             That Members approve the adoption of the Corporate Training & Development Strategy 2013 - 17 as set out at "Appendix A"

Reasons for the Recommendations

1.             To provide a framework for training and development initiatives over the next four years as identified in the Council’s Workforce Plan 2013 – 2017



2.             The Training and Development Strategy (the Strategy) provides a strategic framework for the delivery of the actions set out in the recently approved Workforce Plan 2013/17.

3.             The need for such a strategy is important given the service and financial challenges that will be faced over the next four years and the significant human resource implications of such challenges.

4.             This strategy reflects the service aspirations within the new Corporate Plan and is congruent with the new Human Resources Strategy 2013 - 17


Relevant Issues and Options

5.             The Strategy is informed by the eight themes as set out in the Corporate Workforce Plan (as approved by Cabinet on 17 December 2012) and provides a basis for the delivery of the actions within that plan.

6.             The Strategy sets out the key learning and development priorities for the training team over the next four years and a comprehensive action plan to help meet the objectives within the Strategy.

7.             The Strategy has been framed in consultation with the Head of Human Resources,
Corporate Management Team, Heads of Service, Operational Managers, members of the HR Division, the recognised trade unions and related stakeholders.

8.             The support of all those consulted will be important in ensuring the successful delivery of the strategy.

9.             Members will appreciate the need for the Strategy to be a 'live' document in order to respond to internal and external change. As such, the document will be reviewed and updated on an annual basis as part of changes identified through the annual workforce planning process.

10.        Where possible, cost effective and beneficial to deliver programmes in partnership with other organisations the option will be thoroughly explored


Resource Implications (Financial and Employment)

11.        There are no additional resource implications arising from the content of this report. The resource implications associated with the underpinning Workforce Plan were set out in the report to Cabinet on 17 December 2012.


Sustainability and Climate Change Implications

12.        None

Legal Implications (to Include Human Rights Implications)

13.        None

Crime and Disorder Implications

14.        None

Equal Opportunities Implications (to include Welsh Language issues)

15.        The Strategy is congruent with the actions set out in the Strategic Equalities Plan and the equalities requirements of the Specific Duties for Public Authorities in Wales. The Strategy will be reviewed as part of an ongoing equality impact assessment process.

Corporate/Service Objectives

16.        The Strategy seeks to support the delivery of service objectives set out in the Corporate Plan 2013/17 and individual service plans.

Policy Framework and Budget

17.        This is a matter for the Executive decision.

Consultation (including Ward Member Consultation)

18.        The Trade Unions have been consulted on this strategy

Relevant Scrutiny Committee

19.       Corporate Resources.


Background Papers

20.       Corporate Workforce Plan (2013-17) as approved by Cabinet on 17-12-12

           Human Resources Strategy (2013-17) as approved by Cabinet on 18-3-13


Contact Officer

Allan Williams, Corporate Training & Development manager


Officers Consulted

Corporate Management Team

Head of Human Resources

All Heads of Service

All Operational Managers


Responsible Officer:

Sian Davies, Managing Director