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TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT

It is the policy of Countryside to ensure that all employees have access to training and development programmes to enable them to perform their roles effectively, to assist in developing their skills to enable them to take on new responsibilities and to realise their full potential to pursue a successful career within the Group.

The Main Board Director responsible for the implementation of this Policy is Graham Cherry, Chief Executive.

The Policy objectives are regularly reviewed and are supported by a number of initiatives and procedures, including the regular Investors in People reaccreditation process.

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Policy Objectives:

Development

Every employee will have, at least annually, a Personal Development Review (PDR), which will review performance from the previous year and set objectives for the forthcoming year. In addition potential areas of training need will be identified through the PDR and at other times as appropriate.

All new staff will attend an Induction Day within the first two months of joining the Group, and will have an end-of probationary period PDR to review their initial performance.

Training

All managers will be encouraged to develop their staff and ensure their training is appropriate to their needs. Each manager will encourage staff to undertake relevant and appropriate training.

The Group's training co-ordinators will be responsible for the provision of training courses, both as set out in 'Training to Succeed' and other internal and external courses, and they will undertake the continuing evaluation of the courses attended. The training coordinators will also review the training needs identified for each member of staff and recommend other courses as appropriate. Training will also be offered to staff, irrespective of identified training need, to satisfy Health and Safety and Continuous Professional Development (CPD) requirements.

Apprenticeships

To ensure the provision of future skilled trades, and improve local supplies of labour, the Group is keen to offer apprenticeships in conjunction with the CITB Construction Apprenticeship Scheme.

Training Academy

To ensure future succession, and a supply of skilled management, the Group encourages the employment of Graduates and Undergraduates and provides a scheme to encourage their personal development through University sponsorship, work experience and 'on-the-job' training. Additionally, the Group encourages the employment of school leavers with a view to providing a career within the construction industry and provides training and development opportunities for them.

Personal Development

The Group actively encourages its employees to broaden their skills and knowledge and thus increase their self confidence through a number of initiatives instigated via the IiP Focus Groups.

Glossary of Initiatives and Procedures in support of the Training and Development Policy

  • Group Health and Safety Policy
  • Group Environmental Policy
  • Training to Succeed initiative
  • Training Request Form
  • Countryside Academy initiative
  • Standard Contract of Employment
  • Standard Terms of Employment
  • Employment Law
  • Equal Opportunity Policy
  • Investors in People
  • Retirement Policy and Procedure 

Some description

Graham Cherry

Chief Executive, New Homes & Communities

January 2012