As an employer or manager, you need to understand the learning and development needs of your individual workers, teams and the service. Detailed planning takes time but, if this is done well, it can ensure a more effective use of your budget and resources as well as improving the quality of care and support.
Outstanding providers tell us that they carefully plan learning and development and empower staff to develop their skills through training and personal development to help drive improvement.
Follow the steps to create your learning plan:
1. Carry out a SOAR analysis and skills gap analysis
A strengths, opportunities, aspirations, results (SOAR) analysis is a strategic planning tool that focuses a service on its current strengths and vision for the future, to develop strategic goals. Here is a simple SOAR analysis template. We recommend that you seek input and opinions from others when completing this e.g. colleagues, staff, people accessing your services and other stakeholders.
Once you have this information you can begin to complete a skills gap analysis to highlight areas of focus for skills development. You might need other information to help with this e.g. staff training records or outcomes of audits. Here's a simple skills gap analysis template.
2. Develop individual learning plans
Through your 1-1 supervisions you can identify individual learning needs which will inform your learning plan. Here's a simple supervision learning plan template. We recommend you use this alongside your other supervision documentation as learning and development is only one aspect of a supervision.
You'll need to understand what minimum standards need to be met and mandatory training needs along with when you need to refresh learning. Find out more by clicking on the buttons below:
3. Produce your learning plan
A proactive approach to learning and development enables you to prioritise training, manage your budget effectively and deliver positive outcomes for all. Here's a simple learning and development plan template.
Remember, for any plan to be effective, everyone must be on board. This poster can be displayed around your workplace to help your staff understand the benefits of regular learning and development.
4. Budgeting for your learning plan
Whether it's the upfront financial cost of booking a learning provider; developing your internal training; or the time and resource costs associated with workers being away from their 'day job', learning and development will involve investment.
Good investment in training will lead to a happy, confident and competent workforce and ultimately improving the lives of those who need care and support.
Find out more about support with funding here.