Learning and Training in the Public Service, 13 November 2017

Governance issues and online sources

The governance model for learning and training in the public service should specify the processes for planning and decision-making in at least three areas:

1 – Required competencies and curricular content – the capabilities needed in each type of position (e.g., Civil Service Competency Framework 2012-2017TBS Leadership Competencies 2015 and Policy Profession – UK Civil Service Skills and Knowledge Framework 2013) and the skills and concepts that need to be learned to achieve that capability

Core

Specializations

Policy specialists

Finance officers

Human resource professionals

Information management specialists

Information technology specialists

Evaluators

Internal auditors

Service specialists

Regulators

Communications specialists

Access to information and privacy specialists

Materiel management specialists

Procurement specialists

Real property specialists

Security specialists

Policymaking

Finance

HR

Digital

Project delivery

Legal

Communications

Commercial

Leadership, change, and innovation

2 – Training effectiveness and learning assessment – the best ways of learning the required skills and knowledge and the best way to assess the extent of the learning

3 – Resource allocation and candidate selection – the mechanisms for allocating training resources and, for the learning opportunities that are not universally available, the decisions of who will receive them

“CSL is a cross-government organisation responsible for the procurement of generic, and some Department and profession-specific Learning and Development (L&D) for the Civil Service. … The CSL Triage process gives organisations the opportunity to benefit from prices that have been obtained through an OJEU tender process. … The CSL Triage process will not decide if the learning need is necessary as authority and spend accountability rests with departments. … Applicants are not required to justify their learning request but must clearly define the learning need so the application can be directed to the appropriate supplier. … Departments continue to be accountable for spend on learning and development and how to monitor spend to best suit business requirements.

“The control applies to the following:
– All generic L&D that is not available on the CSL Portal (including further/higher education).
– All business specific or profession specific L&D services over £10K, including contract extensions.
– Training that would be considered as being Profession-specific, but the recipients are not within that profession.The application should clearly show the business need and benefit of this learning investment.”

Page created by: Ian Clark, last modified 13 November 2017.

Image: Litmos, 7 Top Blended Learning Benefits For Corporate Training, at https://www.litmos.com/blog/blended-learning/7-top-blended-learning-benefits-for-corporate-training, accessed 11 November 2017.