Update Professional Development Policy and Procedure as per the suggestions made by your colleagues within the role play. The policy and procedure must be updated to include: Requirement for at least $15$ hours of professional development per yearImplementation of a buddy$/$job shadowing programDarren Smith: I have recently reviewed the Professional Development Policy and Procedure. I believe it should include a requirement for all staff to complete a minimum of $15$ hours of personal and$/$or professional development per year. I also believe that mentoring and$/$or buddy systems should be included in the Professional Development Policy and Procedure as a learning opportunity. Senior staff and management should be mentoring junior staff to assist them with developing required skills for their job and contributing towards innovation.Professional Development Policy and ProcedurePolicyBounce Fitness recognises that the training and development of its team is the key to continual success of the organisation. It is the policy of Bounce Fitness to ensure that as far as it is practicable, adequate resources are available to provide a continuous program of training for all staff. In return all Bounce Fitness staff should recognise the need to develop and update skills and knowledge on acontinuous basis, and undergo training with a positive and flexible outlook.The aim of this policy is to ensure that all employees plan the training and development that is required to equip them with the knowledge, skills and attitudes necessary to meet both current job objectives and future development needs. This policy will ensure that training is planned and delivered to meet high standards of quality.Principles of Personal and Professional Development$1.$ It should be continuous because professionals should always be seeking to improveperformance$2.$ It should be owned and manged by the individual learner$3.$ It should be driven by the individual learners current state of development$4.$ It should have clear learning objectives that aim to satisfy individual and organisationalneeds$5.$ It should be seen as an essential part of professional lifeBenefits of Personal and Professional Development$1.$ Provides a template and a way of thinking to manage your own self development needs$2.$ Enables you to become a better learner developing reflection skills for now and in thefuture at work$3.$ Enables effective transfer of ideas from courses to workplace$4.$ Helps with career advancement$/$development by compiling a list of achievementsProcedurePersonal development should be divided into personal development plans and training anddevelopment records: the former indicating what is intended over the next year and the latter comprising of a record of what has been achieved.A Personal and Professional Development plan identifies the training requirements od individual staff members should be prepared yearly by all staff in consultation with their manager. A copy of the Training and Development Record template can be located on the intranet under the Document tab. Personal and Professional Training and Development records may be accessed under the Peopletab. As well as establishing needs the PDPs allow both employee and Centre manager to agree on the overall purpose and objectives for the training, linked to the business plan, agree on the best method and agree on target dates for completion and review. This should be reviewed and if necessary updated at regular intervals throughout the year. A summary of Personal and Professional Development planning can be found on the Intranet under the Policy tab. All staff will have an individual Training and Development record generated on employment. On completion of a training course whether it is internal or external or practical experience gained through current job, attendance at a conference or any other training activity the training record must be updated by Human Resources.Copies of any certificates obtained while attending courses, conferences or further education programmes will be included along with the training record.When a member of staff is approved to undertake Bounce Fitness sponsored staff development activities it is assumed that they accept the conditions for such sponsorship under the Evaluation section following. A record must be kept of the development undertaken and any financial support approved. The application is the responsibility of the individual and their Manager and that any relevant documentation is forwarded to Human Resource for insertion in the individual's personal file.The Human Resource Department will maintain records or all activities, attendances and theexpenditure on centrally funded staff development activities.AppraisalThe appraisal process is the formal opportunity for staff to discuss their performance with their managers and for managers to identify any areas where improvement may be required. It is also the mechanism to record training and development needs on individual and Professional and PersonalDevelopment Plans. All staff will be appraised on an annual basis in the Centre with the current appraisal system.Personal and Managerial SkillsA range of training courses including Customer Care, Interpersonal Skills and Stress Management will be made available each year and are available for all staff to attend. These training courses will provide staff with the support needed to develop and enhance skills whether as an individual or as amanager, and improve work performance.External providers will be engaged for the development of fitness skills and activities and instructors are encouraged to bring suitable programmes to the attention of management.Application for any of the courses should be made to Human Resources and should be supported by the individuals Centre Manager.Further EducationAs part of the Personal and Professional Development planning process a development need may be highlighted that would be best met through participation in an external course of study. In these cases, staff, via their Centre managers, will be encouraged to submit a case for sponsored education to their Centre Manager. The benefits to Bounce Fitness and the individual must be clearly demonstrated.Evaluating Personal DevelopmentBounce Fitness staff and Centre Managers should always be ablet to identify how performance has improved after any training or development activity, whether it is an internal or external training course or practical experience gained through current job, attendance at a conference or seminar.The evaluation should focus on: Learning Outcomes: whether the training has met the objectives identified in PersonalDevelopment Plans and$/$or Performance Outcomes as outlined in a Performance Appraisal Plan which will be evaluated by the Centre Manager as part of he annual appraisal process.A post training activity interview between Centre Manager and staff should be conducted to discuss the above and also highlight if there is any further help$/$support and or training required to implement the learning. Centre manager$($s$)$: it is part of a managers remit to train and develop his or her staff andthey will be able to advise on completion of a successful personal development plan Human Resource Manager: Can offer advice and guidance with regard to appropriatelearning methods and available coursesThis policy may be amended by Bounce Fitness at any time in order to take into account changes in legislation and best practice.