Mandatory training for nurses should be and is updated regularly. In most cases, these updates are annual. Nevertheless, it requires nurses to have the latest skills. Your employer is free to set training schedules under which you should comply. Statutory training is that which is required by law, where employers must provide training to meet the requirements of particular regulations. For example, to meet the requirements of the Health and Safety at Work Act, employees need training in areas such as manual handling and fire safety awareness and updates; and basic risk assessment.
Employers can use these terms to describe both mandatory and statutory training. Apart from ensuring a safe working environment for yourself and effective care for patients, mandatory training also helps to:. We believe mandatory training should be paid for by the employer and undertaken during work time. Your employer may require you to attend training or updates on your off duty - you should, however, be given the equivalent time off to compensate.
If you work regular night shifts your employer should take this into account to ensure you can attend any regular training updates. Any work related training is counted as 'working time' under the Working Time Regulations and as such count as work when weekly hours are being calculated. Read more on working time and breaks. Mandatory training usually requires attending annual updates, dependent on the role and organisational requirements. The Nursing and Midwifery Council NMC does not set specific requirements stating how often mandatory training must be undertaken or completed.
However, the NMC does require that registrants remain trained and competent. Your employer is free to set their own protocols and policies on training which all staff are contractually obliged to follow. There are many frameworks under which employers should be delivering mandatory training. Frameworks will vary depending on:. The Equality Act places a responsibility on employers to eliminate discrimination , harassment and victimisation, and promote equal opportunities. This means employers should consider those protected under the Act when designing and delivering statutory and mandatory training.
The employer should consider what adjustments can be made for staff with a disability. This this could be to ensure the times and locations and delivery of the training is suitable and accessible.
The employer should remove any physical barriers, or provide extra equipment or aids where required. The Equality Act places a responsibility on employers to ensure any training policy and practice does not disadvantage or negatively impact protected groups. If you share a protected characteristic under the Equality Act and are experiencing discrimination please contact us for advice and to discuss local support arrangements.
There are many, many kinds of mandatory training within the NHS, and no two teams are likely to have the same requirements. Click here to download the pack.
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All Courses. Sector Training. Training Solutions. Ready to Go Training. Research has found that the mere existence of an anti-harassment policy is not always sufficient to protect the employer from liability F. Likewise, in an article on the effectiveness of diversity training, a Harvard sociologist indicated that there is no history of any court giving an employer credit for the mere existence of diversity training.
Mandatory training is traditionally unpopular, and there is a perception that it is ineffective and decreases motivation to learn. Some education theory-related barriers to learning that may reduce the effectiveness of mandatory training include employee resentment about their lack of control, lack of interest, perception of irrelevancy to their specific workplace context, and workplace time pressures.
Considering the high cost associated with mandatory training and doubts about its effectiveness, organizations would be well served to more closely consider the benefits of their programs. An extensive literature on general organizational training research is available to inform decisions about how to design, implement, and evaluate training in a variety of settings.
There is a good deal of consensus about the best practices that organizations should engage in before, during, and after training in order to maximize effectiveness. Pre-training factors associated with training effectiveness include individual characteristics such as cognitive ability, self-effcacy,, and motivation, and needs assessments.
Experts recommend that one of the most important steps in developing training is to conduct a pre-training needs analysis to identify the competencies needed, training priorities, and who needs the training. Factors that matter during training include individual characteristics and instructional strategies and principles. In recent years, group training, distance learning, and computer-based training have become common training delivery systems in many work organizations.
Post-training factors associated with effectiveness include the ability to use skills and knowledge gained from training, delay between training and use of skills and knowledge, social, peer, subordinate, and supervisor support and training evaluation efforts.
The Kirkpatrick Model of Training Evaluation is commonly used as a framework for evaluating training programs. Organizations have struggled to conduct training evaluation due to the labor and costs involved, and difficulty with credible field evaluation.
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