Policies

Talent Training (UK) LLP Data Protection Company Policy

The Company aims to fulfil its obligations under the Data Protection Act 1998 to the fullest extent.

All personal data (manual, computerised & CCTV generated) relating to a company employee shall be:

  • processed fairly and lawfully
  • obtained only for one or more lawful purposes and shall not be processed in any manner incompatible with that purpose
  • adequate, relevant and not excessive in relation to the purposes for which it is processed
  • not kept for longer than is necessary for that purpose or purposes
  • processed in accordance with the rights of data subjects under the Act (see access to individuals’ personal data).

Sensitive personal data such as that relating to an individuals’ racial or ethnic origin, political or religious beliefs, physical/mental health or condition, trade union membership, sexual life, or an offence (or alleged offence), will be obtained and processed only where necessary and in any case (with the exception of where we are required by law to obtain and process such data) with the explicit written consent of the individual.

Appropriate security measures will be taken to prevent unlawful access to, or processing of, personal data and against accidental loss or damage to the data.

Fair Processing Information

All personal data obtained and processed by the Company will be utilised for the purposes of maintaining employees’ personal details during the course of their employment with the company.

At all times, this data will be processed only by authorised company personnel and will be stored and treated with the utmost security and confidentiality.

Individuals Rights (with regards to manual, computerised and personal data)

Individuals have the following seven rights under the Data Protection Act 1998:

  1. Right to access (see procedure for access to an individuals personal data)
  2. Right to prevent processing likely to cause damage or distress
  3. Right to prevent processing for purposes of direct marketing
  4. Right to prevent employment decisions (e.g. promotion) being made solely on the basis of computerised decision making systems
  5. Right to compensation for any individual who suffers damage or distress as the result of any contravention of the requirements of the Act
  6. Right to apply for an ‘order’ to rectify, block, erase or destroy such data relating to them that is inaccurate
  7. Right to request an external assessment relating to the compliance of the company to the requirements of the Act

Procedure

Access to Individuals Personal Data

The Data Protection Act 1998 provides an individual with the right to have access at reasonable intervals to personal data held within computerised and manual records.

Should an individual request access to their personal data at any time, the following procedure must be followed:

  1. A written request must be forwarded to the Head of people.
  2. The Company will respond to this request within 40 days and provide the individual with a copy of their personal data (subject to certain exclusions, such as confidential employment references provided to this company).
  3. In the event of a disagreement between an employee and the company regarding personal data, the matter should be taken up under the Company’s formal grievance procedure.

Compliance

The Head of people will conduct regular evaluations and reviews of this policy to ensure compliance of the Act throughout the Company.

Equality & Diversity Policy

Principles
The diversity strategy supports Talent Training (UK) LLP in valuing diversity and providing equality of opportunity in its workforce.  In conjunction with its core values, Talent Training (UK) LLP seeks to ensure this is a rewarding and fulfilling place to work by;

  • Promoting mutual trust, support and respect
  • Ensuring Equality of opportunity
  • Recognising the contribution of all
  • Maximising personal Development
  • Promoting work – life balance

Talent Training (UK) LLP is strongly committed to working with the best possible people from the widest talent pool available, so that it reflects the diversity of the United Kingdom. We recognise that people work best in an environment where their unique contribution is sought after and valued.  We all must recognise that ‘the best possible people’ do not come in one colour, gender, family background, sexual orientation, age, ability, skill set, way of thinking, working pattern or academic background.
These Principles of equality and diversity should be applied to all areas of employment and include recruitment, selection, terms and conditions, the way we manage learning and development, promotion, transfers and appraisals.

By actively promoting Diversity, we seek to:

  • Recognise and value differences
  • Recruit, retain and motivate the best talent possible
  • Ensure the fair treatment in all policies and practices
  • Address discrimination
  • Act in accordance with all legislation
  • Ensure development is accessible for all who want or need it
  • Improve customer service by valuing everyone’s contribution and giving them a voice

Talent Training (UK) LLP expects all staff to behave in a way that promotes dignity and respect at work at all times and under all circumstances.  We should always treat our colleagues, our learners and visitors politely and fairly, upholding the core values of Talent Training (UK) LLP.

Caring responsibility
If you have caring responsibilities you may find that you need to take time off work for urgent family reasons such as illness or injury of a dependant.  For these purposes, a member of your family can include a child, parent or spouse, anyone who lives in your home but is not a tenant, lodger, boarder or employee: and anyone who relies on you for care or assistance if they are ill or injured.  Talent Training (UK) LLP helps you in the following ways to balance your caring responsibilities with your work:

  • Parental Leave
  • Maternity, paternity and adoption leave
  • Caring Leave
  • Career Breaks
  • Home Working
  • Shared Parental Leave

Working with disabilities
Staff that have a disability within the meaning of the Disability Discrimination Act 1995 are encouraged to tell their line manager and discuss possible adjustments to the job or workplace.  An ‘adjustment to the job’ might include, for example, providing special equipment to facilities such as car parking spaces (if feasible), a personal emergency evacuation plan, retraining, transfer to another area of work or adjusting your tasks or working hours.

If you have informed your manager that you have a disability that could hinder your escape in an emergency you will be invited to help develop a personal emergency evacuation plan. (See fire safety plan)

Occasional working from Home
Where a member of staff may wish to work from home because they need a quiet, uninterrupted environment of there is an informal agreement that work may be carried out at home from time to time, such arrangements do not require a formal home working agreement.  However, when considering these requests line managers and staff involved must still take into account health and safety and security arrangements.  Any occasional working from home must be done with the expressed prior permission of your line manager
If you require home-based working for any reason, please request a copy of the policy from the HR Executive.

Valuing Others
The board of Talent Training (UK) LLP is committed to providing a work environment that is fair to all and where everyone is treated with respect and dignity.  Each of us is responsible for sustaining this environment through how we behave towards each other and what we do every day.

In such an environment where peoples contribution is recognised and acknowledged, staff, whatever their background and level, will feel encouraged to realise their full potential and support Talent Training (UK) LLP’s objectives.
All staff deserve, and should expect to be treated with, respect for who they are and what they do.  This treatment should be considered and inclusive.

Dignity at Work (Bullying & Harassment)
Harassment and bullying – whether on grounds of sex, race, gender reassignment, disability, sexual orientation, age, religion or belief, marriage and civil partnership, pregnancy and maternity, or for any other reason are unacceptable behaviour that the Company will not tolerate. Every employee of Talent Training (UK) LLP has the right to be treated with dignity and respect. Appropriate disciplinary action, which may include dismissal, will be taken against any employee, of whatever seniority, who contravenes this policy.

The Company will not tolerate retaliation against or victimisation of any employee involved in the bringing of a complaint of harassment or bullying under the Company’s procedure. Such retaliation or victimisation will itself constitute a disciplinary offence which may, in appropriate circumstances, lead to dismissal.

Senior Management of Talent Training (UK) LLP is fully committed to this policy And have all completed an Equality and Diversity Course.
What is Harassment?

Harassment means verbal, non-verbal or physical conduct which:
is of a sexual nature or on grounds of a person’s sex, race, colour, sexual orientation, disability, religion, belief, age or other personal characteristic; and

  • is unwanted; and
  • has the purpose or effect of violating that person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that person.

Harassment also means less favourable treatment of a person because he or she has rejected or submitted to the type of conduct described above.

Harassment can take many forms. Examples of harassment prohibited by this policy include:
• verbal abuse or offensive jokes or pranks related to a person’s sex, race, disability, sexual orientation, religious beliefs, age, or other personal characteristics etc; lewd or suggestive comments; requests for sexual favours or repeated requests for dates;
• unnecessary body contact; threatened or actual assault or violence;
• deliberate exclusion from conversations or work activities on the basis of race, gender, disability, sexual orientation, age or other personal characteristics etc;
• display of ‘pin-ups’,  pornography, inflammatory or abusive literature or graffiti;
• using e-mail or the Internet for the purpose of bullying or making abusive or offensive remarks related to a person’s characteristics such as their race, gender, disability, sexual orientation, religion, age, etc or to send pornography or inflammatory literature.
This is not an exhaustive list. Some forms of harassment plainly constitute gross misconduct for the purposes of the Company’s disciplinary procedure and will normally merit summary dismissal.
Employees should be aware that, as well as committing a disciplinary offence, an individual found by an employment tribunal to have harassed a fellow employee on the grounds of sex, race, gender reassignment, sexual orientation, disability, age, religion or belief in the course of their employment may be personally liable to compensate the victim. In addition, harassment for whatever reason may constitute a crime under the Protection from Harassment Act 1997 punishable by up to six months’ imprisonment.

What is Bullying?
Bullying is persistent behaviour directed against an individual or group of individuals which creates a threatening or intimidating environment that undermines the confidence and self-esteem of the recipient(s).

Bullying can take many forms. Examples prohibited by this policy include:

  • verbal abuse, such as shouting or swearing at colleagues;
  • threatening or insulting colleagues;
  • abusing power or using unfair penal sanctions;
  • practical jokes, initiation ceremonies or inappropriate birthday rituals;
  • physical abuse such as hitting, pushing or jostling;
  • rifling through, hiding or damaging personal property;
  • ostracising or excluding colleagues from work events or social activities.

This is not an exhaustive list.

Bullying does not include appropriately conducted criticism of an employee’s behaviour or job performance by management.
When can Bullying or Harassment Occur?

An employee can be bullied or harassed by a colleague or subordinate as well as by a manager or supervisor; by an individual acting alone; or a group of individuals. An employee can be bullied or harassed at work and also, through his or her connection with work, outside working hours and/or outside the workplace. Talent Training (UK) LLP will not tolerate bullying or harassment whatever the perpetrator’s status, and wherever it occurs.

It is important to recognise that what one person may find acceptable, another may find totally unacceptable and that the essence of harassment and bullying is that the words or behaviour are unwelcome to the particular person who is the target of the words or behaviour. All employees must treat their colleagues with respect and appropriate sensitivity.

Responsibility of Employees, Supervisors and Managers
It is the responsibility of all employees to comply with this policy and the particular responsibility of supervisors and managers to ensure it is carried out, with a view to developing and maintaining a working environment at Talent Training (UK) LLP in which harassment and bullying are understood by all to be unacceptable. To this end, a copy of this Policy is provided to all employees, who are expected to familiarise themselves with it and abide by its provisions. The Policy does not, however, confer any contractual rights.

It is expected that all employees will act responsibly regarding this issue. False accusations of harassment or bullying can have a serious effect on innocent individuals. Therefore, should investigations show that a false accusation has been made in bad faith, appropriate disciplinary action, which could include dismissal, will follow. However, an employee who brings a complaint in good faith will not be subjected to any detriment by Talent Training (UK) LLP.

Dignity at work grievance procedure
Any complaint of harassment or bullying will be handled by Talent Training (UK) LLP sensitively, in a timely and confidential manner. This is a specific procedure to deal with harassment or bullying complaints.  Any such complaint should be raised under this procedure and not under the Company’s Grievance Procedure.

The Company recognises the right of employees to determine for themselves whether the words or behaviour of others is acceptable to them and to bring a complaint in respect of harassment or bullying. Following the investigation of a complaint, the decision as to whether the complaint is warranted and, if so, what disciplinary sanction should apply is the responsibility of management.

Any records made of any action taken under this procedure will be treated as confidential wherever possible.

This procedure only applies whilst you are employed by Talent Training (UK) LLP.

Informal Resolution
If you consider yourself to be the victim of harassment or bullying, you may in some cases be able to resolve the matter satisfactorily by explaining clearly to the perpetrator(s) that their behaviour is unacceptable, contrary to the Company’s policy and must stop.

Alternatively you may wish to ask a fellow employee to put this on your behalf or to be with you when confronting the perpetrator(s).

You are encouraged to seek the assistance of the Head of people when you want advice regarding appropriate steps to stop the harassment or bullying. Any such discussion will be strictly confidential.

If it is considered to be appropriate, the Head of people may seek to resolve the matter informally by indicating to the alleged perpetrator(s), without prejudging the matter, that there has been a complaint that their behaviour is having an adverse effect on a fellow employee; that any such behaviour is contrary to Company policy; that the continuation of such behaviour would, if substantiated, amount to a serious disciplinary offence and that their discussion is informal and confidential.

If a complaint is resolved informally, the alleged perpetrator(s) will not be subject to disciplinary sanctions. However, in exceptional circumstances and following consultation with you, the Company may decide that, notwithstanding that you raised the matter informally it is necessary to investigate further and take more formal action.

Formal Complaints Procedure
In the event that informal resolution of the matter is unsuccessful or considered inappropriate in the circumstances, you may make a formal written complaint about the harassment or bullying to the Head of people.  In addition, the Company may decide that it is necessary to take more formal action.  A formal complaint may lead ultimately to the imposition of disciplinary sanctions on the perpetrator(s).

You must provide the following details: the name of the alleged perpetrator(s), the nature of the harassment or bullying, the dates and times the harassment or bullying occurred, the names of any witnesses and any action taken by you to resolve the matter informally.

Where you and the alleged perpetrator(s) work in proximity to each other, it may be necessary to ensure you do not continue to do so whilst the complaint is being investigated and during any consequent disciplinary proceedings. This may necessitate that one or both parties be suspended on full pay.

Your complaint will be investigated promptly, impartially and, so far as practicable, confidentially. Following your complaint and normally within five working days, a meeting will be held with you to consider your allegation and the findings of the investigation and to enable you to put your case. At the meeting, you may be accompanied by a fellow worker who may address the meeting on your behalf but may not answer questions for you.

After the meeting (and normally within five working days), Talent Training (UK) LLP will write to you to inform you of its decision and to notify you of your right to appeal to a more senior manager if you are dissatisfied with the outcome.  The appeal should be submitted within five working days.

If you submit an appeal, you will be invited to attend a meeting (normally within five working days of receipt of the appeal) to consider the matter.

Where the evidence gathered in the investigation and during the meeting indicates to Talent Training (UK) LLP that a disciplinary offence has been committed, the Company’s disciplinary procedure will be instigated and a disciplinary hearing under that procedure will be arranged to deal with the alleged disciplinary offence. In accordance with that procedure, the alleged perpetrator(s) will be provided with relevant evidence about the allegations against them and will be given a full opportunity to respond.

Where the investigation indicates that no disciplinary offence has been committed, both you and the alleged perpetrator(s) will be informed in writing.

Health & Safety Policy

Foreword
Everyone who comes to any of the facilities occupied by ‘Talent Training (UK) LLP (or the premises of any of our clients), whether as a visitor, a member of the general public, a contractor or employee is expected to take responsibility for both their own safety and that of other people. It is the responsibility of all staff to ensure that the aims of operating the office in an efficient manner is done so within a safe working environment, without risk of accident and the subsequent pain and suffering which could result.  To meet these ends we must ensure that our employees are well trained and experienced to carry out their duties in a safe and responsible manner within an overall framework of safe working practices.

As employees of Talent Training (UK) LLP we all have a part to play in making the Policy work and influencing matters to produce a safe and healthy work place.

General Policy Statement
Talent Training (UK) LLP recognises its responsibilities under the Health and Safety at Work Act 1974 and other specific legislation and is fully committed to do all in its power to protect the safety, health and welfare of its employees.  We will endeavour to provide a safe and healthy working environment including premises, equipment and systems of work that are, so far as reasonably practicable, safe and without risk to health.  The target of an injury free, healthy work force is all of our responsibility, ranking alongside the requirement of Communications, Quality, and Finance.

Talent Training (UK) LLP recognises the link between safety and efficiency and places high priority on attention to detail by staff towards meeting safety objectives and the prevention of accidents and injuries.

Employees of Talent Training (UK) LLP are recognised as an important part of the organisation. The support of everyone in the organisation is required in avoiding accidents and ill health and the subsequent costs and disruption to the organisation and the individual.  All employees are reminded of their obligations and responsibilities in law to protect themselves and other people from danger and injury.
Adequate resources, such as sufficient information, instruction and training employees must comply with any training which is given and follow the arrangements and safe systems of work including the use of any necessary personal protective clothing will be made available to ensure the implementation of this policy and procedures; to monitor and improve safety performance; and to ensure good communications and co‑operation.

Talent Training (UK) LLP recognises the role and contribution of staff and the need for consultation on matters concerning the safety, health and welfare of its employees.  We accept our responsibility for health, safety and welfare of others (public contractors and visitors) that may be affected by our business.  The safety policy will be kept up to date by periodical reviews (at least annually) and will take into account any new equipment, processes or changes to work which affect health and safety.
Employees will be involved in the Health and Safety Policy formulation and review.  All employees have access to the Health and Safety Policy, which is filed on the network.

Aims
To comply with the statutory requirements regarding the safety, health and welfare of our employees at work, visitors, trainees, general public and contractors to whom we have legal responsibilities.

To provide equipment that is safe and without risk to health.

To make arrangements to ensure safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances.

To provide such information, instruction, training and supervision as is necessary to ensure the health and safety at work of employees.
To maintain any place of work in a condition that is safe and without risks to health (including safe means of access and egress to and from the places of work).

To provide and maintain a working environment which is safe and without risks to health, including appropriate facilities and arrangements for the welfare of employees.

To maintain and develop the formal and informal machinery of joint consultation in safety matters.
To identify and work for the elimination or control of hazards.
To ensure that the responsibilities for safety and health are properly assigned and defined.
To minimise the losses to individuals and to Talent Training (UK) LLP which may arise from accidents and dangerous occurrences.
To ensure that contractors meet our own safety requirements.
To develop a framework towards a Zero Accident environment through monitoring key performance indicators and a programme of continuous improvement.

Organisation and Arrangements for Health & Safety

Allocated Responsibilities
Overall responsibilities for Health and Safety lies with the Managing Director.

The Managing Director will ensure that this policy is carried out and will inspect the premises and activities every three months.
All staff have responsibility for Health and Safety.  Any member of staff will report any failures of policy, hazards or dangerous events to the Managing Director.  All employees have a duty to act responsibly and not to put themselves or others at risk by their acts or omissions. Employees must report any unsafe conditions to the most senior manager available and co-operate with the Company on Health and Safety matters. Employees must use all control measures and follow safe systems of work. Employees must keep the workplace clean and tidy.
Health and Safety will be discussed at team meetings when appropriate and information will be recorded in the minutes and circulated to all staff.

The Managing Director is responsible for the emergency and fire evacuation arrangements and will hold “desk top” exercises to ensure that all staff know the procedure to include the organisation and record keeping of fire drills. The EA to Chairman will act as fire warden in the event of emergency and evacuation.

The Managing Director has been designated as the Health & Safety responsible person.  Employees who have queries regarding health and safety should discuss or raise them with HR that is located in the General Office at Talent Training (UK) LLP and on telephone number 0191 438 75200191 438 7520.

There are several trained first aiders on site.   The HR Manager is responsible for the accident book, reporting any accidents (reportable under RIDDOR) to the Health & Safety Executive on form F2508.

The Health & Safety (Training for Employment) Regulations
Citation and Commencement
1. These regulations may be cited as the Health and Safety (Training for Employment) Regulations.
3.    For the purpose of Part 1 of the 1974 Act:
a)   The meaning of the word “work” shall be extended to include relevant training;
b)   A person provided with relevant training is at work throughout the time when he would be in the course of his employment if he were receiving such training under a Contract of Employment, but not otherwise, and the meaning of “work” and “at work” shall be construed accordingly.

Meaning Of “Employee”, “Employer” Etc
1. For the purposes of the relevant statutory provisions a person provided with relevant training shall be treated as being the employee of the person whose undertaking (whether carried on by him for profit or not) is for the time being the immediate provider to that person of the training; and “employee”, “worker”, “employer” and related expressions in those provisions shall be constructed accordingly.
Talent Training (UK) LLP Requirements In Relation To a Sponsor Company
The requirements to fulfil Talent Training (UK) LLP’s duty of care and criminal responsibilities in relation to the trainee are as follows:
Talent Training (UK) LLP must only contract with companies, which can secure the health, safety and welfare of a trainee. To do this it must initially carry out a health and safety assessment of a potential sponsor company and agree certain matter e.g. supervision arrangements, prohibitions etc.

Talent Training (UK) LLP need to ensure there is a written contract with each sponsor company, which includes particular health and safety clauses.

Talent Training (UK) LLP has to ensure through health and safety monitoring that a trainee continues to be provided with safe and healthy working conditions. A visit within one month and then every 3 months should be made to ensure standards are maintained.

Within the above it is particularly important to ensure all trainees receive an effective induction both at Talent Training (UK) LLP and particularly at the sponsor company. This, as with much of the training, needs to be recorded. In addition the training needs to be evaluated to ensure it was understood. This can be achieved through a training evaluation checklist.

Should a company’s arrangements for Health and Safety fall below the necessary standard, and then Talent Training (UK) LLP will work with that company to ensure that the Health and Safety requirements are brought back to a satisfactory level. In the unlikely event of a company continually failing to meet the necessary Health and Safety standard and failing to respond to recommendations then Talent Training (UK) LLP, will, as a last resort, withdraw the trainee(s) from the company.

Trainee Status
The Health and Safety (Training for Employment) Regulations 1990 legally make Talent Training (UK) LLP trainees the employees (in Health and Safety Law) of the particular sponsor company they are with for training/work experience. When a trainee is at college the legal employer is Talent Training (UK) LLP as there is an exemption under the Regulations for educational establishments. However the educational establishment has duties to protect trainees as they do for all other students/trainees.

Health and Safety Clauses
The employer/sponsor shall;
1. Comply with the requirements of the Health and Safety at Work etc. Act 1974 and all other statutory, Approved Codes of Practice and follow guidance produced by Health and Safety Executive (HSE). In particular the employer shall:
o provide effective competent supervision;
o deliver an effective health and safety induction on recruitment;
o provide suitable and sufficient information, instruction and training;
o provide adequate employers and public liability insurance cover in respect to the employers activities and that of the trainee whilst at work;
o provide any necessary personal protective equipment/clothing and ensure its proper use; and
o provide safe and healthy; working environment; welfare facilities; equipment; safe systems of work; and emergency arrangements;
2. Carry out risk assessments and where required record the significant findings. The employer shall bring the significant findings and control measures to the attention of the trainee at induction on the first day;
3. In case of a trainee under 18 years of age, the employer shall assess any additional risks which arise out of the trainee age and lack of experience and provide suitable controls measures (as required under the Health and Safety (Young Persons) Regulations 1997);
4. In addition for any trainee under 18 years of age prohibit any activity which is beyond the trainee’s physical or psychological capability which can not be controlled otherwise;
5. Report any accident; work related ill health or other condition affecting the trainee to the enforcing authority as required under the Reporting of Injuries Diseases and Dangerous Occurrences Regulations 1995 and immediately to Talent Training (UK) LLP

Job Design
All operations will be reviewed and jobs and tasks designed in such a way as to minimise the likelihood of work related problems.

Environment
Adequate arrangements should be made to provide the correct levels of temperature, lighting, ventilation and noise for health and safety.  Should this not be possible, then personal equipment will be provided to protect the individual concerned.

Safe Systems of Work
It is the duty of all those in charge of work to create and then maintain safe working practices.  Where specific safety issues apply, these must be developed into formal written safe systems of work. Staff are required to formulate local safety rules, which take into account the particular hazards of the activities at the location where they work.

Housekeeping and Hygiene
A clean and tidy workplace is essential to the successful achievement of safety objectives and therefore the highest standards must be maintained.  All employees are required to “clean as they go” in order to prevent accidents and keep their areas clean and hygienic.

Slips and fall
People slipping, tripping, falling, bumping into objects or having something fall on them cause most serious accidents. Contaminates on the floor such as water, waste paper or trailing cables are the main cause of people falling. People running or hurrying, especially up or down stairs, are the main cause of slips and trips. Special care should be taken during inclement weather when water can be carried into the building on shoes or other footwear making walking conditions hazardous.  Floors should be kept clean through ‘ clean as you go’ working practices. All employees are required to work or move around the workplace diligently and with concern for their own and others safety.

Display Screen Equipment
Talent Training (UK) LLP aims to reduce risks of using display screen equipment and so provides work station assessments, training and eyesight tests. Everyone who works with display screen equipment (DSE) should be issued with a copy of the booklet ‘Health and Safety Guidelines for DSE Users’ which contains information about ergonomics/environment, posture, eye tests and work patterns. If you work on DSE and have not received a personal copy of the booklet ask your manager to obtain one for you. You must follow the guidance in the booklet.  If you experience any symptoms relating to keyboard work, report it to your DEO or to the OHSWS immediately. The incident report form should be completed and distributed appropriately.  If you operate display screen equipment you are entitled to an eyesight test from a qualified optometrist.

Eye and Eyesight Testing
Talent Training (UK) LLP will offer eye and eyesight tests to all users in accordance with the DSE Regulations. The cost of the test will be borne by Talent Training (UK) LLP.

Accident Repoting Procedures
Arrangements
All employees who have an accident at work or are ill as a result of work must report it to The HR Manager and fill in the accident book, which is kept with the first aid kit in the data office.

The Managing Director will inform the Health & Safety Executive of any reportable accidents, fill in and send of form F2508 to the HSE.
The HR Manager will investigate all accidents and ill health to determine the cause and he/she will be responsible to put matters right.
Any visitor or contractor who has an accident must also report the matter and the employee responsible for the visitor or contractor must ensure the accident book is filled in correctly.

Employees are encouraged to report any serious incident (whether or not there is an injury/accident) to the Managing Director.
Any dangerous occurrence will be reported immediately to the Health and Safety Executive and F2508 by the Managing Director.
The company aim to fulfil the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations.
First Aid boxes are kept at the reception area.   Call the emergency services and ensure the comfort of any injured person.
Notices are placed around the premises in respect of first aid.  A record of first aid will be kept on the appropriate form in the Health & Safety file.

Employees must not take it upon themselves to render first aid and must always seek the first aider or appointed persons.  Emergency telephone numbers are displayed on the first aid notice.

The company aim to fulfil the requirement of the Health & Safety (First Aid Regulations).

Training
Employees/trainees will be shown how to do tasks safely prior to use; this particularly applies to the use of any equipment.
Ensure employees/trainees are capable in terms of health and safety for every task that is asked of them.
Specific training and instruction will be provided as appropriate to the employee’s work as identified by Risk Assessment.  All employees will be trained in:

  • Fire Arrangements
  • Hazardous Substances
  • Safe use of Equipment
  • Employee responsibilities
  • Use of any PPE
  • Health & Safety Arrangements
  • Risk Assessments and control measures
  • Accident & First Aid Arrangements
  • Electrical Safety: and
  • Manual Handling

Any employee/trainee who is uncertain of how to do a job safely must ask a supervisor.  Anyone who wants further training in Health & Safety is encouraged to request it.

Fire
The arrangements for fire are as follows: –
• Fire extinguishers are provided around the premises and are marked “FIRE POINT”
• Fire escape routes and exits are clearly marked with ‘FIRE EXIT’ signs and through reception
• A fire alarm system (siren) operates with a break glass operation situated at the marked ‘FIREPOINT’

If an employee discovers a fire, the alarm should be activated. Employees who are not trained should not tackle a fire but proceed safely to the assembly point via the escape routes.

The Managing Director will be responsible to see the premises are clear and call the emergency service appropriate.  The person on reception will account for everyone at the assembly point.

An annual fire drill will be carried out organised by the Managing Director and a fire record will be kept.  Fire drill procedures are displayed at the designated FIRE POINTS.

Fire extinguishers and the alarm system will be checked every year.  A record will be kept in the health and safety file.
Employees must not interfere with any fire safety arrangements, keep fire routes and exits free from obstruction and abide by the notices explaining the fire arrangements.

Smoking is forbidden in the building.

The fire prevention officer is the Managing Director.

The company aim to fulfil the requirements of the Fire Precautions (Workplace) Regulations.

Equipment/Office Equipment
Any fault or defect in a piece of equipment or controls must be notified immediately to Paul Emery.  The machine/equipment must not be used until it has been repaired and safe to use again.  Employees should visually check equipment before operating them.

Equipment will be maintained regularly and it is the responsibility of The HR Manager to keep a record of equipment maintenance.

Employees will be prohibited from the use of equipment until they have been trained to do so, when supervision and instruction will be provided.

Any employee who is unsure of any piece of equipment, safety feature or control should ask Paul Emery.

The company aim to fulfil the requirements of the Provision and Use of Work Equipment Regulations.

Electricity
A competent electrician and any action taken as a result of inspection will test the main electrical system in the building every three years.

All electrical equipment will be maintained by the company and this will include an annual inspection and where deemed necessary testing of the electrical system.

Any defects or damage to electrical equipment must be reported immediately by staff to The HR Manager.  Anyone suffering from an electrical shock must report it as an accident.

No employee must carry out electrical repair work himself or herself.  An electrical contractor will carry out any necessary electrical work.

Electrical equipment that requires testing and inspection will be marked and a record kept of the results.  Any records will be kept in the Health and Safety file.

Talent Training (UK) LLP aim to fulfil the requirements of the Electricity at Work Regulations.

Contractors & Visitors
Contractors and visitors must all come through reception (front entrance) and sign the visitor’s book.

Contractors and visitors will be accompanied or supervised by a known member of staff made responsible for them.  In the case of an emergency it is the responsibility of that member of staff to lead them out of the building to the assembly point.

Contractors must inform Talent Training (UK) LLP of any hazardous substances, electrical equipment, other equipment or anything else that might affect the Health & Safety of employees.  Contractors carrying out work on our premises will be given a copy of this policy and be expected to abide by it.  Risk Assessment for work will be required of any contractor.

Any work experience student or trainee will be treat as any other employee, however, particular attention and arrangements will be made for their supervision, training and instruction.

Employee Rules

  • Below is a list of some basis rules for employees to follow;
  • Keep workplace clean and tidy etc to prevent slips, trips and falls
  • Always use equipment the right way as per the instructions
  • Follow the safety procedures and rules from the Risk Assessment and ask if you are ever uncertain
  • Never interfere with equipment, electricity or any safety feature
  • No smoking
  • Report any defects or damage to any part of the premises or equipment
  • Do not put yourself or others at risk and this includes horseplay or misuse of articles and substances.
Public Interest Disclosure

Talent Training (UK) LLP aims to conduct business with the highest standards of honesty and integrity.  Therefore, we should all share this aim in order to maintain the same standards.  Any wrong-doing by either the company or its employees should be reported.  We believe that it is essential to create an environment in which employees feel able to raise concerns internally without fear of disciplinary action being taken against them as a result of any disclosure, and be assured that an investigation will take place.

The Public Interest Disclosure Act 1998 protects employees from dismissal or other disciplinary action when they report wrong-doing by their employers.  It aims to promote greater openness between employers and employees in the workplace.  We strongly believe that those who report wrong-doing should not be victimised.

Examples of wrong-doing include:-

  • A criminal act
  • Failure to comply with a legal obligation
  • A miscarriage of justice
  • Health & Safety breaches
  • Damage to the environment
  • Concealment of any of the above

What to Do

Where you wish to make a disclosure concerning one or more of these examples of wrong-doing you can:-

  • Discuss the concern with your Line Manager, they have a responsibility to listen and respond to any matter that is of concern to the employee.  If contacting your Line Manager is not appropriate or you do not feel comfortable doing this, you may contact any other Senior Manager.
  • If after reporting the matter, the issue is still not resolved, or it is felt to be inappropriate to report it to your Line Manager, you should contact HR.  The company requires the HR Manager, where necessary, and in instances such as this, to remain impartial between the employee and the company, as well as maintaining total confidence as and when required.  The HR Manager will ensure that a full and fair investigation takes place with a view to reaching a sensible and fair resolution to the issue.  Where deemed necessary by the HR Manager, the matter may be escalated to the most appropriate member of the board, including the Chairman, in order to obtain the correct resolution.

There may be matters that cannot be dealt with internally and external authorities will need to become involved.  Where this is necessary, the company reserves the right to make a referral on your behalf without your consent.
The company recognises that there may be some cases where no wrong-doing is found through internal procedures.  In such cases, if the disclosure is reasonable, made in good faith and the information believed to be true, protection will be given and no disciplinary action will be taken.

Quality Assurance Policy

Aim
The primary purpose of quality assurance is enhancement of the quality of the learning experience and the continuous improvement of standards associated with that learning.

Principles

All staff are expected to take personal responsibility for their own professional quality and standards in all of their activities.

Staff will exercise this responsibility within a supportive environment where expectations and standards are clearly defined and monitored. Continuous improvement and innovation are encouraged, development and training opportunities are provided, feedback is actively sought from clients and duplication of effort is strenuously avoided.

Promote consistency.

Is underpinned by the concepts of equality and fairness.

All policies and procedures will be well documented and readily accessible to staff, candidates and any other relevant parties.

Talent Training (UK) LLP will rigorously and continuously monitor the effectiveness of its quality assurance procedures to assure that they are operating in accordance with good practice.  These include:

  • Production of written policies and procedures that clearly define how key activities are carried out within the organisation
  • Regular checks that policies and procedures are being adhered to by all members of staff
  • Management reviews of all policies and procedures on an annual basis to ensure they remain fit for purpose
  • Quality assurance procedures are in place to ensure the Standard of learning and teaching practice is continously monitored and improved.
  • Learner views are actively sought on the standard of training they receive at key stages throughout their development.  These are evaluated and improvements made where necessary.  Employers are also involved in the development and delivery of training programmes.  We seek their views on the standard of the training that we provide for learners.  These are evaluated and improvements made where necessary
  • We ensure that all assessment and verification activities conform to QCF and Awarding Body requirements and are in accordance with our documented procedures
  • We benchmark our performance against available national data, SFA and Ofsted good practice guides and other available data
  • We constantly analyse the performance of learners, monitor trends and take action to ensure that retention achievement and success levels increase yearly

Talent Training (UK) LLP is committed to ‘achieving excellence’.

Recruitment Policy
It is the organisation’s policy to recruit people with the necessary skills, expertise and qualifications to deliver organisational objectives and who have the ability to make a positive contribution to the values and aims of the organisation.  The best person for each vacancy will be recruited, regardless of sex, sexual orientation, race, religious beliefs, disability, Marriage and Civil Partnership or Pregnancy and Maternity.

Internal applicants will be encouraged to apply for promotion opportunities within the organisation.

Types of Employment
Your employment may be permanent, temporary, for a fixed period, full time or part time.  The main types of appointments are;
Permanent:   This appointment is of indefinite duration and can only be terminated by notice or retirement.  The person appointed has been selected through open competition and has satisfied requirements regarding qualifications, experience, health, character etc.  Those with permanent appointments are entitled to be entered in the company pension scheme after completing the qualifying period.
Temporary:  These appointments can last up to 2 years.  It is not necessary for the person to have been recruited through open competition.
Fixed term appointments: These appointments are made for a limited period, which normally does not exceed four years.  They are made either where the work is for a limited duration (usually more than six months) or where there are exceptional reasons for appointing someone to a continuing post for a limited period, for example where there are no career possibilities.  Fixed term appointments may be converted to permanent status if this possibility was specified in the recruitment advertisement.  If the appointment is for more than twelve months the person will be entitled to be entered in the company pension scheme after completing the qualifying period.

Casual appointments: These appointments are made without the need for open and fair competition and with no agreed working patterns.  Casual workers are called in as and when required and are not obliged to accept an offer to work, nor is Talent Training (UK) LLP obliged to offer any work.

Nationality
All employees are required to provide evidence of their right to work in the UK prior to the appointment.

Disclosure and Barring Services (DBS)
All learning and development staff must complete and satisfactory pass a Criminal Records Bureau (CRB) Check on appointment.  After successful obtainment of an Enhanced CRB it is the responsibility of staff to inform the Head of people of any changes in their circumstances.  Failure to do so will be seen as Gross Misconduct and may lead to instant dismissal.

Immigrations (Restrictions on Employment) Order 2007
Staff from the CzechRepublic, Estonia, Hungary, Latvia, Lithuania, Poland, Slovakia and Slovenia are required to register with the Home Office within thirty days of commencing employment.   Failure to do so may jeopardise your employment with Talent Training (UK) LLP.

Safeguarding Policy

The Safeguarding Vulnerable Groups Act 2006 was passed as a result of the Bichard Inquiry arising from the Soham murders in 2002. The Act is in place to protect children and vulnerable adults from abuse and possible abuse.

What is a vulnerable adult?

  • a person “who is or may be in need of community care services by reason of mental or other disability, age or illness,
  • and who is or may be unable to take care of him or herself,
  • or unable to protect him or herself against significant harm or exploitation”

What is Abuse?

  • A violation of an individual’s human and civil rights by any other person or persons.
  • Abuse can consist of a single act or repeated acts. It may be physical, verbal or psychological.
  • It may be an act of neglect or an omission to act, or it may occur when a vulnerable person is persuaded to enter into a financial or sexual transaction to which he or she has not consented or cannot consent.
  • Abuse can occur in any relationship and may result in significant harm to, or exploitation of, the person subjected to it.

Talent Training UK (LLP) is committed to safeguarding our students.

We are committed to ensuring that:

  • We take action when abuse is suspected
  • We increase awareness of the issues involved
  • We support all learners in accessing support so that they can lead safe lives
  • We work together to prevent the mistreatment of young people and vulnerable adults.

During your induction and training the Equality and Diversity policy will be explained to you and reinforced. You can get a copy of the policy on your e-portfolio or from your Training Advisor.

What do I do about it?

If you suspect a vulnerable adult is being abused you should make a ‘Safeguarding Alert’. You can do this by telephoning your local Safeguarding Board at your local council. A decision will then be taken about what to do next

If you need to speak to someone about any concerns, please contact your Training Advisor or telephone Talent Training UK (LLP) on 0191 438 7520.

Training & Development Policy

The aim of this policy it to outline Talent Training (UK) LLP’s commitment to supporting staff development. The key purpose is to facilitate personal and professional development enabling individuals to achieve their full potential.

Talent Training (UK) LLP’s achievements are based largely on the contribution, commitment and achievements of individual members of its staff, working individually and in teams or groups. Talent Training (UK) LLP wants to support staff in the performance of their designated roles and to help them to fulfil their potential during the course of their employment. Training and development includes any activity, which contributes to the enhancement of their knowledge, skills, competence, and working practices. Staff development is thus a key contributor to the success of individuals and ultimately to the success of the organisation as a whole.

Talent Training (UK) LLP believes that investing in you means investing in your future by providing training and development opportunities.

Equality
There will be equality of access to staff training and development opportunities for all staff. No member of staff will be treated less favourably than another on the grounds of sex, marital or parental status, race ethnic or national origin, colour, disability, sexual orientation, religion, age, Marriage and Civil Partnership and Pregnancy and Maternity. Involvement in staff training and development will be determined only by personal merit, performance and by the application of appropriate criteria.

Employment Development
You will receive induction training followed by a structured development programme relevant to your position.  On-going training needs will be identified as part of the in-house training course programme and performance appraisal system by your Line Manager.

Performance Appraisal
Introduction
Performance Development Review (PDR) is a process based on two way communication which if effectively used, can develop people and improve individual, team and business performance. It works by looking at both what individuals do and how they do it.

As a Management Team we are open to and would encourage feedback from individuals (both positive and negative).  Individuals should, therefore, use their PDR as an opportunity to share their views on the company.

It is important to the Management Team that individual talent is developed and utilised beyond expectation, and, therefore, would welcome input from the individual for discussion during their PDR.

All employee PDR’s are linked to performance related pay.

Performance Development Review Cycle
The process comprises three distinct phases:
Planning Performance agreeing priorities and defining expectations for individual performance which are clearly linked to organisation and team targets.

Managing Performance monitoring progress, coaching and providing feedback to enable individuals to deliver to the best of their ability and improve their performance. Discussing career aspirations and agreeing individual development plans.  Planning and review of CPD.

Reviewing Performance reviewing and measuring performance against expectations in terms of targets, skills and competencies, which, in turn, will be linked to pay increases.

Process
Every three months’ managers will meet each of their staff individually to undertake a verbal assessment of the individual’s performance against the objectives agreed for the previous period. The manager will take notes of all significant points covered in the meeting and will highlight any underperformance, significant performance over and above expectations and agreed training and development needs.

The same meeting will also be used to formulate objectives and possible CPD activities for the following three months’ and discuss career aspirations and individual development plans.

Roles in the Appraisal Process
The role of appraiser should be delegated to the most appropriate person/s, on a cascade basis within each team. The appraiser would normally be in a line management position to the appraisee, with the authority to agree objectives. The appraiser must be in a senior position to that of the appraisee, and be familiar with the appraisee and their application to work. To ensure individual objectives are set within the overall objectives/direction of the team, an appraiser should not normally carry out an appraisal before their own appraisal has been completed.

Notice for an Appraisal Meeting
Reasonable notice must be given prior to the joint review meeting to ensure that both the appraiser and the appraisee have the opportunity to prepare

Maintaining Records
A copy of the Appraisal must be sent to the Finance Manager to enable annual incremental payment to be actioned, and to the Head of people, for personnel recording.  A copy of the actual appraisal must give to the appraisee.

Staff should be set no more than eight objectives which should be written to clearly articulate the title of the objective, describe up to six action points for each objective and give details of timescales for expected completion.

The manager will write to the member of staff recording the main points from the discussion and asking them to indicate receipt of the letter. The manager will also use this opportunity to finalise and send a copy of the agreed objectives for the next year. Copies of the letter and the objectives will be placed on the Personnel file.

It is recommended that all managers see their staff regularly to formally discuss progress against objectives, preferably quarterly.
Pay Increases related to Appraisals

Whilst there is the expectation that individuals will increase their salary following an appraisal this is not always the case, there may be occasions where pay progression is deferred. Examples include:

  • failure to make reasonable effort to participate in the process, including
  • failure to complete agreed learning activities and/or failure to attend appraisal meetings
  • failure to achieve an acceptable standard of work and be at the Second or Third Stage of the Talent Training (UK) LLP’s Procedure Relating to Performance/Standard of Work – see Disciplinary Procedure

Any requests to increase an appraisees pay by the appraiser must be made in writing to the Managing Director.  Any approval or changes in the apprasiees must be made in writing and be given to the Finance Manager at least 10 working days prior to the payroll date of the month the pay increase is being applied to.  Failure to do so may result in the apprasiee not receiving the pay increase due.

Storage of Data
Records made by the appraiser must be stored in a secure place within the department, accessible by the appraiser. These are confidential between Talent Training (UK) LLP and the appraisee, and would not normally be handed by anyone other than the Head of people.

Sustainability Policy

Talent Training (UK) LLP is committed to promoting sustainability.

We aim to follow and to promote good sustainability practice, to reduce the environmental impacts of all our activities and to help our clients and partners to do the same.

What this means to us, is that we operate our professional activities and the management of our organisation in a way that enables all people to realise their potential and improve their quality of life while protecting and enhancing the earth’s natural capital. This aspiration is operationalised for our purposes by our sustainability objectives, targets and indicators.
We are therefore committed to continually improve the integration of sustainability into our working environment and business processes. Our aim is to play a proactive role in contributing to achieving sustainability where we have influence. We are committed to accountability and transparency in our sustainability performance.

Our Sustainability Policy is based upon the following principles:
• To comply with, and exceed where practicable, all applicable legislation, regulations and codes of practice.
• To integrate sustainability considerations into all our business decisions.
• To ensure that all staff are fully aware of our Sustainability Policy and are committed to implementing and improving it.
• To minimise the impact on sustainability of all office and transportation activities.
• To make clients and suppliers aware of our Sustainability Policy, and encourage them to adopt sound sustainable management practices.
• To review, annually report, and to continually strive to improve our sustainability performance.
Practical steps
In order to put these principles into practice we will:
Travel and meetings
• Walk, cycle and/or use public transport to attend meetings, site visits etc, apart from in exceptional circumstances where the alternatives are impractical and/or cost prohibitive.
• Include the full costs of more sustainable forms of transport in our financial proposals, rather than the least cost option which may involve travelling by car or air.
• Where the only practical alternative is to fly, we will include costs for full air fares rather than budget airlines in our financial proposals.
• Avoid physically travelling to meetings etc. where alternatives are available and practical, such as using teleconferencing, video conferencing or web cams, and efficient timing of meetings to avoid multiple trips. These options are also often more time efficient, while not sacrificing the benefits of regular contact with clients and partners.
• To reduce the need to travel to meetings and elsewhere, and facilitate regular client contact, we will provide a web cam to clients free of charge for the duration of a project where appropriate.
• Reduce the need for our staff to travel by supporting alternative working arrangements, including home working etc, and promote the use of public transport by locating our offices in accessible locations.
Purchase of equipment and consumption of resources
• Minimise our use of paper and other office consumables, for example by double-siding all paper used, and identifying opportunities to reduce waste.
• As far as possible arrange for the reuse or recycling of office waste, including paper, computer supplies and redundant equipment.
• Reduce the energy consumption of office equipment by purchasing energy efficient equipment and good housekeeping.
• Seek to purchase electricity from a supplier committed to renewable energy.
• Seek to maximise the proportion from renewable energy sources, whilst also supporting investment in new renewable energy schemes.
• Ensure that timber furniture, and any other timber products, are recycled or from well-managed, sustainable sources.
• Purchase fair-trade and/or organic beverages.

Policy Update
This policy is reviewed annually by Michelle Ryles. Any changes required should be reported directly to her.

Retention of documents

Talent Training (UK) LLP will ensure that all paper documentation relating to the delivery of the Skills Funding Agency funded provision will be stored until at least 31st December 2022. This means that documents relating to any aspect of the programme including: project and customer data, expenditure; audit; committees; selection of operations and so on, will be kept until the final payment in respect of the operational programme has been received by the Managing Authority.

We will retain all documents until three years after the European Commission makes the final payment for the programme concerned, which is expected to be 2022 at the earliest.

Electronic retention of documents

Talent Training (UK) LLP will keep electronic information for the same length of time as required for paper copies. It is Talent Training (UK) LLP’s responsibility to ensure that the electronic copy of the documentation can be relied on for audit purposes.

Commission regulations allow for documents to be retained by Talent Training (UK) LLP as originals or ‘in versions certified to be in conformity with the originals on commonly accepted data carriers ‘. The regulations allow for the electronic storage of documents provided that they are stored on a recognised data carrier, are certified as being copies of the original, meet national standards and are auditable. Project data will be held on their ICT management information system which is an auditable and accepted data carrier. Other methods which may be used include:

  • Photocopies of original documents;
  • Microfiches of original documents;
  • Electronic versions of original documents on optical carriers (such as CD-rom, hard disk or magnetic disk).
  • For data carriers that are used, (Name of Project/Group insert here) will retain a signed declaration that the documents held within the data carrier are certified as being true copies (conforming to) and are originals.

The following declaration will be used and provided by Talent Training (UK) LLP on headed paper:

I certify that this data carrier [specify details of carrier] contains true copies of original documents relating to ESF supported projects.

Signed…………………… Date…………………….

Position in organisation………………………………

This policy is available on-line at: www.talenttraininguk.com/policies

  • We will consider any request for this policy to be made available in an alternative format or language. Please contact: Managing Director.
  • We review our policies regularly to update them and to ensure that they are accessible and fair to all. We welcome suggestions for improving the accessibility or fairness of this policy.
Approved by:VersionIssue DateReview DateContact Person
SMT1Sep 2016Sep 2017Managing Director

1. Policy Statement
Talent Training is committed to growing and diversifying the range of courses it delivers to widen participation, deliver to niche markets, engage in new and emerging markets and meet the regional and local economic development agenda.  In order to achieve this, we have taken the strategic decision to subcontract part of its provision to partner organisations who can demonstrate high quality delivery.

2. Scope
The Policy applies to all subcontracted partner organisations.

3. Improving the Quality of Teaching and Learning
Talent Training will support, develop and share good practice through; quality reviews; operations meetings; observations of teaching and learning, health & safety audits and learner and employer feedback.

Subcontractor performance will be monitored at regular data meetings and formal Data Compliance checks will be carried out to ensure veracity of data.

4. Management Fees
Talent Training retains a management fee from all subcontracted partner organisations; this ranges from 17.5% to 30%.  The fees charged reflect the costs of the procurement process and the management support needs of the contracts.

Subcontractors working with Talent Training receive a high level of support and guidance and access to systems, including:-

  • Quality management systems
  • Certification and registration with awarding bodies (if required)
  • Management Information Services and data control advice and guidance
  • Audit of management systems and delivery and observation of teaching, learning and assessment
  • Safeguarding of Young People and Vulnerable Adults procedures
  • Teaching, Learning and Assessment training, coaching and observations
  • CPD Opportunities and planned training and development
  • Policy development
  • Support with Funding Rules compliance
  • Regular national updates regarding funding and policy guidance

Not all subcontractors are charged the same management fee, differences in fees are dependent upon the level of support required, the experience of the subcontractor, their target learners; their track record, published success rates and the level of risk as determined by the due diligence process.

An achievement element, at the rate specified in the Funding Rules, will be applied to subcontractors delivering SFA-funded Adult Skills Budget provision.

5. Payment Arrangements
Payments will only be made to the Subcontractor once Talent Training has received the funding from the Skills Funding Agency or its successor funding body.

Apprenticeship start payments are subject to a minimum stay of 6 weeks. No start payment will be made until after the minimum stay period.

Talent Training will calculate the amount payable to the Subcontractor each month as follows:
Following validation of the evidence in the ILR return, Talent Training will send the validated data to the Subcontractor to enable them to create an invoice net of the management fee as agreed in the contract.  Talent Training will pay the Subcontractor within 30 days of the invoice date and will notify the Subcontractor of the payment being made by BACS.  Any anomalies that arise following payment will be subject to reconciliation at a later date.

6.Policy Communication
The Policy is available on-line at www.talenttraininguk.com/policies and can be made available in hard copy upon request.  The Policy will be discussed with all current and future subcontractors during contract negotiation meetings.

7. Publishing Funding Data
Data regarding the actual level of funding paid to each Subcontractor will be published annually within 30 days of the ILR closing.

8. Policy Review
The Policy will be reviewed on a regular basis and/or when significant changes in the Funding Rules occur.

9. Monitoring and Evaluation
The Managing Director will report to the Executive Board.

Talent Training Subcontracting Fees and Charges 2013-2014

SubcontractorUKPRNContract DatesProvision TypeFunding ValueSubcontractor PaymentManagement FeeService/Support
eResponse1003933301/08/2013 - 31/07/201419+ Classroom-based430,817.76333,067.8997,749.87Nil
Burleigh College10000994 01/08/2013 - 31/07/201419+ Classroom-based200,190.19140,133.1360,057.06Nil
TRN1000008201/08/2013 - 31/07/201419+ Classroom-based95,779.8071,834.8523,944.95Nil
Focus10000968701/08/2013 - 31/07/201419+ Classroom-based5,921.054,440.791,480.26Nil
LDC1001931201/08/2013 - 31/07/201419+ Classroom-based3,253.582,440.19813.40Nil

Talent Training Subcontracting Fees and Charges 2014-2015

SubcontractorUKPRNContract DatesProvision TypeFunding ValueSubcontractor PaymentManagement FeeService/Support Fee
eResponse1003933301/08/2014 - 31/07/201519+ Classroom-based572,097.26353,097.26219,000.00Nil
Burleigh College1000099401/08/2014 - 31/07/201519+ Classroom-based486,800.22340,760.15146,040.07Nil

Talent Training Subcontracting Fees and Charges 2015-2016

SubcontractorUKPRNContract DatesProvision TypeFunding ValueSubcontractor PaymentManagement FeeService/Support Fee
Martinex Limited1000099403/08/2015 - 27/11/2015Adult Skills Budget Class Room Based (Excluding 19 to 24 Traineeships)£133,481.76£93,436.76£40,004.33Nil
City College Ltd1000494401/07/2016 - 21/10/2016Adult Skills Budget 19 to 24 Traineeships£15,838.82£12,671.06£3,167.76Nil
Icon Vocational Training Ltd1000324004/01/16 - 19/02/18Adult Skills Budget Apprenticeships (Excluding Trailblazer Apprenticeships)£226,753.25£187,071.43£39,681.82Nil
eResponse Recruitment Ltd1003933303/08/15 - 30/09/15Adult Skills Budget Class Room Based (Excluding 19 to 24 Traineeships)£218,342.94£109,171.47£109,171.47Nil
eResponse Recruitment Ltd1003933301/11/15 - 31/03/16Adult Skills Budget Apprenticeships (Excluding Trailblazer Apprenticeships)£8,619.51£6,003.66£2,585.85Nil
Vista Training Solutions Ltd*1003614201/07/16 - 22/08/1624+ Advanced Learning Loans£0.00£0.00£0.00Nil
Learn Skills Today Ltd*1003081601/07/16 - 30/01/1724+ Advanced Learning Loans £0.00£0.00£0.00
*Payments weren't drawn down until 16/17