Page 38 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

dependent on the circumstances, you may be liable to disciplinary action.

3.7 TRAINING AND DEVELOPMENT POLICY
The Company recognises that continuous training for employees at all levels is essential to ensure its
efficiency and profitability, and the personal development of every employee. Irrespective of the
company's commitment to training or otherwise it is the employees’ responsibility to ensure they
have the requisite skills and expertise to be able to carry out the job in a professional and competent
manner, keeping themselves up to date with latest development in accounting, audit, company law,
tax and associated areas.

3.7.1 Objectives
The main objectives of our training policy are as follows:
• To provide an effective induction programme for each employee ensuring an
understanding of the Company, his or her campaign, role, and individual duties.
• To provide introductory and on-the-job training to enable new employees to reach
the required performance standards in the established time.
• To recognise that the best form of development is self-development and therefore
designing training plans to help employees improve their own performance.

Training is approved based on:
A. Nature and purpose of business
B. Expected benefits for employee and the Company
C. Estimated cost and available funding
D. Potential time or performance impacts while employees participate in training

Prior to receiving training, objectives should be identified, which clearly state what the participants
are expected to know and/or to do afterwards. These objectives will be agreed upon through
interactions between the employee and a MANAGER.

Training records, identifying the following information, participants, subjects, objectives, training
provider, date, costs, and acknowledgement receipt of training will be retained on employees'
personnel files. Employees should also keep a summary of their training records for tracking,
reporting, and planning purposes.

Training is generally conducted during paid working hours.

3.7.2 Responsibilities
Employees are responsible for meeting the training objectives by becoming actively involved during
training and providing evaluation immediately afterwards.
Company Directors are responsible for completing training and development needs together with the
employee. They are also responsible for planning and budgeting to meet individual learning needs. A
MANAGER is responsible for seeking the agreed upon training, either through internal or external
resources.

3.7.3 Eligibility for training
To be eligible for training, employees must.
a. Be a Company employee for the duration of the training
b. Have completed their probationary period, unless waived by the Company
c. Not be under disciplinary action during training, unless waived by a MANAGER
d. Maintain job standards or minimum of average performance, unless waived by a MANAGER
e. Participate in a regular review during and/or after training with a MANAGER

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