The non-profit organisation that demonstrates a commitment to accessing and providing tailed learning that supports and develops their staff at every point in their career.
The shortlisted entries in alphabetical order are
Cancer Research UK
WAYC (Warwickshire Association of Youth Clubs)
Cancer Research UK
CRUK says development is embedded within its working culture from its graduate training scheme to its management development programme. A performance development review process puts the emphasis on the development an individual needs to achieve their potential and exceed their objectives. The management development programme helps individuals realize their potential by focusing on their behavioural learning goals rather than generic hard skills. All staff, subject to business case, have access to external professional qualifications appropriate to their role and career. CRUK continues to invest in learning and development, allocating the necessary budget to ensure dedicated L&D professionals can continue to deliver and produce bespoke training tailored for CRUK staff.
Havens Hospices places the utmost importance on offering the best possible training to its staff and volunteers. This is ensured through mandatory training, key skills courses, professional qualifications, job shadowing and personal development. Staff retention is encouraged through offering career development paths through the organisation. The appraisal system links back to the charity’s Business plan and the CPD form sets out the fundraiser’s training needs for the year. Training takes place throughout the year and includes creative thinking workshops, networking classes and IoF ‘tests’ to ensure currency on Codes of Conduct.
This is a good example of best practice, the judges said. Havens recognises volunteers and shows a commitment to fundraising staff and volunteers. It treats learning and development as something it does rather than something it should do.
WAYC recognises the vital importance of its fundraising team and ensures their professional development is supported through monthly supervision, annual appraisals and personal career development interviews. WAYC’s professional training policy provides a definitive pathway to enhanced qualifications via the Institute of Fundraising and a budget to meet the various course fees. WAYC actively shares fundraising knowledge across the organisation and promotes a policy of inclusion by involving all front-line staff in the planning of funding bids. Paid study leave is available for all fundraisers.