Tag: 2015

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for Education, how much her Department spent on training in each of the last three financial years.

Mr Nick Gibb

The Department for Education holds a central training and development budget covering core education and training undertaken through Civil Service Learning. This includes development in core Civil Service skills including leadership and management, financial management and analysis. The table below shows the centrally managed budget for each of the past three financial years.

Financial Year	Budget
12/13	£700,000
13/14	£700,000
14/15	£600,000

Additionally, directorates across the Department spend an element of their budgets on training and development which varies dependant on in-year development needs. The table below shows both central training and development spend and Directorate spend for each last 3 financial years.

Financial Year	Total spend	Average number of staff (based on Full Time Equivalents)	Average spend per member of staff (based on Full Time Equivalents)
2014/15 (covering the period April to December only)	£1.3m	3353.7	£390
2013/14	£2.2m	3539.4	£620
2012/13	£3.2m	3801.1	£840

In addition to formal training, the Department for Education encourages staff to take advantage of a variety of different professional development opportunities not captured by this expenditure, including job shadowing, on-the-job training and peer mentoring.

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for Energy and Climate Change, what his Department’s training budget was in each of the last three financial years.

Amber Rudd

DECC’s training budgets for the last three years were:

(£k)	2011-12	2012-13	2013-14
Training budget	3,236	3,052	3,512

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for Environment, Food and Rural Affairs, what guidance her Department provides to its managers on how many days training should be made available to staff.

Dan Rogerson

The Department supports and actively promotes the ‘5 a year’ Civil Service Learning campaign to encourage individuals to take at least five days a year targeted learning and development, as set out in the Civil Service Reform plan. The campaign is promoted to both staff and managers using posters, the intranet and learning and development plans.

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for Health, what guidance his Department provides to its managers on how many days training should be made available to staff.

Dr Daniel Poulter

The Department is committed to developing its staff and encourages staff to take five days learning a year. It does this in a variety of ways including staff communications; learning at work weeks and through line-managers.

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for International Development, what her Department’s training budget was in each of the last three financial years.

Mr Desmond Swayne

The majority of Training and Development Budgets are allocated by individual DFID Departments and Country Offices, and therefore providing this information can only be achieved at disproportionate cost.

The below Parliamentary question was asked by Chi Onwurah on 2015-02-12.

To ask the Secretary of State for Transport, what guidance his Department provides to its managers on how many days training should be made available to staff.

Claire Perry

In line with the Civil Service Reform Plan, the Department for Transport recommends that its entire staff undertake a minimum of five days learning and development per year.

This includes a wide range of learning for example, on the job training, e-learning, classroom training and coaching or mentoring.

The department encourages all staff to undertake at least five days a year of development via its internal communications and links this to development opportunities throughout the year.

Managers are also advised to discuss staffs development needs as part of the performance management process and how to access learning – e.g. via Civil Service learning (CSL).