Skills

Skills policy

NWL is committed to training and developing employees to benefit both the individual, and the company and to equip people with the right skills for their current and future roles.

We aim to recruit, and retain, the best people, with a diverse range of skills, experience and backgrounds. NWL will provide employees with the opportunity to actively develop their skills and capabilities, encourage an involvement in the development of the business, promote flexibility and provide opportunities for people to develop their experience and careers.

Skills action plan

• Continuously develop the new corporate induction day, and programme, to give new employees a consistent introduction to NWL and build awareness of business processes.

• Introduction of the NWL Apprenticeship Scheme – building our future through the development of our people.

• Continuously develop the Apprentice scheme to give opportunities to young people to develop skills and qualifications whilst in receipt of fair pay.

• Introduction of the NVQ framework across the organisation, as appropriate, to provide the opportunity for our employees to be recognised for their high standards of work / competence.

• Effective prioritisation and delivery of training including health & safety training and personal development.

• Introduction of the on-line performance appraisal & development system with further expansion to include probation appraisals for new starters in NWL.

• Introduction of a new Management Development Programme to equip our Managers with appropriate skills tailored to NWL procedures.

• Continue implementation of the Graduate programme to attract new graduates into the business who have the potential to develop into the managers or technical specialists of the future.

Skills KPIs

• 100% of new starters to receive an induction plan, which details meetings with Managers and training needs, prior to starting with the company.

• By March 2010 80% of employees say they receive the training they need to do a good job, using our employee attitude survey as a measure of our success.

• 90% of employees will be qualified to at least NVQ L2 or equivalent by March 2009 and by that time the NVQ programme within NWL will be self sufficient in terms of having established assessors, established systems and funding mechanisms.

• Personal development needs will be primarily delivered through self development resources (CDs, books, DVDs etc) alongside e – learning by March 2008.

• Management development modules will be introduced from April 2007, by identifying individual development requirements and targeting modules appropriately.

• By December 2008, 85% of senior managers evaluate leadership master classes at fully satisfied or higher.

Skills case study

Skills Awards

We have always recognised the importance of training and developing our employees, investing in our people to ensure they have the skills and qualifications to enable them to do their current jobs and help them progress within the company. In order to expand on the in-house training options currently available for employees we have teamed up with the north east chamber of commerce (NECC) who have helped us benefit from the learning and skills council (LSC) Train to gain programme, this has led to employees being recognised for their excellence at work and achieving qualifications.

The 2007 inaugural Northumbrian Water Skills Awards recognised individual achievement, and included two specific awards; the North East Chamber of Commerce (NECC) Vocational Excellence Award and the Northumbrian Water Exceptional Achievement Award.  Two events were held to ensure that employees from both our operating areas could attend, one in County Durham and one in Lowestoft.  The special event showcased and rewarded employees who had achieved success with NVQ qualifications, as well as others who had worked hard to get other company supported formal qualifications. The qualifications celebrated ranged from Level 2 NVQs in contact centre operations to a Bsc (Hons) degree in water and environmental management.

Guests from our partners NECC and Newcastle Business School attended the events, and the guest speaker, Kriss Akabusi, gave a lively, inspirational and enthusiastic performance. 

The NECC sponsored the 'Vocational Excellence' awards, which specifically recognised Tracey Milburn, Customer Advisor and Adam McComb, Customer Team Leader, for their competence, skills, positive attitude, and team work.  The Northumbrian Water special award was presented to Michael Baker, Network Control Team Leader, in recognition of achieving his first class honours degree in water and environmental management as well as his outstanding contribution to the Company since joining us as a labourer in 1986.