Operational performance
Training and development
NWL introduced an extensive People Plan in 2007 in which it set out a programme to support and develop employees.
Everyone who joins NWL receives a personalised induction plan outlining their familiarisation and training programme for the first weeks of their employment. In addition they are invited to an induction day where they meet senior managers and are introduced to the company and our approach to key areas including health and safety, terms and conditions, pensions and ‘Just an hour’.
We are committed to the continuous development of occupational skills and signed the Government’s ‘Skills Pledge’, committing to 90% of employees achieving the National Vocational Framework (NVQ) Level 2 standard by December 2009 and 95% as soon as possible thereafter.
An ambitious NVQ programme is being rolled out in our customer and operational areas. Funding has been secured from the Learning and Skills Council’s ‘Train to Gain’ fund and also through Business Link. In December 2008, NWL was the first water and sewerage company in the UK to have all its 138 water treatment production operators meet the requirements of the ‘Competent Operator Framework’ and achieve a nationally recognised qualification, the NVQ Level 2 in Operating Process Plant.
Since the re-introduction of our apprenticeship scheme in September 2007 we have recruited 18 apprentices for the maintenance area across the business. In 2009, we plan to recruit nine new apprentices, including the first apprentice for our information services team. Candidates undertake a four year development programme and have excellent career prospects when they complete their apprenticeships being guaranteed employment on successful completion of their training.
Our Graduate Development Programme was re-launched in 2008, to provide potential leaders for the future. Candidates undertake a two year programme with three to six month placements in different parts of the business. In addition to a line manager they are also given a senior management mentor. Employment is guaranteed on successful completion of the programme. We recruited four graduates in 2008 and plan to recruit an additional four to start in 2009.
As a business we rely on our people and are committed to giving them the best training possible. We encourage them to gain qualifications even if they lack self confidence when it comes to formal study.
National Vocational Qualifications (NVQs) measure and recognise competence at work and are designed around the skills and knowledge people use in their jobs. We are making great progress towards our published skills pledge target of 90% of our workforce to be qualified to a minimum of level 2 NVQ by the end of 2009.
In 2006, when the programme began, this figure was only 60% but since then NVQs have been achieved in a wide range of areas including customer service, business administration, engineering maintenance, team leading and assessing.
We were the first water and sewerage company in the country to have all of our 138 treatment works operators gain the new NVQ in Operating Process Plant. This has been developed specifically to meet the national occupational standards set by the water, electricity, gas and waste management industries to achieve competent operator status. This qualification incorporates the best possible working practices and means we are setting the standard of best practice in our field.
Everyone who achieves a qualification is invited to annual skills awards ceremonies to celebrate their success and applaud their dedication and hard work.
John Cuthbert and Kriss Akabusi present Kenny Allport his award at the southern skills awards.