Training and development
At Tarmac, we know that providing training and development opportunities for every employee not only means a motivated and skilled workforce, but also contributes to our continued business success.
We work with our colleagues to identify career goals and objectives (linked to our business strategy) and how to achieve them. This covers developing skills, training and working towards professional qualifications, where appropriate. Training includes:
- health, safety and environmental training to meet legislative requirements and keep our employees safe at work
- understanding the sustainability impacts of our business, materials and product performance
- competency training, including NVQs and professional development
- toolbox talks, seminars and other internal presentations
- professional ‘soft skills’ training
- appropriate leadership and development opportunities for graduates, high-potential individuals, managers and senior executives.
Our actions
Appraising performance
Several years ago we revised our approach to performance management. We ran a series of employee workshops at all levels of the business to ensure a consistent approach to performance appraisals, objective setting and personal development plans. Personal development plans allow employees to realise their full potential. In 2011, we ran further workshops to support staff and line managers with the appraisal process. Employees and managers use appraisals to identify strategic objectives and monitor progress, while determining opportunities for training and development.
Employee development programme
We run a year-long Employee Development Programme (EDP) for staff in non-management roles, offering practical training, tailored to their individual needs. The programme focuses on personal development by teaching new skills to apply to their current roles; it also boosts confidence and encourages people to progress and develop their career at Tarmac.
Developing leaders
Our business relies on developing and retaining highly capable leaders who can drive our organisation forward and help us respond to the challenges of today and tomorrow. We track the performance and potential of key individuals to ensure that the appropriate development opportunities are made available. One example is our portfolio of leadership and management programmes, which are aimed at identifying talent within our organisation and developing it to its full leadership potential. There are six key programmes and talented individuals can be nominated for any of these, depending on their role, responsibilities, leadership potential and career aspirations. In 2011, we developed the Operating Safely in Tarmac course. In 2011, 239 Tarmac people participated in our leadership programme.
Internal training expertise
Last year, we appointed two internal trainers to help deliver the eight most popular core compliance training courses. Their expertise enables us to offer more effective, targeted training for our employees. In 2011, we introduced additional core training that was delivered by our new internal trainers.
Apprenticeships
Every year, new apprentices join the four-year scheme run by Tarmac’s Buxton Lime and Cement business. Practical, on-the-job training is complemented by vocational training for NVQ level 3 and the BTEC National Certificate in Engineering. Trainees have the opportunity to gain an in-depth knowledge of the industry and benefit from the experience of senior team members, which motivates them to develop their careers at Tarmac.
Support for study
Our Business Education Policy actively supports and encourages our employees to further their education and improve their professional skills. Employees studying for business-related qualifications are entitled to five days’ paid study leave each year, as well as educational grants. During 2011, we supported around 94 Tarmac employees to gain an NVQ, while another 70 employees are currently working towards this qualification. In addition, 71 employees studying subjects leading to qualifications such as quarrying, finance, surveying and engineering also benefited from our financial support.
Proskills
Improving skills is essential for the future of the quarrying and construction materials industry. In 2011, we secured additional funding for training through Proskills’ Joint Investment Programme (JIP), bringing real business benefits.
Proskills – the Sector Skills Council for the Process and Manufacturing Industries – helps companies in the sector boost their employees’ work skills. The initiative enables us to train our staff more efficiently, preparing for the future while managing short-term commercial challenges. Through the JIP funding, we have rolled out key health, safety and environmental qualifications to all our management and supervisory staff.
While our training prioritises operational staff working in the quarries, we aim to provide training right across the workforce. Sustainability is a key area, driven by social and corporate responsibility, environmental concerns and legislation.
Read more on our work with Proskills
