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Technicians' 3 year training programme - overview for managers
This resource has been developed to support technical staff development throughout their career, from the moment they arrive. We have also provided a new competency framework to help technical managers at the recruitment stage.
What's new?
The technicians training resource matrix and PDP can provide a clear plan and outline for new technicians right from the beginning of their career. A simple guide is provided by the technicians training flowchart.
Recruiting and selecting new technical staff
The technicians' competency framework builds on the University competency framework with additional competencies for technical staff. These describe the technical skills required for the agreed job role.
Prior to recruitment and selection, use the technicians' competency framework definitions to inform which technical skills are essential for the role. On appointment and subsequently at PDR, you can individually identify skills that need to be developed.
Each competency is broken down into three ‘development levels’. These levels can be used as a starting point for discussion about the type of skills required for the job role: each job role may have a combination of skills required from each of the development levels for each competency.
These competencies are aimed at technician development and are not intended as a tool for promotion or job regrading. Identified needs arising from this are transferred to the PDP (described under "Summarising what training is needed" below) which describes how any training will happen.
Training resource matrix
We have adapted a tool used by other HE Institutions to describe generic training for technicians: this has been endorsed by an internal focus group of technical staff and managers from the College of Life and Environmental Sciences (CLES). The matrix is designed to help technical staff and their managers identify exactly what skills are required for a particular technical role.
The matrix includes generic and specialist skills. We have matched the generic skills required against current courses offered, filling in the gaps with a mix of local and central provision. To help you identify training for your technicians, work from the template skills matrix which can form the basis of their training plans covering the generic skills. You can then add specialist skills for each role.
The matrix can also be used for all technicians at their Performance and Development Review.
technicians' training resource matrix template
technicians' training resource matrix - example on joining
technicians' training resource matrix - example after 6 months
Summarising what training is needed
The Technicians' Personal Development Plan (PDP) is used to summarise what’s required from the matrix along with any needs identified from the competency framework. The PDP also provides a way of evaluating progress and success of any training by providing feedback from the technical manager.
Managers should meet their technical staff member every six months to monitor progress against their training plan and identify further training as appropriate for the role.
Each technician is responsible for gaining agreeement with their manager to attend any training as well as for booking the agreed training.
Development centre
As part of this training programme, after nine months to one year of joining, technicians will be eligible for feedback against a further set of generic competencies (which are mapped to the Professional Services Competencies). From this they will receive 1:1 quality data and feedback. The aim of the development centre is to improve self awareness and to point to areas of strength and areas to improve on; all of which are useful for discussion at PDR.
CPD and career planning
After two and a half years to three years of joining, technicians may wish to access Staff Learning and Development’s career planning. This career planning helps to create a career plan to develop staff in their role and identify career goals for the future. Your technicians would undertake a number of online questionnaires (360-degree and psychometric testing) and receive 1:1 coaching from a trained member of SLD. They will receive a career plan which can be shared with their line manager. It may help staff to identify a work based project to add to their CV.
Contact us
If you have any queries or would like support from a Leaning and Development Adviser, please contact Staff Learning and Development.
