We believe in investing in learning and development to help our teams do great things and make a difference to the lives of deafblind people. From induction & eLearning through to continuous personal development our learning culture delivers flexible, knowledgeable and motivated workers.
Within the first six months of joining us all new staff will complete both face to face and eLearning induction modules which include:
- Welcome to Sense
- Health & Safety
- Equality & Diversity
In addition, individuals will be coached locally by their managers with regard to local working arrangements and where we can this will include the opportunity to undertake an online British Sign Language (BSL).
Our workers within Operational Services who directly support deafblind people will complete further courses within their induction period, these include:
- Living Life & Positive Interactions – bespoke face-to-face training with a focus on supporting deafblind people to live as they choose including practical skills such as communication and guiding.
- Emergency First Aid
- Medication Awareness
New and developing managers undertake the ‘Growing Stronger Leaders Together’ leadership development programme focusing on leadership, coaching and developing people. This fantastic programme has been recognised by the CIPD and shortlisted for the ‘Best L&D initiative - public/third sector’ award’ 2017.
Courses and qualifications
Those working within Operational Services will have access to specialist programmes such as ‘Exploring Listening and Talking Hands’ and personalisation.
Once team members have successfully completed their probationary period they are eligible to undertake further training such as the Level 2 Diploma in Health and Social Care (adults) and role-specific development courses.
Those who wish to specialise within the field of deafblindness may even go on to take the Certificate and Diploma in Deafblind Studies or a post-graduate qualification in Multi-sensory Impairment through the University of Birmingham.
Whatever your post induction needs are, whether it's financial qualifications, ICT skills or anything else, the first step is to discuss it with your manager and record it in your My Performance appraisal plan so that we can consider what resources can be offered in support.
Volunteers also receive training and eLearning appropriate to their role. For example, someone volunteering in the fundraising team will benefit from deafblind awareness training to help them to understand Sense and the people it supports.
Volunteers on our holidays programme are invited to attend training days to introduce them to other volunteers assigned to their holiday, and cover key issues relating to deafblindness, health and safety issues, safeguarding and what to expect on their holiday.
As with staff, the volunteer role is risk-assessed to ensure the most appropriate training is offered.
Whilst we may not be able to fund all formal training, Sense’s Learning and Development team are fully committed to providing a wide range of opportunities to all staff and volunteers to continue their professional and personal development.
First published: Friday 1 June 2012
Updated: Monday 19 June 2017