Skills Development Guidelines

Skills development should build practical capability and support meaningful improvement in performance.

JIL recognises the importance of knowledge, practical skills and professional development in improving organisational performance and supporting sustainable growth. These guidelines establish an approach to identifying learning needs, supporting staff development and delivering relevant training and capacity-building services.

These guidelines apply to internal staff development and, where relevant, training or capacity-building programmes delivered by JIL for clients, partners and other beneficiaries.

• Identify learning needs based on job responsibilities, performance requirements, project demands and organisational priorities.
• Promote relevant training, mentoring, coaching, supervised practice and on-the-job learning.
• Design training activities that are practical, accessible and appropriate to the intended audience.
• Encourage knowledge sharing, collaboration and the transfer of learning into daily work.
• Support technical, digital, managerial, communication and other relevant professional skills.
• Consider equal access to development opportunities, subject to legitimate operational and programme requirements.
• Gather participant feedback and assess learning outcomes where appropriate.
• Use lessons from completed programmes to improve future learning activities.

Training programmes should have clearly defined objectives, an appropriate delivery method and suitable learning materials. Where required, trainers and technical specialists should have relevant qualifications or demonstrated competence. Attendance, course materials, completion records and participant feedback should be maintained proportionately to the programme’s scale and requirements.

Where appropriate, JIL will assess whether training objectives have been met through participant feedback, knowledge checks, practical demonstrations or follow-up assessments. Claims about improved performance or learning gains must be supported by evidence.

Management supports relevant staff development priorities. Supervisors identify development needs and encourage the application of learning. Training leads are responsible for appropriate preparation, delivery, recordkeeping and evaluation.

These guidelines will be reviewed at least annually and refined in light of operational needs, participant feedback and relevant changes in the company’s services.

Management is responsible for ensuring that this document is communicated to relevant personnel and reviewed when necessary. Implementation should be proportionate to the nature and scale of JIL’s activities and consistent with applicable legal, contractual and site-specific requirements.

Read this document alongside the company’s relevant governance, risk management, procurement, health and safety, ethics, privacy and sustainability materials, as applicable.