Learning at RTT: Learning Policy

Our Learning Ethos

Reach to Teach (RTT) is an organisation that is committed to (teaching and) learning. Promotinglearning is a core value of the organisation and hence we support the same for our employees. We are committed tothe development of our employees through a wide variety of learning options like workshops and classroom trainings, e-learning, participation in seminars and conferences, external programmes, etc. We will aim to promote a self-driven, holistic approach towards individual and organisational learning. This will help us nurture a learning culture; one where employees learn and reflect together, to improve the quality of the services and insights we deliver.

The Principles of our Learning Programme are:

  1. Learning will be self-led. Employees will take responsibility for creating their learning plan with their manager and recording their journey through the year.
  2. Learning outcomes will be evaluated regularly. Learning should go beyond the acquisition of knowledge and be translated into competencies and actions which are evident in the workplace.
  3. We will aim to provide and/or support learning that is abreast with the latest thinking, innovations and management practices.
  4. The Learning Management System (the LMS portal) will be a facilitating platform which will help deliver, record and manage our learning journeys as well as organisation-wide knowledge.

Scope of the policy
This policy applies to all Reach to Teach staff. Staff employed by partners may be invited to attend some workshops or learning if it supports the relationship and the joint purpose of the project.

Elements of the RTT Learning Programme

1. Individual Learning Plans
At the foundation of every RTT employee’s learning, is an individual “Learning Plan”.

Learning Plans:
Individual learning plans are documents used to plan personal improvement in a current job or for job advancement. They comprise of identified areas of strengths and improvements that the individual employee manages in order to enhance her/ his learning experience.

In line with our learning principle, each RTT employee will have a learning plan which they will own, and their manager will support. The RTT LMS portal will serve as a holder of the records of learning plans and their outcomes.

  • i. when an employee joins
  • ii. when an employee takes on a new role
  • iii. annually as part of the performance appraisal framework.

The employee and the manager willuse a variety of inputs to ensure all their learning needs are captured in the Learning Plan. Some of areas of the inputs are as follows:

  • i. Performance appraisal feedback
  • ii. Coaching feedback from managers
  • iii. Recommended Learning paths based on job families, which will best support the delivery of outcomes for that role
  • iv. Job descriptions
  • v. Assessment Centre inputs
  • vi. Psychometric assessments, if any
  • vii. Career aspirations
  • viii. Functional/ business goals, e.g. new programme development

In addition to the above needs, an employee’s learning plan may also include organisational learning priorities for example behaviours that are reflective of RTT’s culture and values as well as elements of compliance training. Learning needs which will enable RTT to achieve its business strategy and become a more effective, future-ready organisation may also be added to an employee’s learning plan.These needs will be identified by the RTT Executive Management.

2. The RTT Learning Offerings
In order to meet the individual Learning Plans, learners will take courses offered as part of the organisation’s learning course menu on the LMS. In specific cases, external learning workshops, programmes offered by academic institutes and conferences/ seminars will alsobe considered. The LMS learning course menu consists of a selection of learning options offered through different modalities - workshops, courses, e-learning, learning resources, articles etc.

The learning course menu is divided across three separate learning strands: RTT Excellence, RTT Leadership and RTT Specialist.

RTT Excellence

  • Core learning that helps create a common vocabulary
  • Corporate Citizenship learning
  • Compliance courses

RTT Leadership

  • Learning that supports the development of leadership skills the RTT way
  • Management development learning

RTT Specialist

  • Learning that is specific to the role
  • Learning that enhances technical skills or advanced knowledge in a specialist area

Our education courses may alsobe available to non-staff members as well in special circumstances and if agreed by the Chief Executive.

The aggregation of all the above identified learning tracks for a particular year, will form the Organisational Learning Calendar for RTT.

The Learning Calendar will be visible organisation-wide, to all employees, on the LMS. It will reflect all internal programmes, external workshops/ programmes, Mass Open Online Courses (MOOCs), e-Learning courses, compliance training and any other programme identified. Links to MOOCs like Coursera, Udemy etc will also be made available, and if needed, can be RTT sponsored.

3. Achieving your Learning Plan
Once the Learning Calendar is visible to all employees on the LMS, the learning manager will assign relevant courses to the employees according to their individual Learning Plans.

It is the employee’s responsibility to own her/ his Learning Plan and keep track of the progress in discussion with the manager. The employee must:

  • i. Regularly view her/ his learning calendar on the LMS and take necessary actions assigned
  • ii. Attend the learning courses as assigned on the LMS in a timely and comprehensive manner
  • iii. Take Learning Notes on the “My Notes” section in the LMS to capture their key learning
  • iv. Actively participate in the “Discussion Board” of the relevant course page to enrich their learning through peer or facilitator discussions

In case an employee needs to attend an external program, conference or seminar, which is not on the LMS course menu, the details of the same will be directly shared with the individual employee and the manager, by the learning manager. The attendance of the same will be manually updated by the learning manager on the RTT LMS for the relevant employee.

4. Learning feedback and evaluation
In order to meet the principles of our learning programme, it is important to ensure that the learning adds value to the organisation and the employees.Wefollow good practice to ensure return on investment on our learning interventions. To this effect, the learning manager will engage in varying levels of evaluation of the learning interventions.

Some evaluations will be limited to only an immediate feedback form. For other programmes, learners may take up action plans post the programme, indicating how they will apply the learning from the programme.The learning manager will choose from a spectrum of learning evaluations ranging froma simple feedback to a detailed monthly update on the post-learning action plans to manager feedback if required and even overall competency assessment.

The above levels of learning evaluation or combination thereof, will vary according to the learning track an employee is on and the nature of the learning intervention s/he has undergone.Details of the learning evaluation process will be shared by the learning manager along with the other course details.

5. Review of Learning Plans
After completing a learning programme, every learner must provide immediate feedback and may have to commit to action plans. Based on these action plans, the Learning Plan must be updated on the LMS, by the learner. These updates are visible to the manager for review and comments and should form the foundation of ongoing rich coaching conversations between the manager and team members.

Top learners at RTT will be recognised through the LMS Leaderboard. The Leaderboard will display how well our learners, and thereby the organisation is building its competence.

Factors which feed into the Learning Leaderboard on the LMS are:

  • i. % closure of action points by the employee
  • ii. Time taken to complete online courses
  • iii. % completion of learning plan per course
  • iv. Rate of change in competency levels of the learner

A key feature of the LMS is also the Performance notes that link performance to learning. The employee will also upload her/ his performance review forms and 360-degree feedback forms on the LMS to ensure that everything related to her/ his development is on one platform.

6. Knowledge Management
To build a learning culture, collective learning is an important element. At RTT, we achieve that through strong knowledge management of our learning enabled by:

  • The RTT online file repository – SharePoint
  • Open accessto all employees (where appropriate)
  • Dedicated L&D storage space for learnings / insights

With this view, the participant who attends any of the following programmes must share all learning material and notes on SharePoint:

  • i. External programmes
  • ii. RTT sponsored learning in conferences and seminars

In case of such company sponsored learning intervention, the participant is encouraged to also cascade the learning to one level below, and anyone else requiring the specific learning needed.

For all other learning courses, the LMS will serve as an online knowledge management system.All internal processes, documents, reports and ideas along with formal meeting notes may also form part of the knowledge management repository on SharePoint.

General Learner Overview
Process flow for courses on LMS and off-line learning courses

Learner creates individual Learner Plan

Learning manager assigns relevant courses on the LMS to the learner. Off-line course details are shared directly by learning manager

Learner completes the courses on the LMS as per the calendar

Learner gives immediate feedback after completing each course online.

For conferences and external training, learner also fulfils the knowledge management plan shared by the learning manager.

Learner takes up Action Plans for each course after completion

Learner completes action plans three months after course completion

Manager and learning manager review progress of learner to evaluate progress

Progress also highlighted in LMS Leaderboard

Learner updates the Individual Learning Plan in the next performance appraisal cycle or role change