Training Matters in Pursuit of Excellence

General

In pursuit of best in class service delivery, Robinson Services recognises our primaryassets to be our employees. The Company is committed to delivering excellence in service to all clients and believes that the standards set by our Cleaning Operatives (CO’s) in all areas of the business have direct reflection on both the employee and hence the good name of the business. Robinson Services will at all times surpass the expectations of the client and so must ensure that the workforce is tried, tested and maintained to high standards at all levels. In order to achieve excellence it is noted that all CO’s must have a steady assessment process to success that is clear, defined and tracked.

The Robinson Services Training ethos

“Training Matters in pursuit of excellence”

Note: ethos - the characteristic spirit of a culture, era, or community as manifested in its attitudes and aspirations.

The Company CO assessment programme encompasses the below:

• Stage 1 and Stage 2 Induction training ( as per the Induction Policy)
• Powder Pink Assessment ( assessed after 3 months)
• Rose Pink Assessment ( assessed after 6 months)
• Hot Pink Assessment ( assessed after 9 months)

Aim

CO activities on site are fundamental to the business aims and crucial to contract delivery and client satisfaction. Based on the theory, perception is reality, it is therefore of paramount importance that all cleaning activities are monitored, and assessed where necessary. The CO assessment programme will set and define the standards to be achieved by our operators in a time sensitive way. After initial induction the pathway is then set, monitored and assessed in sequence where necessary. The assessments are to be conducted in line with audit.

Roles

The TrgOffrwill:

• Oversee and implement the assessment system

• Maintain the training database

• Maintain training records cards

• Liaise with Area Supervisors to ensure training delivery is suitable

• Ensure that all training complies with Company and awarding body standards

• Seek to further develop the CO training function of the organisation

• Promote the CO assessment programme at all levels

Area Supervisors/ Line Managerswill:

• Understand the training ethos “ Training Matters in pursuit of excellence”

• Deliver Induction training to all employees

• Deliver training as necessary to all employees

• Assess all CO’s on a regular basis

• Maintain the site training record cards

• Laisse with TrgOffr on a regular basis to ensure that the Training Matrix is updated

• Promote the CO assessment programme at all levels

Employees will:

• Understand the training ethos “ Training Matters in pursuit of excellence”

• Conduct training effectively in a positive manner

• Understand the CO assessment system and strive to achieve the top standards

• Maintain cleaning standards to the award received at all times

Assessmentprocess

The purpose of this section is to describe the information flow process between the LM’s and the TrgOffr. The training matrix produced by the TrgOffr is the only official document to be used to identify training delivered to date.

• Training return for all sites to be sent from Managers to Trg Off by email by the first Monday of each month. Nil returns are also required.

• All CO names the matrix will have the 3 awards columns. All LM’s must ensure that the matrix is updated to reflect which CO achieved which award and on what date. An email will suffice if the relevant information is included.

Technical data per award level