Project Main Details
2011-06-01 04:56:02 GMT 2011-06-02 16:00:00 (GMT 0) Greenwich Mean Time: Dublin, Edinburgh, Lisbon, London Yes (click here to learn more about ) Closed 0 0 0 direct invitation(s) have been sent by the voice seeker resulting in 0 audition(s) and/or proposal(s) so far. Voice123 SmartCast is seeking 40 auditions and/or proposals for this project (approx.) Invitations sent by SmartCast have resulted in 0 audition(s) and/or proposal(s) so far.
• Audio files must be delivered via FTP/Dropbox/Google Drive/cloud
To help us work towards this vision, we have a corporate strategy called ‘Saving Lives, Changing Lives’.
For Red Cross Training, an important part of this corporate strategy is about learning and development for all of our staff. A structured approach to learning and development will ensure our staff no how to succeed in their current job role, how they can progress within the organisation and where to access the help and support they need to do this.
In addition, being known as an organisation who values learning and development is featured as one of our key Enabling Priorities within the ‘Saving Lives Changing Lives’ strategy.
This competency framework has been developed to give managers, staff and the organisation a point of reference for the skills needed and behaviour expected for each job role. Setting this standard helps us to ensure everybody is being treated equally, no matter what their location or position. It also helps us to identify areas where more support could be offered to help your learning and development.
Red Cross Training believe they will help ‘change more lives’.
The competency framework is designed to support:
• The recruitment process – helping to make sure the right people are employed for the job.
• Performance reviews – so that you and your manager have the chance to discuss your role.
• Learning and development, and
• Opportunities for carer progression within Red Cross Training.
There are five core competency areas which identify the general skills needed by everyone within the Red Cross Training. These are:
• Focussing on customers
• Team working
• Planning and self managing
• Developing our people.
Depending on your job role, there are four additional areas that may be added in to job description where appropriate. These are:
• problem solving and decision making
• financial and commercial awareness
• driving results, and
• change management.
These competency areas are split into categories of:
and, depending on your job role and area of responsibility, the organisation will match your behaviour to these statements.
The statements are aimed at making a framework that is easy to understand, unbiased and flexible. Staff have the ability to see how they meet the requirements of their role and how they can develop their skills and behaviour to progress within the organisation, if they would like to do so.
In your regular one to one meetings, you and your manager will have the opportunity to look at these statements and look at examples of when you have demonstrated these.
The best way to demonstrate you are meeting, or excelling, in a skill is to be able to provide an example or provide supporting evidence. Being able to provide evidence helps to avoid subjectivity, personal opinion or ambiguity.
This does not have to be time consuming, as you go about your day to day role you can think of examples of how you are meeting your competency statements.
This is something that everyone within the Red Cross is currently taking part in anyway, collecting evidence for 1 on 1 meetings, appraisals and reviews. It could simply be a learning log or a best idea of the month suggestion.
Red Cross Training believes learning and development is critical in achieving ‘A world where everyone gets the help they need in a crisis.’ By linking learning and development to the competency framework, we will ensure that we meet the individual, departmental and organisational needs to drive our business forwards.
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