This policy applies to all permanent, full-time or part-time, employees of the company. Employees with temporary/short-term contracts might attend trainings at their manager’s discretion.
This policy doesn’t cover supplementary employees like contractors or consultants.
Employees, managers and Human Resources (HR) should all collaborate to build a continuous professional development culture. It’s an employee’s responsibility to seek new learning opportunities. It’s a manager’s responsibility to coach their teams and identify employee development needs. And it’s HR’s responsibility to facilitate any staff development activities and processes.
In general, Door approves the following employee training:
As part of our learning and development provisions, we can also arrange for subscriptions or educational material, so employees will have access to news, articles and other material that can help them become better at their job. There are two conditions for this:
This list doesn’t include software licences or other tools that are absolutely necessary for employees’ jobs.
Door has certain provisions regarding individual training programs. All employees that have worked for the company more than four months are eligible to participate in external training programs individually or in teams. We will set a budget for each employee at the beginning of a year, which will be renewed annually. Employees can be absent for training for up to 10 days per year.
Employees can choose to attend as many training programs as they want, provided they don’t exceed the budget and day limit. If they do, they’ll have to use their paid time off (PTO) and pay any extra fees themselves.
Employees may have to bring proof of attendance.
Any employee training that the company mandates (e.g. due to inadequacies of an employee’s performance or changes in their job description) is excluded from the training budget and time limit. The company may take care of the entire cost.
All trainings should consider what employees need and how they can learn best. This is why, we encourage employees and managers to consider multiple training methods like workshops, e-learning, lectures and more.
We might occasionally engage experts to train our employees. The company will cover the entire cost in this case. Examples of this kind of training and development are:
This category also includes training conducted by internal experts and managers. Examples are:
Employees won’t have to pay or use their leave for these types of trainings. Attendance records may be part of the process.
Both employees and their managers are responsible for continuous learning. Employees should show willingness to improve by asking their managers for direction and advice. Managers should do the same with their own superiors, while encouraging and mentoring their subordinates.
Employees and managers are responsible for finding the best ways to continually professionally develop. They can experiment with job rotation, job shadowing and other types of on-the-job training (without disrupting daily operations). We also encourage employees to use their rights for self-paced learning by asking for educational material and access to other resources within allocated budget.
This procedure should be followed when employees want to attend external training sessions or conferences:
Generally, the company will cover any training fees including registration and examination (one time). They may also cover transportation, accommodation and personal expenses. This is left to HR’s discretion. If HR decides to cover these costs, they should make arrangements themselves (e.g. tickets, hotel reservations). Any other covered expense that employees have will be reimbursed, after employees bring all relevant receipts and invoices.
If employees want subscriptions, they should contact HR directly or ask their managers to do so. HR will preferably set up the subscription. In some rare cases, they might give formal approval to employees so they can do it themselves. Once employees make arrangements, they should inform HR of the cost and any other details in writing. Any relevant invoices should also be sent to HR.
HR’s responsibilities also include:
This policy will be reviewed as it is deemed appropriate, but no less frequently than every 12 months.
Further information and advice on this policy can be obtained from the Door Team, policies@doorfunds.com.