Training and Development Policy

23 Feb 2005

This policy consists of a set of guidelines and requirements to reflect the culture and values of CCL Label (Ashford) Ltd

CCL Label (Ashford) Ltd believes in providing for the development of its employees, that all employees have the potential to develop, and recognises that different kinds of support are needed and different training methods required. CCL Label (Ashford) Ltd believes that the responsibility for learning and improvement is shared between the individual and the Company and will support training that is beneficial to the achievement of business objectives.

Our perception of people as an asset:

CCL Label (Ashford) Ltd is committed to a policy of helping its employees to perform their jobs effectively.  CCL Label (Ashford) Ltd aims to encourage everyone to perform their jobs to the highest possible level, contribute through the provision of appropriate training opportunities and an environment in which people are motivated to undertake training and develop their skills and knowledge. Through this process we recognise that the training and development of employees will contribute to Inprint’s business objectives being achieved.

Empowerment of people to manage their own development:

Appropriate training and development is supported by a system that:

1. Helps Managers identify training and development needs within the context of functional and corporate business objectives; 2. Provides training and development solutions in line with corporate objectives; 3. Uses a range of appropriate training and development methods including on job, consultants, mentoring, internal training etc.; 4. Provides advice and guidance on training and development matters; 5. Encourages the sharing of experience within and across Inprint through coaching, project teams etc..

The role of the manager in people development:

It is CCL Label (Ashford) Ltd's policy to encourage the training and development of all employees at the discretion of their local management subject to a common set of principles as listed below:

Induction: Managers are required to ensure that every new employee completes a formal induction programme incorporating a brief visit to all departments. The induction must be completed within 3 months of commencement. In order to ensure all new employees become familiar with all aspects of their post quickly it is the responsibility of the department manager to organise for an appropriate member of the department to introduce the new employee to the work and procedures of the department.

Skills development: Inprint is committed to the rigorous pursuit of its objectives and as such recognises the need to develop the skills of everyone within Inprint.

Managers are responsible for identifying and prioritising the training and development needs of employees.

Types of training will vary but may include: Generic IT Skills, Management development, Supervisor development, presentation skills etc.

The process of identifying training and development needs is through the following mechanisms:

1. The annual appraisal; 2. Training and development plans as agreed between employee, functional manager and HR manager; 3. Ongoing on the job appraisal and response to difficulties or problems encountered on the job.

Appraisal and development process: Employees will have a review of their performance and development at least annually. At this appraisal a personal development plan should be agreed between the employee and their direct Manager/ Supervisor.

Further development and training: Inprint recognises that training is one of many ways to achieve the development of people. Employees are encouraged to develop their talents, abilities and potential in various ways such as by taking part in Internal/ External committees, taking on responsibilities that will develop the individual as well as the Company, and by contributing to work-related project teams.

Further Education: Inprint will consider requests for assistance towards further educational course fees and approved professional qualifications. A written development plan may be requested and consideration will be given as to how the course meets the aims of the Company/ department. The Company may consider various types of support including (but not restriced to) time off allowed, % of fees paid etc. Conditions may be attached to the support agreement including repayment plans where appropriate.

Authorisation procedure: All development plans and support for further education must be approved by the HR Manager and a Director. Favourable consideration will be given to education and development related to an employee's current or potential role and will consist of, but not be restricted to, time off for attendance at external courses, payment or partial payment of course and or professional fees and necessary expenses in the pursuit of training/ development. In all cases, employees should note that conditions may attach to the company support and that such conditions will be incorporated into their terms and conditions of employment.

Mandatory training: Training or certification may be required before practice is allowed, to comply with regulation or legislation, or where internal requirements define a certain standard of work. Full details of all such requirements are listed within the departmental training matrices. Mandatory training may also be required before certain job changes/ promotion. Time scales for the required training will be drafted into a development plan and agreed between the employee and the departmental Manager/ supervisor.

CCL Label (Ashford) Ltd has a set of Company values and beliefs which set the basis for mandatory training of all employees in the following areas: Good Manufacturing Practice, Basic Health and Safety - including Good Housekeeping, manual handling, fire safety.

Non Core employees: Temporary employees, subcontractors or consultants may from time to time be requested to attend training that may be advantageous to their contribution to CCL Label (Ashford) Ltd.

Equal Opportunities: Access to appropriate training/ development is available to all employees.

Career breaks: We will provide training for all employees on authorised career breaks aimed at maintaining their product, process and organisational knowledge.

Knowledge sharing: Personal knowledge should be a shared commodity. As such, Inprint supports and actively encourages a community of shared skills. This policy is reviewed annually by Management to ensure that it accurately reflects working practices, together with the culture and beliefs of the Company.

Training Records: All employees will have an individual training record. Departmental Managers are responsible for ensuring that all records, although held centrally by the HR Manager, are correctly maintained.