Appendix 2: at a glance: training needs

Initial training

• Complete the e-learning module before starting work, or as part of induction.

Refresher training

• Every three years.
• Following a change to safeguarding legislation.
• When an employer or manager says it’s needed.

How many hours?

• One to three hours.

Initial training

• As part of induction or probation period (first six months).
• May need to do training on specific topics relevant to role, if the employer or manager thinks it’s needed.

Refresher training

• Minimum of three years.
• If there’s a change to safeguarding law.
• When an employer or manager says it’s needed.
• This can include wider role specific learning and development specific to the role.

How many hours?

• Minimum of six hours, which can be done in one or more sessions.

Initial training

• Any training the hiring manager thinks is needed before they begin their role.
• Eight hours during probation period (first six months), and any extra learning specific to the role.

Refresher training

• The generic training.
• Learning specific to the role.
• Updated every three years.

How many hours?

• At least eight hours of the generic training, plus training specific to the role.

Initial training

• Minimum of eight hours during the probation period (first six months).
• Any learning specific to the role.

Refresher training

• Learning specific to the role, over two to three years.

How many hours?

• Minimum 24 hours over three years.

Initial training

• Minimum of six months.

Refresher training

• Maintain a formal CPD log to record learning and development over three years.

How many hours?

• Minimum 24 hours over three years.

Initial training

• E-learning module before starting work, or as part of induction or probation (first six months).

Refresher training

• Group A e-learning
• Bespoke refresher development every three years (at least).

How many hours?

• Minimum of six hours.