Union learning representatives

Outline business case for ULRs

For Prospect members, potential benefits include:

• A new/enhanced service on an issue that we know is of concern to them. Less than half the respondents (48%) to Prospect's first annual members' survey in September 2002 felt they had sufficient training opportunities at work; just over a third (34%) agreed that there were opportunities to develop in their current job; 44% were concerned about their career development; and just over a fifth (22%) agreed that they had opportunities for promotion.
  
  
• An additional resource for advice on career/development issues at work, eg preparing for job evaluation, performance review etc.
  
  
• A stronger/wider focus on training and development issues in the workplace.
  
  
• A higher profile for training and development on the bargaining agenda.
  
  
• Wider access to training/development opportunities.

Our view is that ULRs will be able to operate most effectively where there is support from the employer.

For employers, potential benefits include:

• Enhanced (two-way) communication with staff on training and development issues.
  
  
• Additional resource to work with training/personnel officers.
  
• Ability to reach out to staff not currently taking up training / development opportunities.
• Earlier identification of problem areas/skill needs.
  
  
• Integration with Investors in People processes.

We are awaiting guidance from the Cabinet Office on the role of ULRs in the civil service, though some departments and agencies are already developing their own approach; to date this has been generally supportive.