National Grid is committed to the active learning and development of all our people, as this is a key determinant in ensuring we have the necessary skills and experience for our current and future business success.
We demonstrate this commitment by offering numerous resources that enable employees to enhance their existing knowledge, skills and abilities, and to acquire new ones.
Induction
Development begins on day one. Our induction process provides new employees with opportunities to gather knowledge about our culture, history, policies and procedures. Induction also enables our new starters to learn about their role and responsibilities, their team and to develop a network of useful contacts.
Development Reviews
The one to one conversations between an individual and his/her manager lies at the heart of the effective development of our people. The development review process aims to help the employee and his/her manager review both strengths and gaps in skills or experience; identify aspirations; consider what new experiences will build the employee's capability; create plans to build capability and ensure that the reviewee has the skills to meet current and future business needs; and explore what programmes and other forms of learning will be useful. Guidance is available to staff and managers to enhance their development review discussions.
Educational Incentives
We promote the continuous improvement of professional standards with support for course attendance, course fees, books, examination fees, study leave, examination leave and professional membership fees.
Technical Training
We are committed to developing the skills, expertise and competence of our staff responsible for building, maintaining, repairing and managing our gas and electricity assets. Over 30,000 training days per year are provided by National Grid's award winning, state-of-the-art Eakring Technical Training Centre.
Personal Effectiveness Training
We offer our employees over 70 personal effectiveness courses delivered through a variety of training methods including presentation, discussion, case study, practical exercises and role play. We also provide tailored solutions to meet individual and team needs. We have worked with key strategic partners to develop many in-house management and leadership development programmes, which in them have our Company values embedded.
Virtual Learning Resource Centre
This online library contains a wealth of management and business materials including research articles, learning guides, e-books, industry trend reports, book summaries, book reviews and listings of useful websites.
360° Feedback Tool
Linked to the National Grid Leadership Framework, the 360° Feedback tool provides our employees with a formal opportunity to obtain feedback from co-workers, managers, direct reports and internal or external customers. The different perceptions are integrated to provide a more comprehensive and rounded evaluation of personal strengths and limitations and through a one to one facilitated discussion, help plan out future development priorities and actions.
Mentoring
A mentoring relationship can help increase personal and professional effectiveness, clarify career aspirations, improve interpersonal skills, and improved learning skills, particularly the ability to learn from experience. Once an employee and his/her manager agree mentoring as an appropriate development action, an appropriate mentor is selected through a central database.
Secondments
As we expand our operations, there are opportunities for employees to undertake assignments in other National Grid businesses or in locations outside the UK. In addition to enabling us to achieve our business objectives, secondments provide a means of further developing the careers of our employees.