Transcript The role of the union learning representative (ULR)

The role of the union
learning representative
(ULR)
Emily Spencer-Rigby
Who are union learning
representatives?
•
Union learning
representatives can be found
in almost all unions
• They can hold any workplace
role and do not have to have
‘teaching’ skills or be
academic
•
They are committed to
the learning and
development of members
What does a union learning rep do?
The key functions undertaken by ULRs are set out in
the Employment Act 2002
Statutory functions are:
• identifying learning or training needs
• providing information and advice about learning or
training
• arranging learning or training
• promoting the value of learning or training
• consulting the employer about carrying out such
activities
• preparing to carry out any of the above activities.
What does an RCN learning rep
do?
An RCN learning
representative has been
accredited by the RCN to
‘support the learning and
career development of RCN
members in the workplace
through enabling members to
meet continuing professional
development requirements for
safe and effective practice’
Representing
Organising
Negotiating
The knowledge and
skills needed
to be an effective
RCN Learning
Representative
Campaigning
Influencing
Communicating
The role of the learning representative
The organisation
The individual
The role
Engages with the
employer
Supports learners
Promotes the value
of the learning rep
o Sits on staff side
committees
o Seeks out and
engages with
those who make
learning and
development
decisions
o Influences the
learning agenda
o Signposts to
o Gathers evidence
learning
to support the
opportunities
value of the role
o Supports learning o Promotes the role
skills e.g. portfolio
in the workplace
development
o Supports fellow
o Works with
learning
stewards in cases
representatives
where there is a
learning and
development
implication
Organising
Maps their organisation and find out:
Who makes learning and development decisions?
Who are their external learning and development
providers?
What existing local structures exist for members to utilise
such as publications, notice boards, staff working groups
Representing
Works with stewards representing members in cases
where there are clear learning and development
implications
Represents learners by joining a staff side committee
Promote awareness of equality and diversity in learning
opportunities
Negotiating
Negotiates facilities time and time off for learning
representative duties
Seeks recognition of the RCN learning representative
Creates learning agreements through working with
management and education departments
Influencing
Influences clinical development
Identifies and then look at ways of working across
organisations and sectors to address skills gaps
Gathers and use evidence to influence the learning
agenda
Communicate
Signposts to all learning opportunities available
including what the RCN can provide
Establishes relationships with those that influence
learning and development within the workplace
Makes sure they are available and everyone knows
how to reach them by using local resources such as
notice boards, the intranet and publications to get their
message heard
Campaigning
Raises awareness through sessions, briefings and
surgeries
Gets people involved in RCN campaigns like Dignity,
Nutrition Now and Think Positive!
Works with the RCN to get local matters on the RCN
Agenda
How can a learning representative
support you?
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What opportunities are available to you?
Are you concerned about changes to your role / ways
of working?
Could you work differently?
Are there areas you feel could do with a brush up or
be refreshed?
Is your team working effectively?
Why not ask your learning representative?
How can you become a learning
representative?
•
Contact your regional office
and read the ‘Becoming an
RCN Representative’ leaflet
• Take part in a workplace
election through your branch
• Become accredited and
embark on the RCN Learning
and Development Pathway for
Representatives
The Learning and Development
Pathway for RCN Representatives
Module 1
(5 Days)
(generic role descriptors)
12 months
Ongoing Life-long learning and personal development
SUPPORT AND
RETAIN
SUPPORT AND
DEVELOP
RECRUIT
Newly Accredited
Representative
Module 2
Stewards’ Development
Module
(5 Days)
Module 2
Safety Representatives’
Development Module
(5 Days)
Module 2
Learning Representatives’
Development Module
(5 Days)
(specific role descriptors)
(specific role descriptors)
(specific role descriptors)
Continuing Professional
Development
Could include workshops and
masterclasses, shadowing
more experienced
representatives or attending
events and conferences
Would you like to know more?
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Contact your learning representative through your
branch / regional office
Visit the learning reps community
http://www.rcn.org.uk/development/communities/spe
cialisms/learningreps
Visit the unionlearn website www.unionlearn.org.uk
Contact [email protected]
The role of the learning rep –
quick summary
• RCN learning representatives ‘support the learning
and career development of RCN members in the
workplace through enabling members to meet
continuing professional development requirements
for safe and effective practice’.
• They offer support to the individual through
– signposting to learning opportunities
– supporting learning skills e.g. portfolio
development
– Working with stewards in cases where there is a
learning and development implication
• They offer support to the organisation through
– Sitting on staff side committees
– Seeking out and engaging with those who make
learning and development decisions
– Influencing the learning agenda
• They promote the value of the role through
– Gathering evidence to support their value
– Promoting the role in the workplace
– Supporting their fellow learning reps
• Seek out your union learning rep
• Become a learning rep
• Find out more. See handout….