Provision of the Design, Development and implementation of an NFQ accredited educational programme for GSOC staff

Description

The GSOC Learning and Development Governance Group (LDGG) has overall responsibility for learning and development policy within GSOC and for the design, delivery and implementation of training policies and programmes. The GSOC Learning and Development Strategy 2021-2024 sets out our vision for the development of a learning culture and outlines a range of objectives and interventions to achieve this strategy. Central to this is the provision of an accredited training programme which will enhance staff understanding of GSOC’s work and develop the professional competence, knowledge and skills to deliver our services to the quality and standards required. We wish to appoint a service provider to work in partnership with us to design, develop and deliver an accredited training solution to meet our needs. It is envisaged that this would be a multi-annual, multi-layered approach which will meet the needs of different staff – with different experience, operating in different roles and at different levels in the organisation, commencing in Q1 2024. GSOC requires that the programme be accredited by an appropriate body under the National Framework of Qualifications, European Qualifications Framework or other comparable and recognised framework. In light of plans under consideration by GSOC for the development of an apprenticeship scheme for investigators, it is likely that this accredited programme would form an integral part of such a programme and would be required to meet the requisite academic requirements. In developing this solution, we would expect to undertake competency and learning needs assessments with a view to identifying the learning and development needs of GSOC staff at different levels and in different roles, and to delivering a set of phased, modular training interventions to meet those needs. The resulting programme will contribute to meeting a number of the objectives in our Learning and Development Strategy, including to provide structured learning and development opportunities to staff taking up new roles and appointments throughout their induction period, to support the continuing professional development of staff by refreshing their skills and knowledge and to facilitate career progression Lot 1: The GSOC Learning and Development Governance Group (LDGG) has overall responsibility for learning and development policy within GSOC and for the design, delivery and implementation of training policies and programmes. The GSOC Learning and Development Strategy 2021-2024 sets out our vision for the development of a learning culture and outlines a range of objectives and interventions to achieve this strategy. Central to this is the provision of an accredited training programme which will enhance staff understanding of GSOC’s work and develop the professional competence, knowledge and skills to deliver our services to the quality and standards required. We wish to appoint a service provider to work in partnership with us to design, develop and deliver an accredited training solution to meet our needs. It is envisaged that this would be a multi-annual, multi-layered approach which will meet the needs of different staff – with different experience, operating in different roles and at different levels in the organisation, commencing in Q1 2024. GSOC requires that the programme be accredited by an appropriate body under the National Framework of Qualifications, European Qualifications Framework or other comparable and recognised framework. In light of plans under consideration by GSOC for the development of an apprenticeship scheme for investigators, it is likely that this accredited programme would form an integral part of such a programme and would be required to meet the requisite academic requirements. In developing this solution, we would expect to undertake competency and learning needs assessments with a view to identifying the learning and development needs of GSOC staff at different levels and in different roles, and to delivering a set of phased, modular training interventions to meet those needs. The resulting programme will contribute to meeting a number of the objectives in our Learning and Development Strategy, including to provide structured learning and development opportunities to staff taking up new roles and appointments throughout their induction period, to support the continuing professional development of staff by refreshing their skills and knowledge and to facilitate career progression