Training & Development
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Training & Development

We take the training and development of our staff very seriously.  Everyone who joins usis given a personal development plan which aims to give them the skills, knowledge, experience and confidence to be a public relations professional and to facilitate career progression.

The training and development programme is managed by our Deputy Managing Director, who is responsible for ensuring that training is tailored, structured and properly evaluated and followed-up.  A range of learning methods is on offer including external courses, one-to-one coaching, internal ‘best practice’ sessions organised by various staff members, and mentoring.  Full support is also given to people wishing to study and gain further qualifications.

On average, over 30 different training packages are offered annually including:

  • Media Skills
  • Updates on the NHS
  • Political Lobbying
  • Creative Writing
  • Pharmaceutical Rep Visits
  • Man Management Skills
  • Introductory and Advanced Presentation Skills
  • Delegation Coaching
  • ABPI Code of Practice Workshop
  • PR Diploma
  • Graduate Training Scheme
  • STEP Programme
  • LEADERSHIP Programme

    Every individual within the agency undergoes a complete 360-degree appraisal process which involves annual and quarterly review meetings to monitor progress of individual development plans and performance targets set at the beginning of each year. There is also a strong focus on client review to ensure our high client satisfaction rating is maintained.

    The STEP and LEADERSHIP Programmes
    Our specialised fast track development programmes are targeted to provide the experience, skills and confidence to progress to the next management level and in principal work as follows:

    • Projects and expectations for results are very high and targeted at the next level of management.
    • Projects and training are intended to develop experience, skills and confidence to take on the next level of management effectively, with reduced supervision and greater accountability.
    • At entry, each individual is assigned a mentor who will be in place for the duration of the programme and provide additional support and training. The mentors' role is to advise the individual, in a confidential and developmental manner, on their particular projects, but also on any issue they face which they would like to discuss 'off the record' with someone other than their direct line manager.
    • Performance versus expectation is measured monthly and standard milestones are in place to ensure progress.
    • The programme runs for no less than six months and no more than 12 months and is supported by a salary increase on entry and on completion.
    • Completion and promotion are recognised with an additional reward.

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