As we strive to help nature and communities thrive together in an increasingly complex external environment, people working at MakeWay will need to build new knowledge and acquire new skills to support our organizational mission. The purpose of this policy is to ensure that professional development is implemented across MakeWay in a continuous, strategic and equitable manner.This policy applies to all MakeWay colleagues. Colleagues with temporary/short-term contracts might attend trainings at their supporting colleague’s discretion.

Colleagues, supporting colleagues and People and Culture (P&C) should all collaborate to build a continuous professional development (CPD) culture. It is each individual’s responsibility to seek new learning opportunities, while it is a supporting colleague’s responsibility to coach their team members and identify through the “appreciation and growth” process a colleague’s development needs. The P&C team are responsible to facilitate any development activities and processes. 

In general, at MakeWay we encourage the following:

• Formal training sessions;
• Coaching and Mentoring;
• Participating in relevant conferences;
• Role shadowing;
• Role rotation; and role-related subscriptions or educational material (excluding software licenses necessary for a specific role).

All colleagues that have worked for MakeWay more than four months are eligible to participate in external development programs. The budget for each colleague for training or subscriptions is $500 per year (unless otherwise communicated because of availability of funds). Colleagues can attend trainings for up to 10 days per year.

Should the training exceed the $500 or 10 day limit, individuals will have to use their paid time off (PTO) and pay any extra fees themselves, with the approval of their supporting colleague for extra time off.

Any training that MakeWay requires (e.g. first aid training or something required for the role) is excluded from the professional development budget and time limit, and would be paid for by MakeWay.

All trainings should consider what colleagues need and how they learn best. Therefore, we encourage colleagues and supporting colleagues to consider multiple training methods like workshops, e-learning, lectures and more.

Colleagues and supporting colleagues are responsible for finding the best ways to develop their professional abilities. They can experiment with role rotation, role shadowing and other types of on-the-job training. We also encourage colleagues to try self-paced learning by requesting educational material and access to other resources within allocated budget.

The following procedure should be followed in order to access external professional development:

1. Colleague (or their supporting colleague) identify the need for professional development.
2. Colleague and supporting colleague discuss potential professional development programs or methods and come up with a suitable opportunity.
3. Colleague submits the invoice to P&C for payment. In cases where MakeWay cannot pay for the professional development directly, colleagues will have to pay and send invoices or receipts through the approval process for expenses.
4. If a colleague decides to drop or cancel a professional development course, they must inform P&C immediately. They will have to pay any cancellation fees or other penalties themselves.
5. In cases where the professional development ends with examination, colleagues are obliged to submit the results to P&C to demonstrate their successful completion of the course.

In exceptional circumstances, professional development that exceeds $500 and/or 10 days may be approved. The supporting colleague should propose the training to the Director of P&C, explaining the rationale behind the request for additional funds and/or time release. The Director will consider each such request and determine whether it can be approved with reference to the following considerations:

• the availability of funds;
• the rationale for the request;
• whether the colleague has previously been granted an exceptional professional development allocation;
• the expected value of the professional development to the organization; and
• promoting equity in terms of professional development opportunities throughout the organization.

The Director will provide a written explanation for the approval or denial of the request. If the professional development cost or time required exceeds the budgeted cost and time, the supporting3colleague can propose the training to the Director of People & Culture who will study the proposal and approve or not approve it. To be approved, the professional training must contribute to one of our strategic goals, MakeWay’s mission and budgetary funds must be available. If the proposal is not approved, the Director of People & Culture will provide the colleague and supporting colleague with reasons in writing.

P&C’s responsibilities also include:

• Assessing professional development needs;
• Maintaining budgets and professional development schedules;
• Assisting with professional development activities and strategies;
• Promoting MakeWay professional development programs and colleague development plans; and
• Developing key performance indicators.

In addition to external opportunities, we might occasionally engage experts to offer training to our colleagues. MakeWay will cover the entire cost of such trainings and colleagues do not need to use their leaves to attend. Examples of this kind of training and development are:

• Equal employment opportunity training;
• Diversity training;
• Leadership training for colleagues and supporting colleagues; and
• Communication training and team synergy.

This category also includes training conducted by internal experts. Examples are:

• Training new colleagues;
• Training teams on organizational issues (e.g. new systems or policy changes); and
• Training colleagues to prepare them for promotions, transfers or new responsibilities.