Your professional development

CSP staff are viewed as the organisation's most valuable resource.

It is vital that the Society is a good employer to ensure that members are provided with high-quality, effective and efficient services.

The CSP recognises the Association of Clerical, Technical & Supervisory Staff (ACTSS), which is a subsidiary of the Transport and General Workers Union (Unite).

The Society, through the Human Resources Group, negotiates and consults with ACTSS on terms and conditions of employment for the Society's employees. This includes pay and grading.

The Chief Executive, along with the senior management team, has a key role to play in maintaining and improving employee relations in line with the Society's business plan and core values.

We encourage all employees to work with their line manager to identify their professional and personal development needs, planning for the future as well as making sure you have the skills to carry out your current role.

We believe that development is an ongoing process and have a Continuing Professional Development scheme in place to assist you in this. The CSP has been recognised as an Investor in People since 2002.

The training and development you receive is just the starting point of gaining and developing new skills; it's when you apply what you have learnt to your job that the learning really begins.

We ask for feedback from you after every training/learning event so we can assess whether it did meet your needs. Your line manager will keep your development under review, through your annual appraisal discussions, six-monthly review and regular one-to-one discussions.