People management development
There are a range of resources, workshops and apprenticeships to support managers to develop in their role. Find out more about these below to inform your development plan.
Essential Training for all managers
All managers need to complete the Essential Training for Managers.
Management Development & Resources
Here is an overview of learning events and resources to support you if you are new to managing people at Essex.
| Event | Requirement | Next steps |
| Preparing to be a manager is a 3 hour workshop to develop your knowledge of the role and responsibilities of a line manager and identify actions for your development plan to prepare for a managerial role | Recommended for individuals that aspire, or are preparing to be, in a manager role | Check HR Organiser |
| Information for managers covers all policies, procedures and guidance for managers | Recommended for all managers | Information for managers |
| LinkedIn Learning is range of management related video training resources | Optional for a specific area of development | LinkedIn Learning resources |
Management Accelerators & Workshops
These workshops are available to support all line managers to apply people policies in practice, ensuring positive outcomes for your direct reports. These workshops include:
- Negotiation and Influence
- Managing Recruitment
- Managing Induction
- Ensuring Effective Performance and Development Reviews
- Managing Absence
- Managing Capability
All Management Accelerator workshops can be booked on HR Organiser.
Management Development Apprenticeships
There are a number of different level general management apprenticeship programmes. These offer the opportunity to develop management knowledge, skills, and behaviours, whilst achieving vocational and professional qualifications.
Undertaking an apprenticeship requires individual commitment (and line management support) to allow sufficient working time to meet the minimum off-the-job training requirements, as defined by the relevant apprenticeship standard (typically averaging six hours per week).
It is essential that commencement on any apprenticeship is fully supported by the individual’s line manager. Funding eligibility criteria also applies.
Apprenticeships benefit from on-the-job and off-the-job training being well integrated and work best when the employer, apprentice and training provider work closely together to ensure the programme delivers meaningful impact for both the organisation and the individual.
We are currently promoting, and looking to recruit to, open and closed cohorts for the following management apprenticeships:
| Apprenticeship | Description | Duration |
| Team Leader or Supervisor (Level 3) | This is for managers in, or aspiring to be in, a first line management role, with operational and project responsibilities for managing a team to deliver clearly defined outcomes. | 19 months |
| Operations or Department Manager (Level 5) | This is for someone line managing teams and/or projects and working to achieve operational/departmental goals as part of the delivery of the organisation's strategy. | 21 months |
| Improvement Leader (Level 6) | This is ideal for individuals responsible for improving processes, leading change or influencing how things are done within their organisation. Learners should have the influence and authority to drive change and lead cross functional improvement efforts. A working knowledge of lean methodologies and data analytics or continuous improvement practices will be essential. | 21 months |
Alternative management related apprenticeship standards may be more suitable/relevant for an individual, including the level 6 Chartered Manager programme, or some that are occupation-specific (e.g. Facilities Manager, Marketing Manager) or more key skills-focused (e.g. Associate Project Manager, Coaching Professional).
For further details about the Employee Apprenticeship Scheme and to review the eligibility criteria for levy funded programmes, please visit the dedicated Employee Apprenticeships Scheme staff directory page.
