Today, in the second instalment of our four-part series, Academic and Education Director Gordon Cox examines how training and development can build team capacity. If you missed part one, Building Capacity in Your Development Office, you can catch up here.

• CASE Training: 45 participants had completed CASE training, with another 38 planning to do so—demonstrating strong sector-wide support for CASE’s programmes.
• IDPE Training: 19 respondents mentioned engaging with IDPE, despite only nine participants working in schools, suggesting cross-sector collaboration between schools and higher education development professionals. However, only 11 had plans to engage with IDPE, likely reflecting its narrower focus on schools compared to CASE, which serves both schools and universities.
• HR-Led Training: Only 34 participants reported undertaking HR-led training, despite universities offering a wealth of free in-house opportunities. This suggests a potentially untapped and cost-effective avenue for professional development.
• Formal Qualifications: Only 27% of respondents had pursued part-time qualifications, and just 11% expressed interest in doing so—a potential discussion point, given that universities often provide discounted tuition for employees and alumni.

Consultants and Independent Trainers: Around 61% had used a consultant or independent trainer, with a similar proportion indicating a willingness to do so in the future.

Barriers to Capacity Building

Despite a clear demand for training, several obstacles were identified:

• Time Constraints: 30 respondents—70%—cited a lack of time as a major barrier.
• Budget Restrictions: 39 participants identified budget as the most significant challenge.
• Content Issues: 13 felt there was nothing new to learn, while 14 questioned training quality.

Budgets and Strategic Considerations

Given the high proportion of Directors in the survey, 40 respondents had broader budgetary responsibility, yet only 17 specifically managed training budgets—an interesting discrepancy.

• Budget Allocations: Nearly a third reported allocating 1–3% of their total departmental non-pay budget to training, with 15 stating their training budget was under £2,500.
• High-Budget Institutions: Five institutions had training budgets exceeding £20,000, while four institutions dedicated 9–10% of their budget to training—figures that may spark envy among those with tighter resources.

Selecting Effective Training and Capacity-Building

Survey respondents were divided in their preferences for training selection:

• List-Based Programmes: 59% preferred structured lists of available options.
• Bespoke Training: 41% favoured tailored programmes designed to meet specific team needs.

Check back tomorrow to learn more about the findings for Creating Meaningful Training Experiences: Insights for Professional Development.