This documents is a binding document for all members and member organisations of S.V.S.I. Ltd.

1. This documents is a binding document for all members and member organisations ofS.V.S.I. Ltd. Company Policies Slate Valleys Skills Initiative (S.V.S.I. LTD.) Ltd. Hen Tafarn Menai Llannerch Y Medd LL71 8EU contact @svsi.org.uk 08453733609 www.svsi.org.uk Registered Companies House Cardiff, No 3908806

2. Site Map Part 1 Company Policies • Social Auditing • EQUAL OPPORTUNITY POLICY • Fair Trade Policy • STATEMENT OF CONFIDENTIALITY • Publicity Policy • Recruitment Policy • RECRUITMENT OF PEOPLE WITH A CRIMINAL RECORD • SECURE STORAGE, HANDLING, USE, RETENTION, AND DISPOSAL OF... • Environmental Policy Part 2 Customer Service Policy Terms and Conditions APPEALS PROCEDURE VERIFICATION POLICY

3. Company Policies Part 1

4. Social Auditing All members and member organisations are committed to follow and upheld or exceed the included policies. All members and member organisations are working on a strict community orientated approach All members and member organisations working towards the aims of objectives of the cooperative The cooperative in return is supporting the members and member organisations to develop their social auditing skills. The cooperative endeavours to provide an effective toolkit to enhance the social auditing process. The cooperative will mentor and support members and member organisations to promote and establish procedures to increase the impact this procedures will have on regional sustainability. The management committee is committed to inform all members about the integrated approach of all policies towards sustainability. The management committee aims to commit members and member organisations to the continuous improvement of its activites

5. EQUAL OPPORTUNITY POLICY The S.V.S.I Ltd is committed to actively opposing racism, sexism, and all forms of discrimination faced by minority ethnic people, women, and persons with a disability, lesbians and gay men. The S.V.S.I Ltd. declares that it will introduce measures to combat all direct or indirect discrimination in its employment practices and in its provision of services. All training services offered under the supervision of the S.V.S.I. Ltd are equally available to all eligible people. The S.V.S.I Ltd. seeks to implement a programme of positive action to make this policy fully effective and makes sure that no job/member applicant or participant receives less favourable treatment on the grounds of race/sex/colour/nationality/ ethnic or national origins/marital status/sexual orientation/disability or age. All procedures implemented, as part of the above commitment, will be regularly monitored for effectiveness and changes made where appropriate. Equal Opportunities practise includes the following: Childcare, which will be provided in the future. Use of venues with easy access for people with disabilities. Offering services tailored to the needs of clients from disadvantaged backgrounds (i.e. ethnic minority, unemployed) An employee, member, or client may raise a complaint through the grievance procedure if she/he feels they have been unfairly discriminated against.

6. Fair Trade Policy S.V.S.I Ltd. is actively engaging in a Fair Trade Policy. All members are asked to sue if possible Fair trade products and search to use venues committed to Fair Trade

7. STATEMENT OF CONFIDENTIALITY S.V.S.I. Ltd. ensures that any personal data and training information from members, staff, clients, and participants will be treated confidentially. To ensure data protection the S.V.S.I. Ltd has a strict data protection policy in operation. All personal data are handled according to this policy, ensuring the compliance with the Data Protection Act 1998.

8. Data Protection • Introduction The S.V.S.I. Ltd is committed to the protection of personal data. It follows data protection policies and procedures designed to ensure that personal information is not disclosed. It takes all reasonable steps that are required to prevent unauthorised access to data of the participant. All submitted data are only accessible to authorised S.V.S.I. Ltd members, employees and associated trainers. Data collected by the S.V.S.I. Ltd will not be given to third parties, unless otherwise stated in this policy. • Processing, Use and Updating of Personal Data During the administration and organisation of courses delivered by associated trainers of the S.V.S.I. Ltd, both trainers and the S.V.S.I. Ltd will collect personal data from the participant. Those data may include the participant’s name, surname, postal and Email address, telephone and fax number, courses applied for and attended as well as particulars about payments made and by which means. All collected data will be used to organise and administer courses, offer services, answer enquiries, maintain accounts, and carry out invoicing. Furthermore, personal data may be processed for other purposes if existing laws this require. During the administration and organisation of courses the S.V.S.I. Ltd will pass on personal data about a participant who has applied for a certain course to the associated trainer who is in charge of these courses. This exchange is necessary for the administration and organisation of particular courses. Trainers will for the same purposes pass on personal data about a participant to the S.V.S.I. Ltd. All associated trainers are committed to the standards of data protection laid down here. THE PARTICIPANT HEREWITH AGREES TO THE DISCLOSURE OF PERSONAL DATA BY THE S.V.S.I. Ltd AND ASSOCIATED TRAINERS WHICH IS NECESSARY TO ADMINISTER AND ORGANISE COURSES OFFERED.

9. Unless the participant has “opted out” the S.V.S.I. Ltd and associated trainer may use in addition those personal data to send information containing a promotion of the aims and ideas of the S.V.S.I. Ltd or associated trainers (direct marketing). Telephone, email or post may carry out direct marketing. The S.V.S.I. Ltd and all associated trainers will not process personal data for direct marketing that is outside the scope of the S.V.S.I. Ltd activities. A participant wishing not to receive direct marketing can “opt out” by giving a written notice in this regard. However, this notice will not affect any correspondence necessary for the organisation and administration of the course the participant has shown an interest in. All collected data may be subject to updating if they are found to be expired. The S.V.S.I. LTD, employees and the associated trainer can update data stored if this is required to administer and organise courses. Participants wishing to update their data may do this by contacting the S.V.S.I. Ltd in writing. In case a participant approaches the S.V.S.I. Ltd or a associated trainer via an Online Application Form, only the data given by the participant in the form will be recorded together with the exact day and time when those data were received. However, those data may be updated and completed later when this is necessary for the administration and organisation of courses. Cookies and other information gathering equipment are not employed on the web sites of the S.V.S.I. Ltd.

10. Sensitive Personal Data As the S.V.S.I. Ltd organises courses on a variety of topics it may be that a participant will be required to unveil his racial or ethnic origin; political opinion; religious belief or other similar beliefs; physical or mental health or condition, etc. (sensitive personal data). For example there could be courses where the participant is asked to produce a health certificate or which require certain health and safety precautions. Participants will be informed if such a case occurs. In cases where sensitive personal data need to be processed the S.V.S.I. Ltd and associated trainers will do this only after the participant has given his explicit consent to the processing of those sensitive personal data or according to requirements laid down by law. However, any sensitive personal data will only be processed if this is necessary for the organisation and administration of the course attended by the participant. THE PARTICIPANT HEREWITH AGREES TO THE PROCESSING OF SENSITIVE PERSONAL DATA BY THE S.V.S.I. Ltd AND ASSOCIATED TRAINERS UNDER THE ABOVE RULES. • Disclosure of Personal Data The S.V.S.I Ltd, employees and the associated trainer will not disclose personal data to a person different from the participant or the above listed (third party). However, should a disclosure of personal data to a third party be necessary for whatever reason, the data will, nevertheless, not be disclosed without prior consent of the participant. However, personal data may be disclosed without the prior consent of the participant in case where the S.V.S.I. Ltd, employees or any associated trainer is required to do so by law, or where the S.V.S.I. Ltd or the associated trainer is satisfied that the disclosure is in the public interest and that it is necessary to protect its rights or the rights of others. Sensitive personal data, regarding records relating to health, education or social life will not be disclosed to any third party without prior consent

11. HEALTH AND SAFETY RECOMMENDATION The S.V.S.I. LTD. is using various venues and conference facilities to deliver a working environment appropriate to the diverse services that are offered. During a course, participants are expected to take reasonable responsibility for their own safety and that of other participants. All trainers/tutors have to familiarise themselves with the Health and Safety guidelines of the venue. The trainer will consult with the member of staff responsible, if circumstances demand further assessment. The trainer should inform her/himself, in particularly, about the emergency exits, fire extinguishers, alarm bells, fire procedures, access to telephone, First Aid Kit and Procedures and toilets. The following procedure should be implemented at the beginning of every course/workshop: The trainer/tutor has to inform the participants about the emergency exits of the venue/conference centre The trainer has to inform them of a meeting point in case of fire/bomb scare or any other unanticipated event, which could endanger the participants. The trainer has to emphasise that in such an event, the participants have to leave immediately, abandoning all equipment and personal property. The trainer has to advise the participants to do so also in the event of a fire drill of the venue/conference centre. Trainers will be instructed to leave last and to check at the meeting point, if all participants are present. All accidents must be recorded in the accident book. To ensure the safety of all members, employees and clients the S.V.S.I. Ltd has a Health and Safety Policy in place, which is enforced rigorously.

12. Recruitment Policy The Recruitment Policy of S.V.S.I. Ltd. is following the standards of our Company Policy. The recruitment for members and staff alike follows EQO Policies and includes anti-discrimination selection. The process should ensure that people from different cultural and educational background and people with so-called broken CV’s have a chance to better themselves and develop community orientated training. The selection process is as follows: Every applicant as member or staff applies through CV and covering letter. Application forms are purposeful not used to avoid social and cultural discrimination. An informal discussion between one or two members of the board introduces the work of the cooperative to the applicants and explains the conditions S.V.S.I. Ltd. is operating. The applicant puts forward a proposal for their project work. The board of directors is deciding if the applicants’ proposal is adequate in quality and content for the cooperative. A final interview for staff members will be conducted with one or two members of the board present. The board will than be informed and the applicant presentation will be discussed. The formal decision will be put forward to the applicant ASAP.

13. RECRUITMENT OF PEOPLE WITH A CRIMINAL RECORD Slate Valleys Skills Initiative (S.V.S.I.) Ltd. is a cooperative, its members are self-employed trainers and project developers, who may or may not work with vulnerable groups. S.V.S.I. Ltd. will request a CRC, whenever it is obvious that the member or member organisations work with vulnerable groups. Members, who do not work in these sectors, are not requested to participate on this scheme. Member organisations, should follow these instructions as any other policy S.V.S.I. Ltd. has in place. • Corporate responsibility The Slate Valleys Skills Initiative (S.V.S.I.) Ltd. is determined to make all efforts to prevent discrimination and other unfair treatment against any of its staff, potential staff or uses of its service regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical disability or offending background that does not create a risk to children and vulnerable adults Organisation will ensure that that any criminal record information given by an individual is kept confidential and according to the requirements of the Data Protection Act, and, where appropriate, CRB Code of Practice • Recruitment All recruitment will follow Slate Valleys Skills Initiative (S.V.S.I.) Ltd. set policies procedures and according to Organisation recruitment Code of Practice as outlined below. Having a criminal record will not necessarily bar you from working with Slate Valleys Skills Initiative (S.V.S.I.) Ltd. This will depend on the nature of the position and the circumstances and background of your offences.

14. SECURE STORAGE, HANDLING, USE, RETENTION, AND DISPOSAL OF DISCLOSURES AND DISCLOSURE INFORMATION • Responsibilities General Principles As an organisation using the CRB Disclosure Service to help assess the suitability of applicants for positions of trust, S.V.S.I. Ltd. complies fully with the CR3 Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. S.V.S.I. Ltd. complies fully with its obligations under the Data Protection Act and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy on these matters, which is available to those who wish to see it on request. CRU ADVICE: CRB Code of Practice WCVA CRU would like to point out that the * exceptional circumstances identified in the CR3 code of Practice include any independent regulatory requirements relating to the retention of the Disclosure information e.g. Care Standards Inspectorate for Wales (CSIW) regulations for retention for inspection purposes. • S.V.S.I. Ltd. Code of Practice Storage and Access: Disclosure information is never kept on an applicant’s personnel file and is always kept separately and securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties

15. Handling: In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. S.V.S.I. Ltd. will maintain a record of all those to whom Disclosures or Disclosure information has been revealed and S.V.S.I. Ltd. recognise that it is a criminal offence to pass this information to anyone who is not entitled to receive it. Usage: Disclosure information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given. Retention: Once a recruitment (or other relevant) decision has been made, S.V.S.I. Ltd. will not keep Disclosure information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints. If in very * exceptional circumstances it is considered necessary to keep Disclosure information for longer than six months, S.V.S.I. Ltd. will consult the CRB about this. The CRB will give full consideration to the Data Protection and Human Rights individual subject access requirement before giving consent. Disposal Once the retention period has elapsed, S.V.S.I. Ltd. will ensure that any Disclosure information is immediately destroyed by secure means i.e. by shredding, pulping or burning. While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack). S.V.S.I. Ltd. will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure. However, notwithstanding the above, S.V.S.I. Ltd. will keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.

16. Slate Valleys Skills Initiative (S.V.S.I.) Ltd. Code of Practice S.V.S.I. Ltd. written Equal Opportunities and Recruitment of ex-offenders policy is made available to all applicants at the start of the recruitment process. S.V.S.I. Ltd. actively promotes equality of opportunity and welcomes applications from a wide range of candidates including those with criminal records. Applicants with criminal records should be treated according to their merits and in conjunction with any special criteria for the post (e.g. caring for children and vulnerable adults, which debars some in this category). S.V.S.I. Ltd. will ensure that all those within the S.V.S.I. Ltd. who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure such staffs have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders e.g. the Rehabilitation of Offenders Act 1974. Unless the nature of the position entitles S.V.S.I. Ltd. to ask questions about an applicant’s entire criminal record, then we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974. This information is requested at the initial application stage. A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of an individual being conditionally offered the position. Where a Disclosure is to form part of the recruitment process, S.V.S.I. Ltd. will encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process and before Disclosure is undertaken. For such positions, S.V.S.I. Ltd. will request that this information is volunteered by the applicant and is sent under separate, confidential cover to a designated person within S.V.S.I. Ltd., and S.V.S.I. Ltd. will guarantee that this information is strictly confidential and only seen by those who need to see it as part of the recruitment process. At interview or in a separate discussion, S.V.S.I. Ltd. will ensure that an open and measured discussion takes place on the subject of any offences or other matter revealed by the applicant and/or through Disclosure, if undertaken, that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of a conditional offer of employment. If an applicant reveals a serious criminal record, the recruiter within S.V.S.I. Ltd. will consult the appropriate senior member of staff/management. A decision to reject an applicant because of, or partly because of~ a criminal record should relate to an aspect of person specification which is seen to be unmet. If possible, in these circumstances, S.V.S.I. Ltd. will advise the applicant why their application has been unsuccessful. S.V.S.I. Ltd. will make every applicant for a position that is subject to a Disclosure, aware of the existence of CRB Code of Practice and make a copy available on request.

17. At interview or in a separate discussion, S.V.S.I. Ltd. will ensure that an open and measured discussion takes place on the subject of any offences or other matter revealed by the applicant and/or through Disclosure, if undertaken, that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of a conditional offer of employment. If an applicant reveals a serious criminal record, the recruiter within S.V.S.I. Ltd. will consult the appropriate senior member of staff/management. A decision to reject an applicant because of, or partly because of a criminal record should relate to an aspect of person specification which is seen to be unmet. If possible, in these circumstances, S.V.S.I. Ltd. will advise the applicant why their application has been unsuccessful. S.V.S.I. Ltd. will make every applicant for a position that is subject to a Disclosure, aware of the existence of CRB Code of Practice and make a copy available on request. Publicity Policy S.V.S.I. Ltd. will ensure under all circumstances that sponsors, supporters, and funding organisations of all projects conducted through S.V.S.I. LTD will be mentioned and their logos are placed on the appropriate publicity in the requested form

18. Environmental Policy • Long-Term Commitment The members and member organisations of S.V.S.I. Ltd. are committed to provide a flexible and target orientated service, whilst ensuring a strict commitment for the environment and environmental legislation compliance. The members and member organisations aiming to continuous environmental improvement, to minimise waste, promote recycling, reduce energy and water consumption and where possible to work with suppliers with strong ethical background and equally strong implemented environment policies. • Legislative Compliance The management committee will inform all members about legal requirements applicable for their activities and will monitor their compliance. • Environmental Impacts Policy: • The management committee and/ or a designated member will provide information and recommendations for members and member organisations to implement environmental office procedures. • Members will be informed about appropriate environmental legislation, which will be monitored by a designated member. • All members are asked to implement strict waste recycling procedures. • All members are requested to use provided hardcopies and use the offered resource share (designated information disks). • All members are required to avoid print outs of electronic information. • All members and associated staff is asked to implement a strict “switch-off” policy. • All members should evaluate suppliers if they provide environmental friendly office resources. • All members are required to give a preference to venues with Public Transport Access or initiate car share. • All members are required to use suppliers and venues with a strong environmental policy

19. Language Policy The Welsh language is part of the cultural and social environment, an estimate of 20% of the population speaks Welsh. The Slate Valleys Skills Initiative Ltd. members and member organisations of S.V.S.I. Ltd. are committed to provide a flexible and target orientated service, whilst ensuring a commitment for the support of the Welsh language and an increasing provision of Welsh services. The members and member organisations aiming to continuous bilingual advertising of general information and an increase in bilingual services. Language Scheme: • The management committee and/ or a designated member will provide information and recommendations for members and member organisations to support bilingual procedures. • Members will be informed about legislation, which will be monitored by a designated member. • All members are asked to implement bilingual publicity procedures.

20. The S.V.S.I. Ltd has adopted the principle of treating both the Welsh language and the English language on the basis that they are equal. This policy aims to outline the way in which the S.V.S.I. Ltd will administer this principle within its organisation. 1. Principles i) The S.V.S.I. Ltd recognises that the Welsh and English languages shall have equal status. Welsh and English shall be the S.V.S.I. Ltd’s official languages and they shall have equal status and validity within its administration and its organisation. The S.V.S.I. Ltd will urge, assist and support a bilingual policy within the movement. ii) The S.V.S.I. Ltd respects the principle of equality as quoted in the Welsh Language Act (1993) and through this: i) Will give the public a choice of language as far as possible while dealing with the S.V.S.I. Ltd. ii) Acknowledges that members of the public are better able to express their opinions in their chosen language. iii) Acknowledges that to help the public to use their choice of language is good practice. 2. Dealing with the public i) The S.V.S.I. Ltd will endeavour to provide a complete service to the public and its members in both Welsh and English. ii) Bilingual volunteers will be on hand as far as possible when dealing directly with the public and members. 3 Correspondence i) The public may correspond with the S.V.S.I. Ltd in English or Welsh and the S.V.S.I. Ltd shall respond to every personal correspondence in the language in which it was sent. ii) S.V.S.I. Ltd. that any newsletters, standard letters or news sheets sent out shall be bilingual. 4 Advertising and Publicity i) S.V.S.I. Ltd. aims that all publicity and advertising campaigns shall be bilingual in whatever form they take, (e.g. posters, leaflets etc.) 5 Style i) Wherever possible the Welsh version of text will be type set on the page to precede, or be to the left of the English version.

21. Customer Service Policy Part 2

22. Terms and Conditions • Introduction The Slate Valley’s Skills Initiative Ltd (S.V.S.I. Ltd) organises and supervises adult education courses. All courses are delivered by of self – employed trainers who are associated with the S.V.S.I. Ltd. The S.V.S.I. Ltd acts in relation to the participant as supervisor and agent of the self – employed trainer. The following Terms & Conditions apply to all activities and services rendered regarding adult education courses under the supervision of the S.V.S.I. Ltd. A. Registration: All courses provided by the S.V.S.I. Ltd and associated trainers can only be joined after formal registration. The S.V.S.I. Ltd supplies pre-printed registration forms both paper - based and on-line on its home page (www.svsi.org.uk) that need to be used for a formal registration. A participant registers for a course by sending the signed registration form back to the S.V.S.I. Ltd via post or fax. All enrolments are considered, based on the date the registration from was received. In the event that courses are fully booked, all enrolments that could not be considered are carried forward to the next course possible. B. Confirmation: After the successful registration a letter of confirmation will be sent to the participant. The latest date on which this letter of confirmation will be received is two weeks in advance of the commencement of the course. This confirmation will include the details of the course, such as exact timetable, venue, payments due and methods of payment possible. As some courses may require medical information, details about which will also be issued with the confirmation. In case the S.V.S.I. Ltd is not able to process a request for enrolment and the participant did not receive a confirmation on time it can be assumed that the application has not been successful for the envisaged course. Once the participant has received the letter of confirmation s/he is officially registered for the course. The S.V.S.I. Ltd. reserves the right to alter the timetable and the venue in cases of unforeseen events. The participant will be informed of any changes as soon as they occur.

23. C. Payments: All payments due for a course can only be made to the S.V.S.I. Ltd. Participants may pay in cash, by cheque or into the account of the S.V.S.I. Ltd. Trainers are in no circumstances entitled to receive any kind of payment by the participant on behalf of the S.V.S.I Ltd. A 50% deposit must be received by the S.V.S.I Ltd two weeks before the commencement of the course. The rest is to be paid at the beginning of the course at the latest. If a participant fails to send any payment on time the application will be halted until payment has been received. In the event that the participant does not pay the deposit s/he may lose the place in the course. In the event that the participant fails to pay until the beginning of the course s/he will not be allowed to attend classes. Late applications and payments will be considered depending on the capacity of the existing class and the time elapsed. D. Cancellation of Courses: The S.V.S.I. Ltd and the associated trainer reserves the right to cancel a course at any time before it commences. A cancellation may be decided either because of insufficient numbers of applicants, illness on the part of the trainer or other unforeseeable events. The S.V.S.I. Ltd will notify the participant of any such cancellation as soon as possible. If the S.V.S.I. Ltd is unable to arrange another training session the deposit and any payments made up to the cancellation will be refunded. In the event that a cancellation occurs after the commencement of a course, the cancelled session will be postponed to the following scheduled session. Nevertheless, in the unlikely event that a running course has to be terminated for whatever reasons by the S.V.S.I. Ltd or the associated trainer a partly refund will be given. The amount of the refund will be proportional to the already held training hours and the remaining hours. No refund will be given for participants who do not attend sessions or decide to prematurely drop out of a running course. The S.V.S.I. Ltd and the associated trainer does not accept liability for compensation whatsoever due to a cancellation of a session or a course.

24. APPEALS PROCEDURE E. Data Protection The S.V.S.I. Ltd and associated trainers are committed to data security and confidentiality. It is ensured that any personal data will be treated confidentially. It is ensured that non-authorised persons or organisations do not have access to personal data collected and used. For further information on data security please refer to the “S.V.S.I. Ltd - Data Protection Policy”. F. Health and Safety The S.V.S.I. Ltd uses various venues to deliver a working environment appropriate to the diverse services offered. The S.V.S.I. Ltd will make the trainer familiar with the Health and Safety guidelines of the venue. The trainer will be informed in particularly, about the emergency exits, fire extinguishers, alarm bells, fire procedures, access to telephone, First Aid Kit and Procedures and amenities. The S.V.S.I. Ltd has, as a training organisation, set down procedure to deal with appeals. Those may arise from judgements made by a trainer or an assessor as to the competence of participants working towards any internal or external certifications. To ensure that any complaint is dealt with in a just way, the S.V.S.I Ltd. enforcers a strict complaint procedures.

25. VERIFICATION POLICY The following statement has been agreed between S.V.S.I. Ltd. and members and/or project coordinators and trainers of member organisations. Its purpose is not only to maintain credibility as a training organisation, but also for the awards offered, and their value in the work situation. The following will apply to any competence-based awards, which the training company has been given approval to offer: The appointed Monitor/internal Verifier and Company Management will assess all potential trainers and assessors to ensure that they have the occupational competence to carry out their roles. Company Policy is that the appointed Monitor/internal Verifier will have been trained to the minimum standard of equivalent D32/D33, preferable D34 or will have a qualified teaching certificate in their field of expertise. The Assessment Team for eventually external certifications will meet with the appointed Monitor/internal Verifier to discuss the standards fully, in particular any areas that may need clarification. Evidence requirements will be agreed, and any allowable proposed simulations fully discussed, so that all participants will be judged fairly and reliably. Equal opportunities, already part of the overall Company Policy, will again be discussed with the team, and a review will take place of any known special needs of any candidate/group of participants. All relevant factors as the above will also be considered when allocating individual trainers responsibilities to match the needs of participants. Any areas of concern to trainers will be discussed both before and during the respective programmes, and remedial action taken should this be necessary. A programme of "observed" assessments will be drawn up and used to monitor the consistency of assessments with National standards and within the Company. The appointed Monitor/internal Verifier will also "sample" assessments of diverse evidence, again to ensure reliable assessments and fair access for all participants. Where assessments are carried out away from the S.V.S.I. Ltd, visits will again be made to ensure the consistency in the above areas. Any assessment plans being used within the S.V.S.I. Ltd will be agreed with the programme team before participants commence. On-going monitoring will take place of participant records and associated documentation, to ensure that all the requirements for the Awarding Body are met.