At Synetec we are committed to helping our team grow and develop. In the spirit of Agile Scrum we are always looking to inspect and improve ourselves and our processes.

Also, as a consultancy business, we know how important it is to have a training plan in place to keep up to date with the latest technology and ensure we are continuing to provide our customers with a world-class service. We don’t want “signed this new contract so need to expand our skills in X” in place of creating a proactive skills and training roadmap. To that end, we have undertaken the process of building our own bespoke in-house training plan. And because our process has evolved, we thought it might be helpful to share with anybody looking for help in building their own training plan.

The steps we used to build our plan

Identify your core stack: Before you start creating your plan, you need to solidify the foundational tech of your business. This should be the languages or styles in which you are planning to work in the immediate future and day-to-day. These are the key skills on which you hire new team members.

Identify your secondary stack: Once you’ve determined your core stack, you will need to consider your secondary stack. This is the languages or styles you are hoping to use in the near or medium-term. Or skills that are not essential to every project, but are occasionally needed.

Identify the roles within your team: Before you can identify thresholds for each skill, you need to determine which roles your team will include. We have developers that range from Associates (no development experience) to Tech Leads (10+ years of experience), though roles will vary company-to-company.

Determine how you will benchmark each skill: Some skills are easier to assess as they have official certifications (e.g. AWS competency), while others are slightly more ambiguous. A training plan should use a mix of benchmarking types; assessments, quizzes, and certifications to make sure each skill is assessed in a way that is most appropriate for the skill.

Set thresholds for each skill: Once you’ve identified the skills, roles, and the strategy to benchmark the skills, you need to set the thresholds. Expectations of proficiency will vary by role and this should be recognised in the thresholds.

Sign off from “the business”: The creation and implementation of a training plan shouldn’t be done in isolation. It’s important for the training plan to reflect the business plan and objectives. Getting buy-in from the wider team will make sure the plan can succeed in the long-term.

As with all the work we do internally, creating a training plan has been a collaborative effort. Contributions from all levels of our company helped craft this plan and it remains open to ongoing feedback.

What’s next? Implementation of our training plan! Expect a follow up blog post in the new year about how we are getting on.