Travelodge Line Manager Level 3 & 4 Guide

Line Manager Guide to ASPIRE Level 3 & 4 In partnership with Lifetime Training

“Through learning we Message inspire change that from Dan positively impacts people’s lives” “We’re delighted to expand our ASPIRE programme to now include development opportunities for our Assistant Hotel Managers and Hotel Managers who show the desire and potential to grow their business and leadership capabilities to be outstanding managers. We’ve partnered with Lifetime, one of the UKs leading training providers to deliver our ASPIRE Level 3 and 4. Managers who complete these programmes will achieve a nationally recognised and industry endorsed apprenticeship. It’s an exciting time for our delegates on ASPIRE Level 3 and 4 as they embark on their development journey. As their manager, you will play an important role in their development, supporting them to grow and reach their full potential.” Dan Curtis, Head of Talent 2

Better for our Colleagues CONTENTS WHAT DO WE ASPIRE LEVEL 3 & 4 NEED FROM MANAGERS? OVERVIEW Play an active role TRAINING DELIVERY in your delegate’s HOW IT WORKS development journey OFF-THE-JOB Support them with TRAINING REQUIREMENTS the time they need WHAT THIS MEANS for development IN PRACTICE Help your delegate APTEM to develop required THE ONLINE TOOL FOR skills and behaviours KEEPING TRACK OF YOUR DELEGATE’S PROGRESS Support them to work through any challenges WHAT IS EXPECTED OF LINE MANAGERS? Work with the Learning Coach from Lifetime to WHERE TO FIND HELP support their progression YOUR ASPIRE KEY CONTACTS This criteria really isn’t different to how we would expect you to support any of FAQS your team members on ASPIRE. But we understand that all the detail can be a lot to take in at first. This guide will explain exactly what you can do to support them throughout their programme. 3

ASPIRE Level 3 & 4 Overview Our ASPIRE Level 3 and 4 programmes are specifically tailored to support our Assistant Hotel Managers and Hotel Managers. They are designed to build and enhance key skills, knowledge, and behaviours – supporting delegates to develop in their current role and beyond. ASPIRE LEVEL 3 ASPIRE LEVEL 4 Suitable for: AHMs and Suitable for: Hotel Managers Lodge Hotel Managers What’s covered: What’s covered: • Leadership and Diversity • Customer • Management and Leadership Styles • Communication and Technology • Business Operations • Customer Service, Service • Leadership Failure and Feedback • Management Skills • Recruit, Retain and Develop a Team • Business Legislation and Procedures • Performance and Risk Management • People Roles and Responsibilities • Strategy, Operating Procedures • People Performance Management and Contingency Plans Duration: • Products and Marketing 15-18 months • Vision and Financial Management • Change Management Duration: 15-18 months WHAT ARE THE BENEFITS? Here’s just some of the key benefits you can gain from enrolling managers on ASPIRE Level 3 and 4 Grow your Increase Build critical Reward and Improve talent and retention, management recognise customer engagement and skills, knowledge your people experience and support progression and behaviours standards in succession your Hotels planning 4

Training Delivery Delegates will receive one-to-one support END-POINT ASSESSMENT from a specialist Learning Coach from Lifetime throughout their programme and complete Delegates completing ASPIRE Level 3 & independent learning activities and work- 4 in England will work towards an End- based development, known as ‘off-the-job’ point Assessment, which provides an training (see p. 6) - all during working hours. opportunity for delegates to verify and showcase the knowledge, skills and MONTHLY FACILITATED behaviours they have developed with an LEARNING independent assessor. In Scotland and Wales, assessments will be carried out throughout The Learning Coach will schedule monthly the duration of the apprenticeship. one-to-one sessions with your delegate to deliver teaching and learning on module MATHS & ENGLISH topics and set learning activities. These QUALIFICATIONS sessions will take place at a time that suits the Hotel, usually held remotely for 1-2 hours, As part of the apprenticeship, your delegate with face-to-face visits at work as required. may also need to achieve qualifications in Maths and English if they do not already WEEKLY hold relevant certificates in these subjects. INDEPENDENT LEARNING Lifetime’s Learning Coaches will support them to achieve these alongside the programme. In between these sessions, learning activities are set by the Coach to be completed by For more information on the programme your delegate on a weekly basis via Lifetime’s and delivery, please visit the Level 3 online learning platform, Aptem. You will need & 4 Aspire Learning Brochure. to allow approx. 2-3 hours per week for your delegate to complete their Aptem learning. WORK-BASED DEVELOPMENT These programmes focus on development of skills and behaviours, as well as knowledge. Delegates will need opportunities to apply their new learning in the workplace and practice new skills. Additional development activities will be set by the Coach to complete each month, which are designed to support your delegate to apply, embed and demonstrate their learning in their role. QUARTERLY PROGRESS REVIEWS Formal progress reviews are scheduled every 3 months which will include you and the Learning Coach, to discuss your delegate’s areas for development and support. These reviews are typically held face-to-face at the Hotel for 2 hours. 5

Off-the-job Training Requirements At Travelodge, we are passionate and committed to giving our managers time to develop. Apprenticeships are work based training programmes, so they are designed to be completed during work hours. Delegates on ASPIRE are required to spend 6 hours of working time per week committed to what is known as ‘off-the-job training’. A robust procedure has been put in 6 x payroll hours per week, per place with our finance team to enable delegate, will be backfilled at the end your delegate to complete their 6 hours of each month directly to your Hotel per of week off-the-job training (OTJ) However, it’s important to note that off-the-job training does not mean time away from the Hotel, off shift. It includes practical activities and training that your delegate completes at work to develop in their role. OFF-THE-JOB EXAMPLES OF OFF-THE-JOB TRAINING INCLUDE: TRAINING IS: • Travelodge inhouse training and updates 1. Any learning or training completed • Completing weekly independent learning on Aptem outside of normal day-to-day duties • Work based-projects, research and assignments – which supports designed to support the Hotel to drive improvements development towards skills, • Putting new skills and knowledge into practice and reflecting knowledge on how it went – such as holding a challenging conversation or and behaviours applying a new leadership style to a certain situation or individual required to achieve the programme • Workplace activities that stretch your delegate such as taking on a new responsibility - like planning and leading a team or 2. In place to ensure District meeting that your delegate is supported and • Spending time learning a new section of the business or has opportunities gaining experience at another Travelodge Hotel to embed learning into their role • Work shadowing or receiving training from an experienced manager or colleague – such as how to plan, conduct, manage 6 and evaluate a formal meeting All off-the-job activities will be guided by the Learning Coach. Your input and collaboration in facilitating these activities will be invaluable in supporting your delegate to develop and excel in their role

Aptem the Learning Platform Aptem is the one system delegates will It’s also where you’ll be asked to sign your use from enrolment all the way through to delegate’s enrolment documentation with assessment on their ASPIRE programme. electronic signatures at the start of the course. It hosts all their independent learning Aptem is a web-based platform which which is set out into monthly learning can be accessed anytime, anywhere tasks and activities and is where delegates on a mobile, tablet or laptop PC. will upload and store all their completed work towards the programme. Take a look at this video introduction to Aptem for line managers. It’s also used to log and track their off-the-job hours. All line managers with a delegate on ASPIRE will get a login to Aptem for a real-time view of exactly how your delegate is progressing. Aptem will be monitored on a regular basis by our People Analytics Team to ensure compliance to OTJ training is met on both sides. 7

What is expected of Line Managers? ENROLMENT: Right from the start, you will need to ensure your delegate understands what’s involved and is committed to completing the apprenticeship before they enrol. You will receive a registration email to Aptem to oversee your delegate’s progress from enrolment to completion. You must make sure you register for this platform. Attend the Enrolment Meeting with your delegate and Learning Coach, which is also known as the ‘Meet Your Coach’ (MYC). This is usually held face-to-face at the hotel and takes up to 2 hours. The enrolment meeting is a great opportunity to get to know your Learning Coach, set expectations and ways of working. As part of the enrolment, as their manager, you will also need to sign their apprenticeship documentation in the Aptem platform. In circumstances where you or suitable replacement is unable to attend the enrolment meeting, Lifetime must be notified so specific arrangements can be made. 8

ON PROGRAMME: Where to • Ensure your delegate has find help protected time to complete independent learning on the Our priority is to support all Aptem platform (approx. 2-3 delegates to successfully complete hours per week) – your monthly their ASPIRE programme. labour backfill is supporting this. As a Line Manager you will play a key role in • Attend formal Progress Reviews helping learners work through any challenges with your delegate and the Coach they encounter whilst on programme. every 12 weeks, and sign off the Progress Reviews in Aptem. We have a network of support in place for these programmes. If you or your • Work with the Learning Coach to delegate encounter issues or challenges, plan in development opportunities please reach out for support. for your delegate to build on their skills and behaviours. You and your delegate should always speak to the Lifetime Learning Coach as the first point • Notify the Learning Coach of of support. If you are unable to reach them or any change of circumstances, the issue is not resolved, you should reach out for example if your delegate to the Talent Team: [email protected] moves Hotel, is off sick or unable to attend a planned session. It is up to you as Line Managers to ensure your delegate understands the commitment and • Monitor your delegate’s progress on what’s required before joining the programme. the Aptem platform, including their log of OTJ hours. It’s good practice These apprenticeships are funded by to discuss their ASPIRE programme at Travelodge, therefore anyone that wishes each of your regular one-to-ones. to leave the programme should discuss this with their Manager and Learning Coach • If you have a delegate on ASPIRE in and seek approval from the Talent Team. England, be part of the discussion with the Learning Coach at the end of the programme to agree their readiness for End-point Assessment. 9

FAQs WILL MY DELEGATE HAVE DOES MY DELEGATE NEED TO TO TAKE TIME OFF WORK TO COMPLETE THEIR OTJ TRAINING COMPLETE THE PROGRAMME? ACTIVITIES ON A WEEKLY BASIS? WHAT IF THEY ARE ON HOLIDAY These programmes are work-based, so they OR IT’S A PEAK TIME? are designed to be completed during working hours. Delegates will need to have 6 hours The amount of OTJ hours which need to per week of their working time dedicated be logged is an ‘average of 6 hours per to their development. This is known as week’ for the duration of the programme. ‘off-the-job training’ (OTJ). OTJ training It’s good practice to keep on top of learning includes practical activities and training on a weekly basis otherwise work can build which delegates carry out in the workplace to up and feel overwhelming. However, the develop in their role as well as time with their learning is all flexible so in busy periods Coach or completing independent learning. or holidays, a delegate could plan to complete all their learning for the month A robust procedure has been put in over 2-3 days, rather than weekly. It’s place with our finance team to enable important that OTJ training takes place a your delegate to complete their 6 hours minimum of every 4 weeks and no longer. per week of off-the-job training. WHAT IF MY DELEGATE RECEIVES 6 x payroll hours per week, per delegate, A PROMOTION WHILST ON THE will be backfilled at the end of each PROGRAMME OR MOVES HOTEL? month directly to your Hotel. If either of these scenarios happen, this CAN MY DELEGATE COMPLETE will not impact your delegate’s ability to THEIR LEARNING AT HOME IN complete their programme, providing THEIR OWN TIME OR MUST THIS they remain in an AHM or HM role. You BE COMPLETED AT WORK? will just need to let the Learning Coach know. It’s Travelodge’s expectation Providing that the delegate is being paid for that delegates complete their ASPIRE the hours they are spending on learning and programme, even if they get promoted. development towards their apprenticeship, this can be completed at home or in the workplace. All off-the-job training must be logged in Aptem as paid working hours (and will be monitored by the People Analytics Team). It is up to you to agree a way of working with your delegate. 10

WHAT HAPPENS IF MY DELEGATE REQUESTS TO LEAVE THE PROGRAMME? Anyone that wishes to leave the programme should discuss this with you and the Learning Coach to understand their reasons and if there’s anything the business can do to support before seeking approval from the Talent Team: [email protected] If your delegate is leaving Travelodge, please let your Learning Coach know. If they are staying in the industry, it’s worth discussing with the Learning Coach as the delegate may be able to transfer their programme to their new employer. There will be no charge to the delegate for not completing. We just need to ensure we stop their programme as soon as possible. I HAVE AN AHM OR HM THAT WOULD LIKE TO START ASPIRE 3 & 4 – HOW CAN THEY APPLY? Delegates can logon to the Forth app, click on the ASPIRE logo to register their interest and find out next steps. 11