An Investor in People makes a commitment from the top to develop all employees to achieve its business objectives. 

1.1 The commitment from top management to train and develop employees is communicated effectively throughout the organisation. 

1.2 Employees at all levels are aware of the broad aims or vision of the organisation. 

1.3 The organisation has considered what employees at all levels will contribute to the success of the organisation, and has communicated this effectively to them. 

1.4 Where representative structures exist, communication takes place between management and representatives on the vision of where the organisation is going and the contribution employees (and their representatives) will make to its success. 
 

2. PLANNING 

An Investor in People regularly reviews the needs and plans the training and development of all employees. 

2.1 A written but flexible plan sets out the organisation's goals and targets. 

2.2 A written plan identifies the organisation's training and development needs, and specifies what actions will be taken to meet these needs. 

2.3 Training and development needs are regularly reviewed against goals and targets at the organisation, team and individual level. 

2.4 A written plan identifies the resources that will be used to meet training and development needs. 

2.5 Responsibility for training and developing employees is clearly identified and understood throughout the organisation, starting at the top. 

2.6 Objectives are set for training and development actions at the organisation, team and individual level. 

2.7 Where appropriate, training and development objectives are linked to external standards, such as National Vocational Qualifications (NVQs) or Scottish Vocational Qualifications (SVQs) and units. 
 

3. ACTION 

An Investor in People takes action to train and develop individuals on recruitment and throughout their employment. 

3.1 All new employees are introduced effectively to the organisation and all employees new to a job are given the training and development they need to do that job. 

3.2 Managers are effective in carrying out their responsibilities for training and developing employees. 

3.3 Managers are actively involved in supporting employees to meet their training and development needs. 

3.4 All employees are made aware of the training and development opportunities open to them. 

3.5 All employees are encouraged to help identify and meet their job related training and development needs. 

3.6 Action takes place to meet the training and development needs of individuals, teams and the organisation. 
 

4. EVALUATION 

An Investor in People evaluates the investment in training and development to assess achievement and improve future effectiveness. 

4.1 The organisation evaluates the impact of training and development actions on knowledge, skills and attitude. 

4.2 The organisation evaluates the impact on training and development actions on performance. 

4.3 The organisation evaluates the contribution of training and development to the achievement of its goals and targets. 

4.4 Top management understands the broad cost and benefits of training and developing employees. 

4.5 Action takes place to implement improvements to training and development identified as a result of evaluation. 

4.6 Top management's continuing commitment to training and developing employees is demonstrated to all employees. 
 

5. IIP INDICATOR LINKS TO MANAGEMENT PROCESSES