Training needs are normally discussed during site visits but formally discussed during the annual appraisal process. A training matrix has been established that identifies the desired training programme and any training conducted is documented within the matrix. An individual training record is also held for each member of staff. All other employees are given adequate job training for the roles in which they are deployed. Refresher training is conducted annually and competence determined. Any areas for improvement are identified and discussed during the annual appraisal. in supervisory positions are given specific training relating to the skills required for leadership. Particular training has been conducted in site visiting, appraisal and communication skills such as toolbox talks. Upon recruitment of frontline licensable employees, the organisation conducts a skills assessment to identify their immediate training needs. Where new frontline licensable employees are employed with a pre-existing licence- linked qualification, the organisation tests the employee’s competence in the licence linked training. Employees new to an assignment location are kept under supervision for the appropriate duration of their on-assignment induction. Where shifts are worked the supervision encompasses a number of shifts. As a company we value employee opinions and as such have in place informal feedback mechanism’s that ask questions of our employees on what they think of KSG. We use the feedback provided to manipulate our processes and procedures accordingly. Where appropriate, customer feedback is solicited for frontline employees. Feedback is given to those employees in a timely manner. Exceptional performance is communicated through a company letter.