My Learning Journey

1

My Learning Journey

Welcome to your learning journey. This journey starts when you join EDF Energy and continues throughout
your career with us. It continues irrespective of role, level or business function.
Your are responsible for your own development so we have produced this resource to help you navigate
through all the activity required to structure your personal development.
If you are new to EDF Energy we recommend that you work through this book as it is intended to provide you
with useful information in respect of all elements of your personal development as well as a detailed
explanation of how to use MyCampus, the platform available to all EDF Energy employees that enables you to
access a range of information, courses and development opportunities.
Once you have read this book you can use the buttons within the Contents page as a shortcut to the
information you want.
Work through this book at your own pace. If you have any questions, or are having difficulty accessing any of
the resources mentioned, please contact Learning Services on 776, option 1 or by emailing
[email protected]

2

My Learning Journey

The Learning Process MyCampus Performance
including including Management
Navigating
Transfer of Learning MyCampus &
Matrix Quality Conversations

Identifying Development
Development Needs Planning
including

70/20/10 Concept

Ways of Learning Finding Development Additional Resources
including Solutions

Types of Learning

3

My Learning Journey

The Learning Process

The following diagram demonstrates the stages in the learning process.
In order to maximise the benefit of your learning we suggest you follow this process. Two key elements as shown
in the grid on the next page are to make sure you involve your manager in this process both before your learning
and after as well.

Prepare Experience

Pre – assessment Pre – requirements The learning
Set initial learning Prepare for intial Complete the learning
expectations and
development activity intervention
assess TL&D and understand key
competence /
concepts
confidence

Post– assessment Review Embed the learning
Manager observation, Discuss assignment Put learning into
with manager and practice (coaching,
competence / share progress to observation and
confidence date, key learnings practice)

and next steps

Application

My Learning Journey

Transfer of Learning Matrix

The learning process outlines the journey you will take as you complete each learning activity.
In order for a knowledge, skill or behavioural change to be successfully embedded you need the
opportunity to apply the learning and have a formal review with your manager.

The following Transfer of Learning Matrix demonstrates the importance of your manager agreeing your
needs with you and reviewing the learning with you afterwards.

Before During After

1 8 3MANAGER

2 4 9FACILITATOR
7 5 6LEARNER

Broad and Newstrom 1992

The above demonstrates that two of the top three most effective ways of
transferring your learning into the workplace involve a discussion with your manager.

5

My Learning Journey

MyCampus

MyCampus enables you to access a range of information, courses and development opportunities. It is
available to all users and can be accessed both from our EDF Energy intranet site and externally.

It has a wealth of resources including links to several external learning & development sites.

MyCampus can be accessed at work through a desktop or Within MyCampus there are a number
laptop, or through your own devices, including tablets and of resources in a variety of areas.
mobile phones, it gives real flexibility to meet your training,
learning and development needs.

Personal Development Hub
This is the area where you can explore the
personal growth and development
opportunities available to you

Learning Opportunities
The Learning Opportunities area details the
training, learning and development opportunities
throughout EDF Energy, much like a university
prospectus.

My Learning
Here you can view your courses and
keep track of your learning.

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My Learning Journey

How can I navigate around MyCampus?

In order to start your MyCampus journey please see the Getting Started in MyCampus page
The quickest and simplest way to navigate MyCampus is via the Personal development Hub (sometimes
referred to as “The Tube Map”). This can be found by clicking Me in the navigational bar at the top of the
page.
You will be presented to with a wealth of resources
Each can be accessed simply by clicking on them

continued overleaf

7

My Learning Journey

How can I navigate around MyCampus?

Application Forms and Policies

MyCampus contains most of the forms you'll need to access learning and development
opportunities. In many cases, pages will link to the form needed directly. Forms and policies that are
available include:

 Training Learning and Development Request Form (TLD Form)

this is used when you cannot locate the learning solution you are looking for. This form is sent

to [email protected] who will then work with you to find the appropriate

solution.

 Foreign Language

 LEAP

 Learning for All (LFA)

 Pre and Post Course Briefings

 Post Course review

All available forms and policies can be accessed here Information on the LEAP, Foreign Language & LFA Policies
can be found in the Learning Support area of the
8 Personal Development Hub

My Learning Journey Information on the
Business Line Academies
How can I navigate around MyCampus? can be accessed via the
Business Line Academy area
Business Line Academies within the Personal
Development Hub
These have, and continue to be,
developed to provide structured
career development for non-engineering
professionals at EDF Energy.

Booking and cancelling courses

Use the Employee Self Service learning portal to identify and pre-book the relevant course. This will go to your
manager for approval via MSS, and then to the Learning Services Team to organise.

If there is no appropriate course or you do not have access to ESS, use the TL&D Request Form and follow the
instructions in the document. NB. If you make your request/booking via ESS, do NOT use the form as well.

Exceptions to the above booking process: for LEAP, Foreign Language & LFA, please refer to the relevant policy
documents.

We understand the value of investing in the training of our staff and want to ensure you and the business gain the
most from this. Our cancellation policy encourages the individual to assess whether they have the time to attend the
training and ensure that, when a cancellation is made, the cost can be recovered to re-invest into further training.

If you do need to cancel, please:
Advise the Learning Services team immediately as there may be people waitlisted and/or we can try to avoid
cancellation fees.
Explain your reason for cancelling via email to the Learning Services team, copying in your Manager.

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My Learning Journey

Performance Management & Quality Conversations

Your learning and development needs will be identified during the Performance Management Process or during your Quality
Conversation.

Performance Management is all about getting the best out of you, being the Having a regular conversation with your manager
best version of yourself. Working in partnership with your manager to will ensure you are:
 Healthy and fit for work
understand your role and accountabilities, to identify how you can add value  Understand the purpose of your role and the
and contribute to the success of our business and to ensure your objectives
part you play in helping the company achieve
are aligned with the businesses. It’s important that your efforts are in it’s ambitions
alignment with the other functions and teams across our organisation to  Know what you need to do and have the right
support, knowledge, skill and competence to do
collectively achieve EDF Energy's mission, ambitions and goals. your job
 Know what you are good at and how to
Click on the respective icons to develop your career at EDF Energy
find out more about the  Motivated, engaged and recognised for a job
processes well done

Quality Conversations are a great way to provide support to improve and
develop your performance

They offer the opportunity for you to sit down with your manager at least
once a month to have a good quality conversation which focuses on:

 exchanging information,
 building trust and respect between you both
 allowing you to speak openly without blame or criticism
 exploring your wellbeing, career and work-life balance
 supporting our drive to high performance and the performance

management process

They create an opportunity for two-way feedback, your personal
empowerment and allow you and your manager to engage, motivate and
10 inspire each other.

My Learning Journey

Performance Management is all about getting the best
out of you, being the best version of yourself. Working
in partnership with your manager to understand your
role and accountabilities, to identify how you can add
value and contribute to the success of our business and

to ensure your objectives are aligned with the
businesses. It’s important that your efforts are in

alignment with the other functions and teams
across our organisation to collectively achieve EDF

Energy's mission, ambitions and goals.

Development needs may arise as a result of a need to:
 Enhance performance in your current role
 Address anticipated changes in your current role
 Address career aspirations towards a future role

An integral part of the Performance Management Process is to discuss your CAREER
ASPIRATIONS. These will be recorded as part of the process and where appropriate a career
plan will be agreed.

Career discussions take place following your mid year review meeting and this is where your
manager will help you plan the steps needed for your career growth.

A career plan should be flexible enough to respond to emerging opportunities and, where
possible, a choice of how to reach the goal. Once the goal has been identified your
development plan can record the training and development activities to be undertaken.

11

My Learning Journey Feedback

How will I identify my development needs? Quality Results

The process of identifying your development takes place Observations
every day through each task/activity you are involved in. Self-Assessment
These situations allow you to identify your development
needs/priorities which can be discussed in your Competency
Performance Management or Quality Conversation. From Frameworks
these conversations you can pull together your Personal
Development Plan. The intention is to build a picture of
what your development needs are before pulling you plan
of development activity together.

During your conversations with your manager you should be
challenging the development activity identified ensuring
there is clear evidence that this is a development need.
Equally, when discussing the need you and your manager
should identify how you will assess the effectiveness of the
development intervention, i.e. what will you do differently
after the learning that enhances your performance?
There has to be TESTING & CONSOLIDATION to ensure the
learning has added value and demonstrated it’s worth in
terms of time, resource and cost.

If you cannot agree on an effective way of demonstrating
the value you probably ned to revisit the need identified.

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MMy LLeaarrnniing Journey

Here are some tools that are available within MyCampus to
help you identify where you need to focus your development.
They can be accessed via the Personal Development Hub

These are the guiding principles for
behaviour to support and shape
our culture and performance.
They define the behaviours that
we should be demonstrating
ourselves and seeing in others.

The power
of self

assessment

13

My Learning Journey

Development Planning “Personal development planning enables you to take charge
of your own learning. Learning becomes a proactive as well
as reactive process, designed and prioritised to support
immediate development needs as well as longer term
ambitions”

You are responsible for your own development and your Click on the image to
development plan should be initiated and monitored by you find out more about
and, for it to be effective, agreed and supported by your development
manager. planning at EDF
Energy

Your plan may focus on:
 Helping you to reach a competent level for your current role
 Enhancing your skill set to broaden your knowledge, skill and/or attitude
 Preparing you for your next role

To ensure that real learning takes place and endures, we Having a development plan will help you build
emphasise and encourage a holistic approach by integrating the required skills, knowledge and experiences
both formal and informal elements. We believe that the you need to do your job effectively and/or to
most effective way to learn and develop a new skill or fulfil your career aspirations. It will help you
behaviour is to apply and practice it on the job and in real understand your development needs and how
life situations. you will address them. You are responsible for
The 70-20-10 concept is a learning and development model your own development and your development
that uses a three blend approach to provide a development plan should be initiated and monitored by you
platform for all employees. Please consider this when and, for it to be effective, agreed and supported
agreeing development plans, going on a course is not by your manager.
always the best solution. More information is available on
the next page.

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My Learning Journey

A tool that may help you when identifying what are the best development opportunities for you is:

70-20-10 Concept
At EDF Energy there are many opportunities for learning, delivered in ways to suit you. As with most organisations,
learning isn't just in the classroom. We follow the 70/20/10 principle of learning which states that if all the
person’s development activities are 100%:

70% 20% 10%

Experience Exposure Education

Learning through day to day Learning through others from Learning through structured
tasks, challenges and practices informal coaching, exploiting courses and programmes
personal networks and other
collaborative and co-operative

actions.

70% 20% 10%

Examples include: Examples include: Examples include:
 On the job learning  Coaching  Training courses
 Stretch assignments  1:1 mentoring  Webinars
 New tasks within team  Action Learning Sets  Class room led activity including
 Communities of Practice  360 feedback
 Helping Hands  Social Networking Lunch & Learn, Buzz Sessions etc.
 Self Study  Job Shadowing  Qualifications
 Project activity  Secondments  Conferences
 Post course activity  Webinars  External Seminars
 Job Swaps  Video based learning

A tool to help is the Development Planning Easy Guide

Click on the image to access

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My Learning Journey

Ways of Learning

Each of us has our own preferred way of learning. Within EDF Energy we are committed to offering a range
of learning opportunities aimed at meeting not only learning preferences but also fitting in with your
working patterns and business requirements.
Some people prefer to learn by doing, others by observing or researching and some by practical application.
Some of us learn best in a group environment and oters prefer to learn on their own.
You may wish to take some time to think about how you like to learn, discussing this with your manager to
ensure that you incorporate a mixture of learning activity into your development plan that will maintain
your interest and engagement and keep you focused on following through.
You may wish to refer to activities listed in the 70/20/10 concept to help you identify your preferred ways of
learning.
One tool we do have available to help you in EDF Energy is an assessment tool linked to the VAK Model.

NEEDS INFORMATION FROM MYCAMPUS

We have developed resources that fall into four different categories of learning. These are shown on the
next page.

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My Learning Journey

Types of Learning

As mentioned each of us has our own preferred way of learning. The following categories of learning are
available within the MyCampus resources.

Type of Learning Explanation
Self-Managed Learning
Self-managed learning allows individuals to take responsibility for decisions about
E-Learning what and how they learn, and when and where they learn. E-Learning & Informal
learning activity can form part of this learning. More and more resources within
MyCampus are being designed to be widely available for use “in the moment” as
and when an individual needs it. MyCampus can also be accessed externally to allow
an individual to have some control over when they learn.

This is learning conducted via electronic media, in our case via MyCampus. A range
of resources are available using this medium.

Informal Learning This is, by default, any learning that is not formal learning. It has no set objective in
Face-2-Face Learning terms of learning outcomes and tends to happen on an ad-hoc basis rather than
being planned.
It is often spontaneous and creative and can happen in and out of work. We have a

number of opportunities within EDF Energy to support your informal learning

including:

 Helping Hands

 Joining a Network

 Communities of Practice

These are formal learning solutions delivered either in a classroom or via a webinar.
They can be accessed via the Learning Opportunities area within MyCampus using
the link below:

https://mycampus.edfenergy.com/learning-opportunities/wiki/learning-opportunities/company-
wide-catalogue

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My Learning Journey

Finding development solutions

You will find a range of resources The following areas within MyCampus contain a wealth of
within MyCampus to support you development solutions from a very diverse range of sources:
once you have identified where
you need to focus your
development and the most
appropriate delivery method .
These include networking,
coaching, e-learning, reading,
audio material, videos,
qualifications, webinars and
courses.

Learning Mall Here you can navigate the breadth of learning
opportunities available within EDF Energy including
Learning Opportunities those from EDF Group, Ashridge learning resources
Wiki and Technology, Education & Design (TED)
Self-Enrol Courses
Communities of Practice This area provides information on what is available,
contact details and other useful information relating

to learning and development

Here you can browse all self-enrol courses

This is the area where professionals with a common
interest join and share knowledge

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My Learning Journey Leadership
Leadership development at EDF Energy is currently split into two
Additional Resources
areas, the Generation Leadership Academy (GLA) and the
Click on the icons to access these sites Leadership Development Centre of Excellence (CoE). The CoE are
responsible for the suite of programmes being developed under the
Ashridge Resources
Virtual Ashridge is an award- umbrella of the EDF Energy Leadership Institute (ELI).
winning collection of online materials,
created by the consultants of Ashridge Induction
Executive Education. Customisable, relevant There are various induction programmes available for
and insightful, Virtual Ashridge is the leading each business unit and some can be very specific to a job that you
eLearning solution that allows you to access have undertaken. If you are new to the organisation, or have
a business school education anytime you changed role or function, please talk to your manager to see if you
need to attend a specific programme as part of your development.
need it.
An induction programme that is open to all new starters is the 'EDF
19 Energy and Me' Induction Programme that provides an engaging
and unique way to look at different business areas whilst learning
what happens in the day to day functions of the different business
areas. This is a 2 day programme designed and delivered by
Campus, together with expertise from across the company. If you
wish to attend this programme please discuss with your manager
and then call Learning Services on 776 to book a space.

We hope you have found this
workbook useful.

Please revisit this resource whenever
you need support in identifying and

planning your development