Learning and development 

development opportunities and planning

Development Opportunities and Planning

We have a number of options in place to help you get the most from your time with PGL, especially if you are looking to gain experience, build up your personal competency, complete nationally recognised qualifications and progress on the career ladder.

Our comprehensive job-related training programmes provide you with an outstanding introduction to working in outdoor, hospitality or operational support roles as well as the opportunity to gain valuable, nationally-recognised qualifications along the way.

We also recognise the importance our employees play in the continued success of PGL. Many who join us each year will be able to progress to senior positions during their time with PGL if they take the opportunities that are available to them in terms of ongoing training and personal/professional development.

Apprenticeships

An apprenticeship is a real job with training which allows an individual to learn whilst gaining nationally recognised qualifications. They are also highly valued and transferable, so if you decide to leave PGL you can use them as evidence of your knowledge and skills for future employment. Education and training.

For more information about our apprenticeships visit the PGL Apprenticeships page.

Formal and informal development

All PGL employees are encouraged to keep an up to date continual professional development (CPD) plan. You can then discuss these with your line manager during your performance review to identify your development aims or needs and match these to the plan of action that suits you.

This could be national governing body awards, a training course, shadowing a fellow member of staff, visiting another centre or providing you with a mentor. Remember, your professional development isn’t just about training courses and filling your CV with a list of qualifications; experiences and work based learning are equally important for your future.

Informal learning opportunities include:

  • Attending meetings and group and individual de-briefs
  • Changes in responsibilities including project work, job swaps, secondments, shadowing and acting up
  • Visiting and working at other centres
  • Coaching and mentoring
  • Observations, feedback and reviews by your line manager

Examples of formal learning opportunities include:

  • Apprenticeships & NVQs
  • In-house training courses
  • Role specific technical and activity qualifications
  • Distance learning, College courses and E-learning

Senior Centre-based Roles at PGL

Each year we employ more than 200 staff into senior roles and we are always looking for people who can demonstrate:

  • A proven record of achievement, gained either within PGL or external
  • Reliability and maturity
  • An interest in staff development
  • That they will go that extra mile to ensure that our guests have the best experience possible while at PGL and are flexible and prepared to roll up their sleeves to tackle whatever comes their way

There is no set time frame to becoming a senior member of staff. Someone with relevant experience gained outside PGL may become a senior in their first year, while it may take someone else several years.

If you are interested in becoming a senior, discuss this with your line manager and ask for an ‘Aspiring Senior Portfolio’ which will provide you with lots of useful information and ideas on how you can prepare yourself for the step up.

If you would like to apply for a senior position, you will need to attend one of our Senior Assessment Fairs which take place at various times of the year (look out for the posters in the staff areas). Successful applicants will be added to our senior database and will be considered for appropriate senior roles as they become available.

Where applicable, vacancies are advertised company-wide, using staff notices and the PGL recruitment website, and also external publications and websites if required.

Career development pathways

If you are already a senior and interested in becoming a Head of Department (HOD) e.g. Housekeeping Manager or Chief Instructor then we recommend you discuss this with your line manager who will be able to point you in the direction of our Aspiring HOD career pathways. The pathways break down job descriptions and person specifications into manageable elements and provide clear development ideas and progression routes that include on the job and off the job training activities and tasks.

  

Job Search

Job Search

Key PGL Facts

Key PGL Facts

Need more convincing to apply? Surely not, but if so – here are a few ‘must know’ key facts:

  • we employ over 3,000 people every year
  • over 400,000 guests visit a PGL centre every year
  • we are old! We have been providing activity holidays since 1957 (almost 60 years)
  • we have the most competitive staff package
  • we are the employer of choice within the outdoor activity industry!