1. Introduction & Purpose

This Training & Development Policy (the "Policy") reflects Nexly Corporation's ("Nexly" or the "Company") commitment to investing in its employees' growth and development. Located at 701 South Street Suite 100, Mountain Home, AR 72653, Nexly recognizes that providing opportunities for employees to enhance their skills, knowledge, and abilities is essential to individual success, team performance, and the overall success of the Company. This Policy is designed to:

• Foster Employee Growth: Support employee career growth and development by providing opportunities for skills enhancement, knowledge acquisition, and professional advancement.
• Enhance Performance: Improve employee performance and productivity by providing training and development opportunities that align with job responsibilities and Company goals.
• Ensure Regulatory Compliance: Ensure that employees receive the required training to comply with all applicable laws, regulations, and industry standards.
• Promote a Culture of Learning: Foster a culture of continuous learning and improvement.
• Support Business Objectives: Align training and development programs with the Company's strategic objectives.
• Maximize Employee Retention: Increase employee retention by providing opportunities for employees to develop their skills and advance their careers.
• Build Expertise: Develop internal skills and expertise.

This Policy applies to all Nexly employees, including full-time, part-time, and contract employees. This Policy is to be read in conjunction with other Company policies, including, but not limited to, the Performance Management Policy, the Anti-Discrimination & Equal Opportunity Policy, and the Code of Conduct.

2. Types of Training & Development

Nexly Corporation will provide a variety of training and development opportunities to its employees, including:

• 2.1. Orientation & Onboarding:
  • New Employee Orientation: Providing new employees with an orientation to the Company, its culture, policies, and procedures.
  • Job-Specific Training: Providing new employees with the training necessary to perform their job duties effectively. This includes the use of company-specific software and systems.
  • Mentorship Programs: Offering mentorship programs to provide new employees with guidance and support from experienced colleagues.
• 2.2. Compliance Training:
  • Mandatory Training: Providing training on topics required by law or regulation, such as:
    • Anti-Discrimination and Harassment Training.
    • Data Privacy and Security Training.
    • Information Security Training.
    • Ethics Training.
    • Other compliance-related topics as required.
  • Regular Refreshers: Ensuring that employees receive regular refresher training to remain up-to-date on compliance requirements.
• 2.3. Skill Development Training:
  • Technical Skills Training: Providing training on technical skills related to employees' job duties.
  • Soft Skills Training: Providing training on soft skills, such as communication, teamwork, leadership, and project management.
  • Professional Development: Offering opportunities for professional development, such as industry certifications, workshops, and conferences.
• 2.4. Leadership Development:
  • Leadership Programs: Providing leadership development programs to support the growth of employees in leadership roles.
  • Executive Coaching: Offering executive coaching to senior leaders.
• 2.5. Tuition Reimbursement (if applicable): Offering tuition reimbursement for job-related courses and degree programs. [Nexly will provide tuition reimbursement for eligible employees. The details of the program can be found in the Employee Handbook or on the Nexly Corporation Intranet].
• 2.6. Cross-Training: Offering cross-training to ensure that employees can perform the duties of multiple jobs.

3. Training & Development Process

Nexly Corporation will follow a structured process for providing training and development opportunities:

• 3.1. Needs Assessment:
  • Employee Feedback: Gathering employee feedback through performance reviews, surveys, and other channels to identify training needs.
  • Performance Data: Analyzing performance data to identify skill gaps.
  • Business Needs: Identifying training needs based on the Company's strategic objectives.
• 3.2. Training Plan Development:
  • Individual Development Plans (IDPs): Developing individual development plans (IDPs) for employees, in collaboration with their managers.
  • Departmental Training Plans: Developing departmental training plans based on business needs.
• 3.3. Training Delivery:
  • Training Methods: Utilizing a variety of training methods, such as:
    • Classroom training.
    • Online training.
    • On-the-job training.
    • Mentoring.
    • External training programs.
  • Qualified Trainers: Utilizing qualified trainers.
  • Accessibility: Providing training in accessible formats, including materials that are accessible to people with disabilities.
• 3.4. Evaluation:
  • Training Evaluation: Evaluating the effectiveness of training programs.
    • Feedback Collection: Gathering feedback from employees and managers on training programs.
    • Post-Training Assessments: Conducting post-training assessments to measure the employees’ knowledge and skills.
  • KPIs and ROI: Measuring the return on investment (ROI) of training programs. This may include measuring the training’s impact on employee performance, productivity, and retention.
  • Reporting: Providing the information and data necessary to make decisions.
• 3.5. Recordkeeping: Nexly will maintain accurate records of employee training activities.
• 3.6. Compliance Training: Required training is mandatory, with records kept of completion and non-completion.

4. Roles & Responsibilities

Effective training and development requires a commitment from all levels of the organization.

• 4.1. Board of Directors:
  • Oversees the Company's training and development program.
  • Approves the Training & Development Policy and reviews its effectiveness.
  • Monitors the Company's training and development budget and expenditures.
• 4.2. Human Resources (HR) Department:
  • Develops and implements the Company's Training & Development Policy.
  • Conducts training needs assessments.
  • Develops and delivers training programs (or facilitates external training).
  • Manages the Company's learning management system (LMS), if applicable.
  • Maintains records of employee training activities.
  • Monitors the effectiveness of training programs.
  • Oversees the budget for training and development.
  • Works with department heads to create departmental and individual training plans.
  • Coordinates compliance training.
• 4.3. Department Heads & Managers:
  • Identify training needs within their departments.
  • Work with HR to develop departmental training plans.
  • Encourage and support employee participation in training programs.
  • Provide on-the-job training and coaching.
  • Evaluate the effectiveness of training programs.
  • Ensure compliance with mandatory training requirements.
• 4.4. Employees:
  • Participate in required training programs.
  • Identify their own training and development needs and discuss them with their manager.
  • Seek out opportunities for professional development.
  • Apply the knowledge and skills gained through training to their job duties.
  • Provide feedback on training programs.
  • Be aware of training resources.

5. Types of Training and Development Opportunities

The Company is committed to providing a wide variety of training and development opportunities.

• 5.1. Mandatory Compliance Training: Required by law and essential to operate. The HR Department will provide a schedule for completing this training. Employees who fail to complete this training may receive corrective action up to and including termination.
• 5.2. Departmental Training: Job-specific training on the skills, processes, and tools for the specific role. This may be required or provided by the employee’s manager.
• 5.3. Internal Training: Training materials and courses from internal sources.
• 5.4. External Training Opportunities: Training and courses provided by external sources, that may include paid certifications and other types of education and development. Nexly may provide employees with access to courses and learning platforms.
• 5.5. Leadership Development: Programs and/or courses available to employees in a leadership role.

6. Funding & Time Allocation

To ensure employee development is properly resourced, the following funding and time allocations will be used:

• 6.1. Training Budget: Nexly will allocate a budget for training and development, which will be determined annually. [Specify a budget, or provide the parameters used to determine the budget].
• 6.2. Time Allocation: Employees will be provided with a reasonable amount of time to participate in training and development activities, as determined by their manager and the nature of the training. [Specify, e.g., Time off should be coordinated with a manager, or hours should be devoted to training each week].
• 6.3. Tuition Reimbursement (If Applicable): The Company will offer tuition reimbursement, subject to the terms and conditions of the Company's tuition reimbursement program, for eligible employees who pursue job-related courses or degree programs. [Specify the details of the program].
• 6.4. Stipends: Nexly may provide a stipend for certain training or conference expenses.

7. Policy Review & Amendments

This Training & Development Policy will be reviewed and updated regularly to ensure its continued relevance and effectiveness.

• Review Frequency: This Policy will be reviewed at least [Specify Frequency, e.g., annually] or more frequently as needed.
• Review Process: The review process will involve:
  • Input from Stakeholders: Seeking input from relevant stakeholders, including Human Resources, managers, and employees.
  • Training Program Effectiveness: Evaluating the effectiveness of the training programs.
  • Changes in Laws: Identifying changes in legal and regulatory requirements that impact training needs.
  • Alignment with Strategic Goals: Ensuring that the Policy aligns with the Company's strategic goals.
• Policy Amendments and Communication: Any amendments to this Policy will be approved by [Specify Approving Authority, e.g., the Board of Directors or the Executive Leadership Team] and communicated to all employees through [Specify Communication Channels, e.g., company-wide email, intranet posting, training sessions].
• Policy Ownership: The Human Resources Department is responsible for maintaining and updating this Policy.

**Acknowledgement:** By accepting employment with Nexly Corporation, all employees are deemed to acknowledge and agree to abide by the terms and conditions outlined in this Training & Development Policy.