Providing role-specific and relevant training on environmental and sustainability topics ensures that staff contribute effectively to the implementation of the establishment’s sustainability strategy and daily operations.
Hotels and Hostels (HH) and Campsites and Holiday Parks (CHP), provide 1 general sustainability training per year for permanent staff and at least 1 departmental or role-specific (e.g. housekeeping, kitchen etc.) sustainability training per year.
Small Accommodations (SA), Restaurants/Cafés (R), Attractions (A), Conference Centres (CC), and seasonal establishments provide at least 1 sustainability training per year for staff.
Suggested training topics include:
- waste sorting and reduction (including hazardous waste);
- sustainable Food & Beverage (F&B) practices;
- eco-friendly cleaning and use of chemicals;
- circular economy principles (reduce, reuse, recycle);
- climate change;
- biodiversity preservation;
- community engagement;
- guest awareness and communication; and/or
- human rights, equality, and non-discrimination.
Annual sustainability training demonstrates progressive development, ensuring that staff expand or deepen their knowledge each year rather than receiving identical training content.
Training takes place on-site or online (e.g. written modules, e-learning) and is delivered internally or externally. New staff members normally receive training within the first 4 weeks of employment. It is strongly encouraged that outsourced and seasonal staff participate in the same training.
Green Key provides a standard reporting format for the training plan, which establishments may adapt to local operational needs.
During the audit, the establishment presents a document detailing:
- which training topics were covered;
- which departments received training (specifying the role of specific staff members, if the training is not provided to the full department);
- the date(s) of provision and training duration (one day, monthly etc.); and
- the format of training (internal/external, online, etc.).
In specific circumstances, for first-time applicants, the establishment presents a written draft of the training plan and commits to follow it within the first certification period (24 months).
During the visual inspection, the auditor conducts at least 1 interview with a selected permanent staff member present during the audit to verify their participation in and understanding of the training sessions during the general and the departmental/role-specific training.
Providing role-specific and relevant training on environmental and sustainability topics ensures that staff contribute effectively to the implementation of the establishment’s sustainability strategy and daily operations.
Hotels and Hostels (HH) and Campsites and Holiday Parks (CHP), provide 1 general sustainability training per year for permanent staff and at least 1 departmental or role-specific (e.g. housekeeping, kitchen etc.) sustainability training per year.
Small Accommodations (SA), Restaurants/Cafés (R), Attractions (A), Conference Centres (CC), and seasonal establishments provide at least 1 sustainability training per year for staff.
Suggested training topics include:
- waste sorting and reduction (including hazardous waste);
- sustainable Food & Beverage (F&B) practices;
- eco-friendly cleaning and use of chemicals;
- circular economy principles (reduce, reuse, recycle);
- climate change;
- biodiversity preservation;
- community engagement;
- guest awareness and communication; and/or
- human rights, equality, and non-discrimination.
Annual sustainability training demonstrates progressive development, ensuring that staff expand or deepen their knowledge each year rather than receiving identical training content.
Training takes place on-site or online (e.g. written modules, e-learning) and is delivered internally or externally. New staff members normally receive training within the first 4 weeks of employment. It is strongly encouraged that outsourced and seasonal staff participate in the same training.
Green Key provides a standard reporting format for the training plan, which establishments may adapt to local operational needs.
During the audit, the establishment presents a document detailing:
- which training topics were covered;
- which departments received training (specifying the role of specific staff members, if the training is not provided to the full department);
- the date(s) of provision and training duration (one day, monthly etc.); and
- the format of training (internal/external, online, etc.).
In specific circumstances, for first-time applicants, the establishment presents a written draft of the training plan and commits to follow it within the first certification period (24 months).
During the visual inspection, the auditor conducts at least 1 interview with a selected permanent staff member present during the audit to verify their participation in and understanding of the training sessions during the general and the departmental/role-specific training.