1.1POLICY STATEMENT 

 

1.2    In recognition of the bilingual nature of the general population of the area which 

it serves, SPC staff and all of its commercial elements will adopt bilingualism 

as normal practice. The Organisation’s general services will be provided 

bilingually, in English and Welsh, maintaining the same standards in both 

languages. 

 

1.3      However, when the services are directed at specific Welsh audiences those 

services can be provided through the medium of Welsh alone. Services to 

individuals are provided on the basis of the individual’s language choice as 

appropriate. 

 

2.1    DEALING WITH THE PUBLIC 

 

2.2    Where applicable the Organisation’s direct contact with the public – both written 

and in public meetings – will be bilingual, unless it is directed at a specific Welsh 

audience where contact will be in Welsh only. 

 

 2.3  The Organisation’s contact with individuals – on the phone or in meetings which 

are not public meetings – will be conducted in the language of those individuals’ 

choice. The Organisation’s staff will be responsible for providing that language 

choice. 

 

3.1   THE ORGANISATION’S PUBLIC FACE 

 

3.2   The Organisation will have a fully bilingual corporate identity which gives priority 

to the Welsh language. This identity is reflected in initial telephone responses, 

signs, printed materials, forms and explanatory material, publicity material, 

public notices and staff recruitment advertisements. 

 

4.1    RECRUITMENT AND STAFFING 

 

4.2    In order to uphold the above policy, the Organisation welcomes the recruitment 

of staff that are competent to carry out their responsibilities in both English and 

Welsh. Bilingual skills are considered essential for some posts that deal directly 

with the public and key administrative posts. Bilingual skills are considered 

desirable for other posts which do not deal with the general public directly. The 

Organisation is committed to improving the bilingual skills of its staff within its 

general staff development policy. 

 

5.1    MONITORING AND EVALUATING 

 

5.2   The Organisation will monitor and evaluate the implementation of this policy 

along with any related practical guidelines in accordance with the 

Organisation’s usual monitoring and evaluating procedures. 

 

 6.1   WRITTEN COMMUNICATION 

 

6.2   The Organisation welcomes correspondence in both Welsh and English. A 

short sentence to this effect will be included on the Organisation’s headed 

paper and email footers as soon as possible. 

 

6.3   Correspondence to individuals will be sent in the language of the individual’s 

choice. With regard to Welsh speaking correspondents, it will be assumed that 

subsequent correspondence will be in Welsh unless the individual notes 

otherwise. 

 

6.4   All general correspondence to the public – circulars, standard letters, invoices, 

notification correspondence and so forth – will be distributed bilingually. 

 

6.5   Staff that can write letters in Welsh and English are encouraged to do so. If 

they are unable to do so they should write the correspondence in their preferred 

language and arrange for the work to be translated by one of the Organisation’s 

approved translators following the appropriate procedure for purchasing the 

services of a translator. 

 

6.6   Training will be provided for members of staff who wish to improve their written 

skills and arrangements can be made to check the written work of any member 

of staff who requires assurance of accuracy. 

 

7.1    PUBLIC MEETINGS 

 

7.2   Contributions made in Welsh will be welcomed at every public meeting, seminar 

and consultation. Translation facilities will be provided for non-Welsh speakers 

when needed, with the opportunity for those who attend to note that they will 

need this facility when they register. It is the responsibility of the event 

organiser to ensure that this choice is available. 

 

7.3   Attempts will be made to ensure the service of a bilingual chairperson or 

facilitator at the Organisation’s public meetings and that chairperson or 

facilitator will state at the outset that either language can be used during the 

meeting. Where appropriate, attempts are made to endure that at least one of 

the main speakers delivers his/her speech in Welsh. 

 

7.4   All the information and publicity regarding public meetings, seminars and so 

forth will be bilingual including notices, agendas or other publicity material. 

 

7.5   At least one Welsh speaking member of staff will attend each public meeting to 

serve as a receptionist and working Welsh material will be displayed in 

reception areas. 

 

 8.1  CORPORATE IDENTITY 

 

8.2   All of the Organisation’s administrative material will be bilingual – headed 

paper, greetings slips, fax paper, business cards, identity badges and so forth. 

 

8.3   All materials carrying the name, logo and address of the Organisation will also 

be bilingual, giving priority to the Welsh language. These will include: 

  a)   Signs 

  b)   Printed material 

  c)   Forms and explanatory material 

  d)  Advertising and publicity material 

  e)  Notices and advertisements 

  f)   Websites 

 

8.4    Any member of staff preparing printed material should allow time for translation 

within the design process. Attention should also be paid to effective bilingual 

design (see the Bilingual Design booklet published by the Welsh Language 

Board). 

 

8.5    Signs and display materials in the Organisation’s reception areas (in offices and 

public meetings) will be in Welsh or bilingual. The Welsh Language Board’s 

working Welsh materials will be used to indicate language choice in those 

areas. 

 

9.1    RECRUITMENT AND STAFFING 

 

9.2   The Organisation’s managers will conduct regular surveys of posts within the 

Organisation to identify those posts where Welsh skills are considered to be 

essential, desirable or not applicable. 

 

9.3   The Organisation’s recruitment strategy will consider the language skills 

required for individual posts. Any recruitment advertisements will note the 

language skills necessary for the post and language skills will be a relevant 

factor for consideration when appointing. 

 

9.4    When appointing to specific posts the recruitment strategy will also give 

consideration to overall language skills within operational teams in order to 

ensure a bilingual capacity within individual operational teams. 

 

9.5    Support is provided for any member of staff wishing to improve his/her language 

skills within the Organisation’s staff development framework. 

 

10.1  SUPPORT AND GUIDANCE 

 

10.2 The Organisation will give its staff every support in implementing the above 

policy and guidelines through advice to individuals, translation services and 

appropriate training. Should you require further guidance regarding any aspect 

of this policy contact the Chief Executive Officer of ACM. 

 

                                                                                                                                       

Reviewed by DT January 2023