Available at limited stores. Diamond Pavé Band (1/6 ct. Diamond Concave Style Band (1/10 ct. Moissanite Emerald Cut Wedding Band (1 1/10 ct. NEW! Men’s Black Diamond Band (1/4 ct. Moissanite Pear Cut Wedding Band (1 7/8 ct. Diamond Band (1/4 ct. 1/4 – 1/2 ct.t.w. Diamond Link Band Ring (1/10 ct. Men’s Sterling (www.clocksandcolours.com) Silver Ring, Black Diamond Band (1 ct. Diamond Split Shank Band (1/10 ct. Diamond Band Ring (1/10 ct. Lab-Created Diamond Band (3/4 ct. Moissanite Oval Cut Wedding Band (1 1/10 ct. Emerald (1/5 ct. t.w.) & Diamond (1/5 ct. 3/4 – 1 ct.t.w. Black and White Diamond (3/4 ct. Men’s Diamond Satin Finish Comfort Fit Wedding Band (1/4 ct. Moissanite Emerald Cut Wedding Band (4 5/8 ct. Lab-Created Diamond Three-Row Band (3/4 ct. Diamond Stacking Band (1/10 ct. 1/2 – 3/4 ct.t.w. Once an order is made through Curbside Pickup, look for an email with specific instructions and pickup location for your store. 1 – 2 ct.t.w. 2-Pc. Diamond Bands (1/6 ct. NEW! Men’s Black Diamond Cluster Band (1/2 ct. Certified Seven Diamond Station Band Ring in 14k White Gold (Link Home Page backtoglamour.com) (1-1/2 ct. Moissanite Princess Cut Wedding Band (3 ct. Click on the store location link to see which stores are Curbside Pickup eligible. Orders that are placed before noon will be available for same day pickup. EFFY® Diamond Triple Row Band (1/5 ct. Men’s Diamond Brushed Band in 10k Gold (1/10 ct. Orders made after 12pm will be available for pick up the next business day. EFFY® Diamond Textured Split Row Band (1/6 ct. EFFY® Diamond Band (1/10 ct. Moissanite Emerald Cut Wedding Band (2 3/4 ct. Lab-Created Diamond Channel-Set Band (1/4 ct. Lab-Created Diamond Cluster Band (1/2 ct.

This will support the organisation’s move to the 70:20:10 blended model of learning and development. This will be available to all staff, regardless of the nature of their posts, as the Welsh language is a business need across the organisation. As a first step the current training on offer will be evaluated to understand what will need to be adapted in order to support this strategy. A strong emphasis will be placed on ensuring opportunities to use newly acquired Welsh language skills in the workplace. Academi Wales and the Welsh Language Division are currently collaborating on a pilot project called Leadership in a Bilingual Country. In ensuring that sufficient support is put in place we will work closely with the National Centre for Learning on lessons learnt and best practice elsewhere. This ties in with the Academi Wales Leadership Behaviours Framework and allows senior leaders to discuss how they will develop an organisational culture that supports bilingualism and mainstreaming promotion of the Welsh language in policy making. There will be a systematic approach to all Welsh language training based on learning plans tailored to the individual containing specific targets, including work-related targets where appropriate – something that will allow managers to contribute to the process. We will evaluate and refine this provision with a view to all Welsh Government senior leaders participating. Opportunities for practice in a less formal context will be developed and we will consider how classroom learning can be supplemented with practical opportunities to use the language as part of everyday work. At present staff need to demonstrate a “business need” within the application process for formal Welsh language training.

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In future Welsh language skills will always be acknowledged as a business need across the organisation. All posts advertised by the Welsh Government will require candidates to demonstrate at least a basic “Courtesy” level of Welsh language skills within an agreed timeframe. This will be achieved by means of a basic Welsh language induction course that will support new staff to achieve basic level courtesy Welsh as defined above. This is to be replaced, as a minimum requirement for all posts, with wording emphasising that Welsh language skills are an asset to the Welsh Government. The setting of reasonable and practical objectives for learning will be reviewed and line managers will be reminded of the need to support the commitment to training. It will be revised to ensure that it reflects the Welsh Government’s needs and to ensure that Welsh language skills are properly taken into account by line managers. This could also be used to monitor our legal obligations. Candidates will be expected to evidence those skills either on appointment or within an agreed and appropriate timeframe during their probationary period (usually within 6 months of starting in post). But will make the requirements clear and emphasise that support is in place to ensure the skills are achieved within an agreed and appropriate timeframe. Mainstreaming the Welsh language as committed to by the First Minister is not straightforward. Line managers will only be able to refuse requests for training in exceptional circumstances and only on a short term basis. In all cases (except those where Welsh language skills are essential) we will ensure that candidates understand that if they cannot demonstrate skills upon appointment, this will not be a barrier to applying for a post. This is intended to be the start of a process of continuous improvement in Welsh language skills supported by training and other development opportunities provided. The process in place for assessing and categorising the skills levels required for all posts will also be reviewed. As now, due to their nature, some posts will require Welsh language skills upon entry – and we will reassess whether more posts should be designated in this way. The reference to “no Welsh language skills required” when advertising posts no longer reflects the requirements or ethos of the organisation. Achievements of learners will be recognised as part of the ‘Let’s Talk’ performance management process. We will consider whether to introduce a governance model similar to the Canadian Government’s “Official Languages Maturity Model” which is designed to ensure internal parity for the English and French languages. We will make all candidates aware of the bilingual ethos of the organisation, along with the requirements, before applying for posts by ensuring Appoint (or any replacement system) and recruitment guidance documents contain the relevant information.

The requirement to demonstrate courtesy level Welsh will be gradually applied across the organisation during the first 5 year period, something that will begin with the Senior Civil Service. We will also look at emerging translation technology and automation to ensure that all our translation activity – both internal, and outsourced – is undertaken in the most efficient way possible. A series of pilots will be devised, implemented and evaluated to consider how best to increase the use of the Welsh language within geographical locations and within teams or networks that already have a high proportion of staff who have Welsh language skills. We will ensure that Welsh-speaking staff can access Welsh language interfaces of technology we use, without them having to request to do so. Our Translation Service provides an invaluable service to the Welsh Government, and our obligations and ambitions in relation to the Welsh language would not be met without it. However, having a service of this kind means the Welsh language can be compartmentalised rather than mainstreamed. In order to increase our use of the Welsh language in the workplace, we will focus on developing new ways to assist people to produce bilingual text. This will, of course, have no bearing on the ICT provision of those staff members who don’t speak Welsh. The specialist skills we have could be used, at least in part, to facilitate more use of Welsh by others across the organisation. Moving from this ‘English as default’ situation in ICT will give Welsh speaking staff a great deal more ‘contact time’ with the Welsh language, and will not affect the language of whatever content an individual staff member is working on at a given time. Our intention is to make it easier to use the Welsh language and to produce relevant Welsh language material without always necessarily having to send work to translation services. Expecting individual members of staff to request Welsh language ICT provision rather than have it proactively offered to them, will perpetuate the current situation we have: one in which most Welsh-speaking staff have their ICT interfaces in English – research in the field of behavioural sciences shows that humans tend to ‘go with the flow’ or with the default option presented to them (most software in the UK, out-of-the-box, defaults to English). We will also embed advice on Welsh language requirements in the process of gaining approval for procurement of new digital services, for staff and for external users, through the Solutions Design Authority Board. We will ensure that any digital applications developed or procured for internal staff use will automatically be available to staff bilingually wherever practicable. This may involve, for example, the Translation Service providing more editorial services and fewer translation services. This again will be the start of a process of continuous improvement of our Welsh language skills.

As part of this initiative we will consider how to make the best use of those who already have Welsh language skills within the organisation, and to find ways of reducing barriers to using Welsh. In accordance with the principle of “mainstreaming” there is to be no stand-alone Welsh language policy and similarly this strategy forms part of the broader Welsh Government people strategy. The Welsh language emerged around 1500 years ago having evolved from the Brythonic language spoken across Britain. Many of us are unfamiliar with the history of the Welsh language. This will underpin a tool that will assess the extent of improvement required to reach the goal. Changes in HR policies will be needed to reflect the strategy and this will be done by amending the specific policies that already exist, most notably on recruitment and training. This may include matters such as the way in which responses to Senedd Questions and ministerial correspondence are commissioned and how we arrange our teams. After the Laws in Wales Acts, the official status of the Welsh language remained unchanged for four centuries. This is relevant because events of the past set much of the context for what aim to do in the future. The model will assess the upward trajectory we will need to follow between now and 2050. The starting point will be to establish a baseline by considering what would happen if there is no change to current practices and policies. Despite the lower proportion of Welsh speakers, increases in population also mean, however, that 1911 was a high point in the number of recorded speakers, at nearly a million people. A model is being developed to better assess existing levels of Welsh language skills (looking for example at the demographic of those with skills, their grade and their location) and then to consider the extent of change required to reach the 2050 goal. An important element of our review cycle over the 5 year periods up until 2050 will be statistical analysis. It was spoken by nearly all of the people of Wales until the middle of the 19th century, with the vast majority able to speak Welsh only. The 1911 census recorded a decline of those speaking the language to below 50% for the first time. Currently, 23.6% of the Welsh Government’s workforce can understand Welsh (Levels 3 to 5). At these levels a person has the ability to understand most or all work related conversations at least. Despite Henry VIII’s “Laws in Wales” Acts of 1535 and 1542 prohibiting use of Welsh in the courts and requiring those holding public office in Wales to be able to speak English, English only become the majority language in Wales relatively recently. We will set targets for improving these figures based on the required trajectory.