What percentage of your team’s time is allocated annually for upskilling and training initiatives?

I see two types of upskilling and training initiatives in todays world
1. Sponsored - I would say 10% per year (needed for performing the job - present and future)
2. Self - Another 10% would give more benefit to the employee (needed for upskilling self to be ready for future roles)

Above 200 hours is considered a minimum

This is a controversial question and I will give 1 month, but training without POC project is useless. Please do not take otherwise. This is the reality.

I approach this from a skills and learning aspiration, in some cases a more specific gap relative to our strategy. The type of a training applied is then chosen based on the team's and the individual's preference for learning styles and availability of learning material.

All-team classroom training doesn't provide good outcomes in my organization. I have better results with individual and flexible solutions. I use 4 steps:
1. Purpose and why - usually in one of the monthly area meetings. And an intro to the learning resource. E.g. a Udemy course.
2.. A time period set aside for all to complete the training. usually a month or two.
3. An all-area retrospective, where people share the outcome of the learning, stories about how it's been applied to our work.
4. Follow-up. I poke at this in the 1-1 talks. I praise good example of people using the skill.

Consequently, no percentage allocation is required. If the why is strong enough, and I get the time period right relative to the effort, learning just happens.

The fundamental principle here: Training is never the goal. Learning is. And we are curious people.

100%. Not a single person left where they are.

Training is deliberately hands-on, with emphasis on disruption.

We are in AI/ML space, and losing even a week of evolution may be highly impactful.