|| Human Resources Director
|| Human Resources
|| President’s Cabinet
|Date of Approval:
|| August 20, 2012
|Date of Last Revision:
|Next Review Date:
It is the Policy of the University to provide assistance and support to faculty and staff to increase the effectiveness of their performance in their present University positions, as well as to encourage employees to share obtained skills, knowledge, and abilities, which may improve their opportunities and those of staff members for career advancement within the University.
Reason for Policy/Purpose
This Policy stems from the view that professional development and continuous learning are necessary to maintain the quality of the University staff and their continued readiness and ability to contribute effectively to the mission and goals of the University.
Who Needs to Know this Policy
This policy applies to all faculty and staff.
Heritage University recognizes the importance of encouraging and supporting staff and faculty in professional development activities that are related to their employment. It extends to work related professional development opportunities including, but not exclusive ot, the sabbatical leave policy, reduced tuition fee rates, eLearning, employee workshops, courses, classes, and professional conferences
An employee is eligible for the benefits provided by this policy and procedures for position or job related programs and activities if the employee has completed the probationary period, if required, and the job performance is rated as satisfactory or better.
B. Compensatory Time
Time spent by an employee, without supervisor approval, to take any development program is not counted as “hours worked” even if the program is position-related. However, if the employee is required to take a development program, then program hours must be counted as “hours worked” for Fair Labor Standards Act purposes.
C. University In-Service Training and Development Opportunities
The Human Resources Department offers courses and programs designed to meet the diverse knowledge and skill or competency needs of HU employees during work time. As a general policy, such courses and programs are considered as actual hours of work.
University leadership and administration
University leadership is responsible for identifying and communicating priorities and goals as well as relevant developments and trends affecting the University.
Directors of academic and administrative units
Deans, directors, and department heads are responsible for assisting unit heads and supervisors in adopting flexible strategies which promote participation in professional developmental/training activities.
Supervisors are responsible for working with their employees to identify needs and for creating a professional development and training plan that will benefit the unit as well as the individual.
- In consultation with Human Resources as appropriate, assess employee professional development needs.
- Approve/deny development requests of employees in consultation with supervisors.
- Consider employee development in budgetary planning.
- Ensure performance appraisals of employees include a discussion of educational and development objectives as appropriate.
- Have the primary responsibility for their own professional development.
- Make professional development interests known to their supervisors.
- Initiate requests to participate in programs relevant to the development goals identified jointly with their supervisors.
- Attend and participate in development activities as approved or required by their supervisors/department heads.
Assess campus wide development needs and based on availability of resources, sponsor appropriate development programs.
The funding sources for professional development opportunities vary depending on the activity. Funding for sabbatical leaves, for example, is based on the funding source of the employee’s payroll in the years preceding the sabbatical and is typically borne by the employing unit. Other HU based professional development and training is offered at no cost to the employing department, where possible. For those professional development and training experiences that do require a fee, the following funding resources are available for consideration by the supervisor and/or employee.
- University funding for credit courses
Tuition Waiver Benefits: This benefit offers University classes and is available to eligible employees in positions full-time (See Tuition Waiver Policy).
- Department funding
Department funding may be used for the cost of learning experiences, assuming the activity will benefit operational efficiency or effectiveness or is otherwise in line with the guidelines in this policy. Funding is at the discretion of the supervisor and is based on department budget capacity.
Website Address for this Policy
If you have any questions regarding this policy, please contact Human Resources @ email@example.com or President’s Office — Presidence’firstname.lastname@example.org
Related Policies and Resources
Employee Tuition Waiver
Performance Excellence Manual
Professional Development Policy