effective fall 2000

8/3/2019 Effective Fall 2000

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Staff Training and Development

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Human Resources Policy and Procedure

Number 50.0: Staff Development/Training

Revision 04/01/06

PurposeThe University recognizes a responsibility to enhance the staff employees opportunity to develop

skills and abilities for full performance within the position and for career advancement within theUniversity. Both the department and the Human Resources Office of Training and Development

(HRT&D) have a responsibility to assist in the professional development of staff employees.

Policy1) The department initiates the professional developmentprocess with the use of an employees

performance appraisal. Through the Performance Evaluation (PE) system, an assessment is madethe training and development needs of the department and its employees.

2) HRT&D assists in the professional development process by evaluating the recommendations odepartments as well as overall University needs by:

a. Developing and presenting training courses, andb. Offering training material and advice as to applicable methods for achieving training objecti

3) The following training is mandatory for the designated groups(s) of employees:

a. Any regular staff employee with a full time equivalent (FTE) of 0.5 or greater shall attend neemployee orientation within 30 calendar days after their first date of employment.

b. All newly hired or promoted supervisory employees shall completeSuperVISION, a supervistraining program, within 90 days of supervisory assignment.

c. All employees shall complete the Performance Evaluation Form within 30 calendar days aftetheir first date of employment.

ProcessThe department and HRT&D assist employees in achieving training objectives. However, ultimat

responsibility for development and training resides with the employee.

1) Department heads are encouraged to recommend to HRT&D any training and development wh

would benefit the department or employee. Department and division heads are also encouraged to
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develop departmental or divisional staff development programs specific to the needs of the

department or division.

2) HRT&D continuously evaluates recommendations and overall University needs and establishes

training programs as possible to meet those needs.

3) Scheduled training programs for employees are announced through bulletins distributed to all

department heads, designated web sites and University publications.

4) Upon approval of the department head, an employee may attend a training program conducted by

HRT&D or other designated providers. An employee

a. May request nomination/registration or to be nominated/registered for training programs;b. May attend training as paid working time if either he or she registers, or is nominated for,

training for departmental related objectives; and

c. May attend as paid working time at the departmentheads discretion if he or she registers, or isnominated for, training for personal objectives. If paid time is not authorized, the employee shall

be notified of that fact by the department head prior to the beginning of the training program.

5) HRT&D is responsible for maintaining a record of employees who complete their training

courses. Upon completion of HRT&D sponsored certificate training, HRT&D is responsible forforwarding the record of completion to the Human Resources Office of Employee Records.

6) If a departments training needs cannot be met by HRT&D, a referral of the request may be made to

appropriate resources and advice given to the department head concerning alternatives.

Previous Version(Revision Date - 07/11/02)

University of Kentucky-An Equal Opportunity University

Human Resources 115 Scovell Hall Lexington, KY 40506-0064

Phone: (859) 257-9555 Fax: (859) 323-8512

Questions/Feedback:HR |HR Site

About Human ResourcesLast Modified: March 4, 2011 |Off-site Link Disclaimer

Copyright 2011 University of Kentucky

Principle:
http://www.uky.edu/HR/policies/hrpp050-071102.htmlhttp://www.uky.edu/HR/policies/hrpp050-071102.htmlhttp://www.uky.edu/http://www.uky.edu/http://www.uky.edu/Home/Web/eo/http://www.uky.edu/Home/Web/eo/http://www.uky.edu/Home/Web/eo/http://www.uky.edu/HR/contacthttp://www.uky.edu/HR/contacthttp://www.uky.edu/HR/contacthttp://www.uky.edu/HR/contact/welcome.html?section=webhttp://www.uky.edu/HR/contact/welcome.html?section=webhttp://www.uky.edu/HR/contact/welcome.html?section=webhttp://www.uky.edu/HR/about.htmlhttp://www.uky.edu/HR/about.htmlhttp://www.uky.edu/Regs/WebPolicy/Warning.htmlhttp://www.uky.edu/Regs/WebPolicy/Warning.htmlhttp://www.uky.edu/Regs/WebPolicy/Warning.htmlhttp://www.uky.edu/Regs/WebPolicy/Warning.htmlhttp://www.uky.edu/HR/about.htmlhttp://www.uky.edu/HR/contact/welcome.html?section=webhttp://www.uky.edu/HR/contacthttp://www.uky.edu/Home/Web/eo/http://www.uky.edu/http://www.uky.edu/HR/policies/hrpp050-071102.html


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Training and development is essential for the improvement of employee performance and career

development. The Department of Human Resources is committed to providing high quality, cost-

effective training programs to employees and retirees of Memorial University.

Purpose:

To outline the principles and procedures to ensure training and development opportunities are

applied fairly and consistently across the University and to ensure that training and development

resources are used effectively and efficiently.

Scope:

All employees and retirees of Memorial University.

Policy:

1. GENERAL

This policy covers a variety of courses and training programs including:

non-credit courses for professional and/or skill development;

courses required to complete certificate programs; credit courses offered at Memorial University; courses sponsored through the Department of Human Resources; faculty development programs; executive development programs

For information on apprenticeship training please refer to the appropriate terms and conditions of

employment, or the respective collective agreement available on theDepartment of HumanResources website.

The formulation and review of this policy is the responsibility of the Director of Human

Resources through the Manager, Organizational Development. The Manager, OrganizationalDevelopment is responsible for:

assessing the training needs of University staff identifying the most appropriate methods of responding to requests developing and delivering training programs consulting with individuals to deliver training programs evaluating the training delivered
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approving educational requests and budget expenditures ensuring the broadest possible exposure of educational opportunities to the University

community

2. TRAINING AND DEVELOPMENT OPPORTUNITIES

The following training and development opportunities are available under this policy:

2.1. Non-Credit Courses (excluding certificate programs)

Many educational programs are offered under the umbrella of professional and skills

development through the delivery of courses, workshops and/or seminars. These courses provideknowledge and skill development to enhance an employee's work performance and can be

applicable for either supervisors/managers or non-supervisory employees. Such training may be

offered within the University through theDepartment of Human Resources,The Division of Life

Long Learning,The Gardiner Centre, Marine Instituteand/or external vendors.

2.1.1 EligibilityAll employees and retirees of Memorial University are eligible to apply for and attend this typetraining.

2.1.2ApprovalApproval to attend any non-credit course and/or training program must be obtained prior to

payment of registration fees and attendance at the training program. The University has no

obligation to pay for programs which have not received prior approval.

The application will be approved on the basis of the training budget; the nature and assessed

quality of the course; the relevance of the training to the employee's position; the availability ofalternative methods of delivery; and the recommendation of the Department Head.

2.1.3 FundingThe registration fee of the training program will be disbursed through a central university

account administered by the Department of Human Resources. The maximum funding for any

one course and/or program, through this account, will be an amount equivalent to the tuition feefor one undergraduate course. Any additional registration fees will be the responsibility of the

employee and/or the respective department.

2.2 Professional Certificate Programs

This type of training involves more than one course and would normally lead to the awarding ofa diploma, license, and/or certificate. The training enables employees to upgrade qualifications in

their areas of employment while continuing employment.

An example of this type of program is the Supervisory Skills Development Program offered

throughThe Gardiner Centre.
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2.2.1 EligibilityEmployees in permanent or one-year contractual positions and retirees of Memorial University

are eligible to apply for funding for these programs.

2.2.2 Approval

The application will be approved on the basis of the training budget; the relevance of theprogram to the employee's position; and the recommendation of the Department Head.

Courses paid through external sources will be evaluated on an individual basis.

2.2.3 FundingThe course registration/tuition fees will be disbursed through a central University account

administered by the Department of Human Resources to a maximum of an amount equivalent to

the tuition fee for one undergraduate course. Any additional registration/tuition fees will be the

responsibility of the employee and/or the respective department.

2.3. University Credit Courses

The University offers many courses which may be of interest to employees. As an employer, the

University encourages its employees to continue their education and encourages employeedevelopment.

2.3.1 EligibilityPermanent employees, academic staff members, contractual employees whose contract (or series

of contracts) is for a period greater than 6 months, and retirees of Memorial University are

eligible to undertake one credit course per semester.

2.3.2 ApprovalApproval for financial assistance for credit courses must be obtained prior to the semester forwhich assistance is requested. The University has no obligation to pay for courses which have

not received prior approval.

When a course is not available outside normal working hours, an employee may be permitted to

register for or audit one course during working hours on approval of the Department Head

provided that time is repaid.

2.3.3 Funding

Upon approval from the Department of Human Resources, the employee will be eligible to have

the equivalent of either one undergraduate course or one graduate course fee paid for eachsemester a course is taken. Employees must apply for each semester funding is requested.

The tuition fees will be disbursed through a central University account administered by the

Department of Human Resources. The employee will be responsible for all other costs such as

textbooks, student union fees, laboratory fees, and research and project fees.

If an employee is admitted to a graduate program, the nine-semester programme fee shall be paid


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on the Master's, Graduate Diploma and Doctoral level. Thereafter, continuance fees shall be paid

subject to satisfactory progress towards programme completion. The School of Graduate Studies,

in consultation with the appropriate graduate unit, shall inform the Manager, OrganizationalDevelopment, of the student's progress on request.

2.4. Management Development for Administrators

Independent of professional development seminars, workshops and programs, there are

management development opportunities directed specifically to those with senior administrative

responsibilities. These may include seminars offered by Memorial University, other educationalinstitutions, and corporate agencies.

2.4.1 EligibilityEmployees with senior administrative responsibilities may apply to attend these programs.

2.4.2 ApprovalCandidates must be nominated for these courses by their department and acceptance is subject toapproval from the organization offering the course. The Department of Human Resources shall

assist in the identification and assessment of management development opportunities.

Attendance at the prescribed programs shall be approved by the President on the

recommendation of the appropriate Vice-President.

2.4.3 FundingThe registration fee of these programs will be disbursed through a central University account

administered by the Department of Human Resources. Any additional costs will be the

responsibility of the employee's department.

3. REIMBURSEMENT OF FINANCIAL ASSISTANCE

Employees will be required to reimburse the University in the following situations, unlessotherwise stated:

a) Where an employee has received financial assistance from the Department of HumanResources (i.e. registration fees, tuition fees) and fails to complete the course (i.e. a grade is not

awarded) and/or terminates employment with the University prior to the end of the course, the

employee may be required to reimburse the University.

b) Where an employee is granted assisted leave and does not return to the University for a period

equal to that leave, the employee will repay the amount of financial assistance on a proratedbasis based on the period of time worked following return from assisted leave.

c) Where an employee has received financial assistance for certificate courses and terminateswithin one year of assisted payment, a prorated amount of the financial assistance will be


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recovered from the employee upon termination.

4. CHARGES FOR NON-ATTENDANCE AT TRAINING PROGRAMS

The effectiveness of a program is reduced when employees register for programs but fail to

attend without adequate notification.

A program "no-show" fee will be charged to departments when an employee registers for aprogram but fails to attend. The amount of the fee will equal either the registration fee of the

program or a prorated cost based on the cost of the program (including room rental,

refreshments, and training materials).

This fee will be waived when departments send a substitute for the person who has registered or

provide 72 hours notice of cancellation to the Organizational Development Section, Departmentof Human Resources. Normally this notice period will enable the Department of Human

Resources to find a replacement. When the notice period is less than 72 hours and a replacement

cannot be found, the no-show charge will apply.

5. EXCEPTIONS TO THE POLICY

Notwithstanding any clause of this policy, exceptions may be granted upon recommendation

from the employee's Dean/Director, and with the approval of the respective Vice-President.

Related Documents:

Application for Financial Assistance for University Credit Coursehttp://www.mun.ca/humanres/forms/CREDITC.pdf

Application to Undertake Training Programhttp://www.mun.ca/humanres/forms/TRAINING.pdf

Division of Lifelong Learning

http://www.mun.ca/lifelonglearning/

Gardiner Centre

http://www.busi.mun.ca/gardinercentre/

Marine Institutehttp://www.mi.mun.ca/

School of Graduate Studies

http://www.mun.ca/sgs/home/
http://www.mun.ca/humanres/forms/CREDITC.pdfhttp://www.mun.ca/humanres/forms/CREDITC.pdfhttp://www.mun.ca/humanres/forms/TRAINING.pdfhttp://www.mun.ca/humanres/forms/TRAINING.pdfhttp://www.mun.ca/lifelonglearning/http://www.mun.ca/lifelonglearning/http://www.busi.mun.ca/gardinercentre/http://www.busi.mun.ca/gardinercentre/http://www.mi.mun.ca/http://www.mi.mun.ca/http://www.mun.ca/sgs/home/http://www.mun.ca/sgs/home/http://www.mun.ca/sgs/home/http://www.mi.mun.ca/http://www.busi.mun.ca/gardinercentre/http://www.mun.ca/lifelonglearning/http://www.mun.ca/humanres/forms/TRAINING.pdfhttp://www.mun.ca/humanres/forms/CREDITC.pdf


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Procedures

Procedure For Availing Of Staff Training Programs

Title: Staff Training and Development

Category : People Resources Approval Date:

Effective Date : 1996-01-01 Review Date: 2013-05-01

Authority:

Vice-President (Administration and Finance) through the Director of Human Resources

Sponsor:

Vice-President (Administration & Finance)

Contact:

Department of Human Resources 709-864-4626

Previous Versions:

No previous versions

TRAINING AND DEVELOPMENT (1.3.17)

Policy Number:

1.3.17

Date Issued:

5/83;8/95; 9/99; 9/01; 11/05*Applicability:

ALL FACULTY AND STAFF

1. Purpose:
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To promote organizational vitality by providing progressive training and development

opportunities that support life long learning and assist individuals in working effectively togetherwithin their departments and throughout the University community.

2. Policy:

It is the policy of the University to provide faculty and staff training and developmentopportunities within the availability of funds and as authorized under the State Employees

Training Act of 1969. Such development shall be aimed at the needs of the individual

employee and the University. Education and training will be offered to improve personal

and professional skills and to prepare for assuming jobs of greater responsibility.

3. Training and Development Programs Defined:

The State Employees Training Act of 1969 allows the University to use public funds for training

and development programs related to either current or prospective duty assignments. The

University has established regulations and guidelines (on file in the Human ResourcesDepartment) that have been approved by the Governor's Office for four areas of training and

development. The four areas are:

(a) In-Service Training Program: Training which is provided within the University of North

Texas to support the continued professional and personal growth of all employees in their work.

Special training emphasis is made in the areas of service excellence, diversity, communication,and effective management. In-service training also includes on-the-job training, training in

preparation for job assignments, and continuing training programs which are basically job

oriented to equip an individual to properly perform assigned tasks, to develop additional workcapabilities, or to increase his/her level of competence.

(b) Out-of-Agency Staff Development Program: Education or training authorized by theUniversity for selected employees. May consist of workshops, seminars, institutes, training

sessions, college courses (with or without academic credit) and other special programs or

activities offered internally by departments of University of North Texas, or outside theUniversity by another source within or outside the State of Texas.

If the training is paid for by the University, and during the training period the employee does notperform his/her regular duties for three (3) months or more, the employee must work for the

agency following the training for at least one (1) month for each month of the training period or

repay the University for the cost of the training and salary (SB 223, 1999). *For Faculty

development leave, seepolicy 15.1.11. **University may establish a more restrictive criteria.

The University shall require the employee to agree in writing to comply with the above

requirements before the training begins. The Universitys Board of Regents may waive therequirements prescribed above and release the employee from the obligation if such action is in

the best interest of the University or is warranted because of an extreme personal hardship

suffered by the employee.
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(c) College Degree Program: Provides selected employees college level (graduate or

undergraduate) training leading to a degree in a field specifically required by University of NorthTexas; thereby, enabling the University to operate at a higher level of efficiency.

(d) Internship Training Program: The type of learning experience which can be obtained only

through actual work experience.

4. The following individuals are authorized to approve participation in the training and

development program:

(a) In-Service Training Program: Immediate supervisor and/or department head

(b) Out-of-Agency Staff Development Program: Immediate supervisor, department head, dean

or director

(c) College Degree Program: Department head, dean or director, and President

(d) Internship Training Program: Department head, dean or director, and President

5. Training Responsibilities:

5.1 Supervisors and Managers: Training is the responsibility of every supervisor and manager

at all levels of management. Supervisors and managers are responsible for:

providing employees on-the-job training in the proper performance oftasks.

providing a climate in which training and development of employees isencouraged.

integrating an employee's growth and development needs with the goalsand objectives of the University.

5.2 University Human Resources Department: The University Human Resources Department

will:

establish, administer and coordinate training policies and programs tomeet University training requirements as authorized under the StateEmployees Training Act of 1969 and the policy established herein.

develop programs which support the Universitys vision, mission andgoals and the continued growth and education of the faculty and staff.

review and approve training programs open to the University community. monitor training programs and provide consulting training assistance to

departments as resources allow, particularly in regard to In-Service

Training Programs.

maintain University training records and files.REFERENCE: Article 6252-11a, V.A.C.S.


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Training and Development Policy

Intent

To increase efficiency and productivity within the University and provide enhanced career

opportunities for staff through training and job related skill development including:

Developing a more highly skilled and flexible workforce; Providing employees with career opportunities through appropriate training to

acquire skills;

Through workplace redesign, removing barriers to the utilisation of skills acquired;and

Introduction of agreed processes for recognition of prior learning.Identification of training and development opportunities will form part of the annual

Performance Management Review.

Policy and Procedures

1. University Needs

The University is committed to training programs consistent with:

The size, structure and nature of the operations of the University; The current and future skill needs of the University and its employees; and The need to develop vocational skills relevant to the University and the Higher

Education industry through courses conducted by accredited educational institutions

and providers.

2. Access to Training

The University is committed to the promotion of equitable access to training. Wherever

possible, training should be provided during working hours.

Where the University approves training to be undertaken by an employee, that training

may be undertaken either on or off the job. Where an appropriate course or program is

available within the University, this shall be undertaken.

In relation to any training program pursuant in the above paragraph, the University shall

meet the cost of the course fees for programs approved provided the training is relevant to

the employee's current position.


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3. Quality of Teaching and Research Supervision

The University is committed to quality teaching and research supervision:

All new academic staff must complete theTeaching Induction Program.

All academic employees who have not successfully supervised a research student asprincipal supervisor at this or another university in the previous five years will be

required to undertake supervisor training, before gaining sole supervisor status on

the University Register of Supervisors; and

Should a graduate research supervisor's performance be deemed unsatisfactoryfollowing a formal grievance procedure, then the supervisor will be required to

undertake further training, before gaining sole supervisor status on theUniversity

Register of Supervisors. The Supervisory Training is undertaken by the Graduate

Research Office.

4. Access to Computers

The University is committed to ensuring that all employees are provided with access to,

computers within the University's premises, the IT network, and computer training in order

to undertake basic communication requirements.

Approval Details

Policy sponsor: Director, Human Resources Management

Approval authority: Remuneration and Human Resources Committee

Version no: 08-1

Date for next review: 10/04/2013

Modification History

Version no. Approval date Implementation date Details

08-1 09/04/2008 10/04/2008

Effective fall 2000, the university instituted the Management and Staff Training Policy. The policy

addresses the recognition that the productivity and performance of the organization ultimately dependon the depth and quality of knowledge and skills of its faculty and staff.

Advancing such knowledge and skills rests on the training and development offered to and takenadvantage of by faculty and staff. In accordance with the desire of the administration to ensure thequality of the work of its faculty and staff and to minimize the legal, financial, and physical risks posedby insufficient training, the following policies have been adopted:

1. Within two years of initial employment, it is expected that all new managers and supervisorswill complete the JHU Supervisory Training Program established by the administration and
http://www.jcu.edu.au/teaching/induction/index.htmhttp://www.jcu.edu.au/teaching/induction/index.htmhttp://www.jcu.edu.au/teaching/induction/index.htmhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/policy/allitoz/JCUDEV_009943.htmlhttp://www.jcu.edu.au/teaching/induction/index.htm


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conducted by Human Resources, the Department of Health and Safety and the GeneralCounsel's Office.

2. All staff with access to the university's financial and administrative information systems mustcomplete the appropriate modules of the Financial Administrative Training Program andmaintain current knowledge of changes and systems as they occur.

3. All faculty, managers, and supervisors should ensure that each non-bargaining unit staffmember reporting to them has a minimum of three full days of training per year in areas of

knowledge and skill relevant to their job duties and professional aspirations.

Please note that faculty who have significant management responsibility should see themselves ascovered by the above policy as well.

The university recognizes that such training may at times disrupt the normal operations oforganizational units. However, such disruptions should not be used as a reason for supervisors toroutinely deny training and development opportunities for staff. Therefore, faculty, managers, andsupervisors are encouraged to incorporate training activities into their annual planning initiatives as away of minimizing potential problems. Further, departmental sessions may be scheduled on-site to

allow groups to benefit from the advantage that is created when organizational units build skills andreconsider their group norms in a supportive learning environment.


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