ADMINISTRATIVE GUIDELINE
Employee Professional Learning and Development Plan
Guideline Contents
- Responsible University Officer:
Associate Vice President, Human Resources Management
- Guideline Contact:
Director, Staff Human Resources
PURPOSE AND SCOPE
An Employee Professional Learning and Development Plan is a document created by the appropriate administrator (level 4) that provides an employee with specific goal-based professional development opportunities for the purposes of attaining additional skills for a specific classification or skill level. The CSU/UAPD, CSU/CSUEU, CSU/APC, CSU/SETC, CSU/SUPA collective bargaining agreements and the CSU Confidential Employee policy provide for management requested Employee Professional Learning and Development Plans for employees in bargaining units 1, 2, 4, 5, 6, 7, 8, 9, and employees classified as Confidential.
The university has established the following procedure for processing and, when appropriate, approving Employee Professional Learning and Development Plans.
GUIDELINE STATEMENT
In accordance with the collective bargaining agreements (s) Staff Human Resources will work with the appropriate administrator (level 4 and above) to identify the appropriate scope of the assignment and type of plan based on the criteria listed below:
Plan Types
- Temporary Training Reassignment: This type of plan is usually developed by the appropriate administrator (level 4) to significantly expand the knowledge and skills of the employee, and seek to enable him or her to meet the minimum qualifications of a higher classification in order to provide career advancement. This criterion requires that the appropriate administrator (level 4 or above) design a training plan using the Professional Development Form with the expected outcomes and proposed schedule for completion of the plan in consultation with Staff Human Resources. Evaluations of the employee’s progress will take place at regular intervals in accordance with the collective bargaining agreements. The incumbent may not start the training plan before it is approved by and on file with Staff Human Resources. Incumbents placed in temporary training reassignments will be compensated at the higher classification in accordance with the collective bargaining agreement for the duration of the plan. Successful completion of this type of plan will result in an In-Class Progression or a Reclassification at the salary rate established when the reassignment began with no additional compensation once the plan has been completed. If the incumbent does not successfully complete the plan, he or she will be moved back to their previous classification and salary rate.
- New Skills Acquisition: This type of plan is developed when an employee is required to learn new skills that are substantive and essential to his or her current position and consistent with the current classification standard. This criterion requires that the appropriate administrator (level 4 or above) design a training plan with the expected outcomes and proposed schedule for completion of the plan and have this plan approved by Staff Human Resources. Evaluations of the employee’s progress will take place at regular intervals in accordance with the collective bargaining agreements. The incumbent may not start the training plan before it is approved by and on file with Staff Human Resources. Successful completion of this plan will result in an In-Range Progression. Typically, the employee will receive an increase of 5% to his or her base salary after the plan has been completed. A request for an increase above 5% may be considered with appropriate advance documentation regarding any extraordinary circumstances and in accordance with the criteria in “Compensation for Bargaining Unit Employees” Administrative Guidelines prior to beginning the plan.
Required Components
- Plan Duration:The length of the plan determined in consultation with Staff Human Resources will be based on the plan type and the minimum qualifications necessary to move to a higher classification.
- Primary Goals: Should address the overall results or capabilities the employee hopes to attain by implementing the training plan. A minimum of three (3) primary goals are required. These goals should be directly related to the duties and responsibilities outlined in the position description and must be evaluated for success at periodic intervals throughout the duration of the plan. Once the duration of the plan has been identified, a target completion date and corresponding assessment period should be assigned to each of the primary goals. Each goal should be Specific, Measurable, Acceptable, Realistic, and Time Frame or “SMART.”
- Learning Methods/Activities: Identify what tasks the employee must accomplish in order to successfully complete the primary goals.
- Evidence of Learning Criteria/Evaluation: Evidence produced by the learning methods and activities. Results should be concrete, something that can be seen, heard, read, etc. This provides the supervisor with the ability to assess the quality of the evidence and determine whether the learning goal/objective was successfully achieved.
PROCEDURES
Initial Review / Recommendation by Staff Human Resources
- In order to create successful plans, supervisors or administrators (level 4) are encouraged to complete a draft plan utilizing the Employee Professional Learning and Development form (attached) and submit it to Staff Human Resources for review and consultation.
- A Staff Human Resources Representative will review the plan draft and provide the supervisor or administrator (level 4) with feedback.
Final Approval Process
- After the plan has been completed, the supervisor or administrator (level 4) shall notify Staff Human Resources of the completion of the plan.
- Staff Human Resources will review and approve the plan.
- After Staff Human Resources has approved the plan it must be signed by the employee, supervisor or administrator (level 4), and the appropriate administrator (level 3) and sent to Staff Human Resources.
- The original documentation will be placed in the employee’s file and a copy will be sent to the employee and the supervisor or administrator (level 4.)
- Staff Human Resources will process necessary paperwork in accordance with the criteria listed above.
Funding
Funding for any compensation increase as a result of the successful completion of an Employee Professional Learning and Development Plan will be the responsibility of the unit/division.
ADDITIONAL CONTACTS
| Subject | Contact | Phone | |
|---|---|---|---|
| Subject Matter Expert | Robyn Ames-Woodyard | (562) 985-8326 | Robyn.Ames-Woodyard@csulb.edu |
APPENDICES AND RELATED INFORMATION
Appendices (if any): N/A
Related Chancellor’s Office Policies: N/A
Other Related Information: Collective Bargaining Agreements, Classification and Qualification Standards, In-Range Progression Administrative Guidelines, Compensation for Bargaining Unit Employees Administrative Guideline(s).