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California State University, Long BeachCalifornia State University, Long Beach

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

At CSULB, staff development is encouraged to enhance operational effectiveness, equip staff to take full advantage of technologies, and support career advancement.

The Employee Professional Learning & Development Training Plan is specifically used to provide an employee with career growth and professional development opportunity in one of two ways:

  1. Temporary Training Reassignment
  2. New Skills Acquisition

To initiate, the Employee Professional Learning and Development Plan is a document created by the employee’s supervisor (Appropriate Administrator, Level 4 or above) and provides an employee with specific goal-based professional development opportunities for the purposes of attaining additional skills required for a specific classification or skill level.

The university has established the following procedure for processing and, when appropriate, approving Employee Professional Learning and Development Plans.

PLEASE NOTE: The incumbent may not start the training plan before it is approved by and on file with Staff Human Resources.

GUIDELINE STATEMENT

The CSU/UAPD (Unit 1), CSU/CSUEU (Units 2, 5, 7, 9), CSU/APC (Unit 4), CSU/SETC (Unit 6), CSU/SUPA (Unit 8) collective bargaining agreements and the CSU Confidential Employee Policy all provide for management-requested Employee Professional Learning and Development Plans.

In accordance with the collective bargaining agreements, Staff Human Resources will work with the employee’s supervisor (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 employee’s supervisor (Appropriate Administrator, Level 4 and above) 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 or skill level in order to provide career advancement.

This criterion requires that the employee’s supervisor (Appropriate Administrator, Level 4 or above) design a training plan using the Employee Professional Learning & Development Plan with the expected outcomes and proposed schedule for completion of the plan in consultation with Staff Human Resources.

A new position description outlining the training assignment must be submitted to Staff Human Resources. The incumbent employee 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.

Evaluations of the employee’s progress will take place at regular intervals in accordance with the collective bargaining agreements.

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 employee’s supervisor (Appropriate Administrator, Level 4 and above) designs a training plan using the Employee Professional Learning & Development Plan.

The employee may not start the training plan before it is approved by and on file with Staff Human Resources.

Evaluations of the employee’s progress will take place at regular intervals in accordance with the collective bargaining agreements.

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.

Guidelines for Preparing the Employee’s Plan

The Employee Professional Learning & Development Plan form should be used when creating an employee plan.

Plan Duration

The form requires a start date and end date of the plan. This is 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. Most plans range from six (6) to eighteen (18) months.

Primary Goals Section

This section 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 (SMART goals).

Example:

An employee is given a one-year training reassignment beginning January 1, 2016 with a target completion date of January 1, 2017. The following primary goals were established:

  1. Design and produce in-house user guide for an existing on-line process by May 1, 2016.
  2. Successfully acquire knowledge to be a Subject Matter Expert for an on-line Enterprise Learning System by September 1, 2016.
  3. Successfully create a new on-line training utilizing current technologies by January 1, 2017.

Specific Learning Methods/Activities Section

Identify what tasks the employee must accomplish in order to successfully complete the primary goals.

Example:

  1. Successfully complete the following Adobe classes: LiveCycle I and II, Acrobat I, II and III, Captivate, and Illustrator Level I and II.
  2. Choose an existing on-line process and learn how it functions from both the end user and central user perspectives, in order to create a step-by-step user guide utilizing appropriate publishing software.
  3. Learn about the technical and functional capabilities of BlackBoard from a staff member who is involved in supporting the system at CSULB.
  4. Research and identify two other on-line Enterprise Learning Systems and compare and contrast the system features.
  5. Work with the appropriate manager to design an on-line training class using Adobe Captivate.

Evidence of Learning Criteria/Evaluation Section

In this section, please describe how the employee’s supervisor will evaluate how the primary goals are met. 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.

Example:

  1. Did the employee complete the following Adobe classes: Acrobat I, II and III, Captivate, and Illustrator Level I and II? Was the employee able to utilize the software after the classes were taken? If so, how?
  2. Was an in-house user guide produced? If so, for what process? Does it help the end user successfully navigate through the process?
  3. Was the employee able to apply what was learned in the classes? Explain?
  4. Did the employee meet with a CSULB representative to learn about BlackBoard?
  5. What other two on-line Enterprise Learning Systems did the employee learn about? Can the employee explain the features of each system?
  6. Was an on-line training program created and published on the web? If so, for what class?
  7. Did the employee complete each goal by the target completion date?

PROCEDURES

Initial Review / Recommendation by Staff Human Resources

  1. the employee’s supervisor (Appropriate Administrator, Level 4 or above) is required to complete a draft training plan utilizing the Employee Professional Learning and Development form and submit it to Staff Human Resources for review and consultation.
  2. A Staff Human Resources Representative will review the plan draft and provide the employee’s supervisor with feedback.

Plan Approval Process

  1. After the plan has been finalized, the employee’s supervisor (Appropriate Administrator, Level 4 or above) will submit the Plan and the new position description (if a temporary training reassignment) to Staff Human Resources.
  2. Staff Human Resources will review and approve the plan.
  3. After Staff Human Resources has approved the plan it must be signed by the employee, the employee’s supervisor (Appropriate Administrator, Level 4), and the Appropriate Administrator (Level 3) and sent to Staff Human Resources.
  4. The original documentation will be placed in the employee’s file and a copy will be sent to the employee and the Administrative Services Manager.
  5. Staff Human Resources will process necessary paperwork in accordance with the criteria listed above.

When the Training Period Ends

  1. After the training period has been completed, the employee’s supervisor (Appropriate Administrator, Level 4 or above) is responsible for notifying Staff Human Resources of the completion of the training plan period and whether or not the employee was successful.
  2. Staff Human Resources will process the necessary employee letter and paperwork.

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.

OTHER RELATED INFORMATION

Collective Bargaining Agreements, Classification and Qualification Standards, In-Range Progression Administrative Guidelines, Compensation for Bargaining Unit Employees Administrative Guideline(s).

ADDITIONAL CONTACTS

Subject Contact Phone Email
Subject Matter Expert Gina Caywood (562) 985-8326 Gina.Caywood@csulb.edu

FREQUENTLY ASKED QUESTIONS

N/A

HISTORY

Issue Date: May 2008

Last Review Date: May 2017

Amended Date: May 2017

Amended Description: Incorporated existing instructions from Training Plan form for clarity. Added links to key documents and other administrative guidelines.