Policy: Career Development for University Staff Employees
|Date: 05/26/09||Policy ID: HRM-023||Status: Final|
|Contact Office:||Employee Development (UHR)|
|Oversight Executive:||Vice President and Chief Human Resources Officer|
|Applies To:||Academic Division and the College at Wise|
|Table of Contents:|
|Reason for Policy:||Career development supports the University’s commitment to employee career growth. This policy defines key terms and establishes expectations regarding employee, supervisor and University Human Resources responsibilities.|
|Definition of Terms in Statement:||
Career Development: A series of planned actions taken by an employee, with the active support of management, to successfully meet the demands of the current job environment, prepare for future work opportunities and challenges, and enhance employee career satisfaction.
Competencies: Behavioral characteristics critical for successful job performance.
Development Plan: An annual plan jointly developed by the supervisor and employee that documents the employee’s career development goals and supporting actions for the performance period.
Job Family: A group of job titles based on similar type of work and expertise. Job titles are grouped into Job Families based on a common focus (for example, Student Services, Trades, or Finance).
Supervisor: An employee charged with responsibility for managing an employee’s performance, including conducting performance evaluations.
University Staff Employee: Those salaried, non-faculty employees hired on or after July 1, 2006, and those salaried non-faculty employees and administrative and professional faculty electing to participate in the University HR Plan established by the Board of Visitors under the authority granted by the Restructuring Act and the Management Agreement. The term “University Staff Employee” includes all three categories of university staff employees (Operational & Administrative, Managerial & Professional, and Executive & Senior Administrative) described in this policy.
Career development encourages intentional career planning, continuous self-improvement and a commitment to lifelong learning. Its results include increased job satisfaction, enhanced capabilities and higher performance. Integrated with meaningful performance planning & evaluation and effective pay practices, career development forms the foundation of the University Staff Human Resources (HR) Plan.
All employees are expected to participate in some form of career development every year. At a minimum, employees are expected to stay current in their fields of expertise and maintain satisfactory levels of performance. High-performing employees with mastery in their fields of expertise have the opportunity to acquire new skills and take on additional responsibilities, leading to career progression or transition to another career.
The University provides tools and opportunities that allow employees to plan and grow their careers. Supervisors are expected to support and encourage the career development of their direct reports in accordance with this policy.
Career development at the University includes:
HRM-018, Performance Management for University Staff Employees
|Major Category:||Human Resource Management|
|Category Cross Reference:|
|Next Scheduled Review:||02/28/17|
|Approved By, Date:||Executive Vice President and Chief Operating Officer, 05/26/09|
|Revision History:||Updated 2/28/14.|
|Supersedes (previous policy):|