REFERENCE:
This policy provides an organizational framework for supporting learning
and development opportunities for UD employees. In addition, the University is
legally responsible for offering training programs in certain policy areas, e.g.
sexual harassment prevention. Also
refer to the Human Resources Tuition Remission Policy.
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PURPOSE, DEFINITIONS, PROCEDURES
The
University
of
Dayton
, in keeping with its Catholic and Marianist traditions, is committed to the
assimilation, growth and development of all of its employees, and provides/funds
programs through the Office of Human Resources to achieve these ends. It is the
responsibility of every supervisor to ensure the continued growth of each
employee through a mutually defined development plan as part of the performance
management process.
-
Commitment to Learning & Development
The University supports ongoing
learning and development efforts which:
- Enhance
the skills and competencies that an employee uses in his/her current
position
- Build
future competencies that support the future needs of the University
- Educate
employees as to state/federal legal issues and guidelines for the workplace
- Encourage
and support the personal development goals of employees
-
Human Resources Programs
The
Office of Human Resources offers employees a variety of non-credit programs to
facilitate their entry into the University and help them navigate its processes
and procedures. The University
encourages staff employees to attend the following programs:
-
New Hire Orientation
Several
times a year, the Office of Human Resources hosts a half-day orientation program
that all newly-hired, benefits-eligible staff members are invited to attend.
Supervisors are expected to make the necessary accommodations to enable
their employees to attend this
important introduction to the University.
-
Programs
sponsored by the Office of Human Resources
The Office of Human Resources
offers specialized training to groups of employees on a regular basis. These
include programs in supervisory skills, administrative support skills,
harassment prevention, and diversity and inclusion, among others.
-
Funded Programs
Both Tuition Remission monies
(for-credit courses) and Continuing Education funds (non-credit programs) are
administered through the Office of Human Resources.
-
Tuition
Remission
The University funds tuition
for employees and their dependents who meet eligibility requirements.
For details, please reference the educational section of the Benefits
Handbook.
-
Continuing
Education Funds
The Office of Human Resources
allocates significant funds to meet the developmental needs of staff and
faculty. The use of these monies is
limited to University-sponsored programs. All
benefits eligible employees who work 1000+ hours a year may qualify to attend
programs funded through Continuing Education with their supervisors’ approval.
In order to qualify for
Continuing Education funds, these programs must be approved for Continuing
Education Units (CEUs) or Certified Professional Education (CPEs).
-
Continuing Education Programs and Department
Funding Guidelines
-
Education
Opportunities that Qualify for Continuing Education Funds
A variety of departments on
campus provide continuing education opportunities for staff and faculty
including, but not limited to, programs sponsored by:
The
Center for Leadership and Executive Development (CL&ED) (
School
of
Business Administration
) which provides executive level and professional development programs
for its partner organizations including the
University
of
Dayton
. In addition, CL&ED also provides learning opportunities for UD’s
administrative staff.
- The
Continuing Education Program (College of Arts & Sciences), e.g. Learning
in Retirement seminars.
- The
Center for Competitive Change (
School
of
Engineering
), e.g. Office Kaizen
- Information
Technology (IT) offers computer classes and certifications.
- The
Intensive English Program (IEP)
-
Assignment
of Continuing Education Funds
The
Office of Human Resources will pay the upfront partner fee for the
University’s participation in the Center for Leadership & Executive
Development (CL&ED) on a yearly basis, and the
divisions/departments will pay a daily rate of $500 per day for each person
attending a CL&ED Executive Program.
Additionally, the cost of other
developmental programs as outlined above will be divided between the Office of
Human Resources’ Continuing Education budget and the departmental budget of
the individual attending the program. The
cost of these non-credit programs will be funded by the Continuing Education
budget up to $300 per day as long as
funds are available. The remainder
of the cost (if any) will be charged to the department with approval obtained
from the appropriate level of supervision.
All Continuing Education
forms, regardless of the cost of the program, require a sign-off by the
participant’s supervisor.
-
Cancellation
Policy
Program participants who find
themselves unable to attend programs for which they are registered must adhere
to the cancellation policy of the unit sponsoring the training program.
-
RESPONSIBILITY FOR ENFORCEMENT, REMEDIES,
SANCTIONS
This policy will be monitored
by the Vice President of Human Resources.
-
APPEAL PROCESS
Exceptions
to any portion of this policy must be approved by the Vice President of Human
Resources.
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