UpDate - Vol. 11, No. 13, Page D1
December 5, 1991
Employee Development and Training; Career enhancement policy for
   professionals approved

     In August, a career enhancement policy was approved for
University of Delaware professional staff. The policy represents
the culmination of more than a year's work by the Professional
Career Opportunities Taskforce-a broad-based group which included
representation from the Professional Advisory Council (PAC), the
Employee Relations Advisory Council (ERAC), the Office of Women's
Affairs and other interested individuals. The policy:

    *    Places responsibility for professional growth
         primarily with the individual;
    *    Encourages supervisors to help professionals develop
         a plan for career growth that addresses individual
         and institutional needs;
    *    Ties professional development to the annual
         evaluation process;
    *    Establishes a Career Development Resource Center and
         provides for counseling/testing through Continuing
         Education's ACCESS Center.

     Employees should contact Employee Services at 451-6651 if they
have any questions regarding interpretation or implementation of
this policy.

Policy
     The University of Delaware recognizes the importance of career
advancement and professional development for all interested
employees.
     Such activities benefit both the institution and the
individual. Career enhancement enables employees to acquire new
skills, ideas and perspectives which, in turn, help the University
to increase productivity, enhance morale, retain valuable employees
and provide flexibility in staffing.
     While the responsibility for professional development rests
primarily with the employee, supervisors are expected to discuss
professional development as part of the annual performance
evaluation and to encourage and support such activities whenever
feasible.
     Where appropriate, a compact should be created between the
employee and the supervisor outlining a career development plan.

Elements in Professional Development Program

Exploration of career goals
     The Employee Relations Career Development Resource Center
assists professionals in exploring career enhancement options. This
assistance includes peer counseling, career mapping and referral to
other services.
     The center maintains (a) brief descriptions of the
structure/activities of each college and major administrative unit,
(b) information on staffing by job title and classification level,
(c) copies of current professional position descriptions, (d)
approved career ladder programs and (e) sample career development
compacts.
     In addition, career counseling and testing are available by
appointment through the Division of Continuing Education ACCESS
Centers.

Broadening professional competencies
     The instructional, research and public service activities of
the University provide extensive opportunities and mechanisms to
support initiatives aimed at broadening professional competencies.
     In consultation with the unit supervisor, each professional is
encouraged to explore (a) utilization of course fee waiver and
cooperative tuition exchange programs, (b) enrollment in University
sponsored employee development programs, (c) participation in other
job related seminars, workshops or conferences and (d) membership
in professional organizations.
     The University encourages participation in leadership
activities and service on internal committees, elected councils or
special advocacy groups. Volunteerism and participation in
community activities may also increase competencies.
     A professional leave policy provides individuals an
opportunity to conduct research, increase education or be involved
in other creative activities that contribute to improved job skills
and benefit the University.

Opportunities for advancement
     Traditionally, job advancement occurs through position
reclassification or promotion into an existing vacant position.
However, depending on organizational needs and the availability of
resources, other creative alternatives may be considered.
     Lateral transfer within the University, career mentoring,
internships or cross-training are all options that may enhance
skills development and assist professionals to positions themselves
for future job advancement opportunities.
     Any of these options would require a written compact developed
with the supervisor.

Supervisor's role
     Supervisors need to be open and cooperative with employees
desiring assistance with career development initiatives. To that
end, supervisors are encouraged to support on-going professional
development activities through periodic discussions with staff
members and are expected to review these initiatives as part of the
employee's annual written performance appraisal.

Creating the professional development compact
     Where appropriate, a one- or two- page formal proposal
outlining the professional staff members's planned career
enhancement activities will be developed in concert with the
supervisor.
     The proposal should describe-in detail-how the activities will
benefit the University, enhance the individual's professional
competencies and indicate the length of time required to do so.
     Alternate staffing configurations that may be necessary to
insure continuity of job functions should also be included.

References
     For further information, refer to University policies on:
Cooperative Tuition Exchange, Course Fee Waiver, Professional Leave
and Teaching by Professional Employees.