A.POLICY
Zane State College is committed to hiring the best possible professionals for every role, and to providing an orientation to the College with a continued on-boarding process.
As a part of the College required performance management program, an environment is created in which all employees can grow and learn from the coaching of their direct supervisors and colleagues. Supervisors will ensure their direct reports to appropriate development opportunities.
Employees attend mandatory College events each year. Senior administrators will determine which events count towards professional development requirements for each academic year.
Employees are encouraged to pursue appropriate further degrees, licensures, and certificates, and to take part in professional organizations, and outside opportunities that enhance particular skills. Zane State College provides leadership and management training and helps employees develop both technology and interpersonal skills.
B.POLICY GUIDELINES
The Professional Development policy applies to full-time faculty, full-time and part-time annual non-faculty employees who work at least 20 hours per week, and adjunct faculty as outlined below.
Full time faculty
Faculty members will pursue professional development opportunities on a continuing basis, working with their department chair, Dean, and/or Provost. Professional development activities will include, but are not limited to, seminars, workshops, and formal coursework.
In general, the College will compensate for one degree above the employee’s entry- level requirement, as listed in the job description. With approval by the supervisor, chief officer for the appropriate division, and president, an employee may be compensated for pursuing a degree beyond “one degree above the entry-level requirement.” Employees may not have the highest degree (in the appropriate major) recognized for salary increases when hired. On completion of that degree, the employee will be awarded the increase reflected in the College salary schedule as approved by the board of trustees. This is subject to sufficient funding and other factors. Any employee who voluntarily leaves the College within one year after being reimbursed for any coursework will be required to pay back the reimbursed amount.
Employees who earn state/national licenses, registrations, or certifications that closely relate to their positions should share the achievement with their supervisor during the annual performance review. The achievement may qualify the employee
for a salary advancement. Employees may earn one such increase beyond the highest degree recognized by the College for salary increase purposes.
See Section 1200.04 of the employee handbook for additional information on conferences, professional meetings, and public appearances.
Support staff and Professional staff
Each employee is responsible for pursuing professional development activities on a continuing basis. Staff members should identify professional development opportunities and review them with their supervisor during the annual performance management review meeting. Activities may include, but are not limited to, seminars, workshops, and formal coursework.
In general, the College will compensate for one degree above the employee’s entry- level requirement, as listed in the job description. With approval by the supervisor, chief officer for the appropriate division, and president, an employee may be compensated for pursuing a degree beyond “one degree above the entry-level requirement.” Employees may not have the highest degree (in the appropriate major) recognized for salary increases when hired. On completion of that degree, the employee will be awarded the increase reflected in the College salary schedule as approved by the board of trustees. This is subject to sufficient funding and other factors. Employees who leave the College within one year after being reimbursed for coursework may be required to pay back a pro-rated amount.
Employees who earn state/national licenses, registrations, or certifications that closely relate to their positions should share the achievement with their supervisor during the annual performance review. The achievement may qualify the employee for a salary advancement. Employees may earn one such increase beyond the highest degree recognized by the College for salary increase purposes.
See Section 1200.04 of the employee handbook for additional information on conferences, professional meetings, and public appearances.
Professional development for adjunct faculty employees
Adjunct faculty members actively teaching for Zane State College are eligible to enroll in computer workshops and regular term courses on a tuition waiver basis as follows:
Enroll in a one-credit computer workshop during their first term of teaching;
Enroll in a regular course during the term following the completed teaching assignment. Enrollment is on a space-available basis. Adjunct faculty make ‘bank’ courses for up until three terms past the semester the waiver was earned. They
may also share this benefit with spouses and dependents. Please see Zane State College Employee Tuition Waiver Policy, 500.23 in the employee handbook.
Employees working less than 20 hours per week may be required to attend professional development events.
All full-time and part time annual employees (faculty and staff) taking classes or pursuing degrees must secure approval from their supervisor and appropriate chief administrator before the term begins. The College will reimburse part-time annual employees (working 20 or more hours weekly) on a pro-rated basis for approved coursework. The rate will be based on the number of hours the employee works weekly. Please see Policy 500.25 in the employee handbook for the tuition reimbursement policy. Note: If the course is not directly related to the employee’s position, the reimbursement will be taxable (Internal Revenue Code 117).
Time Off for Professional Development Activities
The College will only require full time non-exempt employees and part time non- exempt employees (those employed on an annual basis for more than 20 but less than 40 hours weekly) taking any course approved by the supervisor during the normal work week to make up one half of the regularly scheduled meeting times.
The College will allow full time non-exempt employees and part time non-exempt employees (those employed on an annual basis for more than 20 but less than 40 hours weekly) taking any course approved by the supervisor outside of the normal working hours to receive a reduction in hours equal to one-half the approved scheduled course meeting times.
Exempt personnel pursuing advanced degrees will work with their supervisors concerning making up missed time.
POLICY HISTORY
For additional information, please refer to previous versions of the Employee Handbook
Policy revisions approved by Board of Trustees, May 2017
Policy revisions approved by President’s Cabinet, June 2020
D.INITIATING DIVISION
Office of Human Resources
E.POLICY REVIEWERS
Office of Human Resources Human Resource Advisory Council
F.POLICY REFERENCES
- No forms referenced
- Internal Revenue Code 117
