Managing Diversity Success Stories: Employee Development
Department: Office of the Registrar
Workplace Issues Addressed: Continuous Improvement, Retention
Category: Employee Development
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Description of the practice
This multi-level program encourages employees to seek opportunities to improve job performance, learn new techniques or technologies, increase career advancement opportunities, or explore personal interests. An employee writes: "The flexibility and time off provided by the program, as well as the flexibility of the program to allow for career development that is not a 'degree program,' makes the Employee Development Program special."
Benefits of adopting the practice
Internal promotion and retention of department employees; a greater sense of loyalty and devotion to the department, management, and staff/co-workers are some of the benefits. Employees are more self-assured in their presentation, writing, and communication skills. This practice meets the needs of a diverse workforce in the following ways: One component is designed to orient new employees. Another component allows for employees to participate in degree/certificate programs or other career related activities; another component allows employees to custom design a development plan related to their personal interests & goals.
How this practice works
Strong senior management support and encouragement, encouragement and recommendations from supervisors are all needed. Funding is needed to contribute toward the employee's payment of tuition and fees, the payment of books, travel expenses, and release time from work
What you need in place to replicate this practice
Strong management support and funding. Flexible policies that support release time from work and authorized leave without pay.
Tangible improvements to the department as a result of adopting this practice
The department acquires employees with the education, background, and skills that can be transferable to the current workplace and toward promotion or placement in other areas of employment. There is improved job performance, the introduction of new techniques or technologies, and increase in career advancement opportunities or those that are of personal interest to the employee.
Most recently, through the support and encouragement of the department, one employee received a BA in Sociology and another received a BA in Psychology; both have moved onto jobs that warranted a promotion and counseling positions versus former clerical and administrative positions in the department.
Why this practice was so successful and is worth replicating
The combination of strong management support, encouragement, and recommendations from supervisors have allowed this program to be successful. The department's contribution toward the employee's payment of tuition and fees, the payment of books, travel expenses, release time from work, and authorized leave without pay within the maximum reimbursement allowances, and authorized leave without pay within the maximum reimbursement allowances have also allowed this program to work.
Related policies/guidelines
