Workplace
Success Stories - Best Practices 2002
Recognition
Strategies for a Diverse Workforce
|
Practice
Name: Staff Development Committee |
Workplace
Issues Addressed: |
Description
of the practice
The
Staff Development Committee Administers $20,000 to support educational,
professional, or career-related activities for staff who are not eligible
for professional travel. It also awards recognition awards of $800
per person/$1,400 per team of two or more. All non-academic career
or casual appointed staff are eligible and may be nominated by any
Library employee.
Benefits
of adopting the practice
The Staff Development Committee's travel and merit awards
have helped hundreds of Library employees receive training and
recognition. In turn, those employees bring new skills and motivation
back to the Library. This practice meets the needs of a diverse
workforce in the following ways: It is inclusive. All nonacademic
career or limited appointment staff are eligible and may be nominated
by any Library employee. It meets the needs of the maximum number
of employees by allocating $800 per person/$1400 per team of two
or more.
How
this practice works
The
Staff Development Committee (SDC) is given $20,000 to support
education, professional, or career-related activities for staff
who are not eligible for professional travel. These monetary awards
are distinct from travel required to conduct Library business;
they are meant to help employees broaden and develop their career-related
knowledge and interests. The Staff Development Committee also
bestows an SDC Recognition Award of $800 per person or $1400 per
team of two or more. All non-academic career or limited appointment
staff are eligible, and may be nominated by any Library employee.
What
you need in place to replicate this practice
Top
level management support and commitment of funding are needed.
Department values. Change the culture to fun, recognition, development
in an emotionally safe environment. A commitment to all non-academic
staff. Take internal poles/get feedback. A committee with broad
and diverse representation to administer the awards.
Tangible
improvements to the department as a result of adopting this practice
One
employee writes: "There is an increase in the exchange of
information including an articulation of best practices between
supervisor and employee. There are fair and inclusive guidelines.
Employees feel acknowledged and motivated. There are employees
with new skills. This program helps sustain employees during stressful
times. Educates workforce."
Why
this practice was so successful and is worth replicating
There
is top level management support and funding. There are values.
The department takes internal polls and gets feedback. The department
promotes a culture of fun, recognition, development, and a safe
environment. An employee who applied for and received funds and
also served on the committee writes: "When the committee
began an outreach campaign and it became more widely known that
up to $800 per year was available for each staff, I noticed staff
started inquiring and speaking more openly with each other about
their current experiences in career development. They also began
talking with their supervisors about opportunities and how to
put together a career development plan. This exchange of information
and dialogue has led to clarification of the guidelines for requesting
time to engage in development activities to ensure fairness in
the application process and to make sure that the funds are available
to all eligible staff. At an Early Bird meeting of all Library
staff that SDC sponsored, six recipients of funds spoke realistically
about the ups and downs of working full time while taking classes.
The presentations were remarkable for their honesty, enthusiasm,
and humor. They demonstrated as nothing else really could the
unequivocal commitment on the part of the staff to their own career
development and that of their colleagues across the Library, and
in turn the commitment of the Library to the continuing development
of the staff."
Related policies/guidelines:
(1)
Policy
50: Professional Development.
(2) Policy 51: Reduced Fee
Enrollment.
(3) Guide
to Managing Human Resources, Chapter 11: Employee Development
& Training.