A&P Faculty and Classified Staff Training & Development
Date of Current Revision: December, 2011
Responsible Officer: Director of Training and Development
The purpose of this policy is to outline the university’s commitment to the development of its employees by providing and encouraging participation in a variety of job-related training and development opportunities.
The Board of Visitors has granted the president responsibility for the university’s effective operation, to include the development of its faculty and staff, and the authority to dictate policies and procedures in that effort.
The policy is also under the authority and in support of the following university defining characteristic:
The university will invest in the professional development of its people.
Administrative & Professional Faculty (A&P faculty)
Administrative faculty and professional faculty are normally referred to collectively, as both require advanced learning acquired by prolonged formal instruction and/or specialized training and work experience. However, the university recognizes administrative faculty and professional faculty as distinct position types.
Administrative Faculty positions are generally senior administrators who perform work related to the management of the educational and general activities of the university, for at least fifty percent of their work. Typically, administrative faculty serve in executive leadership roles such as vice president, provost, vice provost, dean, assistant or associate vice president, assistant or associate vice provost, or assistant or associate dean. Other administrative faculty roles can include (1) those responsible for the administrative direction of separately designated divisions or departments of institutional activity; (2) positions whose primary responsibility is to attract external funds; or (3) positions that are characterized by active, continuing involvement in formulating, interpreting and implementing institutional policy and exercise substantial independence, authority and discretion in areas such as program planning, design and allocation of resources. The organizational reporting relationship for administrative faculty is normally not lower than three levels below Executive Council positions. For Academic Affairs, this would include: Vice Provost/Dean (level 1), Academic Unit Head/Director (level 2) and Associate Director (level 3).
Professional Faculty require advanced learning and experience acquired by prolonged formal instruction and/or specialized work experience. Typical professional faculty positions are librarians, counselors, coaches, physicians, lawyers, engineers and architects. Other professional positions may support education, research, University Life and other such activities. Professional faculty positions must require the incumbent to regularly exercise professional discretion and judgment and to produce work that is intellectual and varied and is not standardized.
Participating in an activity – training event, workshop, conference, certificate program, literature review, etc. – for the purpose of learning and improving one’s job performance.
This policy applies to classified staff, Administrative & Professional Faculty (A&P faculty), and wage employees.
The university encourages and supports the professional development of employees to aid and improve job performance. Participation in job-related courses, workshops, seminars, conferences, and meetings directly related to the goals and objectives of the university will be supported as funding is available to enable high levels of job performance.
The university will provide assistance and guidance, through department heads and supervisors, to employees interested in increasing and maintaining their levels of job performance. The Training and Development Department will develop a wide variety of training opportunities and will also publish activities sponsored by the university and outside sources.
Participation in professional development is subject to supervisory approval and employee workloads.
JMU will not pay for training taken to meet minimum requirements of an employee’s present job, or for training that is part of a program of study that will qualify the employee for a new trade or business.
The responsibility of approving or denying tuition reimbursement requests falls within the employee’s department (see Policy 1401). However, Training and Development may be able to assist with the funding depending on availability and appropriateness.
Training and Development may reimburse employees for professional development activities toward job-related certification and licenses after the passing of the certification or license exam, based on active employment with JMU and availability of funds.
Advance payment or reimbursement for professional development, including job-related licenses and certifications, is at the discretion of the employee’s department.
Using JMU Employee Self-Service (MyMadison), employees can maintain a record of all professional development activities managed by outside vendors. All internal trainings will be entered into MyMadison by the appropriate training department - i.e. Center for Instructional Technology (CIT), Training & Development, Information Technology Training, etc. Faculty and staff members are provided an opportunity to examine their professional development records in this self-service functionality.
A systematic review of training needs will be made periodically to assess the training and development needs of university administrative and professional faculty and staff members. Such assessments will provide the basis for planning and programming university training activities.
The Training and Development Department is responsible for developing and publicizing a variety of training opportunities based on its research of the needs of university staff, A&P faculty, and departments. The primary purpose of the Training and Development Department is to assist employees in improving their job performance.
Supervisors are responsible for encouraging those they lead to participate in training and to allow for scheduling flexibility that frees employees to be trained.
Employees who violate this policy are subject to discipline commensurate with the severity and/or frequency of the offense and may include termination of employment.
Educational opportunities covered in Policies 1401, 1402, and 1405 are excluded from this policy.
Instructional Faculty members are not covered in this policy, nor are they under the purview of the Training and Development Department. Instructional Faculty professional development is addressed by the individual academic departments as well as such units as CIT and the Center for Faculty Innovation.
The authority to interpret this policy rests with the president, and is generally delegated to the Director of Training and Development.
Previous version: March, 2010
Approved by the President: May, 2002
Index of Terms