Training
            Staff Development and Training

CODE:  30-01-60-10:00        EFFECTIVE DATE:  07/01/90        REVISION DATE:  12/15/98          LAST REVIEWED:  12/20/04

PURPOSE: To set policy regarding programs for staff development and training.

RESPONSIBILITY: The Vice President for Human Resources shall ensure compliance with this policy.

POLICY:

It is the policy of the University to encourage and assist all units in staff development at all levels and to coordinate development efforts to provide the highest quality training economically and efficiently.

The Department of Human Resources, Office of Training and Organizational Development was established to serve the training needs of UMDNJ through the design, development, and implementation of quality education and training programs and educational services that facilitate the development of the individual, improve the effectiveness and efficiency of the department, and assist the UMDNJ community in meeting the future challenges of health care in the state of New Jersey.

In partnership with the Office of Training and Organizational Development, it is managements responsibility to identify staff and unit development needs and to encourage their staff to enroll in the appropriate courses.

Definitions:

Career development and training programs consist of all individual and group training and development opportunities provided for staff at all levels of the organization.

Management and Supervisory Training is targeted to both new and experienced supervisors and managers. It is designed to enhance existing skills and knowledge and aid in the development of new competencies to improve leadership effectiveness and organizational impact.

Professional development programs are used to maximize staff potential by providing them with the necessary knowledge and skills to assume both diverse and higher-level responsibilities.

Regulations:

The Office of Training and Organizational Development is authorized to conduct the following training and education services for the UMDNJ community:Training and Education Programs

A variety of education and training services are offered which include workshops, staff development programs, and topic-specific presentations. The education and training programs include lectures, structured experiences, small-group discussion, behavioral modeling, feedback, audiovisual and printed materials.

 

 A Course Catalog announcing course offerings University-wide is distributed to supervisors, managers, directors, and administrators bi-annually. Managers and supervisors are urged to review the catalog and encourage staff to attend appropriate courses that address their individual development needs.

To enroll staff for training, a Course Registration Form, found in the back of the Course Catalog, must be signed by the immediate supervisor and submitted to the Office of Training and Organizational Development.

All newly-hired and newly-promoted managers and supervisors are required to attend one of the two mandatory management/supervisory development programs: 1) The Effective Manager: UMDNJâs Executive Development Program and 2) Quality Supervision: UMDNJâs Supervisory Development Program within three to six months of assuming their new position. A memo from the Vice President for Human Resources is distributed to all affected staff requesting their attendance at the appropriate program. Copies of the memo will be submitted to their immediate supervisor and respective dean or vice-president.

In the event a mandatory training program is offered to staff on off-duty time only, non-exempt staff will be paid at their regular hourly rate of pay. Exempt staff will be allowed compensatory time off, where practical.

Management and Professional Development Programs, offered in the Human Resources, Training and Organizational Development Course Catalog, are considered job related at the discretion of the immediate supervisor or department head.

 Customized Training

The Office of Training and Organizational Development will customize programs to provide special education and training services to University units and departments.

Organizational Development

Organizational development is offered to assist individuals and departments with problem resolution, establishing and maintaining effective work teams, and adapting to changing environments in order to increase productivity and improve the quality of work life.The purpose of organizational development is to increase the effectiveness of a system or the University as a whole, through planned interventions based on behavioral science. Some of the organizational interventions include: team building, group problem solving, goal setting, planning, and consulting.

 Consulting

Internal consultation is provided to University individuals and departments on issues pertaining to staff and organizational development.To request customized training, organizational development or consultation, contact the Director of Training and Organizational Development. A memo from the requestor citing their goals and specific needs will be required.

 Roles and Responsibilities

 

The participant, the immediate supervisor, and the Office of Training and Organizational Development are expected to fulfill their responsibilities to the staff development process as follows:

 

 The Office of Training and Organizational Development will:

o        Advise and assist all units of the University on matters pertaining to staff development and training.

o        Conduct or coordinate all University staff training programs.

o        Review and evaluate all staff training. Revise development programs based on the expressed needs of the University.

o        Collaborate with the immediate supervisor on pre and post training activities to maximize the benefit for both the employee and the department.

 
The immediate supervisor will:

 

§         Prior to scheduling staff for any developmental activity discuss the reasons for attendance and mutual expectations.

§         Immediately after the training, meet with the employee to discuss the program content, reactions to the program, and ideas and techniques, which they would like to implement on-the-job.

§         Provide opportunities for staff members to apply newly-learned skills or knowledge gained in the program and give recognition and feedback when improvements in performance are evident.

§         Consult with the Office of Training and Organizational Development on pre and post training activities that will maximize the benefits for both the employee and the department.

The employee/participant will:

 

o        Actively participate in the learning.

o        Establish an action plan to implement new learning in the workplace.

o        Initiate discussions with the immediate supervisor prior to and after the training on targets for skill improvement and application to the workplace.