Procedure 5.40.02 - Employee Development

The components of an effective performance management process connect individual performance to SCC’s mission, vision, values, and strategic plan.  The plan measures and recognizes individual performance and contributions and promotes professional excellence and professional development.

Performance management is an ongoing process of communication between the supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization.  Effective communications includes: setting objectives, discussing expectations and performance standards, identifying goals, providing feedback and evaluation results.

An Individual Development Plan will be created for all full-time employees on an annual basis.  Faculty and staff will coordinate individual goals with supervisors to develop a plan for professional development.  A review of this plan will normally occur in October each year.  Professional development plans will be discussed with the employee by their immediate supervisor.  Every full-time employee is expected to devote developmental hours in at least one, if not all, of the following categories:

  • Student Success
  • Equity, Diversity, and Inclusion
  • Employee Wellness
  • Community Service
  • Career Development
  • Personal Interest

The College extends responsibility for professional development and training to all levels of the organization as follows:

  1. The College is responsible for providing opportunities that enhance and build the capacity, skills, and professionalism of employees, enabling them to contribute effectively and creatively to the College’s mission.
  2. College leadership and administration are responsible for identifying and communicating priorities and goals, as well as relevant developments and trends affecting the College.
  3. Deans, department heads, and directors are responsible for adopting flexible strategies which promote participation in professional development activities. They are also responsible for working with their employees to identify needs and creating an individual development plan that will benefit the department as well the individual employees.
  4. Supervisors are responsible for assessing and communicating the professional development needs of individual employees. Supervisors should plan for, and support participation in, appropriate professional development activities that occur during work hours. Supervisors are also responsible for ensuring that employees have completed legally mandated, compliance-related, and College-required professional development in a timely manner.
  5. Employees are responsible for participating in designated learning experiences; actively completing legally mandated, compliance-related, and College-required training; and developing individual development plans in partnership with their supervisors. Employees are also responsible for assessing their job-related skills and knowledge, maintaining a high level of performance throughout their employment, and seeking appropriate professional development opportunities in collaboration with their supervisors.
  6. Each academic year, full-time employees must complete a minimum of 8 hours of professional development beyond that which is legally mandated or compliance related. These activities should be identified within the employee’s performance review and evaluation documentation. Professional development activities identified in the performance review should take priority, but employees are encouraged to consider additional development opportunities, as well.
  7. College Leadership and the Professional Development Committee are responsible for identifying and prioritizing professional development opportunities in collaboration with the Division Deans and the Director of Human Resources to integrate efforts and optimize resources.

The professional development program may include but not limited to the following:

  1. On-campus programs are designed to help meet the common goals of an employee group or the college community. All Employees Day, Appreciative Advising, On-line compliance training through Vector Solutions, or other training platforms, and specific topic online training for employee groups.
  2. Participation in relevant conferences, workshops, seminars, and teleconferences.
  3. Education to obtain professional licensures, certifications, and maintaining continuing education credits.
  4. Study toward an advanced college degree.

Classes sponsored by the College

  1. Individuals who coordinate professional development activities are expected to maintain a roster of participants.
  2. Once the activity has concluded, a roster of participants should be submitted to the Human Resources Office.
  3. Activity coordinators will be responsible for providing certificates of completion (if appropriate).
  4. Rosters of attendance at College-sponsored professional development activities will be maintained in the Human Resources office (hard copy or electronically).
  5. A history of professional development participation will be maintained by the Human Resources office.

Professional Development Activities not sponsored by the College

  1. Examples of professional development events not sponsored by the College include conferences, workshops and seminars that do not occur on the College’s campus.
  2. All staff members are expected to submit records of attendance for professional development activities to the Human Resources office.
  3. Examples of documentation include a certificate of completion or instructor verification.
  4. Records of employee professional development activities will be maintained in the Human Resources office.

Study Toward Advanced College Degrees

The College encourages its employees to advance their education by pursuing and achieving advance degrees.  Full-time staff employees in regularly allotted positions who earn an academic degree higher than the one held at the time of employment shall receive an increase in compensation in accordance with the following conditions:

  1. Employees must request a recommendation from their Vice President who will recommend to the President that the employee receive additional compensation for attaining the degree. For graduate degrees, the coursework must be relevant to the employee’s current position at the college or prepare the employee for future positions at the college.  Any associate or baccalaureate degree will be eligible.  The President must approve additional compensation for degree completion.
  2. The employee must provide evidence of coursework completion and the degree awarded.
  3. The degree must be conferred by an institution of higher education accredited by one of the six regional accrediting agencies recognized by the U.S. Department of Education.
  4. Degrees acceptable for the increase are associates, bachelors, masters, and doctorate degrees.
  5. No increase shall be given for the attainment of the next higher degree to employees hired with the written understanding that completion of such a degree is a condition for continued employment.
  6. During periods of limited budget availability, the Administration may declare a moratorium on implementing pay increases for earned higher degrees with the provision that employees who otherwise qualify would receive their increase at the beginning of the next fiscal year after which funds become available. In such cases, no retroactive increase will be provided to compensate for the moratorium period.

Submission of Credentials

  1. While employed at the College, employees are expected to report any new credentials to the Human Resources office each year.
  2. All employee’s credentials are to be maintained on file in the Human Resources office. Credentials will include but not limited t0: license, certifications, transcripts, etc.
  3. Employees are expected to provide documentation of credentials to the Human Resources office for tracking purposes.
  4. Human Resources will monitor licensure expiration and renewal dates.\

Funding Sources

Funding sources for professional development opportunities vary depending on the activity. College-sponsored professional development is offered at no cost, when possible. For fee-based professional development activities, the following funding resources are available for consideration:

  • Professional Development Assistance – Full-time employees who have been employed for at least one (1) year are eligible to apply for tuition reimbursement (subject to fund availability). Additional requirements for continued service at the College after reimbursement may apply. Employees should refer to the Professional Development Assistance Program (available via the Infonet) and contact the Human Resources Office for additional information.
  • Departmental Funding – Departmental funding may be used to cover the cost of learning experiences if the activities will benefit operational efficiency or effectiveness or are otherwise in line with the guidelines in this policy. Funding is at the supervisor’s discretion and is based on departmental budget capacity. Budget managers should project professional development expenses each fiscal year and submit justification for the budget requests for Leadership approval.  Employees should consult their supervisors for additional information.
  • SCC Foundation – Foundation donors may designate the Faculty/Staff Professional Development Fund as their donation recipient. Employees should contact Foundation staff for additional information.

Adopted: October 20, 2021