Classified Staff Development and Training

Policy

1.00    POLICY RELATING TO CLASSIFIED DEVELOPMENT AND TRAINING

Pursuant to WAC 357-34, it is the policy of Tacoma Community College to establish and maintain a classified staff development and training program designed to:

1. Improve the skills of permanent classified employees;
2. Make training opportunities available for upward mobility;
3. Provide group and individual training that will result in the most effective and economical use of Human Resources concerning Professional Development for classified staff.

2.00    TRAINING OFFICER

The President will designate a training officer with the authority to administer, coordinate, and implement training programs developed for classified employees in accordance with the Tacoma Community College mission, goals and objectives, and available resources.  The training officer shall be responsible for:

1. Assuring that administrative officers and classified employees understand the intent, purpose, and provisions of the College's training program. 
2. Assisting administrative units, the Classified Staff Council and affirmative action officer or designee in identifying present and/or future employee training needs and activities.
3. Assisting the Classified Staff Council (CSC) in establishing priorities for training activities and developing a budget for submittal and approval through the College’s budgeting process.
4. Overall responsibility for the Professional Development budget, including authorizing expenditures from the budget as requested by classified staff and approved by the CSC.
5. Implementing the College's training activities in accordance with resources committed and pursuant to approved priorities as they relate to the College's goals and objectives.
6. Evaluating training activities to insure compliance with affirmative action and with the objectives of the program.
7. Developing forms necessary to implement, conduct, and reporting under this program.
8. Providing a report of the College's training activities to the President and/or College Board of Trustees.

3.00    RESPONSIBILITY OF ADMINISTRATIVE UNITS

Each supervisor shall be responsible for:

1. Identifying present and/or further employee training needs and activities based on the functions of the unit and each employee's contribution to fulfilling the objectives of the unit.
2. Prioritizing training requests based on unit goals; determining whether request is job or non-job related; and approving/denying employee requests for training based on the priorities of the unit.
3. Cooperating with the training officer to implement, and administer of the College's training program.
4. If the supervisor does not recommend a request, he/she will shall:

(1)       Discuss the reason(s) with the employee.

(2)       Provide a written statement of the reason(s) on the training request form.

(3)       Forward a statement to the HR Office to be inserted in the employee's personnel file.

4.00    RESPONSIBILITY OF EMPLOYEES

An employee desiring to participate in a training activity will be responsible for ensuring attendance and following established Education and Training request procedures.  

5.00    TRAINING PROGRAM PARTICIPANTS

1. Employees must secure approval for training from their supervisor.
2. The CSC Chair approves funding for a participant for a training program, paying particular attention to the frequency of an individual's request(s) during each fiscal year.
3. The training officer approves the request and funding allocation.
4. If an emergency or illness prevents a prospective participant from attending a training event:

(1)       He/she should report immediately to the CSC Chair (or his/her absence, to the CSC co-chairperson,)

(2)       Suggest one or two alternate participants (if a refund is not possible.)

The Training officer will select an alternate if possible.

These guidelines also will be applied in considering eligibility of alternatives to attend future training events in that fiscal year.

Inability to attend a training event due to illness or emergency will not affect future eligibility for training.

6.00    STAFF DEVELOPMENT EXPENSES

1. The cost of all training designated as job-related and directed by the College will be borne by the College and will include tuition, registration fees, materials, and travel.  Training costs will be limited by the amount of the funds allocated for said purpose.
2. The costs of all training designated as non-job related, except as described in Section 4.C. (3) shall be borne by the employee.

7.00    ATTENDANCE DURING WORKING HOURS

Employees approved for training will be afforded time as stated in the appropriate negotiated agreements and as governed by Personnel Resources Board Rules.  [WAC 357-34-020 Can employers require employees to attend training?  Employers may require employees to attend training that is job-related, meets an identified employer need, and/or is required by state or federal law.  Required attendance during and/or outside of working hours is considered time worked and must be compensated in accordance with the civil services rules.

8.00    AFFIRMATIVE ACTION RELATED TRAINING

1. The affirmative action program will be considered when evaluation training requests.

Purpose

Establishes the definitions and guidelines for classified staff development and training.

To Whom Does This Policy Apply

This policy applies to all classified service employees.

References

WAC 357-34             Employee Development and Training

WFSE – Article 9      Training and Employee Development

WPEA – Article 9      Training and Employee Development

Definitions

Administrative employee:  an exempt employee who is assigned administrative responsibilities for more than fifty (50%) percent of his/her total assignment within the College.

Administrative unit:  a major administrative department of the College such as financial services, student services, information systems, etc.

President:  The Chief Executive Officer of Tacoma Community College.

Classified employee:  one whose position is under the jurisdiction of the civil merit system rules of the Personnel Resources Board (PRB), the WFSE Higher Education bargaining agreement or WPEA Higher Education bargaining agreement.

College: Tacoma Community College District 22.

Supervisor: The administrator or manager having the authority and responsibility to initiate or recommend hire, transfer, layoff, recall, promote, assign and/or discipline in the interest of the employer.

See College Policy - Definitions

Procedure

None