PURPOSE
1. To facilitate consistent monitoring of all learning and development activities in which university employees are engaging
2. To give employees support and encouragement for career advancement by:
- Providing university personnel with appropriate development programs to equip them with the necessary skills, knowledge, insight, and motivation, resulting in personal and professional growth
- Giving employees exposure to new avenues and trends that will help improve knowledge, skills, and performance
- Providing opportunities for employees to upgrade their academic qualifications
3. To utilize the university’s support in helping to boost employee engagement and productivity, which complies with the vision and mission of the university
SCOPE
This policy covers the learning and development opportunities, whether local, national, or international, that improve employees’ individual skills with a holistic approach over an extended period. It also encompasses various employee development programs. These include the Faculty Development Program (FDP), Non-Teaching Development Program (NTDP), and Management Development Program (MDP).
DEFINITION OF TERMS
Activity/ Event – refers to webinars, seminars, workshops, orientations, In-Service Training, staff development, lectures, conferences, and other learning endeavors.
Training – a method of guidance or instruction used to provide hired personnel with the knowledge and skills needed for their present jobs
Office – refers to a school or a support office
Learning Development Approval Sheet (LDAS) – refers to the form an employee shall accomplish to process application in any learning and development activity
Echo – an activity in which the attendee of training conducts a similar or shortened version of the information or recap of the information gained in the attended training or seminar
Proof of Echo – refers to the attendance form an employee shall accomplish after the applied learning activity has concluded
Proof of Involvement – refers to the certificate of attendance/ participation/ recognition, attendance record, or photo documentation that confirms the involvement of the employee in the applied learning activity
Faculty Development Program (FDP) – refers to the program designed for teaching university employees, which aims for professional, instructional, leadership, and organizational development through workshops, seminar series, short courses, and longitudinal programs.
Non-Teaching Development Program (NTDP) – refers to the program designed for non-teaching employees of the university, which focuses on the following: customer service, health and safety, personal development, administrative skills, communication skills, research competencies, and community extension services.
Management Development Program (MDP) – refers to the program designed to enhance the learning and skills of the appointed management personnel of the university. It focuses on the five dimensions of management development outlined by Elmuti (2004): managing self, managing relationships, managing organization, managing context, and managing change.
REFERENCE MATERIALS
DETAILED POLICIES
1. All university employees, irrespective of their employment status and category, shall have the opportunity to apply for external learning endeavors that directly contribute to enhancing their work performance.
2. The employee shall fill up the Learning and Development Approval Sheet (LDAS) which contains only external learning endeavors. These endeavors may or may not include a budget request to the university.
3. The HR Staff for Learning and Development shall ensure that the submitted Learning and Development Approval Sheet (LDAS) is accompanied by a duly signed and approved Leave and Substitution Form, if applicable. Additionally, all relevant documentation pertaining to the activity must be completed following the guidelines outlined in the applied development programs.
4. The HR Staff for Learning and Development shall issue a return of service contract to the employee depending on the nature of the learning endeavor, adhering to the current return of service scheme.
5. The employee shall process and submit all necessary documents for post-activity requirements to the respective offices, including other deliverables deemed necessary by the applied learning activity. This shall be in accordance with the guidelines specified in the applied development programs, ensuring timely compliance. The respective offices shall keep records of all submitted post-activity documents and related materials for monitoring and reference purposes.
6. The Human Resource Management Center (HRMC) and the employee’s office shall verify the training effectiveness of external learning and development activities by evaluating assessing employee’s feedback, performance improvement, and the achievement of specified learning objectives indicated in their approved Learning and Development Approval Sheet (LDAS).
7. The HR Staff for Learning and Development and the employee’s office shall maintain comprehensive record keeping of all external learning and development engagements their employee has participated.
8. The HR Staff for Learning and Development shall document all processed Learning and Development Approval Sheet (LDAS) and their attachments, Training Evaluation Forms, and Proof of Echo Seminars. Other required post-activity deliverables or documents, and a duly signed Return of Service Contract shall also be documented when applicable. These records shall be stored securely and retained for a minimum period of five (5) years to ensure compliance and facilitate future reference.
The following constitute additional learning and development supports provided under the Faculty Development Program, which adapts for non-teaching and management personnel when applicable:
- Support for Faculty Industry Immersion
- Support for Involvement in International, National, Regional, and Local Conferences, Seminars, Webinars, Training, Workshops, Competitions, Government/ Professional Organization Orientations/ Consultations/ Meetings and Advanced Courses
- Support for Faculty Involved in Student Off-Campus Activities
- Support on Paper Presentations in Pre-Selected High-Impact Conferences, Externally/ Internally-Funded Research/ Creative Works
- Support on Research Publication
- Support for Faculty Exchange
- Support for International Academic Mobility of Faculty
ADMINISTRATION
The Human Resource Management Center (HRMC) Director shall administer this policy.