Continuing Education/Professional Development. The University has a vested interest in attracting and retaining highly qualified and skilled health service staff. To this end the Employer supports continuing education opportunities for its employees within financial and operational constraints. The Employer shall provide time off with pay for employees to attend continuing education and professional development meetings or workshops only under the following conditions: • Attendance is approved by the Employer based on operational needs of the unit including but not limited to the time of year and staffing level. • The number of days and hours will be limited to the number of days and hours outlined in the chart below. • All paid time will be at the straight time rate of pay. Any time beyond the days or hours afforded in the chart below would be voluntary training and the employee would need to take vacation and/or comp time. Unless continuing education and/or professional development meetings or workshops are designated by the Employer as “mandatory,” no overtime will be paid. In all cases, when approved, the costs of travel, lodging, and meals directly related to professional development will be reimbursed in accordance with the State per diem as outlined by the ISU Office of the Comptroller. While not required, employees are encouraged to schedule continuing education and professional development during academic breaks (Fall, Spring & Summer) whenever possible. Time off for this purpose will not normally be approved during the first four (4) weeks of each semester. Employees covered by this Agreement will develop and submit for approval a general annual plan for continuing education and professional development. All plans shall be submitted for approval to the employee’s immediate supervisor by May 1st for the upcoming fiscal year. Plans for continuing education and professional development will be evaluated on the basis of the following criteria: • Fulfills the established professional development goals for the employee as indicated in the annual plan for continuing education and professional development • Fulfills continuing education requirements • Benefits the department and the services to students • Promotes positively and visibly the institution and division at the regional and national levels in pertinent professional organizations • Provides for future services to students consistent with the department’s mission, vision or values.
Continuing Education/Professional Development. ECFE/SR/FL teacher-itinerants shall take part in continuing education and professional development activities in the same manner as all other teacher-itinerants.
Continuing Education/Professional Development. Many work-related training programs are provided on campus by the department for Continuing Education (“CE”) and other campus departments. Continuing Education and other University departments can also assist departments in coordinating in house departmental training opportunities to meet their specific needs. Xxxxxxx State University Center for Continuing Education provides staff development training to employees of Xxxxxxx State University and the Board of Regents who have been continuously employed for at least 6 months and have successfully completed their provisional period. Full- time faculty and staff who meet the aforementioned conditions may attend job related Continuing Education courses at a reduced registration fee on a space available basis. For additional information on opportunities available through Continuing Education, please contact 000-000-0000 or visit the Continuing Education website.
Continuing Education/Professional Development. The Employee shall be reimbursed up to a maximum of $2,000 dollars per year for costs associated with continuing education as related to the position, with prior approval in writing of the Employer. Reimbursement shall be charged against a line item in the department budget that is funded specifically for education, as long as the Employee successfully completes the course.
Continuing Education/Professional Development a. The Board encourages the continuing professional growth of the Chief School Administrator. The Board agrees to pay and/or reimburse the Chief School Administrator/Supervisor of Child Study for courses of study which will improve his skills for the duties of the Chief School Administrator/Supervisor of
