Education and Training

To keep current in a rapidly changing environment, the University expects all employees to participate in some form of occupational and/or professional education and training on a regular basis. Because of changes in job content and advances in technology, even experienced workers require training and development. Education and Training is one Career Development program that all employees can participate in, regardless of their long-term career goals. Most employees now engage in regular education and training, whether it is through Employee and Organizational Development workshops or academic classes.

Employees can use a number of professional development options through academic courses, training workshops, seminars, conferences, distance education, journal subscriptions, and electronic study groups. Self-study can be attained through books, articles, audio and video tapes, CD-ROMs, and on the Internet.

 

Who is Eligible?

If you are a regular full-time or part-time employee, you are expected to participate in Education and Training. Department needs and budgets will influence the kind and amount of training you receive, but you can take advantage of the tuition remission benefit for regular academic classes and work-related continuing education classes. Supervisors are encouraged to grant employees time off with pay to attend one course each semester if the course is related to the employee's work and if it is not available outside of regular working hours. Departments are required to fund career development activities deemed necessary by supervisors, such as training for licenses and certifications.

 

Why Participate in Education and Training?

You are responsible for your career development. One way to build your career is to engage in continuous learning, gaining new knowledge and skills that will help you do your job better. Here are some reasons why you should participate in continuous education and training.

The only way to stay current with your skills is to engage in continuous learning. No matter what grade your current job is, you should have a plan to maintain and upgrade your skills.

• Many jobs require licenses or certifications that must be updated regularly.
• You will be better prepared to market your skills if you are up-to-date in your current job. If your knowledge lags behind the cutting edge, your career development may lag behind as well.
• Departments are more productive and flexible in meeting new challenges with employees who are current in their fields and are technologically savvy.

 

Getting Started

1. You and your supervisor/manager first decide on goals that are mutually beneficial to you and to the department. By considering both, you are assured that your learning activities will contribute positively to your future and the future of the department.
2. Next, identify the skills and knowledge you need to obtain to accomplish those goals. For example, if a goal is to improve departmental communications, you might decide that learning desktop publishing would be helpful to produce a department newsletter.
3. Determine which classes or programs best fit your own and the department's schedules. You can choose from many options, including academic classes, job-related continuing education classes, Human Resources training programs, and many others. The tuition reimbursement benefit is available for UNM academic classes and for job-related continuing education classes. The tuition remission benefit will pay for a combination of academic and continuing education credits, up to a total of eight hours per semester. The Employee and Organizational Development Department offers a wide range of training opportunities free of charge. The list of classes can be accessed at Learning Central.
4. Include the agreed upon classes on your annual performance review form.

 

Working With Your Manager

When you are ready, review your Education and Training ideas with your supervisor/manager, including your identified goals, specific competencies you have chosen, the training you will take, and the schedule for completion.

 

How Education and Training works

• You and your supervisor/manager together agree on your education and training goals.
• You are responsible for scheduling and completing the agreed upon items.
• Managers will document your development goals and your progress in meeting those goals on your annual performance review forms.
• Keep an accurate record of all of your continuous educational and training activities.

 

For Managers

Before training activities

• Sit down with each of your employees for a career discussion. Encourage employees to talk about their professional short and long-term development goals, and what they would like to accomplish in their training activities.
• Consider the goals of your department and how the needs of employees could dovetail to produce a mutually beneficial training experience.
• Establish departmental priorities and set schedules for education and training opportunities on a yearly basis.
• Share your departmental goals with your employees and with other department managers, so they may become aware of your needs and may consider which education and training activities will most support your goals.

 

During training activities

• Have a discussion with your employee about the training he or she is attending. Discuss the objectives and how the employee might apply the new skills at work.
• Create a positive attitude in the workplace when an employee is out for training. Develop a mindset that training is a day's work.
• Do not pull the employee out of workshops or classes. This sends a mixed message about the importance of career development.
• Arrange for coverage for the employee while they are away.
• Do not punish an employee for having been away by piling on the work.
• Plan for how you can reinforce the employee's new skills.

 

After training activities

• Talk with your employees about what they learned. Invite them to share with colleagues by giving short presentations or sharing their educational materials.
• Review the employee's continuous education during one-on-one status meetings and each performance review.

 

Career Advancement

Employees may decide to apply for other positions at the University. Although in most cases this involves movement to a higher grade, an employee may want to make a lateral move or take a lower grade in order to change careers or bridge another career path.

UNM hiring officials may interview qualified University employees for consideration to fill a position. Human Resources can assist hiring officials to identify positions suitable for internal applicant pools.

All hiring officials must follow applicable University policies and procedures and state and federal laws during the Career Advancement hiring process.