Santa Clara University

Human Resorces

Section 400: Training and Organizations

401. Orientation, Training, and Development

Statement

Santa Clara University strives to welcome new employees into the University through an active orientation program. Further, the University supports continued training and development for employees within its organizational and resource limits.

As an academic organization, Santa Clara University is committed to the orientation, growth, and development of the individual employee and supports targeting resources to accomplish that end. Recognizing that the organization is only as effective as its individual members and work teams, Santa Clara University supports orientation and ongoing training and development efforts designed to:

Procedure
Orientation

Orientation occurs at three levels: University orientation, department orientation, and position orientation. Human Resources will arrange for new employees to attend the University’s Orientation Program during the first three months of employment. Department orientations should be arranged by the department head. Supervisors are responsible for orienting a new employee to the position.

Training and Development Program Costs

Training and development program costs may be paid by the employee, the department and/or the University depending on the nature of the program and the financial resources available.

Time Away from Work

Time away from work for attending a class or training program may be considered work time and paid accordingly if the following conditions are met:

All other requests for time away from work to attend training programs or classes must be processed in accordance with the current leave policies.

Resources

A variety of on-campus and on-site training and development resources are available, including:

Contact the school or center directly for information about courses and enrollment.

Responsibility

The employee and supervisor share the responsibility for defining and planning individual work-related skill development. The employee has the primary responsibility for his/her own career development. The supervisor can be supportive of this process by arranging access to University sponsored resources as appropriate and available.

Each division and/or department is responsible for communicating its policy for divisionally and/or departmentally funded training and development programs to its members. Human Resources administers University sponsored training and development.

Resource

Contact Human Resources if you have questions about this policy or if you would like more information regarding the University’s education benefits and tuition remission program.


Policy Approved: October 23, 1998
Last Updated: October 28, 1998

Maintainer: Human Resources

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402. Performance Planning and Management

Statement

Santa Clara University seeks to ensure that employees perform their jobs to the best of their ability, and that they be recognized for good performance and receive appropriate coaching and counseling when improvement is necessary. Performance planning is fundamental to good personnel management.

Performance planning requires clear communication of performance standards, goals and objectives of the University. Performance management measures performance results against expectations, standards and goals.

Procedure

Santa Clara University advocates performance planning and management designed to enhance the performance and development of all employees.

During the introductory period, supervisors will prepare and review with their employees progress reports of job performance at intervals during and at the end of six months. Performance will be monitored during this time, and documentation in the progress reports is considered in determining whether employment should be continued beyond the introductory period.

Following successful completion of the introductory period, employees engage in ongoing communications with their supervisors regarding performance expectations, goal setting, and professional development. A periodic mutual review of the employee’s position description is encouraged to insure the accuracy of the position description and to establish a basis of communication for goal setting in performance planning. Annual performance reports are filed with Human Resources for use in determination of annual salary increases, and for training and development needs analysis and planning.

Regular performance discussions between the supervisor and the employee are scheduled to review performance goals, and results. (Annually, these discussions may be documented.) Employees or supervisors are expected to refer any performance disagreements to the second level supervisor for advice and resolution.

Responsibility

Department heads and supervisors are responsible for conducting the performance planning and management cycle annually. Employees are responsible for maintaining open communication with their supervisor and participating in performance management during performance planning, goal and expectation setting times in the cycle.

Resource

Contact Human Resources if you have questions pertaining to this policy or would like more information regarding performance planning. See also Corrective Action for Performance Problems (310) and Conflict Resolution (309).


Policy Approved: October 23, 1998
Last Updated: October 28, 1998

Maintainer: Human Resources

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403. Participation in University Governance

Statement

Santa Clara University has identified nine normative principles for good practices in governance. One recognizes that the University can flourish only if there is a healthy sense of community in which all members have a role in working for the common good. Another calls for governance to be open, accessible and understandable to members of the University community. Santa Clara recognizes the benefit and significance of service to and for the University community.

Procedure

Accordingly, supervisors and employees should work collaboratively to assure that staff members willing and able to serve as members of official University committees, task forces or other governing bodies may do so without jeopardizing the satisfactory performance of their respective position responsibilities. If University decision making is to reflect rich input from relevant stakeholders, they must be permitted to participate in University governance. Therefore, time spent on University business is recognized as an additional duty or responsibility and may be conducted during normal working hours.

Responsibility

Employees are responsible for obtaining supervisors’ support and approval to serve on University committees, task forces or other governing bodies such as the Staff Assembly Council. Supervisors are responsible for allowing employees to participate in governance and for supporting service to the University when it does not conflict with other responsibilities of employment.

Resource

Contact Human Resources if you have questions or would like more information about this policy.


Policy Approved: October 23, 1998
Last Updated: October 28, 1998

Maintainer: Human Resources

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404. Professional Organizations

Statement

The University will support employees who wish to join and participate in career-related organizations when:

Procedure

An employee may request the University to sponsor membership in an appropriate organization by submitting a request to the immediate supervisor. The request should include:

The supervisor will review the request and forward it with a recommendation to the department head. The department head will promptly approve or disapprove the request and inform the employee and supervisor. Membership payments must be processed according to the University’s fiscal procedures.

Responsibility

Department heads are responsible for approving or disapproving requests for University-sponsored memberships in career-related organizations based on the benefit to the University. Employees are responsible for prudent use of University time and resources in their connection with and participation in career relation professional organization.

Resource

For more information concerning this policy, contact Human Resources.


Policy Approved: October 23, 1998
Last Updated: October 28, 1998

Maintainer: Human Resources

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