One of the evaluation criteria listed in the Agreement between SUNY and United University Professions id “Continuing Growth.” Examples of continuing growth include such things as continuing education, participation in professional organizations, enrollment in training programs, research, improved job performance, and increased duties and responsibilities.
The supervisor and employee negotiate the employee’s level of involvement in professional development. Each employee should have at least one activity listed in his/her performance program. Professional development may be geared toward improving an area “in need of improvement” from a previous evaluation or related to an employee’s new responsibilities or future career goals.
Examples of activities that contribute to professional growth and development:
Participation in professional organizations
Improve job performance
Increased duties and responsibilities
Approaches to professional development:
Skill Based Training
3 Critical Components of an Effective Professional Development Plan:
There is an established standard of success to describe what an individual who is successful looks like. There is a means of assessing where the individual is against this standard and continual assessment of progress that has been made. What are the standards against which you assess performance and what measures will you use to assess the individual against these standards?
It must be something that stretches people, pushes them out of their comfort zones, and requires them to think and act differently.
We tend to think only of monetary support, but what are the environmental support mechanisms. Who will provide guidance, feedback, and assistance as the individual tries out new skills, or takes on responsibilities that are beyond the scope of their current skill level? Is there a tolerance for risk taking and some failure?
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