Employee Development Plan
new employees to FPB will receive an initial professional development plan based on their role. Existing employees will build a professional development plan with their manager yearly during the annual evaluation cycle. The financial support for the training plan will be evaluated at the time of the plan's development. Any training added outside of this annual planning cycle will be reviewed and approved by the Finance Director and the Senior Leader to determine priority and financial support. Approval for all training must be granted by the functioning Budget Manager/Finance Director.
Determining Appropriate Training
It is the Manager's role to determine if training/professional development meets the business need. It is the Manager's responsibility to escalate the request for determination to Director or AVP for substantial training costs and/or requests. Managers must consider the following when building a professional development plan for employees:
- Is the request within the pre-established employee development plans?
- Does the professional development opportunity expand the employee's ability to support the business needs of FPB?
- Does the training provide the employee with skills that will support their increased success in their role?
- Is the opportunity geared towards the employee's current role, or in support of their pursuit of future career interests?
- Is funding available?
Employees with Corrective Action Plans
Employees with a current corrective action plan are required to meet work performance expectations for their immediate position before pursuing additional training that is outside of the corrective action plan. EDPs in these cases will be paused until an employee has successfully met all work requirements. Questions may be directed to finsshr@uw.edu.