STEP 1
I. Background Professional development opportunities are an important component of an effective personnel management system. Such opportunities enable staff to increase their effectiveness by expanding knowledge in their areas of expertise, by refining and developing skills, and by enhancing staff morale. The critical functions performed by academic staff require that professional development opportunities be facilitated for institutional as well as individual reasons. System wide professional development programming consists of the policy of fee-tuition reimbursement for employer-authorized course work or training that "provides skill or knowledge deemed appropriate for the continued or improved effectiveness of the employees performance in his/her current position or role." General Administrative Policy Paper (GAPP) 25-Rev (4) provides guidelines for institutional use of this program. Faculty, academic staff and limited staff members with half-time or greater appointments are eligible for reimbursement. Normally, employees may take up to five credits in any academic term, but the Chancellor or his/her designee may extend the limit. Other programs exist at the institutional level. These may include seminars offered by consultants, UW-Extension and other UW-System staff, and reimbursement for expenses in connection with attending meetings and conferences related to academic staff members' institutional and/or professional responsibilities.
II. Professional Development Grants During the 1983-84 academic year, System Administration conducted a review of academic staff employment conditions for the Board of Regents. In one portion of the review, dealing with professional development and advancement, it was noted that there are few formal development opportunities for academic staff.* As a result of the review, the Board approved several recommendations, including establishing a professional development grant program for academic staff which began with the first proposals funded on July 1, 1985. The University of Wisconsin - La Crosse will consider for funding, proposals of individual academic staff members or groups of academic staff twice each year. *Academic Staff Review, Phase III: "Major Issues and Concerns of the Academic Staff," p. 26-28. Presented to the UWS Board of Regents December, 1983.
III. Objectives of the Academic Staff Professional Development Program
Individual Professional Development. The Program should provide an opportunity for academic staff to enhance their effectiveness in meeting changing needs and roles in higher education.
STEP 2
A. Improved Program Quality. Staff development opportunities should contribute to improving program vitality during a period of anticipated resource constraints and rapidly changing administrative and educational needs.
B. Improved Institutional Effectiveness. Since the University's mission stresses excellence in teaching, opportunities for instructional academic staff should result in increased teaching effectiveness. Opportunities for non-instructional academic staff should strengthen areas of the University which support effective student development, increase the University's role as a community resource, and support the emphasis on teaching.
IV. Elements of the Academic Staff Professional Development Program
Professional Development Needs. It is critical for academic staff to maintain and expand their professional competencies on order to provide effective instruction and services to students in higher education and practicing professional s needing updating. That is especially true during this era of rapid change. Areas of particular concern are multi-cultural diversity, globalization of the curriculum and institution, critical thinking and writing skills, telecommunications technology, and the changing needs of students due to social and age factors. Both instructional and non-instructional academic staff play important roles in addressing these needs.
A. Categories of Activities:
Primary Category: Two types of professional development proposals will receive priority under this category.
Secondary Category: The academic staff professional development program will not provide leave for formal study leading to a degree.
B. Proposal Review Procedures. Proposals will be reviewed, ranked and recommended by the Professional Development Committee of the Academic Staff Council. The committee may interview applicants as part of the review process. Recommended proposals will be forwarded to the Chancellor. Final funding decisions will be made at the University level.
C. Sources and Administration of Institutional Matching Funds. Funded activities will be administered through the Office of the Chancellor in accordance with UW-System and UW - La Crosse policies governing the use of GPR funds for travel and related activities. The funds will be maintained in a centralized account. It should be understood that this program is intended to supplement, not to supplant, institutional staff development programming. The University will continue to be responsible for providing existing institutional resources to support development efforts such as attending professional meetings. The fee/tuition reimbursement program will continue to operate as an institutional effort, except in specific cases where a proposal is funded through the System Professional Development Program.
Procedure for Submitting Academic Staff Professional Development Proposals
The following must be completed:
A. Proposal Cover Page
B. Body of the Proposal
1. A complete description of the activity and its objectives.
UW-L Academic Staff Professional Development Grants 3
2. An explanation of why this activity is important and the benefits the department/unit, other staff, students, the university, and the community will receive as a result of the activity.
3. A description of the schedule you will follow during the activity (e.g., sample agenda or other description), including explanation of arrangements for handling your workload, if released time is required.
C. Budget: A one page proposed budget listing the following items by line, where applicable:
a. travel
b. fees/tuition
c. food/lodging
d. secretarial and/or student help
e. salary or replacement cost (excluding fringe benefits)
Proposers must consult travel reimbursement guidelines in estimating food/lodging and travel costs. (Copies are available from accounts payable).
D. A current resume/vita or vita summary.
E. A letter from the department chair/unit director indicating support for the proposal.
F. An original plus seven (7) copies of the signed proposal are due to the Office of Human Resources and Diversity by the specified campus deadline. If the grant proposal is denied at any level, one (1) copy of the proposal should be forwarded to the Office of Human Resources and Diversity.
II. Process:
A. The Professional Development Committee of the Academic Staff Council will review and rank proposals, and may interview candidates.
B. The Committee will forward recommended proposals to the Chancellor for funding approval. As a result of the decentralization of the grants program, all funding decisions will be made at the University level (instead of the System level). Dollars to be awarded are contingent upon funding.
C. All applicants will be notified on writing of the committee's decision.
D. An evaluation questionnaire will be sent to each recipient awarded funding. The evaluation should be completed and returned to the chairperson of the Professional Development Committee by the date indicated on the form.
III. Timeline:
A. There are two calls for proposals each year.
a. Activities occurring between January 1 and June 30
b. Activities occurring between July 1 and December 31
B. Academic staff will be notified of submission deadlines by personal letter and Newsletter announcements.
NOTE: Deadlines for the two annual competitions vary from year to year. Please check with the Academic Staff Council Office for exact dates.