Office Staff Development Program
Manager FAQ
Why should a manager support a staff member's involvement in the Institute program if she/he may be promoted into another position outside of the department?
The Professional Development Institute's mission supports the career goals
of individual staff as well as the internal staffing needs of Duke. By
strengthening the skills of Duke staff, managers will have access to a deeper
pool of talent with specific knowledge and experience at Duke. Providing staff
with opportunities to develop and grow within Duke is also a leading driver to
job satisfaction and retention. Participation in the program will guarantee that
a staff member will remain in his/her current department for the 44-week program
and at Duke for another 18 months after the program.
Working with Rewards & Recognition, a manager may also explore the possibility
of reclassification for the position currently held by the staff member. The
department would then benefit directly from the program. Managers with staff
members in previous classes have reported an immediate positive change in staff
when their program participation begins.
How many hours per week will a staff member be away from the job during regular work hours and what will it cost the department?
Participants will engage in up to 10 hours of paid training per week for a
44-week period. During the 44-week period, participants will need to be released
from their regular work schedule to cover some of the training time. The
remaining training may be outside a participant's normal work schedule. The
payroll for the participant is reported on their primary time card. PDI will
reimburse the department for 50% of the hours in the program each week i.e. 5
hours per week, 20 per month.
During the first 20 weeks of the program, classes will be held on three
afternoons per week. In the last phase of the program, which lasts for 24 weeks,
classes will be held one late afternoon per week. An internship will also be
scheduled during the regular work hours as part of this phase of the program.
Will the manager be informed of a staff member's progress in the program?
It is important for managers to actively support training and coaching of
their staff who participate. Professional development specialists will
facilitate ongoing discussions and feedback with managers to ensure a staff's
success in the program. The Institute also encourages participants and managers
to discuss their experience in the program regularly.
What will happen if involvement in the Institute program begins to interfere with a
staff member's work performance?
A participant's current job must remain his/her first priority; therefore,
if involvement in the program begins to interfere with current job performance,
measures can be put in place to address the problem. Professional development
specialists will work with the manager and participant to help identify and
address issues affecting work performance.
How can a manager support a staff member's involvement in the program?
A manager can support a staff member by providing: 1) a flexible schedule
for the staff member to participate in classes and internships, 2) ongoing
performance feedback to the staff member, 3) opportunities for the staff member
to practice new skills on the current job, and 4) support and encouragement
throughout the program.
Managers also can support participants by hiring them for existing vacancies
upon completion of the program. This support from managers is critical to the
success of the program.
What other opportunities are available for managers who want to get involved in the Institute?
Managers also can serve as mentors and
internship hosts. Support from managers is also
needed to hire graduates of the program to fill vacancies in the targeted areas. For more information, please contact the
Professional Development Institute at 684-5406,
or by email at pdi@mc.duke.edu
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