Voluntary Professional Growth and Development Sample Clauses

The Voluntary Professional Growth and Development clause establishes opportunities for employees to engage in additional training, education, or skill-building activities at their own initiative. Typically, this clause outlines the types of programs or workshops that qualify, whether participation occurs during or outside of work hours, and any requirements for prior approval or reimbursement. Its core function is to encourage continuous learning and self-improvement among staff, supporting both personal career advancement and the organization's overall competency.
Voluntary Professional Growth and Development a. Teachers shall be reimbursed at 100% of tuition costs for graduate courses, up to a maximum of nine (9) credits per year at the highest state tuition rate provided that the per-teacher maximum does not exceed $3,600 per year. The secretary/aide maximum shall be $800.00 per person per year. b. In order to receive tuition reimbursement or additional compensation the following shall apply: i. The institution where the employee takes the coursework or from where he/she obtains a degree must be a duly authorized institution of higher education as defined in N.J.S.A. 18A:3-15.3. ii. The employee must obtain approval from the Superintendent prior to enrolling in the course. If the Superintendent denies the request, the employee may appeal the denial to the Board of Education. iii. An employee can only receive tuition reimbursement or additional compensation for a course or degree that is related to the employee’s current or future job responsibilities. c. Employees will not be eligible to receive reimbursement if they voluntarily terminate employment in a period of twelve (12) months after successful completion of the course or courses. Said reimbursement shall be deducted from the employee’s last paycheck(s). d. The maximum liability to the Board of Education shall be thirty thousand dollars ($30,000). Amounts not expended in one fiscal year shall not be added to money available in the following year. If the cap for tuition reimbursement is insufficient in any fiscal year to meet the demands of all applicants, the following guidelines shall apply: i. tuition reimbursement for the FIRST SIX (6) CREDITS taken by any qualified teacher in a fiscal year shall be based on the total number of qualified teachers taking SIX (6) CREDITS during that fiscal year; ii. reimbursement for additional courses shall be taken from the balance of funds after the FIRST SIX (6) CREDIT reimbursement; and, iii. reimbursements for up to three (3) additional credits by any one teacher during one fiscal year shall be approved in order of request until the amount of maximum liability is reached.
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Voluntary Professional Growth and Development. Supervisors shall be reimbursed at 100% of tuition costs for graduate courses, up to a maximum of nine (9) credits per year at two hundred fifty dollars ($250.00) per credit or the highest tuition in a New Jersey State College or university, whichever is greater. The per-supervisor maximum is not to exceed $2,500.00 per year. The maximum liability to the Board of Education shall be $5,000.00. Amounts not expended in one fiscal year shall not be added to money available in the following year. If the cap for tuition reimbursement is insufficient in any fiscal year to meet the demands of all applicants, the following guidelines shall apply:
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Related to Voluntary Professional Growth and Development

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  • Professional Growth ‌ The policy of the District shall be to encourage continued and active participation on the part of classified employees in a program of professional growth activities designed to improve service to students and the District, and to assist in the personal and professional development of the employee. Professional growth is designed as a continuous purposeful program of study/training to retain and extend the high standards of the classified employees. The purpose of this program will be: 1. To improve the standard of service of the classified staff; 2. To extend and constantly improve the standards of on-the-job performance; 3. To provide opportunities for personal growth and advancement and thereby exert a concerted effort to retain qualified classified personnel. The policy shall be interpreted and implemented as follows: 1. Professional growth credit shall be given for unit credit collegiate-level coursework. Non- collegiate courses shall be evaluated on a case-by-case basis by the employee’s immediate supervisor and the Chief Human Resources Officer or designee. 2. Professional growth credit will be provided for coursework completed on the employee’s own time. Released time for on-the-job training to participate in study/coursework, etc., shall not result in professional growth credit. 3. Professional growth credit shall be given only for that coursework begun and completed subsequent to the effective date of the Agreement into which this proposal is incorporated. 4. All coursework for professional growth credit shall be job-related or related to advancement to another District job and subject to prior approval of the employee’s immediate supervisor and the Chief Human Resources Officer. The burden of proof of job-relatedness falls to the employee making request for professional growth credit. 5. If the District determines that the coursework is not job related, the employee may appeal this decision using an appeal process similar to the one now operating with working out- of-class provisions of the Agreement. 6. Upon promotion of the employee to a new classification, the units completed for professional growth credit shall be reviewed by the new supervisor and the supervisor’s vice president to determine whether the growth credits shall carry over. a. If units were gained completing courses which provided employee with prerequisite skills for the new position, the professional growth credit will not be carried over. b. If the credit is not job-related to the new position, the credit will not be carried over. c. In both “a” and “b” above, the appeal process of Paragraph 5 shall apply. 7. The District shall have the right to require appropriate coursework as part of any professional growth program for an employee. 8. An employee shall have three (3) years in which to complete any cycle of professional growth. Units will not be carried over if the cycle is not completed within the three (3) years. 9. Upon completion of twelve (12) units (within the three-year timeline), the employee shall be eligible for the first step of professional growth increment. 10. Upon completion of an additional twelve (12) units (within the three-year timeline), the employee shall be eligible for a second step of the professional growth. 11. Professional growth increment shall be a flat rate of $50.00 per month per step.

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