Title: Management Development
Approved by:
Date Approved:
Effective Date: 06/03/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Professional Development Center
Revision History: N/A
Related Legislation and University policies: Vacation Policy
Review Period: 5 years
Date of Last Review:
Relates to: executive staff, senior staff, and staff
Exclusions: term employees
Policy Statement
The university recognizes management personnel, designated to oversee the work of others, play a critical role in establishing and maintaining a high-performing and effective workplace for both day-to-day operations as well as for the longer term guidance of the department, school and/or university. For this reason, the university encourages and offers supervisory training.
Supervisory Development
Successful management practices require ongoing attention to ensure the university management community remains current with the developments of supervisory, management, and leadership skills.
All employees who have a supervisory or management component in their role are encouraged to complete eight (8) hours of supervisory, management, or leadership-related development each year. A variety of options can and should be considered when determining how to achieve management development. Planning and budgeting ahead while including management development as part of the Annual Performance Review Process is strongly encouraged.
Internal Resources
Numerous internal resources within the university community exist who can provide high quality management development opportunities. Contact Human Resources at AskHR@case.edu or the Professional Development Center to learn about these.
External Resources
External resources may also be appropriate and should be considered as well when planning management development needs. Things such as webinars, professional conferences or seminars should be considered by the Department Head based on the needs of the department.
As a general rule, time spent on or at management development that directly relates to the employee’s current supervisory or management position, where the professional development activities have been suggested or required by the supervisor, is considered “time worked”. The employee should not be required to use leave to participate in such activities.
Staff (Non-Supervisor) Interest
Employees who do not currently have a supervisory or management component to their role may also be interested in participating in management development. The Department Head is encouraged to provide the employee the opportunity to participate in such activities by arranging an alternate work schedule that allows for proper business continuity.
Supervisors and/or Department Heads have discretion on how to treat time spent on management development that does not directly relate to the employee’s current position and/or has not been suggested or required by the employee’s supervisor. Where the training does not relate to an employee’s current supervisory or management position, the department may require the employee to use vacation time (in full or half day increments) for attendance at such events.
Supervisors are encouraged to provide the employee the opportunity to participate in such activities by arranging flextime within the same workweek that allows for proper business continuity, if possible.