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Chapter 11: Employee Development & Training

Flextime Scheduling: Guidelines and Procedures
A Supportive Work Environment Initiative

The challenges associated with the changing nature of work and the workplace environment are as real for the campus as elsewhere. Rapid change requires a skilled, knowledgeable workforce with employees who are adaptive, flexible, and focused on the future.

As a manager, one of your key responsibilities is to develop your staff. The Philosophy of Human Resources Management (Appendix B) states that you can:

"Encourage growth and career development of employees by coaching, and by helping employees achieve their personal goals at UCSF and beyond...[you can develop] human resources by providing adequate training... encouragement of staff development, and opportunities for growth."

The campus recognizes that employee development requires a shared responsibility among the institution, you, and the employee. In this partnership:

The institution

Ensures that policies and programs facilitate the continuing development of staff

You

Work with staff to: assess and provide feedback on their skills and interests; select training and development activities that match their career development objectives and job needs; use the Development & Training catalog as a tool to tell employees about training and development opportunities on campus and to create an annual development plan; stay informed of current policies and practices that support employee development; follow up with employees after a learning activity to integrate new skills and knowledge into their responsibilities

The employee

Takes initiative to assess skills and interests and seek development activities that match needs; works with you to identify training and development objectives

Most employee development and training programs fall under the following categories:

Management Development; Career Development; Basic Skills; Professional Skills; Technical Training; Supervisory Skills

Your support of training and development creates a "Win" for the employee and for your workplace. You will have:

Employees with upgraded skills, working to their full potential and equipped to deal with the changing demands of the workplace; employees with higher morale, career satisfaction, creativity, and motivation; increased productivity and responsiveness in meeting departmental objectives


Career Development

Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery and professional development, coupled with career planning activities. Job mastery skills are those that are necessary to successfully perform one's job. Professional development skills are the skills and knowledge that go beyond the scope of the employee's job description, although they may indirectly improve job performance.

Since career development is an ongoing, dynamic process, employees may need encouragement and support in reviewing and re-assessing their goals and activities. You are in a key position to provide valuable feedback and learning activities or resources. Formal training and classes away from the job are effective in providing new information, but adult learners also need to practice new skills. Therefore, you can contribute significantly to your staff member's career development by supporting career development activities within your department.

Guiding Principles

Your support for career development is important because:

How to Support Career Development

Roles You Can Play

COACH: Helps employees identify strengths, weaknesses, interests, and values by maintaining open, effective communication and ongoing encouragement. You can improve your coaching by:

ADVISOR: Provides organizational information, realities, and resources to employees. You can improve your advising by:

APPRAISER: Evaluates employees' performance in an open, candid way and relates this to potential opportunities. You can improve your appraisal skills by:

REFERRAL AGENT: Helps employees meet their goals through contacts with people and resources. You can improve your referral agent skills by:

Management Development

The management and leadership development process is flexible and continuous, linking an individual's development to the goals of the job and the organization. Management development programs on campus give you the opportunity to develop a broad base of skills and knowledge that can be applied to many jobs on campus. D&T's management development curriculum is changing. The overarching goal is a comprehensive curriculum for managers and supervisors to develop the necessary core competencies to become excellent leaders. The Employee Relations Unit also provides training for managers and supervisors, along with performance management tools. Expanding management core competencies will enable campus managers to keep pace with the demands of a changing organization. Enroll in the Supervisory Certificate Program courses to learn more about supervisory core competencies and roles at the D&T Course Enrollment Catalog.

Guiding Principles

Management development activities can:

How to Support Management Development

Other Resources

  • The Employee Development & Training Unit in Human Resources
  • Employee Development & Training course listings
  • Management Skills Assessment Program