JEP Learning Plan Process
JEP Learning Plans provide a roadmap for employees to gain knowledge, skills and abilities that will benefit them in their role as well as benefit the department in meeting its goals.
The following steps outline the complete process for creating and implementing the JEP Learning Plan.
Step 1: Identify Development Categories
These are broad skills that you want to enhance and improve during the next year such as communication, customer service and team building. Think big picture topics and, not specific learning opportunity courses.
Employee
- What strengths do you want to enhance or grow over the next year
- What gaps do you want to improve over the next year
- What skills/new knowledge would be required to accomplish individual and departmental goals
Step 2: Create a Specific Course List
Create a specific list of courses for each development category in Step 1.
Employee
- Access the JEP Learning Opportunity Resources to assist in identifying courses
- These resources can include professional or technical training, online learning, webinars, conferences, academic courses, and vendor training
- Speak with your coworkers in Job Enrichment about courses/resources they found relevant
- Utilize learning resources available to your department
- Reach out to relevant, field-specific professional organizations
JEP Learning Plan Table
| Skills | Specific Learning Courses |
|---|---|
|
Skills |
Specific Learning Courses |
|---|---|
|
Skills |
Specific Learning Courses |
|---|---|
JEP Learning Plan Example
| Skills | Specific Learning Courses |
|---|---|
| 1. Communication | 1a. Universal Class - Effective Communication 101 |
| 1b. Percipio - Communicate for Results | |
| 1c. | |
| 2. Decision Making | 2a. Universal Class - Decision Making Skills 101 |
| 2b. |
|
Skills |
Specific Learning Courses |
|---|---|
| 1. Conflict | 1a. Hoonuit - Navigating Relational Conflict |
| 1b. Universal Class - Resolving Workplace Conflict | |
| 1c. | |
| 2. Time Management | 2a. AMA - Taking Control with Time Management |
| 2b. Hoonuit - Successful Time Management |
|
Skills |
Specific Learning Courses |
|---|---|
| 1. Creating and Accomplishing Goals | 1a. Universal Class - Goal Setting 101 |
| 1b. | |
| 2. Team Building | 2b. Hoonuit - Leading and Engaging Remote Teams |
| 2c. | |
| 3. Change Management | 3a. Lynda.com - Change Management Foundations |
Step 3: Discuss and Review Course List
Review courses identified in Step 2 with your supervisor. JEP Learning Plans can be fluid. For example, if a relevant opportunity arises and would help the employee meet the department goals, the employee should meet with the supervisor regarding adding and completing this new opportunity. Consider the cost implications for all learning opportunities.
Employee + Supervisor
- Collaborate to discuss each learning opportunity to determine the relevancy and application for the employee’s role
- Consider the following:
- What are the main objectives of the learning opportunity
- How will the objectives be applied in the employee’s role
- Explain how the knowledge gained through this learning opportunity will benefit the department
Step 4: Order and Purchase Learning
Departments are responsible for the ordering and purchasing of all learning. Many resources are available at no cost to your department, and should be considered first, prior to purchasing learning.
Cost information for courses should be presented to the supervisor for consideration during Step 3.
Supervisor + Employee
- Research cost and/or purchase learning opportunities
- Receive approval from your supervisor (or department budget coordinator) to purchase approved learning opportunity materials
- Follow your department guidelines for proper purchasing procedure
- All materials can be retained by your department as a future tool/resource
Step 5: Complete and Submit Learning
Employee
- Once complete, obtain documentation for completed learning (certificates, test scores, DARS, grades…)
- Submit learning completions with documentation providing the following information:
- Learning opportunity description/objectives
- Two learning takeaways gained from the learning opportunity
- Specific examples of how you will implement the learning takeaways in your role
- Failure to provide requested information using specific examples, proving ROI for the learning, may result in denial of JE credit
Step 6: Return on Investment (ROI) Input
Supervisors must provide specific information in response to the completed learning opportunity and how it will be applied to the employee's role and benefit the department.
Supervisor
- Receives email requesting ROI input and reviews responses provided by the employee
- Replies to email to approve or deny the learning opportunity for JE eligibility
- Answers the required questions for approval:
- Explain how this learning opportunity is relevant using specific examples of how the employee will apply this learning in their role
- Explain how the knowledge gained through this learning opportunity will benefit your department providing specific examples
- Answers the required question for denial:
- Explain why this learning is not relevant and would not benefit the employee, department or university
- Answers the required questions for approval:
- Failure to provide requested information using specific examples, proving ROI for the learning, may result in denial of JE credit
Step 7: Update and Track MyCard Record
Staff Development + Employee
- Staff Development reviews employee form and supervisor response to determine JE credit
- Staff Development updates MyCard record
- Employee tracks learning completions and JE points in MyCard
Step 8: Process Bonuses and Premium Pay Increases
Staff Development + Employee
- Staff Development processes appropriate bonuses and premium pay increases
- Staff Development will communicate payment details to the employee via email
- Employee tracks bonuses and premium pay increases earned in MyCard