Career Planning Program pays for training

By Barbara Black

Concordia employees are being given more opportunities to upgrade their skills at no or minimal cost to their supervisors. Workshops are being held for staff and supervisors to explain how they can take advantage of the voluntary Career Planning and Development program.

A form called the Computer and Language Training Needs Assessment was forwarded to each supervisor, manager or director at the university to collect information on each staff member’s language and computer skills.

About 90 employees and 45 supervisors have attended information sessions since last spring. Supervisors are asked to have employees evaluate their skills and needs, and jointly suggest appropriate training.

Nicole Saltiel, director of Employment and Employee Development, said that Human Resources and Employee Relations makes every effort to accommodate requests.

“Priority will be given to training and development that are the more closely aligned with departmental priorities. Supervisors will be asked to rank their priority for training and development to support departmental, unit and organization goals.”

The development opportunities must be aligned with organizational goals, and the funds are administered by HR & ER to ensure equitable access. Asked if there is a cap on cost, Saltiel said, “We will look for the best bang for our buck to ensure that as many employees as possible benefit from the program.”

Training in Montreal is offered whenever possible to save on travel and accommodation costs. Bringing courses on campus is a preferred option for the same reason, and so is finding e-training opportunities when appropriate. So far, Saltiel says, no request has been refused because the cost was too high. Over the past two years, HR & ER has provided a number of funding initiatives.

Forty employees took part in an in-house program leading to an Attestation of Collegial Studies. They will graduate in October 2004 and February 2005.

Several employees obtained Project Management Institute certification. Funding was provided to a department to upgrade employees’ skills through an outside provider who provided specialized training.

Some 30 supervisors in one department at the university were given supervisory training.Academic administrators were offered executive coaching and leadership training funded by HR & ER Training and Development Fund.

Re-tooling and training were provided to displaced employees to provide them with skills to take up permanent positions.

Saltiel said, “The initiative owes its funding to the wisdom and foresight of senior administrators at the university, who decided to earmark funds for the training and development of staff.” In addition, the priorities reflect the mandate contained in the Task Force Report on Human Resources of 1998.

“Concordia has always had numerous incentives to encourage employees to access education and training: tuition waivers, study leaves, deferred salary leaves, funding for language courses at Continuing Education, etc. These incentives remain available for employees who seek funding outside this program.”

Saltiel said that if employees were not made aware of this program through their supervisor, they can call EED at ext. 4689 and request a copy of the Needs Assessment form. If expert guidance is needed, career advisor Matt Santateresa and Training and Development Advisor Magalie Kanho in HR & ER can be of assistance.