Eshelman School of Pharmacy: Professional Development Opportunity Fund Policy

Unit Policy

Title

Eshelman School of Pharmacy: Policy on Professional Development Opportunity Fund

Introduction

Purpose

This policy addresses the need for a clear, equitable framework to fund and support staff professional development at the UNC-Chapel Hill Eshelman School of Pharmacy. Without structured guidelines, employees may lack consistent access to work-related training opportunities that enhance job performance and support the School's strategic goals.

This policy establishes the Professional Development Opportunity Fund (PDOF), which provides up to $1,000 per fiscal year for eligible employees to pursue work-related professional development. It defines eligible activities, outlines the approval process, clarifies roles and responsibilities for both managers and employees, and ensures professional development opportunities are accessible and aligned with both individual and institutional needs.

Scope

This policy applies to permanent EHRA-NF and SHRA full-time employees of the UNC-Chapel Hill Eshelman School of Pharmacy who have completed at least one year of employment.

Groups that should be familiar with this policy include managers/supervisors who approve and support professional development requests and HR/Finance staff who administer and fund the requests. 

Policy does not apply to part-time or temporary employees or employees with less than one year of service at Eshelman School of Pharmacy. 

Policy

The UNC-Chapel Hill Eshelman School of Pharmacy recognizes the importance of encouraging and supporting employees in professional development activities that are related to their employment. The Professional Development Opportunity Fund (PDOF) provides funds for staff development opportunities. An employee may apply for funds of up to $1,000 per fiscal year for training and development activities as described in the guidelines below. Professional development supported by this fund must be work-related and benefit both the employee and the University.

Responsibility for professional training and development extends to all levels of the organization:

  • Managers are responsible for assessing and communicating professional development and training needs of individual employees in their direct reporting line, identifying and actively encouraging and supporting appropriate learning experiences. Providing time for professional development and training opportunities. Managers need to ensure business goals/needs of the unit are continuously met while the staff are away on professional development opportunities.
  • Manager may utilize the $1,000 per staff in the best interest of the unit.
  • Employees are responsible for assessing their job related skills and knowledge, for maintaining a high level of performance throughout their university employment, and for seeking approval for appropriate professional development and training opportunities in consultation with their managers.
  • Professional development and training opportunities should be available to all employees.
  • Managers need to plan for and allow appropriate professional development and training activities that occur as part of work time.
  • Professional development and training activities that require time away from the employee's workplace must be approved by manager.

While particular engagement in professional training and development varies widely between groups of employees and also individual employees, the following areas of knowledge and skill development should be considered relevant to the success of the school's staff and the school's strategic plan:

  1. Participation in activities designed to promote, maintain, and develop academic and professional expertise. Examples include, but are not limited to, the following:
    1. Annual participation in professional networks, associations, or accreditation opportunities related to employees' job responsibilities, community colleges, or higher education;
    2. Conferences, seminars, workshops, classes, teleconferences;
    3. Education to obtain professional licensures and maintain continuing education credits;
  2. Learning directly related to an employee's optimal job performance, including activities focused on or involving the following:
    1. business skills, including financial stewardship, human resource management and strategic leadership;
    2. knowledge of university policies, and procedures;
    3. communication skills, including basic skills, conflict management and resolution, negotiation and facilitation, team building skills;
    4. courses in project management, supervision, human resources, and financial management;
    5. organizational and professional development in strategic planning, change management, coaching, communication processes, group dynamics, performance management, systems integration, and strategic goal and continuous improvement alignment;
    6. knowledge and skills related to diversity and inclusion;
    7. knowledge and skills in recognizing and responding effectively to discrimination and harassment;
    8. knowledge and skills in the uses of technology to increase the efficiency and effectiveness of the university's business and/or educational practices.

Guidelines

Eligibility: Permanent EHRA-NF and SHRA full-time employees after one year of employment at the UNC-Chapel Hill Eshelman School of Pharmacy.

The fund shall be used for:

  1. Seminars, workshops, continuing education units (CEU's) offered by professional organizations, or other work-related professional development courses. Such training must benefit both the employee and the University.
  2. Supplement employee tuition waiver amount. NOTE: Paying tuition with a P-card is not allowed. Tuition must be paid by the requestor and a reimbursement must be submitted.
  3. Travel per diem (transportation, meals, and lodging) reimbursement for each approved professional development course.
    1. All training must be approved in accordance with university and ESOP travel procedures before any trip is taken. ESOP travel prior approval workflow is on Infoporte.

Funding will NOT be available for:

  1. Mandatory training.
  2. Books for classes.

Procedures

  1. Complete a professional development fund request form.
  2. Manager approval is needed. Before registering, the employee and his or her manager should discuss how the request benefits the employee and school and the way in which any time away from the work unit will be treated. Managers are encouraged to work with staff to allow participation in learning events in which the employee has shown interest or that the manager deems necessary.
  3. Submit form using the online portal at FAO/HR.
  4. Allow two weeks review period.
  5. Prefer PCard for registration. Otherwise complete the Pharmacy Travel Documentation Form for other reimbursement. Typical reimbursement is 2-3 weeks via direct deposit.
  6. Tuition must be paid by the requestor and a reimbursement must be submitted.

Exceptions

Exceptions to be considered on a case by case basis in consultation with HR/EVD-COO.

Contact Information

Primary Contact

Name:  Roscoe McNair

Telephone:  919-966-9886

Email: mcnairr@unc.edu

Print Article