In January 2019, a Presidential Task Force was charged with creating new, robust professional development opportunities to support the growth and development of our staff. To accomplish this mission, the task force established two primary subcommittees to address data collection and best practices research. From this work, the task force made numerous recommendations, all of which were accepted by the President in the fall of 2019. These initiatives will be implemented by Human Resources on a staggered schedule.
Competency Model +
With the support of senior leadership, the University’s Central HR team is undertaking a very large and complex assignment to revamp UGA’s position management and classification policies. The UGA Staff Competency Model Initiative encompasses two major efforts: 1) analyzing and identifying the key tasks that must be performed in a given position; and 2) defining the critical behaviors and characteristics to successfully perform in a particular role—more specifically the Knowledge, Skills, Abilities, and Other Characteristics (KSAOs) it takes to perform well in a job.
Defining Staff Professional Development+
Develop a common definition for staff professional development across the University.
Engage & Learn Week+
Engage & Learn Week is a series of personal and professional development opportunities designed to enhance, elevate, and celebrate the incredible work of UGA staff. Engage & Learn Week will offer a variety of synchronous and asynchronous events and programs at no cost to staff and developed to meet the needs and interests of UGA staff from every functional unit.
Create an Expert Bench among UGA faculty-staff led by Training and Development who can assist with providing staff professional development offerings (i.e., leverage existing expertise within schools-colleges-PSO).
Further invest in staff by establishing a Staff Professional Development Grant Program housed in the President’s Office, for staff or mangers to apply yearly for funds to support developmental opportunities; with a minimum of 10 awards to be decided by a special committee.
Operationalize staff professional development into all units, by giving managers a toolkit that will assist them in being more intentional about offering staff professional development in both technical and durable or “soft” skills.
Professional Education Portal (PEP)+
Fully implement the Professional Education Portal (PEP) as defined by the PEP Task Force Recommendation to:
Revitalization of University Priority+
Ensure that the success and development of our staff is set as a priority across the university by highlighting the importance of these programs and all staff professional development across the UGA community.
Staff Life Cycle Framework+
Launch the Engage & Learn beginning with infusing the new Staff Life Cycle framework into all units’ human resources practices. This framework ensures that staff begin on the right foot and have professional development support throughout their entire career at UGA. At a minimum, the program will address onboarding, a mentor program, professional growth plans, professional development opportunities, talent management and exit interviews.
The initiative will be rolled out in phases that build upon each other to create a
culture of learning and development for all staff.
Professional Education Portal, Grant Program, Onboarding & Orientation, Staff Mentor Program, Staff Competency Model
Performance Management Kickoff
Engage & Learn Week, Manager Tool Kit, Expert Bench