Resolution EC18to22GO 002

Resolved, That the Executive Council meeting in Midwest City, Oklahoma hereby approves the revised Domestic and Foreign Missionary Society Employee Handbook Policy 101 - Professional Development.

101.Professional Development

 Tuition Reimbursement

The Society, at management’s discretion, may assist with related expenses for degree programs. We believe that a well-rounded education, even outside of the working environment, can enhance an employee’s skill base and make them more valuable to the organization. Determination of reimbursement is based on the following criteria:
1. The degree.
2. Potential of continued employment with the organization.
3. Employment must be for a minimum of three consecutive years and presently performing at a minimum of “Meets Expectations” level.
4. Applicability of the degree to the job and/or future positions in the organization.
5. Statement from the candidate regarding purpose, intentions and personal commitment.

Tuition reimbursement is limited to $1,250 per year.

Professional Training and Development

The Society and employee can each benefit from an employee keeping current in developments in their respective fields through job-related training courses that are not part of a degree program. Indeed, for some employees, continuing professional education and training may be a job requirement, as per their job description.  Continuing education keeps employees up-to-date on the latest trends and technologies and knowledge, and offers a great chance to interact with peers. 

Professional Training and development goals and specific courses will be identified in conjunction with the employee’s supervisor, as part of an employee’s development plan, and can include a variety of courses from an array of sources. The Society reimburses us to $1,250 a year for related expenses, listed below. If it is required by the Society, the Society will pay for the time that the employee spends attending classes.

Criteria:

• Full or part-time employment with the Society.
• Training may occur any time, even during the probationary period.
• Prior written approval of supervisor.
• Employees have an obligation to attend classes and seminars paid for by the Society.

The Society will reimburse the following seminar / workshop expenses:

• Registration fees.
• Books and supplies prerequisite to the seminar / workshop.
• Parking.
• Meals while attending the seminar / workshop.
• Travel mileage or transportation costs between office and seminar / workshop.

 Intensive Professional Development 

The Society recognizes that both employees and the Society can benefit when provided with time for intensive professional growth.  Accordingly, all regular exempt employees are eligible to apply for Intensive Professional Development to pursue acquiring new skills through a period of continuous study, research and education, as set forth in this policy. Time spent on unpaid leave will be excluded from the service calculation for purposes of determining eligibility to request Intensive Professional Development.

Eligible employees may apply for Intensive Professional Development for a period not longer than 90 days.  Employee expenses related to the Intensive Professional Development can be reimbursable as Professional Training and Development expense, subject to management approval and the $1,250 limit.

 Requesting Intensive Professional Development

Regular, full-time, exempt employees may request Intensive Professional Development if:

1. They have completed at least 5 years of continuous, full-time service;
2. They are presently performing at a minimum of “Meets Expectations” level;
3. They have not taken Intensive Professional Development within the past 5 years;
4. They have demonstrated a commitment to professional development by engaging in Continuing Education within at least 2 of the past 3 years.
5. The employee agrees to return to the his/her position at the Society for a period of not less than 1 year.

An application for Intensive Professional Development must be completed using the  Intensive Professional Development Request Form and submitted to the employee’s Director. If accepted by the Director, the form will be sent to the responsible Chief/Canon for review and acceptance.  Final approval will be determined by the Executive Leadership Team. Once approved, the completed form will be sent to the Human Resources Department at least 6 months before the day on which the employee wishes to begin his or her Intensive Professional Development. 

Applications for Intensive Professional Development will only be accepted for review and approval on March 31 and September 30 of each calendar year.  Management approval will be in part dependent upon the development plan being considered and its benefit to the Society; and the ability of the department or office to accommodate the employee’s period of absence.  Prior to an Eligible Employee’s Intensive Professional Development, the employee will be responsible for working with the Society to develop a plan for covering the employee’s duties during the Intensive Professional Development. To help ensure an orderly transition, unless otherwise agreed to in writing as part of the terms of the Intensive Professional Development, employees going on Intensive Professional Development are not to be permitted to use vacation leave or other planned leave during the 4 weeks prior to or following a return from Intensive Professional Development.

Intensive Professional Development requests may be approved, denied or deferred, as the Society deems appropriate in its sole discretion for any reason. 

In all cases of Intensive Professional Development leave, employees are expected to make themselves available to their department for consultation by telephone or other means on projects that require their input. Where a Intensive Professional Development is unpaid or partially paid, employees will be paid for all time actually worked during the Intensive Professional Development.

Conclusion of the Intensive Professional Development

Without limiting the notion of employment at-will, an employee will be expected to return to work for a period of no less than 12 months upon conclusion of the Intensive Professional Development. In addition, upon returning from Intensive Professional Development, an employee must present a written report to  his or her Director and the Director and Human Resources, explaining at a minimum: what the employee’s goals for the Intensive Professional Development leave were; whether the employee met those goals (and, if not, why not); locations to which the employee traveled; topics the employee studied (including a copy of an academic transcript, where applicable); how the employee intends to share what he or she learned with The Society’s community (e.g., plans for implementing a new curriculum, sharing a new form of prayer, how newly acquired skills will be utilized, etc.).

The Society reserves the right to terminate an employee’s Intensive Professional Development at any time, upon notice to the employee. 

If an employee does not return to work at the end of Intensive Professional Development or sooner if directed to do so by the Society, the employee will be considered to have voluntarily terminated employment. Similarly, if an employee accepts employment with another employer during Intensive Professional Development the Society will consider the employee to have resigned their employment effective on the date the employee accepted new employment with another employer.