Forms to Create a Professional Development Plan
- Performance Evaluation and Planning Form (Campus)
The Certified Professional in Training Management (CPTM™) program is the only credential focused specifically on the role of the training manager. As a CPTM, you will gain the skills needed to manage corporate training programs that align with your company’s goals – now and in the future. The 7 Habits for Managers: Essential Skills and Tools for Leading Teams. Join the millions, and allow FranklinCovey’s training to transform you. Learn to cultivate effectiveness, lead with excellence, and transform your team for breakthrough results. The Certified Professional in Training Management (CPTM™) program is the only credential focused specifically on the role of the training manager. As a CPTM, you will gain the skills needed to manage corporate training programs that align with your company’s goals – now and in the future.
A professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development. A professional development plan is created by the manager working closely with the staff member to identify the necessary skills and resources to support the staff member's career goals and the organization's business needs.
Professional development for staff members begins when a new member joins your team. In addition, all staff members should have a 'living' professional development plan in place. Planning should not take place only after an staff member is identified as needing improvement. Professional development plans should be reviewed on an on-going basis throughout the year, with at least one interim review discussion between the staff member and supervisor prior to the end of the yearly performance review period.
Professional Development Planning Steps
Use the following steps to create a professional development plan with your employee. Feel free to use the example professional development plans (listed above) to assist you in the process.
Step One: Request a self-assessment from the staff member
Have the staff member complete a self-assessment of their interests, skills, values, and personality. Use the sample performance planning and self-assessment forms listed to the right to assist in the process. When evaluating the staff member's responses, keep these questions in mind:
- What skills, career opportunities, technologies interest the individual?
- Do those skills/interests/goals support the organization's needs and goals?
- What are the short and long term steps to get there?
Step Two: Develop your assessment of the individual's skill level
Employee Training Manager Professional Crack Download
Based on the staff member's self-assessment, their work record, and your own observations, determine the staff member's skill level in the following categories:
- Technical skills: skills needed to get the job done.
- Social skills: how do they work with others?
- Aptitudes: natural talents; special abilities for doing, or learning to do, certain kinds of things.
- Attitude: outlook, feelings, mind-set, way of thinking, and point of view.
Step Three: Assess the department and organization's needs
In order for professional development to be successful, the staff member's needs and interests must be applied to address organizational objectives. The staff member's career path must align with the organization's workforce needs. In creating a professional development plan, consider the following goals:
- Big Duke' goals
- Departmental goals
- Team goals
- Individual goals
Step Four: Explore development opportunities with the staff member
Explore the professional development opportunities available at Duke with your staff member. Some examples include:
- Professional Development Academy - The Professional Development Academy is a center dedicated to providing professional development training programs and resources for staff that supports identified staffing needs across Duke. The Academy offers long-term training programs with a tailored curriculum designed to develop skills and capabilities needed to fill identified job opportunities across Duke.
- New Projects & Responsibilities - Explore what new projects and responsibilities the staff member can assist with in their own department. Staff members can use such opportunities to develop new skills such as web design, business writing, and project management.
- Workshops & Seminars - Learning & Organizational Development offers a variety of workshops and seminars that help an staff member develop their work and computer technology skills
- Educational Opportunities - There are a variety of educational opportunities available at Duke and in the Durham area. For a list of available resources, please refer to Training.
- Volunteer Opportunities - Volunteer opportunities can present a unique way for an staff member to develop certain professional skills. Search the Duke Today web site for a list of volunteer opportunities at Duke (look under the 'Volunteer Opportunities' tab).
- Mentorship - Interested staff can be paired with mentors for a variety of activities including information interviews, shadowing, tutorials, etc. For more mentoring resources, please visit the Mentoring @ Duke web site. The Professional Development Academy can also provide assistance with determining professional goals before you seek a mentoring relationship.
Step Five: Record and analyze the staff member's progress
Collect feedback from the staff member about their development progress to assist in identifying what the staff member is doing well, build on their skills, correct any problems that may arise, and help them develop new abilities that will improve personal performance as well as organizational outcomes.
Use a Performance Log for tracking, recording and providing feedback from the staff member. Record dates, events, expectations, and the impact of action steps on their development. Make sure to record:
- Observations of enhanced skills or knowledge and how they were applied.
- Progress towards goals and objectives.
- Observations where skills / knowledge could be applied - use for future discussion.
*Note: The Department of Labor revised the regulations located at 29 C.F.R. part 541 with an effective date of January 1, 2020. WHD will continue to enforce the 2004 part 541 regulations through December 31, 2019, including the $455 per week standard salary level and $100,000 annual compensation level for Highly Compensated Employees. The final rule is available at: https://www.federalregister.gov/documents/2019/09/27/2019-20353/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and.
(Revised September 2019) (PDF)
This fact sheet provides information on the exemption from minimum wage and overtime pay provided by Section 13(a)(1) of the FLSA as defined by Regulations, 29 C.F.R. Part 541, as applied to professional employees.
The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. https://dopecowboyturtle.tumblr.com/post/638978253907968000/quickbooks-2014-download-for-mac.
However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684* per week. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations.
The specific requirements for exemption as a bona fide professional employee are summarized below. There are two general types of exempt professional employees: learned professionals and creative professionals.
See other fact sheets in this series for more information on the exemptions for executive, administrative, computer and outside sales employees, and for more information on the salary basis requirement.
Learned Professional Exemption
To qualify for the learned professional employee exemption, all of the following tests must be met:
- The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684* per week;
- The employee’s primary duty must be the performance of work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which includes work requiring the consistent exercise of discretion and judgment;
- The advanced knowledge must be in a field of science or learning; and
The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.
Primary Duty
“Primary duty” means the principal, main, major or most important duty that the employee performs. Determination of an employee’s primary duty must be based on all the facts in a particular case, with the major emphasis on the character of the employee’s job as a whole.
Employee Training Manager Professional Crack Office 2016
Work Requiring Advanced Knowledge
“Work requiring advanced knowledge” means work which is predominantly intellectual in character, and which includes work requiring the consistent exercise of discretion and judgment. Professional work is therefore distinguished from work involving routine mental, manual, mechanical or physical work. A professional employee generally uses the advanced knowledge to analyze, interpret or make deductions from varying facts or circumstances. Advanced knowledge cannot be attained at the high school level.
Field of Science or Learning
Fields of science or learning include law, medicine, theology, accounting, actuarial computation, engineering, architecture, teaching, various types of physical, chemical and biological sciences, pharmacy and other occupations that have a recognized professional status and are distinguishable from the mechanical arts or skilled trades where the knowledge could be of a fairly advanced type, but is not in a field of science or learning.
Customarily Acquired by a Prolonged Course of Specialized Intellectual Instruction
The learned professional exemption is restricted to professions where specialized academic training is a standard prerequisite for entrance into the profession. The best evidence of meeting this requirement is having the appropriate academic degree. However, the word “customarily” means the exemption may be available to employees in such professions who have substantially the same knowledge level and perform substantially the same work as the degreed employees, but who attained the advanced knowledge through a combination of work experience and intellectual instruction. This exemption does not apply to occupations in which most employees acquire their skill by experience rather than by advanced specialized intellectual instruction.
Creative Professional Exemption
To qualify for the creative professional employee exemption, all of the following tests must be met:
- The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $684* per week; and
- The employee’s primary duty must be the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.
Invention, Imagination, Originality or Talent
This requirement distinguishes the creative professions from work that primarily depends on intelligence, diligence and accuracy. Exemption as a creative professional depends on the extent of the invention, imagination, originality or talent exercised by the employee. Whether the exemption applies, therefore, must be determined on a case-by-case basis. The requirements are generally met by actors, musicians, composers, soloists, certain painters, writers, cartoonists, essayists, novelists, and others as set forth in the regulations. Journalists may satisfy the duties requirements for the creative professional exemption if their primary duty is work requiring invention, imagination, originality or talent. Journalists are not exempt creative professionals if they only collect, organize and record information that is routine or already public, or if they do not contribute a unique interpretation or analysis to a news product.
Recognized Field of Artistic or Creative Endeavor
This includes such fields as, for example, music, writing, acting and the graphic arts.
Teachers
Teachers are exempt if their primary duty is teaching, tutoring, instructing or lecturing in the activity of imparting knowledge, and if they are employed and engaged in this activity as a teacher in an educational establishment. Exempt teachers include, but are not limited to, regular academic teachers; kindergarten or nursery school teachers; teachers of gifted or disabled children; teachers of skilled and semi-skilled trades and occupations; teachers engaged in automobile driving instruction; aircraft flight instructors; home economics teachers; and vocal or instrument music teachers. The salary and salary basis requirements do not apply to bona fide teachers. Having a primary duty of teaching, tutoring, instructing or lecturing in the activity of imparting knowledge includes, by its very nature, exercising discretion and judgment.
Practice of Law or Medicine
An employee holding a valid license or certificate permitting the practice of law or medicine is exempt if the employee is actually engaged in such a practice. An employee who holds the requisite academic degree for the general practice of medicine is also exempt if he or she is engaged in an internship or resident program for the profession. The salary and salary basis requirements do not apply to bona fide practitioners of law or medicine.
Employee Training Manager Software
Highly Compensated Employees
Highly compensated employees performing office or non-manual work and paid total annual compensation of $107,432 or more (which must include at least $684* per week paid on a salary or fee basis) are exempt from the FLSA if they customarily and regularly perform at least one of the duties of an exempt executive, administrative or professional employee identified in the standard tests for exemption.
Where to Obtain Additional Information
For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).
When state law differs from the federal FLSA, an employer must comply with the standard most protective to employees. Links to your state labor department can be found at www.dol.gov/agencies/whd/contact/local-offices.
This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.