STAFF PROFESSIONAL DEVELOPMENT PROGRAM

STAFF PROFESSIONAL DEVELOPMENT PROGRAM

Staff development program refers to all sets of education training that is provided by an employee to improve or advance professional knowledge. In other words, it is a process that involves all activities that contribute to the development of an employee in matters concerning their career or profession (Abrahamson, 2019). This paper is going to present a staff professional development program that is designed using the methodologies of collaboration and coaching.  Coaching is a type of collaborative teaching method because both the teacher and coach participate in equal chances during the planning and the execution of the plan. Coaching provides opportunities for an organization to adopt a new operation culture that translates to the improvement of an organization’s productivity.  It changes the culture of an organization from command and control to those of collaboration and creativity. Below is a simple design for a staff professional development program.

Self-assessment from the Staff Members

This is the first step in the development of a staff professional development program. Since it is developed using the collaborative and coaching approaches, it is vital to involve the participation of the individual employees or professionals in the organization (Abrahamson, 2019). The first step is to request individual employee reports that describe their interests and skills, their values, and personalities. During this phase, the program developer focuses on skills, the type of ca

available career opportunities as well as the nature of the technology that interests an individual employee. It also seeks to find out whether the personal values, goals, and interests defined above are in line with the organizational needs and objectives or goals.

Individual employee skills assessment

In this phase, the critical activity is to come up with an evaluation. The evaluation will be used to evaluate the skills for every employee in the organization. The assessment or evaluation considers the records or work, performance in their roles. It also discusses the observations of the plan developer to determine the level of degree of skills for each employee. Employee skills are evaluated from different aspects. Below is an outline of such attributes (Abrahamson, 2019).

• Technical skills – these are the type of skills that are required to make sure that the job is done in the right manner.
• Social skills – these types of skills define how or to what extent an employee can work with others. It is an essential skill because an organization comprises of many employees. The employees are required to work together to achieve the goals and objectives of the organization.
• Aptitude assessment – the kind of skills here is in terms of individual talents and other unique individual talents in specific skills.
• Attitude skills – the type of skills here refers to the ability of an employee to manage and control their human emotions and feelings. In other words, attitude skills refer to the compatibility of an individual personality with their assigned roles in an organization.

Assessment of departmental and organizational requirements

The activities in this phase require matching of the individual needs and interests with the organizational goals and objectives. The step takes into account the big duke goals, departmental objectives, objectives at the team level, and personal level.

Exploration of development opportunities

This phase involves the employees to help in the exploration of all opportunities that are available at duke.

Analysis and recording of Employees progress

The final phase of the staff professional development program involves recording the individual employee performance and measuring their progress.

References

Abrahamson, D. E. (2019). Shifting policing paradigms: The roles of collaboration and team coaching in evidence-based policing implementation. The Practitioner’s Handbook of Team Coaching (pp. 497-505). Routledge.