| For
Employees
Q.
I was first employed by UIC on February 1, 2004. When will I be
eligible for the program?
A.
To
ease the administrative burden of the program, eligibility is
determined once each year, on July 1st. Since you will not have
been employed for 6 months at that time, you will be eligible
beginning July 1, 2005
Q.
My current job has no supervisory responsibilities, but I am interested
in taking supervisor training courses offered by Human Resources.
Can I attend these courses under this program?
A.
Yes. Course work does not have to pertain to your current
job duties to be included in the LLEAP.
Q.
As
part of my annual evaluation, my supervisor suggested I take the
Customer Service Skills in Action Workshop offered by Human Resources
to address a weakness in my performance. Will this course be considered
to be part of the LLEAP program?
A.
No. The LLEAP employee development process must be kept separate
and distinct from the performance evaluation process. Courses
that are taken at the request of your supervisor that pertain
to your current job are not to be considered as part of your Lifelong
Learning.
Q.
My supervisor and I were discussing possible career options for
me and she suggested that getting the OfficePro Certificate from
the Human Resources Development Office might enhance my resume
and make me a better candidate for promotion. Can I request the
time needed to complete this program as part of the LLEAP?
A.
Yes. Since this was a suggestion regarding making your
self more marketable for future positions, and not a directive
to improve your performance in your current position, these courses
can be considered to be part of the LLEAP.
Q.
I am a novice bowler and would like to take lessons to improve
my game. Can I request reimbursement for the cost of these lessons
under the LLEAP?
A.
No. Recreational activities are not included in the Lifelong Learning
program.
Q.
I
am a professional who must take continuing education courses to
maintain the license needed to practice in my current job. In
the past, my Department has always paid for my registration and
travel related to these courses. Are these courses to be considered
as part of the LLEAP?
A.
No. If a Department routinely provides funds and/or release time
for required continuing education, this course work should not
be considered as part of the LLEAP program.
Q.
I
took a course last semester and received a flex time arrangement.
This semester my supervisor refuses to allow me flex time because
I got a D last semester. Shouldn't she be required to change my
work schedule under LLEAP?
A.
No. Your Department can define standards for "meaningful
participation in the program's benefits." A standard could be,
among others, a loss LLEAP benefits for not passing a recently
enrolled course with a grade of "C" or higher or for withdrawing
from a course and failing to notify a supervisor.
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For
Supervisors
Q.
I have an employee who is currently on a terminal contract. Are
they eligible for the benefits of LLEAP?
A.
Yes
Q.
I currently provide mandatory group training to for my
entire staff. Do these sessions count toward the LLEAP?
A.
No. Mandatory training cannot be considered to be part of the
Lifelong Learning program.
Q.
One of my employees is currently enrolled in a degree program
at UIC and I allow them to use flex-time to accommodate their
class schedule. Am I required to also provide release time for
them to take other training not related to their current job?
A.
No. Current arrangements with employees that meet the criteria
of the policy can be applied to the new Lifelong Learning program.
Q.
I currently allow my staff to attend professional conferences
and seminars that they believe would be of interest to them. Can
these conferences be considered as part of the employee's development?
A.
As long as the attendance at these conferences is voluntary on
the part of the employees, professional education and development
does qualify for LLEAP credit.
Q.
Is LLEAP really a new program? I
have provided employees in my department similar benefits for
years.
A.
In many ways and for many supervisors, LLEAP is not a new program.
But for some it may be a new. LLEAP will benefit eligible employees
who want to attend an activity, workshop or event, but were not
allowed release time or funds. It is really intended to help employees
who had limited or no access to lifelong learning activities.
In July of 2004, it will cover costs for courses or workshops
some employees paid to attend at community colleges, external
organizations, or even at the University.
Q.
With the recent budget cuts,
my department does not have the money to pay for this program.
Can I deny an employee's request for budgetary reasons?
A.
No, not necessarily. Individual units should seek guidance/assistance
from their Vice Chancellor's office in accomplishing this reallocation.
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