Community and Belonging Resources
Theory of Transformation: Training, Professional Development, Scholarship, and Dissemination
Community and Belonging Resources
Individual Development
An Individual Development Plan (IDP) is a vehicle in which supervisors can support their employees through coaching, mentoring, and evaluating. Employees first assess their strengths, and consider what skills they want to develop. In doing so, they create their own personalized road map of learning.
Individual Development Planning
LinkedIn Learning
LinkedIn Learning is an online library including 2,500+ courses taught by industry experts in software, creativity, and business skills. The website is designed as a tool to advance your career. It is accessible 24/7 to all faculty, staff, and students, and is available on smartphones, tablets, and computers.
LinkedIn Learning
Managing Multiple Generations
Managing Multiple GenerationsFaculty Funding/Grants
To enable term, teaching specialist, special appointment, tenure-track, and tenured faculty from all disciplines to pursue scholarly, artistic, pedagogical and curricular projects that hold the promise of enhancing the college’s reputation for leadership and excellence. Faculty development grants are intended to support a wide range of scholarly and artistic work; projects advancing diversity, equity, and inclusion across the college; collaboration within and among disciplines; curricular and pedagogical innovations; assessment of student learning; the scholarship of teaching and learning; and activities designed to secure outside funding. Grants of up to a maximum of $6,000 are available to initiate, continue, or complete projects. Grants are not available for projects to fulfill degree requirements, to purchase computing hardware or software, or to purchase equipment that should be funded by a capital budget.
Staff Professional Development Guidelines
The College has established these guidelines to support staff in pursuing professional development activities. These guidelines also assist in budget development, to ensure the best possible use of the College’s resources, and to provide consistent spending guidelines across various divisions of the College.
Please visit the Business Office Policies and Procedures page linked below.
Staff Performance Review Process
August 2024: As part of the FY24 year-end evaluation, supervisors will also work with their staff to identify goals, competencies and professional development items for FY25 in our new format by September 30.
Ongoing: Supervisors will have routine conversations with staff about their goals, objectives and competencies
January: Supervisor training on performance feedback and reviews
April/May: Year-End Review
- Employees write their self-review and forward to supervisor
- Supervisor writes their review of employee
- Second-level supervisor will review and sign off on Employee’s performance review
- Employee and Supervisor meet to discuss the review
- Send copy of performance review to performance@stolaf.edu
June/July:
- PLT review and agreement to salary adjustments: merit, market, equity
- Final salary decisions written and communicated to staff