SVCC HLC Self-Study Document

Sauk Valley Community College
HLC Self-Study Document

September 19-21, 2011

4A.2: Life of Learning

Sauk supports the professional development of all employees in an effort to achieve the FY11 Strategic Goal to “expand and improve the quality of programs and services” (Link to another section of Self-Study 2B.8). Another important motivation for providing continuing education opportunities is expressed in the Shared Ethical Value of Responsibility: “We value and advocate that all take responsibility for themselves, their learning, and the environment.” The value that Sauk places on a life of learning is evidenced by a number of policies and practices that target specific segments of the campus community:

Board of Trustees

Board policy does not directly address professional development for trustees; however, Board policy authorizes reimbursement for “reasonable expenses” (link to digital resource room support) and requires that trustees share information from workshops with the entire Board (link to digital resource room support). Trustees regularly attend Illinois Community College Trustees Association (ICCTA) monthly meetings, annual conference, state lobby day, and national legislative summit; and the Association of Community College Trustees (ACCT) conference. The Board has spent an annual average of $8,650 on professional development for its membership during the last five years (print copy in resource room).

Full-time Faculty

Sauk supports continuing education for its faculty in several ways (Link to another section of Self-Study3B.2):

Adjunct Faculty

Adjunct faculty are eligible for “approved travel and expenses to professional meetings as per current Board Policy,” according to the adjunct faculty contract (link to restricted resource room support). Approval for adjuncts to use faculty development funds is made on a case-by-case basis, and college support has averaged less than $400 a year. However, when surveyed at the end of 2009, 70% of adjuncts reported having attended conferences or workshops related to their work and 43% reported enrolling in at least one graduate course within the last five years.

Administrative, Support and Professional/Technical Staff

Each non-instructional department’s annual budget includes funds for professional development, based on departmental needs, the annual employee evaluation process, or program review. The employee evaluation allows individuals to plan for their own professional growth by providing prompts that encourage discussion about such plans between the employee and supervisor. During program review, offices and academic areas are asked to examine the extent to which the full-time staff has engaged in professional development in the past five years and to take action where necessary to provide opportunities. When surveyed in fall 2009 about how supportive Sauk is to their professional development, the support staff and professional/technical staff responded favorably: 92% of support staff and 88% of professional/technical staff thought that Sauk was “highly” or “moderately” supportive of their professional development. Several other opportunities for professional development also exist:

Campus-Wide Development Opportunities

Several of the professional development opportunities and services provided by the college are available to the whole campus community: