HRDF Update

The Human Resources Development Fund (HRDF) provides eligible support staff with funding for professional development courses. Oversight of the Fund is carried out by the Learning and Development Committee (HRDF Committee). The goal of the HRDF Committee is to increase access to learning and development opportunities and maximize the use of the Fund. To this end, the committee made recommendations to redirect additional dollars towards job enhancement opportunities. Negotiations resulted in agreements that altered several articles about HRDF.

The full $400,000 fund remains available to eligible staff at a maximum individual reimbursement level of $750/fiscal year. Two changes made to the administrative processes of HRDF were:

  1. Funding allocation
    The wellness portion of the HRDF has been detached, enabling an additional $50,000 to be used towards job enhancement learning activities. The Lifestyle & Wellness Account for benefited employees on January 1, 2013, will provide access to wellness funds. You can still apply to HRDF up to September 30, 2012, for wellness courses.

  2. Borrowing
    Terms for borrowing funds now have a maximum of $1,500. This allows more people the opportunity to use this resource. This means that now employees only have to wait for one additional fiscal year before being eligible to apply again. You can begin applying for borrowing on April 1, 2013.
You may wish to view the HRDF website and manual at:
http://www.hrs.ualberta.ca/Learning/Funding/HRDF.aspx

To complete an application form to go:
https://hrnet.hrs.ualberta.ca/hrdf

To register for learning opportunities on campus please visit the Learning Shop at:
http://www.learningshop.ualberta.ca/LearningShop.do

HRDF Contact Information:
HRDF@ualberta.ca
780 492 4350 

Comments

Post a Comment

Popular posts from this blog

Workplace Learning

Image
The purpose of Workplace Learning (WL) is to provide faculty and staff members with learning opportunities to enhance their skills and perform their work effectively. The Workplace Learning Workshops consist of courses and events that are open to all Support Staff, Faculty, and other Academics. Workplace Learning workshops are typically: short, free, diverse, tailored to U of A environment, and provide employees with the opportunity to network with other U of A Employees. On July 17 OLE ran two sessions on Generational Differences in the workplace . The sessions were well attended by a diverse group of 40 participants.   Quotes from the evaluations included: “It was nice to participate in a class offered by the University for staff.   Bill and Cynthia put "a face" to the fact that the University cares about me as a staff member, and wants to equip me to not just to know about generational challenges, but learn to engage all of those around me, not just those who are mo
Read more

An introduction to the Myers-Briggs Type Indicator (MBTI)

Image
As leaders of change, transformation and personal development, it is only fitting that a significant portion of our programming is focused around self-awareness and behaviour. We know that personality and preferences do not define character or behaviour, but they do impact actions, mind sets, and how people view the world. One tool that OLE uses to enhance individual and team awareness and to support inclusive team processes and communication is the Myers-Briggs Type Indicator (MBTI). The indicator was developed by Katharine Briggs and her daughter, Isabel Briggs Myers, and based on theory originally proposed by Carl Jung. This Type Indicator tool relies on a series of questions designed to provide insight into individual personality preferences by categorizing and theming people’s choices into four areas of behaviour: E/I = Focus and direction of attention and energy, (where one prefers to focus to re-energize – from outside their person, or from within),  S/N = Ways people u
Read more

Unleash YOUR Inner Radical!

Image
Excuse me, but is that your inner radical showing? This is not a question that you are likely to run into every day and probably not a good conversation starter at a party. But it is one that we might want to ask ourselves from time to time. When I first heard the challenge from the University of Alberta President, Dr. Samarasekera, to unleash our inner radical, I assumed she was speaking to a handful of brilliant, thought-provoking, world-class ideators, who are capable of uncovering the secret to success for the next decade or so. My first thought was “this is ridiculous!” I seldom have a good idea, never mind a radical one that is so powerful it can reshape the life of our students or those around us at work. To help me understand what relevance this challenge might have for me and why I should care, I searched for a definition that would resonate more closely with something I am capable of. It turns out that radicals are wildly popular. The term is used in several science
Read more