Leadership and Employee Responsibilities

In the School of Nursing, leaders at all levels are expected to support staff development through the EDP program.

SoN Senior Leadership

  • Delegate the authority to approve training and development requests to the level of management within their division as they see fit

  • Have a strategic plan

  • Routinely review training activities against the strategic plan

  • Communicate with supervisors and staff about SoN's commitment to employee development

  • Follow up with supervisors to ensure they are working with staff on their development goals


Supervisors have the responsibility to provide guidance to staff about the School and its organizations/units:

  • Services and level of service needed now and in the future

  • Skills, capacities and knowledge which are needed (e.g., interpersonal, technical, project management, leadership)

  • Which positions may become obsolete, or replaced or redesigned (e.g., transactional work that may be automated, services transitioned to a shared services model, Lean)

  • The need to develop additional job skills that will enable them to move to other positions as the organization changes

  • Identify job redesign possibilities and the new skills that would be required

  • Future changes in department or divisional structures

Leaders: Staff Mentoring to Identify Goals and Develop Plans

  • Coach staff to identify the interests and areas of growth they want to pursue

  • Work creatively with staff when considering possibilities for professional goals and advancement and methods to gain needed skills

  • Encourage staff to identify what kinds of projects and work energizes them and why, and to thoroughly explore their capabilities and interests

  • Encourage staff to look at options beyond the next level of advancement in their department

  • Encourage staff to look at options for development beyond taking a class

  • Remind staff to consider industry/professional association trends when establishing goals

Leaders: Provide Support for EDP Plans

  • Create a safe environment for development, including time to work on goals (e.g., work release time to attend a class, time to build a new database, etc.)

  • Find a good coach or mentor for a staff member as needed

  • Assign new duties that tie with EDP goals if possible

  • Identify what team experiences would be useful for them

  • Discussing employee development goals at annual reviews and throughout the year

  • Collaborating with employees to set and achieve “in-place development” and “performance development” goals

  • Providing support and, where possible, tools to help employees achieve their “career development” goals

  • Identifying training needs based on employees’ skill gaps relative to the organizational needs and desired state, especially when re-skilling may be necessary

  • Providing training records and other employee development documents to the HR team

  • Adjusting workload to enable practical application of new skills

  • Encouraging and facilitating knowledge-sharing across the team, units, divisions, and organization

  • Acting as a role model through their own development


  • Take responsibility for their own career and development

  • Engage in self-assessment

  • Set “career development” goals

  • Discuss  in-place and career development goals with their manager

  • Seek development opportunities to learn, grow, and realize their development goals

  • Be fully engaged in learning and development opportunities that are provided by the organization