Contents
- Purpose
- Guidelines
PURPOSE
The purpose of the University Libraries' Job Enrichment Program is to provide Libraries’ faculty and staff employees with opportunities to develop new skills, gain practical job knowledge, and broaden their understanding of the Libraries' operations through work experience in other Libraries units. The program supports employee professional growth, strengthens cross-unit collaboration, and contributes to the Libraries' organizational effectiveness, and is limited in scope to opportunities under the purview of the Dean of University Libraries and Scholarly Communications.
GUIDELINES
Eligibility
All Libraries faculty and staff employees are eligible for this program; however, due to contract restrictions, employees covered by a collective bargaining agreement are not eligible nor are employees in a Technical Service Part-Time Job Profile. Employees must meet the expectations of their current position (e.g., as documented in performance reviews) and receive supervisory and administrative approval to participate. Supervisors may exercise discretion over which employees are permitted to participate in the program, and they may also determine the number of participants from their department who may participate at any one time.
Duration and Schedule
The length of the program and the scheduled hours should be agreed upon by all parties prior to the beginning of the enrichment experience. Generally, participants work a minimum of 2 hours per week, with 2-4 hours per week recommended, for a period of up to one year. More time may be required during the initial training period. Participants are expected to report for their regularly scheduled job enrichment hours as they would in their home units.
Project-based enrichments that promote focused learning experiences are encouraged and may follow alternative schedules, including shorter, more intensive timeframes. Where feasible, remote or hybrid participation may be arranged to increase accessibility and accommodate scheduling needs.
Notification and requests for time off should be handled as one normally would in the home unit. Early termination of the enrichment experience should be agreed upon by the participant's home unit supervisor and the supervisor in the receiving unit.
Training
Training will be provided for all participants by the receiving unit. The receiving unit supervisor should work with the participant to establish a training plan appropriate to the scope of the enrichment experience. Both parties should discuss expectations, learning objectives, and any resources needed at the outset of the program.
Evaluation and Feedback
Participants will have an opportunity to provide feedback about their training and enrichment experience to their supervisor and department head. The supervisor in the receiving unit will provide feedback to the participant's home unit supervisor and department head about their contributions and performance in the unit. This information can be incorporated into the participant's Annual Performance Evaluation.
A brief mid-point check-in among the participant, the home unit supervisor, and the receiving unit supervisor is recommended to assess progress and address any concerns. At the conclusion of the enrichment experience, participants are encouraged to share a brief summary of their experience and what they learned with their home unit team.
Documentation
Interested eligible employees must complete the Agreement for Job Enrichment Program form the terms of the participation. The agreement should include the enrichment objectives, a description of duties or project scope, the expected schedule, and the names of all supervising individuals. At the commencement of the program, a copy of the agreement should be forwarded to University Libraries Human Resources and the respective Director/Associate Dean.
Job Enrichment Opportunities
While a job enrichment experience can commence at any time upon agreement of all parties, the University Libraries plans to typically remind employees about enrichment opportunities each spring. Eligible Libraries employees interested in engaging in a job enrichment program should inform their supervisor of their interest and preferences. The University Libraries may periodically communicate available enrichment opportunities and program information to increase awareness and encourage participation.
How to Apply
Eligible employees should begin by consulting with their supervisor. The employee's home unit supervisor may assist in sourcing opportunities for a job enrichment experience on the employee's behalf and coordinate arrangements with other units. Final approval of the agreement will be given by the appropriate Department Head and respective administrator. Once an appropriate enrichment opportunity is identified, the employee should complete the Agreement for Job Enrichment Program form.
Payroll Considerations
Faculty and exempt employees are paid on a salaried basis; therefore, participation in a job enrichment experience does not affect their compensation.
Non-exempt employees are paid for hours worked, and job enrichment time is counted as hours worked. Since non-exempt employees must be paid at overtime rates for hours in excess of 40 per work week, it is important that their schedule and home unit workload are properly managed so that participation in the Job Enrichment Program does not result in the University Libraries incurring overtime expense.
Overtime for non-exempt employees to participate in enrichment experiences will not be authorized.
Hours of participation for part-time employees will follow University policies and processes, and are not to exceed 20 hours (students working on a visa) or 24 hours (employees who are not full-time Penn State students).
FAQs
For answers to common questions about the Job Enrichment Program, including eligibility, time commitment, workload adjustments, and finding opportunities, please refer to the Job Enrichment Program FAQ document.
Effective Date: February 2003
Date Approved: February 20, 2003 (Department Heads)
Revision History (and effective dates):
- December 7, 2009 – Revised; section added on payroll considerations
- February 10, 2003 – Revised guideline
- May 2000 – New guideline
Last Review Date: March 2026