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Professional Development

8.1 General Policy

The policy of the College is to encourage professional development and maintenance of qualifications of College personnel. Seeking new information and ideas, and maintaining knowledge in one’s field are an important part of professional life. The College is committed to offering regular professional development and training activities for its Employees, and all College Employees are encouraged to participate in such activities. In addition, the College commits its resources to promoting further formal education for those of its employees who are preparing to advance into positions of greater professional responsibility at the College, as well as those who do not possess the minimum educational qualifications for the position they currently hold.

8.2 Continuing Education Requirements

All Employees who do not possess the minimum educational qualifications for the positions they hold are required to make regular and substantial progress in the pursuit of an appropriate higher degree through some form of continuing education during each year of their employment with the College. “Regular and substantial progress” is defined as a minimum of nine (9) academic credits achieved in an appropriate degree program per year.

Employees lacking the minimum educational qualifications required for the positions they hold shall provide the appropriate Dean or Director with a written plan for achieving those minimum educational qualifications and shall submit semiannual progress reports on or before February 1st and September 1st to the appropriate Dean or Director to document their continued educational progress.

8.3 Jitdam Kapeel Programs for a Sustainable Workforce

8.3.1 Purpose

The Jitdam Kapeel Programs for a Sustainable Workforce are an initiative of the College of the Marshall Islands to identify talented and dedicated employees who have the potential for greater job and career responsibilities and, for a select few, future leadership of the College. This purpose will be accomplished by the amplification of existing programs and the creation of new programs that will provide the following for selected employees:

Development and enhancement of specific skills that support effective job performance and career growth along a job/skill path, and
Training, education and on the job learning opportunities to prepare qualified individuals for leadership and management roles within the College.

8.3.2 Jitdam Kapeel Programs

The Koto Emakroro (Prosperous Wind) Program
The Koto Emakroro (Prosperous Wind) Program is for selected current employees of the College who do not yet possess an Associate degree. The intent of this program will be to facilitate for selected employees the speedy attainment of an Associate degree from the College.
1. Study/Work Opportunity. Employees selected for participation in the Prosperous Wind Program will be allowed full tuition reimbursement for nine (9) credit hours (three courses) each semester. Two courses may be taken during normal working hours. A third course may be taken in lieu of a lunch hour, or in the evening after 5pm. Courses and timing of absences from work to attend classes and study during work hours must be approved at the beginning of each semester by the unit supervisor. Hours used for course work and study will not be used in the calculation of overtime compensation.
2. Eligibility. In order to be eligible to participate in one of the Prosperous Wind Program, the following conditions must be met:
  1. full time employee of the College of the Marshall Islands
  2. demonstrated record of excellent academic performance
  3. demonstrated history of excellent job performance at the College
  4. demonstrated punctuality and good attendance record
  5. be recommended by immediate supervisor
  6. successful interview with screening committee
Ejjo Lien Kojjarin (Inner Strength) Program
The Ejjo Lien Kojjarin (Inner Strength) Program is intended to support selected employees of the College who possess an Associate or higher degree in pursuit of the next higher degree or professional qualification or certificate. It is anticipated by this policy that the attainment of the next higher degree will be accomplished through a combination of distance learning and on campus (off island) study, where the distance learning will occur first and provide evidence of will and capacity to successfully achieve the next higher degree. The College reserves the right to revisit this policy at such time as it acquires the technology to support other modes of distance learning and/or develops partnerships with other institutions of higher learning whereby course are offered at the College by such institutions remotely by video or are taught in person on the CMI campus.;
1. Categories of Support. College support may consist of any one of the following:
  1. Unpaid Educational Leave with Scholarship Support,
  2. Unpaid Educational Leave without Scholarship Support, or
  3. Scholarship support only.
2. Eligibility. This Inner Strength Program is for all regular full time employees of the College of the Marshall Islands, in positions funded by the College, who meet the following basic eligibility requirements.
  1. Basic Eligibility Test based on the sum of x and y, where x equals the number of years the applicant has been a resident of the Marshall Islands, and y equals the number of years the applicant has been employed at the College. The Total Years Eligibility Test is met if the sum of x and y equals, or exceeds, ten (10) years, provided the years of employment at the College is not less than two (2), and
    1. have a demonstrated history of excellent job performance at the College,
    2. have demonstrated initiative and success with respect to their self-development,
    3. have demonstrated potential for increased responsibilities,
    4. have a career plan which is realistic and achievable within the scope of the mission of the College,
    5. have been recommended by his/her immediate supervisor or Staff or Faculty Senate,
    6. have evidence of admission into the intended program of study from the granting institution,
    7. have demonstrated, if going off island to study, evidence of cultural preparedness, and
    8. have a successful interview with Educational Support Subcommittee

Total Years Eligibility Test
Condition	Answer
1. Enter number of years a resident of the Marshall Islands.
2. Enter number of years employed at the College.
2a. Is the number entered in 2 less than two(2) If “Yes”, then the Total Years Eligibility Test is not met	Yes/No
3. Add the numbers entered in 1 and 2 above. If the sum of 1 and 2 is ten (10) or greater the Total Years Eligibility Test is met, provided that the number in 2 above is equal or greater than two (2).

1. 1. Other Eligibility Considerations. The Educational Support subcommittee may, in developing its recommendation, consider factors such as length of service and previous periods of Educational and/or Sabbatical Leave.

1. Policy. The College recognizes that its employees represent a valued asset whose career development must be managed to support individual career aspirations and to ensure that the College will have qualified employees, in particular qualified Marshallese employees, to meet its future staffing needs. To meet this goal, the College will support the educational development of qualified employees, subject to operational and staffing needs, availability of funds and budgetary considerations, who meet one or more of the following conditions:
  1. the employee does not possess the skills, level of education or type of degree required by the College for his/her position;
  2. the employee’s skills are obsolete and the employee needs retraining to carry out his/her assigned work;
  3. qualified persons cannot be recruited, making it necessary to train employees;
  4. the career of an employee with a high potential for advancement within the College will be enhanced by completing the education or training.
2. Scholarship Support Without Educational Leave. Scholarship funds may be used to support part-time studies while the employee remains on full-time active duty at the College. Scholarship funds may be used, in some cases, to support full-time studies while the employee is working part-time at the College and remaining within the RMI.
3. Educational Leave With Scholarship Support. Educational Leave with Scholarship support may be approved where:
  1. the training is College-requested, or
  2. the training is employee-requested and the following conditions have all been met:
    1. the training will involve full-time studies while in attendance at another institution of higher learning,
    2. the training is demonstrably linked to the mission of the College,
    3. the training is linked to an approved Professional Development Plan for the employee,
    4. the training is directly related to future job requirements at the College,
    5. application has been made for all appropriate U.S. and RMI or other national government financial aid that is available,
    6. the applicant has successfully completed at least 50% of the proposed program in evening classes, distance learning, online, or through other, related means, and
    7. the applicant has received notification of acceptance from the intended institution where studies will be undertaken.
4. Educational Leave Without Scholarship Support. Educational Leave without Scholarship support may be approved where the studies may be valuable to the College, but the primary benefit will accrue to the employee.
5. Employee Agreement. Employees are required to sign an agreement stating that they will return to employment with the College after completion of the training for the period of time specified in their employment contract. The time period will vary depending on whether the leave was granted with or without Scholarship support. Employees on Educational Leave are required to maintain good academic standing as defined by the College, and not later than the end of each semester provide evidence of performance and progress to the College’s Advisor to employees on Educational Leave. The College reserves the right to terminate the Educational Leave of an employee, subject to a 60 day notice, if he or she fails to:
  1. maintain good academic standing and/or
  2. provide evidence of regular and substantial progress.
6. Benefit Entitlements during Educational Leave. During a period of Educational Leave, employees will:
  1. retain previously earned seniority, annual leave and sick leave, but no additional leave benefits shall accrue, nor will the employee be eligible for a contract renewal incentive payment.
  2. continue to be covered by Marshall Islands Social Security and Health Insurance. Participation in these programs is mandatory for employees of the College. The employee portion of the cost of these benefits will be deducted from the employee’s salary on his or her return to full time employment at the College.
  3. continue to be covered by Supplemental Health Insurance that is paid for by the College.
7. Applications. An employee may initiate an application, or he/she may be nominated by his/her supervisor, or by the Staff or Faculty Senate. In every case a Jitdam Kapeel Application must be completed by the employee. Every application for Educational Leave and/or Scholarship support must be approved by the employee’s immediate supervisor as well as by the appropriate senior level Administrator. Applications should be submitted to the immediate supervisor no later than March 15 for intended studies to begin in the fall semester of the following academic year or July 15 for intended studies to begin in the spring semester of the following academic year. Employees wishing to apply for an Educational Leave should meet with their supervisor to discuss time frame, feasibility, expected financial support required, and any other pertinent factors. Before approving an application for Educational Leave, the supervisor should consult with the College’s Staff Development and Training Specialist to review the application and explore the options for available subsidies (grants, loans, RMI Scholarship, etc.). Employees applying for Educational Leave must also participate in the development of a plan to see that his or her job duties and responsibilities are accomplished in his or her absence. If an application for Educational Leave is denied, the Committee Chair must state the reasons for denial and other suggestions to improve the application in writing to the employee and the employee’s supervisor.
8. Approval. The Educational Support subcommittee will review and evaluate all applications where the basic eligibility requirements have been met. Applications shall be evaluated on the basis of:
  1. years of satisfactory employee service at the College;
  2. the value to the College of the proposed educational program;
  3. the availability of College funds for such purposes, and
  4. the relationship of the education/training to the job assignment of the applying employee.
  Applications recommended for approval by the Educational Support subcommittee will be forwarded to the Human Resource Director for approval.
9. Program Funding. Participation in the Program is subject to the availability of funds.
10. Return to Work on Completion of Educational Leave. On successful completion of a period of educational leave the employee will be assigned to his/her previous position, or to a position of equal grade and step. The determination of placement provision shall be the responsibility of the College President in consultation with relevant department leadership, the Human Resources Director and the employee. When an employee is returned to his/her position after a period of Educational Leave, or to a position of equal grade and step, such position will be deemed not to have been vacant and therefore not subject to the provisions of the Human Resources Policy and Procedure, Chapter Two: Recruitment. Upon completion of the approved period of Educational Leave, the employee will, within thirty (30) days, submit (in writing), to the College’s Advisor to employees on Educational Leave, evidence that he/she has completed his/her program.
11. Return to Work Without Completion of Educational Leave.
  1. When Educational Leave has been granted because:
    1. the employee does not possess the skills, level of education or type of degree required by the College for his or her position; or
    2. the employee’s skills are obsolete and the employee needs retraining to carry out the work, and
    3. the employee returns to the College without having completed the program for which the Educational Leave had been approved,
    the College will seek to find within the College a suitable alternative position for which the employee is qualified. In the event that a suitable position is not available, or if available but not accepted by the employee, the College has no obligation upon completion of his or her contract to provide further employment.
  2. When Educational Leave has been granted because:
    1. qualified persons cannot be recruited, making it necessary to train employees, or
    2. the College has identified an employee with a high potential for advancement within the College, whose career will be enhanced by completing the education or training,
    3. and the employee returns to the College without having completed the program for which the Educational Leave had been approved, the employee will be assigned to his/her previous position, or to a position of equal grade and step.
12. Termination of Employment or Termination of Educational Leave prior to Program Completion. The following events shall nullify any obligation of the College for Scholarship assistance and will result in a requirement for repayment by the employee of any Scholarship assistance paid to the employee by the College prior to such event:
  1. termination of employment by the employee, or
  2. termination of employment by the College for cause, or
  3. failure of the employee to complete the educational program for which Educational Leave had been approved.
Boot Strap Education Opportunities The College will continue to offer courses, focusing on educational courses that have been identified in the Jitram Kapeel Survey as important to the professional development of Marshallese employees.
Manager in Training Program The Manager in Training (MiT) Program is a program whereby the College will create an “Assistant to the Head of Function” position. The exclusive purpose of such a position is to prepare and transition a qualified Marshallese person into the head of function position. The length of time required for a successful transition to head of function may vary based on individual circumstances, but it is generally anticipated that the transition will require a minimum of two years.
1. Eligibility. Candidates for the MiT program and position must meet the following essential qualifications in order to be considered for selection:
  1. Previously accepted into one of the Jitdam Kapeel Programs,
  2. Meet the Total Years Eligibility Test described in paragraph 4.3 (a) (1) above,
  3. Have attained an Associate degree or a Bachelor’s degree; preferably a Master’s Degree,
  4. Have demonstrated through Jitdam Kapeel Program participation the ability to employ the following characteristics of a successful manager /administrator/leader:
    - Enthusiasm
    - Integrity
    - Self-confidence and self-reliance
    - Persistence and determination in challenging situations
    - Positive mental attitude
    - Willingness to change and consider new opportunities
    - Creativity in searching for new solutions
    - Personal charisma
    - Empathy towards others
    - Faithfulness, mercifulness and fairness
Jitdam Kapeel Program Mentor/Advisors
1. Mentor/Advisor Role. Throughout the duration of their assignment, Program participants will have access to individuals who have expressed an interest in advising and mentoring. As such, these advisor/mentors have a specific role:
  1. As communicators, they create an environment for open interaction.
  2. As counselors, they work with Program participants to identify and understand career-related skills, interests and values.
  3. As coaches, mentors recommend specific behaviors in which Program participants need improvement and they clarify and communicate organizational goals and objectives.
  4. As advisors, recommend training and development opportunities from which Program participants could benefit and appropriate strategies for career direction.
  5. As resource persons, mentors expand the Program participants’ network of professional contacts.
  6. As advocates, mentors may intervene on the Program participant’s behalf, representing the Program participants concerns to higher levels for resolution on specific issues.
Definitions “College” means the College of the Marshall Islands “Educational Leave” means a leave of absence without pay to be enrolled in an educational institution on a full time basis, other than the College, for a formal course of study leading to a recognized certificate, diploma, degree, or professional qualification. Duration of Educational Leave is linked to the certificate, diploma, degree, or professional qualification sought by the Employee. The following guidelines will be used to determine the length of leave that may be granted.

Degree Sought	Maximum Length of Leave
Bachelors	Two Years
Masters	Two Years
PhD	Three Years

Educational Leave may be with or without Scholarship support. Educational Leave is by definition unpaid and may not overlap with Annual Leave or Administrative Leave or Sabbatical Leave. Educational Leave does not include the use of College property.

“Regular and substantial progress” means as follows:

1. For undergraduate education “regular and substantial progress” means 12 or more hours per semester with a cumulative GPA of “C”, or better.
2. For graduate education “regular and substantial progress” means 9 or more hours per semester with a cumulative GPA of “B”, or better.
3. For a certificate or other professional qualification “regular and substantial progress” will be determined the Education Support Subcommittee on a case by case basis.

“Scholarship” means the financial assistance provided by the College to an employee to pursue his/her education and may include support up to the full cost of attendance as defined by U.S. Federal financial aid regulations, less financial aid received, and the cost of the employee’s mandatory off-island travel associated with a period of Educational Leave. Items of cost which may be covered include:

- Tuition
- Books
- Fees
- Daily Stipend
- Housing
- Utilities
- Travel, including per diem and airport transfers

Scholarships may be awarded for a period from one semester to three academic years. The College is not obligated to fund any such proposals partially or fully. The institution where the employee has requested scholarship support to attend, and the intended program of education, must be accredited and approved by the College. In addition, the employee must provide proof of acceptance from such institution. All applicants for a Scholarship must apply for all appropriate U.S. and RMI or other national government financial aid available.

Financial Support
1. Modes of Financial Support.Subject to the availability of funds, financial support for individuals selected for participation in a Jitdam Kapeel Program may include any or all of the following modes:
  1. Scholarship(s) to offset the cost of enrolment and living expenses at another institution of higher learning
  2. Tuition reimbursement
  3. Time off from work to attend classes or to do approved coursework
  4. Salary and benefits paid as a part of a work study program
2. Duration of Financial Support. Financial support for a single program may be awarded for a period from one semester to three academic years. Individuals selected to participate in one of the Jitdam Kapeel Programs may subsequently qualify for another Jitdam Kapeel Program and a further period of financial support. Scholarship recipients must apply for all appropriate U.S. and RMI or other national government financial aid available and must provide proof of acceptance from the institution that they intend to attend.

8.3.3 Majol Mokta… A new Jitdam Kapeel Program (Faculty Fast Track)

Purpose
A strategic goal of the college is to increase the numbers of Marshallese faculty. The purpose of the Majol Mokta Program is to identify, recruit and then develop RMI nationals who are motivated to become college instructional faculty.
Background
The Majol Mokta Program is a new Jitdam Kapeel initiative and is subject to the established, relevant Jitdam Kapeel policy provisions, standards and procedures.
Participation
Every year, until the goal of a predominantly Marshallese faculty is achieved, individuals will be selected for participation in the Majol Mokta Program. Individuals selected for the program will be supported for study leading to a master’s degree in a discipline that will qualify them to be instructors at the college. Subject to funding availability, the program may start with five to seven individuals selected per year until there are twenty five people in the Program. Thereafter, the number of individuals selected per year and total program participation is expected to diminish incrementally as Marshallese faculty grow in number.
Minimum Qualifications
In order to be considered for the Majol Mokta Program, an applicant must meet the following minimum qualifications:
- Preference shall be given to citizens of the Republic .
- Must have Bachelors’ degree or in their final year of a Bachelor’s degree program.
- Demonstrated knowledge of college level English speaking and writing
Recruitment, Interview and Selection
1. Recruitment
  Majol Mokta applicants will be sought in the RMI, Micronesia and in the USA. Advertisements intended to attract qualified applicants will be placed in local RMI media, media and church and community centers in Hawaii, Arkansas, Oklahoma and other locations where there are significant Marshallese communities.
2. Applicant Review
  A Majol Mokta Program Committee made up of the following members will review applications and select applicants for interview.
  - Dean, Academic Affairs (Chair of the Committee)
  - Chair, Liberal Arts Department (or designated faculty representative from the department)
  - Chair, Dev Ed Department (or designated faculty representative from the department)
  - Chair, STEM Department (or designated faculty representative from the department)
  - Chief Financial Officer
  - Director, Human Resources
3. Interview and Selection
  The Majol Mokta Program Committee will interview and recommend applicants to the College president for selection. Selected applicants will be deemed to be employees of the College, on leave without pay for education.Only those applicants for whom funding has been clearly established, documented and certified by the College’s CFO will be recommended to the President for selection and approval.
4. Selection Criteria. In addition to the above minimum qualifications, the following characteristics will be used as criteria for selection:
  - Demonstrated enthusiasm for teaching
  - Satisfactory essay written in camera
  - Residential experience in the Marshall Islands
  - A GPA that meets the enrolment requirement into the relevant Master program.
  - Desire to serve the RMI and its youth
  - Integrity
  - Self-confidence and self-reliance
  - Persistence and determination in challenging situations
  - Positive mental attitude
  - Willingness to change and consider new opportunities
  - Creativity in searching for new solutions
  - Personal charisma
  - Empathy towards others
Program of Study
Selected candidates will be assisted in enrolling in an approved master’s program so that he/she can pursue a course of study leading ultimately to a master’s degree that is relevant to the mission of the college and that will enable the candidate, on graduation from a master’s program, to immediately fill a faculty instructor position. As the majority of faculty positions at the college are in Developmental Education, it is anticipated that the majority of Majol Mokta candidates will be in a program of study that will enable them to be placed in a Developmental Education instructor position.
Employment Status
Selected candidates will be considered full time employees of the college on education leave. Depending on the current degree of the selected candidate, candidates will be given the title/position of Teaching Assistant or Graduate Assistant. Candidates will be required to be in Majuro in the summer to work as a faculty Teaching or Graduate Assistants unless attending approved summer session classes.
Majol Mokta Employee Agreement
Majol Mokta employees will be required to sign an employment agreement stating that they will return to the college after completion of the master’s program and remain in the employment of the college for a period of time that will enable the college to recover its investment in the employee. It is anticipated that graduates of the Majol Mokta program will serve as a faculty employee of the college for a period of time at least double the time given by the College to attain the Master’s degree. The Dean, Academic Affairs may recommend to the President for approval an alternative term of commitment based on individual facts and circumstances.Each Majol Mokta employee is required to:
- Send his/her program sheet and catalog to his/her faculty mentor for approval, and
- At the end of each semester send his/her grade report to his/her assigned mentor in order to demonstrate evidence of satisfactory academic performance and progress and good academic standing with a minimum requirement of 3.0.
The College reserves the right to terminate the employment of the Majol Mokta employee, subject to a 60 day notice, if he or she fails to:
- take the course of study/classes recommended by the faculty advisor
- maintain satisfactory academic standing and/or
- provide evidence of regular and substantial progress.
Other Employment
While in the program, a Majol Mokta employee may enter into other employment, subject to the approval of the faculty advisor.
Program Funding
Individuals selected and approved by the President for participation in the Majol Mokta Program are obliged to apply for scholarships and grants that are available at the institution where he/she is pursuing the degree. All costs over and above scholarships and grants related to the pursuit of the degree will be covered primarily by the RMI government and/or the RMI Scholarship Board. The College may supplement funding, subject to the availability of funds, from the College’s Jitdam Kapeel budget.
Program Entitlements
- Travel – Majol Mokta participant air travel will be provided from point of hire to the city/country in which the master’s degree will be pursued. Travel to Majuro (and return) will be provided so that the Majol Mokta participant can work as a Teaching/Graduate Assistant during the college’s summer term(s).
- Tuition – paid
- Books – paid
- Housing – a housing allowance will be provided. The amount of the allowance will be based on the average cost of housing in the community surrounding the college where the Majol Mokta participant is studying. When the Majol Mokta participant is in Majuro, housing may be provided in a college housing facility such as the dorm or Arrak trailer subject to availability
- Stipend/Salary – a stipend will be paid based on the cost of living in the community surrounding the college where the Majol Mokta participant is studying. When the Majol Mokta participant is in Majuro working as a Teaching/Graduate Assistant he/she will receive a salary that is a percentage of $600, which is the lowest overload rate, namely:
- Teaching Assistant – 50%
- Graduate Assistant – 75%
- Benefits – Majol Mokta participant will receive the same benefit package afforded full time faculty employees.
- Local Transportation – cost for travel student’s projects around the community where they are studying – clinic, outreach, agencies, etc, will be reimbursed.
- Computer and related equipment – the college will provide a laptop computer and reimburse the reasonable cost of a printer, and internet access
Majol Mokta participant are also obliged to apply for scholarships and grants that are available at the institution where he/she is pursuing the master’s degree.
Integrating Majol Mokta Graduates into the Faculty Workforce
It will be the responsibility of the Dean, Academic Affairs to provide overall management of the education and experience development of participants in the Majol Mokta Program. Individual circumstances, such as prior degrees and previous life and teaching experience, will be considered by the Dean in managing and directing the education and experience opportunities for participants. In general, it is anticipated that participants will come to Majuro during the summers prior to master’s degree attainment where they will do practicums under the guidance of seasoned college faculty. On attainment of the master’s degree the participant will come to Majuro where they will enter into full time employment with the college and be assigned by the Dean to a department where (again based on individual circumstances) the participant will gain experience through practicums and/or internships under the guidance of seasoned college faculty.
Faculty to Serve as Advisor to Participants
The Dean will also appoint current faculty to serve as advisor to a participant to encourage, mentor, coach and generally support the participant throughout the period of their education and on the job training leading up to their appointment as full time faculty.Role of the advisor:
1. As communicators, they create an environment for open interaction.
2. As counselors, they work together with Majol Mokta participants to identify and understand career-related skills, interests and values.
3. As coaches, mentors recommend specific behaviors in which Majol Mokta participants need improvement and they clarify and communicate organizational goals and objectives.
4. As advisors, they recommend training and development opportunities from which Majol Mokta participants could benefit and appropriate strategies for career direction.
5. As resource persons, mentors expand the Majol Mokta participant’s network of professional contacts.
6. As advocates, mentors may intervene on the Majol Mokta participant’s behalf, representing the Majol Mokta participant’s concerns to higher levels for resolution on specific issues.
Succession Planning/Initial Placement in the Faculty
Positions earmarked for Majol Mokta participants will be:
- High demand/high turnover positions, such as Developmental Education positions;
- Positions in which a current faculty member is approaching retirement age, or
- Positions where the incumbent has indicated an intention not to renew employment with the college.

8.3.4 Employee obligation

Full-time studies

Upon return to work after the successful completion of their study, the employee is obliged to work at CMI for the period equivalent to a minimum of three times the period granted for their study.

Part-time Studies

After the successful completion of their studies, the employee is required to work for a minimum period of three (3) years or for a period equivalent to the financial assistance paid towards their studies in respect of annual salary, whichever is higher e.g. Employee’s salary is $20,000 per annum and financial assistance paid towards their studies is $100,000, then this is equivalent to an obligated service period 5years after the completion of their studies.

Like all employees, a renewal of contract for an employee serving such an obligation is subject to a successful performance evaluation.

8.3.5 Penalties

An employee who resigns before completing their service obligation under this policy will be required to pay back to the College financial assistance given towards their studies.

8.4 Staff Development Leave

8.4.1 In-Service Staff Development. When approved by the supervisor, Employees may be granted time off from their regular duties to attend College or in-house development programs or classes.

8.5 Sabbatical Leave

8.5.1 Purpose

The purpose of the College’s Sabbatical Leave is to offer eligible employees the opportunity to secure additional education, training, or experience which will:

make him/her better prepared for carrying out his/her college responsibilities,
support the professional development of such eligible employees, the development needs of his/her department, and the planned priorities of the College mission.

Sabbatical Leave is intended to benefit the employees, the students, and the College as a whole. All eligible employees are encouraged to make full use of their Sabbatical Leave as a means of preparing for improved service in the future.

8.5.2 Eligibility

Sabbatical Leave may be granted to full-time Faculty and Administrator staff provided such Employee:

is not currently on probation,
is in possession of the minimum educational qualifications of their current position,
is currently in a full time, permanent position
has accrued the full time equivalent of six (6) or more continuous years of service at the College,
has not had a previous Sabbatical Leave or Educational Leave within the past six (6) years of continuous full time service at the College, and
has demonstrated that the proposed purpose of the Sabbatical Leave is consistent with the approved Professional Development Plan in the employee’s most recent performance evaluation.

8.5.3 Duration and Benefits

Sabbatical Leave may be granted for a period of six (6) months or for a period of twelve (12) months.

Employees choosing a six month long sabbatical will receive full pay for the duration of the Sabbatical Leave.
Employees choosing a twelve month long sabbatical will receive half pay for the duration of the Sabbatical Leave.

An employee granted sabbatical leave shall continue to receive all College benefits. Each month spent on sabbatical leave is considered regular service for advancement on the salary schedule.

8.5.4 Application Process

A Sabbatical Leave Application and Plan must be submitted at least one year in advance, through the department supervisor to the Human Resources Committee. The Application and Plan must have the approval of the appropriate Dean and appropriate Vice President. The Human Resources Committee will review Applications and Plans for Sabbatical Leave and make recommendations to the President for final approval.

8.5.5 Approval

The Human Resources Committee will review and evaluate all applications on the basis of :

years of satisfactory employee service at the College;
the value to the College of the proposed sabbatical plan;
the availability of College funds for such purposes, and
the relationship of the proposed sabbatical plan to the job assignment of the applying employee.

Employees selected for Sabbatical Leave are expected to help in planning how his/her workload will be covered during the period of absence on leave, and must sign an employment contract extension of a length equivalent to the proposed duration of the Sabbatical Leave plus two years.

8.5.6 Obligations on Completion

On completion of the Sabbatical Leave a report of the experience and/or accomplishments shall be submitted within four weeks to the Employee’s supervisor. Within six weeks of his or her return from Sabbatical Leave the employee will give a public presentation to the College community demonstrating the benefit of the Sabbatical for employees, the students, and the College as a whole. An employee granted Sabbatical Leave agrees to return to College for a minimum of two (2) contract years after completion of the Sabbatical Leave. An employee failing to meet this obligation shall reimburse the College for all costs the College incurred (pay and benefits) on the employee’s behalf during the Sabbatical Leave of absence.

8.5.7 Employee Termination

Termination of employment by the employee, or by the employer for cause, will nullify any obligation for assistance and will result in a requirement for repayment by the employee of any financial assistance received.

8.6 Tuition Waiver

8.6.1 Policy

The College offers full tuition waiver to all its permanent full-time employees, up to six (6) credit hours each semester. Courses that are audited are not eligible under this policy except for Marshallese Studies Program courses. Waiver for Marshallese Studies Program courses that are audited will be up to six credit hours of courses. Eligible Dependents may take up to twelve (12) credit hours each semester, for courses, excluding courses that are audited.

8.6.2 Criteria for Approval of Tuition Waiver

For the purpose of this benefit, Eligible Dependents means:
1. Your lawful spouse (either by marriage or by common law in Marshallese custom); and
2. Your unmarried child or children, including a child or children adopted pursuant to the RMI Adoptions Act 2002, who:
  1. chiefly relies on the Employee for support and maintenance; and
  2. who is under 25 years of age.
The employee or dependent must meet the College’s standard admissions criteria.
The Employee or dependent must have applied for Pell, RMI Scholarship and any other available financial aid for which he or she may be eligible, and must report any financial aid received. To determine the amount to be waived, the College will deduct the amount of financial aid received from the amount of tuition due.
The Employee’s supervisor must give prior approval for any course(s) for which the Employee receives tuition waiver.
The Employee may take only one course each semester during normal working hours.
The Employee or dependent is subject to all the College’s academic and student rules and regulations. Employees or dependents who do not attain a grade of C or better in the course for which tuition has been waived forfeit their eligibility for tuition waivers and will be charged through payroll deduction the full cost of the course(s) tuition.

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