Professional Development Policy

To provide an overview of professional development opportunities and provisions for Seneca employees.

This policy applies to Seneca employees.

For unionized employees, this policy supplements provisions made under collective agreements for tuition discounts and reimbursement.

An educational institution currently recognized, authorized, registered and/or licensed by the relevant authorities in the provinces and territories of Canada.

A document that helps employees define their career goals, identify strengths and skill gaps and outline actionable steps for professional development.

1. Human Resources is responsible for:
   • identifying, coordinating, implementing and managing academic and professional development activities funded and supported by Seneca
   • providing a framework to employees for developing an Individual Development Plan (IDP)
2. Teaching & Learning is responsible for: 
   • providing ongoing professional development opportunities for faculty members
   • supporting faculty members on the effective use of teaching technologies
3. Supervisors are responsible for:
   • reviewing and approving/denying requests from direct reports to participate in professional development opportunities
   • providing employees time and resources needed to participate meaningfully in approved professional development activities
   • encouraging the creation and ongoing development of IDPs
4. Employees are responsible for:
   • discussing with their supervisors their requests to participate in professional development opportunities
   • submitting relevant requests for professional development activities in accordance with program requirements
   • sharing of knowledge and experiences obtained during professional development activities

1. Non-probationary permanent full­-time employees and non-probationary regular part-time support staff are eligible to apply for financial assistance for learning opportunities offered by an accredited postsecondary institution other than Seneca.
2. Seneca will reimburse employees 80 per cent of tuition fees for completed courses that are microcredentials or part of a certificate, diploma or degree program offered by an accredited postsecondary institution.
3. While a Canadian credential is generally preferred, consideration will be given to programs at accredited postsecondary institutions outside Canada.
4. Applications for tuition assistance will:
   • match the employee’s professional development needs
   • be approved by the employee’s supervisor and, when applicable, a vice-president
   • submitted to Human Resources for approval at least two months prior to the start of a course or program
5. Eligible employees will be entitled to a lifetime maximum of $20,000 for tuition assistance during their employment at Seneca.
6. Seneca will consider additional tuition assistance of up to $5,000 for employees pursuing doctoral qualifications.
7. Tuition assistance funding is subject to change based on the availability of funds.
8. Employees receiving tuition assistance funding are generally expected to remain employed at Seneca for a minimum of one year following the last tuition reimbursement payment receipt.
9. Employees leaving Seneca within one year of receiving funding may be required to repay Seneca for payments received toward the pursued credential.

1. Seneca may provide funding or reimbursement for individual- and team-based professional development activities through the Central Professional Development Program.
2. Professional development activities are subject to departmental and vice-president approval.
3. For professional development activities involving travel, approval is required in accordance with applicable Seneca policies. 
4. Central Professional Development Program funding amounts are subject to change based on the availability of funds.
5. Professional membership and license fees are not covered by this program.

1. Full-time and RPT employees with six or more years of service at Seneca may be eligible to apply for a PD leave related to their role, in accordance with the applicable collective agreements.
2. Employees may apply for a PD leave if at least seven years have passed since the end of their previous PD leave and the requested start date of the new leave.
3. PD leave funding amounts are dependent on the employee’s tenure and the length of the requested leave.
4. PD leave funding amounts are subject to change based on the availability of funds.
5. Upon completion of a Seneca-supported PD leave, employees are required to return to Seneca for a minimum of one year. 
6. Employees leaving Seneca within one year of completing a PD leave may be required to repay Seneca for payments received while on leave.
7. Employees returning from a PD leave are required to complete a formal knowledge‑sharing activity with their team, department or Seneca, as appropriate to their role.

1. Up to two Seneca courses funded by the province of Ontario during each academic term will be subsidized for:
   • full-time, partial-load, Appendix D employees and part-time employees (excluding student employees)
   • retirees who are members of the Seneca Retiree Association
   • laid off full-time support staff for a period of three years following their last day of work

• None

• Employee Academic and Professional Credential Policy
• Faculty Development & Review Policy
• Procurement Policy
• Travel and Expense Policy

• Academic Employee Collective Agreement
• Faculty Resources
• Full-Time Support Staff Collective Agreement
• Part-Time Support Staff Collective Agreement
• Seneca’s Teaching Standards of Practice

Approval Date: October 2012

Last Revision: March 2026