OCCUPATIONAL EXPERIENCE
EVALUATION and POLICY
1. Credit (up to 28 semester hours)may be granted for occupational experience, if applicant meets the requirements specified in TEACH Rule 46-47.
2. The student is encouraged to discuss the occupational experience credit during the first semester of enrollment at Indiana State University, so that the student can plan his program more wisely. Please note: Students are not awarded this credit until they have completed 30 semester hours at Indiana State University. All Career and Technical Education/Human Resource Development majors must meet one of the following options (Rule 46-47, p. 80).
- Three years (6,000 clock hours) of occupational experience in a specific trade or occupation to be taught, or
- Successful completion of 1,080 clock hour state approved secondary technical program, plus 2.5 years (5,000 clock hours) of additional work experience in a specific trade or occupation to be taught, or
- Successful completion of an organized apprenticeship program, or a full-time two-year post-secondary technical program, plus an additional two years (4,000 clock hours) of additional work experience in the specific trade or occupation to be taught or,
- Successful completion of 1,080 clock hours, state approved secondary technical program and either an organized apprenticeship program or a two year full-time post-secondary technical vocational program, plus 1.5 years (3,000 clock hours) of additional work experience in the specific trade or occupation to be taught.
3. Before credit for occupational experience will be posted, the applicant must successfully complete 30 semester hours at Indiana State University: fifteen (15) of those semester hours must be from the Career and Technical Education professional courses in the Industrial Technology Education Department (MUST include ITE 369). Applicants pursuing the associate degree in Career and Technical Education must complete a minimum of 20 semester hours at ISU toward the degree. A GPA of 2.0 or higher is required for all work. (Any exception to this policy must be presented in writing to the committee.)
4. The staff of the Industrial Technology Education Department who, make up the Occupational Experience Evaluation Committee, will review the applicant's occupational experience submitted by the applicant and/or require the applicant to take an additional competency examination or evaluation. The addition of a competency exam is only open to Career and Technical Education majors and is at the discretion of the Evaluation Committee.
On the basis of the documentation of the applicant's occupational experience, formal recommendations for occupational credit allowance and teacher certification will be made. The applicant will receive written notice of the recommendation and a copy of the letter will be placed in the applicant's (student)file in the Industrial Technology Education Department.
5. The committee will meet a minimum of one (1) time each semester (Fall and Spring)
PROCEDURE
1. Pick up occupational experience evaluation form OEE89 from the Industrial Technology Education Department or download it from below.
Evaluation Form
2. Type the application in duplicate and return to the advisor.
3. Verification of work experience must be submitted to the Industrial Technology Education Occupational Experience Evaluation Committee. Letters of verification must be requested from present and/or former employer(s). Employer(s) should supply the following data:
- Job title(s)
- Description of duties performed;
- Starting and ending dates of employment;
- Part-time employment should include total hours worked.
- Full-employment is assumed to be a 40 hour week, unless otherwise stated.
- Statement on the quality of the applicant's work
- Statement on quantity of applicant's work.
4. Letter must be mailed by the employers(s) directly to:
Occupational Experience Evaluation Committee
Technology Management Department
Indiana State University
Terre Haute, IN 47809
FEES ASSOCIATED WITH THE APPLICATION PROCESS
Any student admitted after the due date will be required to pay a fee per hour for awarding of occupational experience credit. This fee is approximately 1/4 of the tuition per hour cost. Students must complete this additional form in order for the department to process Occupational Experience Credit. You need to fill in your name and sign the form. The department will complete the rest of the needed information.
UAPL Form
OCCUPATIONAL EXPERIENCE CREDIT FOR
HUMAN RESOURCE DEVELOPMENT MAJORS
In order to obtain Occupational Experience Credit for Human Resource Development, the applicant needs to demonstrate significant roles as a human resource development specialist, trainer, or supervisor in management functions. These roles could include:
- Administer compensation, benefits and performance management systems, and safety and recreation programs.
- Identify staff vacancies and recruit, interview and select applicants.
- Allocate human resources, ensuring appropriate matches between personnel.
- Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- lan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Interview job applicants to obtain and verify information used to screen and evaluate them.
- Develop, implement, and assess training programs in business, industry, or other non-profit sectors of society.
- Direct activities of administrative departments and/or provide career services.
- Present information, using a variety of instructional techniques and formats such as role playing, simulations, team exercises, group discussions, videos and lectures.
- Schedule classes based on availability of classrooms, equipment, and instructors.
- Organize and develop, or obtain, training procedure manuals and guides and course materials such as handouts and visual materials.
- Offer specific training programs to help workers maintain or improve job skills.
- Monitor, evaluate and record training activities and program effectiveness.
- Attend meetings and seminars to obtain information for use in training programs, or to inform management of training program status.
- Coordinate recruitment and placement of training program participants.
- Evaluate training materials prepared by instructors, such as outlines, text, and handouts.
- Develop alternative training methods if expected improvements are not seen.
- Plan work schedules and assign duties to maintain adequate staffing levels, to ensure that activities are performed effectively, and to respond to fluctuating workloads.
- Collaborate with workers and managers to solve work-related problems.
- Review work throughout the work process and at completion, in order to ensure that it has been performed properly.
- Transmit and explain work orders to laborers, or other employees in a role of a supervisor.
- Evaluate employee performance, and prepare performance appraisals.
- Perform the same work duties as those whom they supervise, and/or perform more difficult or skilled tasks or assist in their performance.
- Prepare and maintain work records and reports that include information such as employee time and wages, daily receipts, and inspection results.