Career Development. The City and the Union agree that employee career growth can be beneficial to both the City and the affected employee. As such, consistent with training needs identified by the City and the financial resources appropriated therefore by the City, the City shall provide educational and training opportunities for employee career growth. Each employee shall be responsible for utilizing those training and educational opportunities made available by the City or other institutions for the self- development effort needed to achieve personal career goals.
Career Development.
25.1 Purpose Both parties recognize that improved client care will result if employees acquire knowledge and skills related to the services provided by the Employer. The provisions of this article are intended to assist employees in maintaining and improving skills.
Career Development. As part of an employee’s annual performance evaluation (see Article 85), the employee shall receive information about career paths and promotional opportunities within State Agencies. Additionally, bargaining unit employees may contact their Human Resource Office to identify promotional paths within their Agency.
Career Development. Both Parties recognize the need to provide employees in classifications covered by this Agreement with opportunities to improve their qualifications in order to prepare for promotional advancement; to upgrade their skills required as a result of technological change, new methods and/or new procedures; and to qualify for new positions being planned.
Career Development. Information on University career development programs which may exist shall be provided at employee orientation programs. The appropriate Human Resources administrator and the Union agree to meet and confer, upon request, at a mutually agreed time to review information on current career development programs and to hear Union reactions.
Career Development. The Employer recognizes the desirability of providing a climate for an employee to improve educational level, to enhance opportunities for internal promotion, and to enhance job performance by being more qualified. The Employer further recognizes the desirability of an equitable approach across Ministries respecting educational opportunities for employees. The Union recognizes the desirability of assisting and encouraging the development of educational courses so that the employees may improve their technical and professional skills and knowledge. The Union further recognizes the desirability of an employee taking advantage of appropriate educational development opportunities with particular emphasis on professional updating opportunities offered through appropriate licensing bodies.
Career Development. The Employer recognizes that employee training and professional development are essential to maintaining a high level of efficiency and competence at the NFB. To this end, the Employer’s policy is to implement programs that encourage the acquisition and improvement of employees’ competencies, in connection with organizational objectives, evolving knowledge in specific areas of expertise and employees’ individual professional development needs, either for their current positions or for potential career advancement at the NFB.
Career Development. In order to provide employees with opportunities for personal and professional development and provide the necessary resources to achieve their career goals, the Alliance and management agree that career counseling services will be made available in each region or national function to offer skills and interest assessments, individual and group career counseling, and the development of individual employee development plans. In addition, a comprehensive infrastructure, including career ladders and lattices, career pathways mapping, occupational index tools, a career website, pipeline tracking database system and project management support will be established. The parties will jointly promote a communication strategy and approach to systematically capture core competencies, skills, education, licensure, certification and work experience, in order to enhance opportunities for Alliance-represented employee career mobility. The national team will be accountable for oversight and coordination with the regional and functional teams to ensure that the career counseling infrastructure is developed and deployed. Further, the National Workforce Planning and Development team will continue to jointly develop career paths on a jointly agreed-upon schedule for Alliance- represented employees. The schedule will identify the next group of career paths to be achieved and the timelines for this work. The regional Workforce Planning and Development teams will explore ways to connect and coordinate career counseling resources with employees in transition. Specifically, these teams may jointly develop a job-shadowing process that will afford employees an on-the-job experience of a new job choice prior to the employee entering into education programs. Also, regional Workforce Planning and Development teams will establish a joint group to examine, set goals and develop criteria regarding preceptorships and mentorships. Preceptorship programs will be monitored and evaluated consistent with determined funding. Employees interested in career development will need to develop individual career development plans with the support of organization resources and systems, in collaboration with management.
Career Development. As part of an employee’s quarterly check-in (see Article 85), the employee shall receive information about career paths and promotional opportunities within State Agencies. At the request of the employee, the employee and their manager shall meet to specifically discuss providing professional growth opportunities. Additionally, bargaining unit employees may contact their Human Resource Office to identify promotional paths within their Agency.
Career Development. 19.1 Trent University is committed to assisting staff in career planning and in seeking opportunities for career growth. Any regular or recurring employee who wishes to establish a formal career plan may apply through Human Resources. The University will provide the services of an experienced career counsellor who will meet with the employee and in a confidential capacity assist the employee through testing and interviews to prepare a future plan. Development of a formal plan, which shall include further education or skill development through a counsellor is limited to fifteen (15) staff per year. If, at any time through the year, there are more applicants than spaces remaining in the program, space will be allocated on the basis of seniority, and unsuccessful applicants will be advised to apply the following year. Once a formal plan has been developed, the employee shall meet with Human Resources to provide a written copy of their formal career plan. The employee together with Human Resources will seek opportunities which are appropriate for development and which fit within the individual’s agreed-upon career plan. Such opportunities may be found for example in anticipated or vacant contracted positions, limited term appointments, an opportunity identified in the performance assessment process, a secondment outside of the bargaining unit or external to Trent University. While the staff member is on secondment outside of the bargaining unit, he/she will continue to accrue seniority up to a maximum of twelve (12) months. The Parties may agree to extend the timelines. If the employee does not return to their position within twelve (12) months, or any extended period, he/she will be deemed to be terminated from the bargaining unit and their home position will be posted. Should more than one qualified employee indicate an interest in the same contracted opportunity, selection will be by seniority. During the time that an employee is in a developmental assignment, their home position may be filled by another employee on a contract, subject to the provisions of Article 10.1(c) and 13.14. Participants in Career Development opportunities may be considered for a position for which he/she does not meet all of the qualifications, but who has been identified as being appropriate for such role. An applicant under this program will have priority consideration for temporary positions in the OPSEU bargaining unit at Trent, providing there are no qualified employees on lay...
