Career Development Plan. The purpose of a career development plan is to facilitate an employee's acquisition of education, training, and experience needed to meet the qualification requirements for entry into a higher level position on the campus.
Career Development Plan. To participate in the Career Development Program, the full-time employee must complete a proposed Career Development Plan detailing all proposed education courses and their relationship to the employee’s career goal with the Employer, identifying the targeted position, documenting consultation with the Placement and Career Planning Department of any accredited college or university. The employee submits the completed Career Development Plan to his/her immediate supervisor for Departmental authorization and forwards the Career Development Plan to the Administrator for final disposition. To be considered valid, the Career Development Plan must be approved by the immediate supervisor, the Administrator, and the Board’s Personnel Committee. The Career Development Plan must be completed and fully processed at least six (6) weeks prior to employee’s request for career development assistance. Should the Board of Commissioners deem that the financial condition of the County is such they will appropriate a minimum of $2,400 annually to this program.
Career Development Plan. This section encourages you to think about how your career is progressing, consider your career aspirations and identify ways in which these may be supported over the review period. Talents or Strengths What do you and your supervisor consider your talents/strengths are? How might they be better utilised, better recognised and/or developed further? Career Goals Consider your career aspirations and goals. (determine the goals you will need to accomplish in order to achieve your aspirations) Development Needs and Opportunities What development do you need to improve your performance and/or advance your career? Actions What development actions have you and your supervisor agreed to allow you to meet your current role and agreed career development?
Career Development Plan. The salary range for each rank would have the following approximate number of possible increments in each range from the Salary Floor to the Salary Threshold 1 or 2, as is appropriate. The number of increments does not reflect the number of increments an individual Member may experience in the Member's progression through the salary range. Lecturer Assistant Professor
Career Development Plan. All trainees will complete a self-assessed Initial Training Needs Analysis (ITNA) at the start of their training. The ITNA will then be used to develop a Personal Career Development Plan (CDP), in discussion with the trainees’ supervisors, which will address identified training needs and how they will be acquired from the portfolio of generic and transferable skills training courses provided by the Network or external organisations. The CDP will also encompass career planning and trainees will be encouraged to use career planning resources such as the UK Research Councils’ ‘Career Mapping Tool’ and those available on the UK graduate student website (xxx.xxxx.xx.xx). The CDP will be prepared annually and be subject to approval and 6-monthly progress checks by the Directors of Training and Research.
Career Development Plan. The classifications of Deputy Sheriff I - Trainee, I - Bailiff, II, III and IV shall be placed in total combination, provided, however, that the control number for Deputy Sheriff IV shall provide for no more than one hundred (100) positions to be filled at the IV level. The classifications of Deputy Sheriff II and III will continue to be defined as the entry and experienced level classifications respectively. The following shall apply to individuals who are initially hired into County service:
a. A two (2) year probationary period shall be required for the Deputy Sheriff II classification. At the point of hire, the Sheriff reserves the right to reduce the probationary period for any individual hired as a Deputy Sheriff II to one (1) year. This shall not be appealable or grievable.
b. A one (1) year probationary period shall be required for the Deputy Sheriff III classification.
c. Permanent status shall only be granted upon successful completion of the probationary period.
d. Any individual who does not pass the probationary period shall be terminated from County Service unless said individual has promoted from a lower classification in which permanent status was held. In this case, they would have the right to return to the lower level position as specified in Personnel Rule 5 - Probationary Periods, Section 5023.1.
e. Incumbents who advance to the III level and who have not completed their initial probationary period at the II level shall be required to complete the remainder of their probationary period.
f. Incumbents who have completed their probationary period at the II level shall not be required to serve a new probationary period at the III level. Deputy Sheriff IV positions shall be held at the pleasure of the Sheriff who may, subject to compliance with the Peace Officers’ Procedural Bill of Rights Act (Government Code Section 3300 et seq.), reassign persons holding such positions to lower level Deputy Sheriff positions. The Sheriff’s actions in reassigning Deputy Sheriff IV’s to the Deputy Sheriff II or III levels shall not be subject to appeal under provisions of the Fresno County Employee Grievance Procedures or the Fresno County Personnel Rules. However, in compliance with the Peace Officers’ Procedural Bill of Rights Act, employees reassigned by the Sheriff from Deputy Sheriff IV to lower level Deputy Sheriff positions may request an advisory arbitration hearing in accordance with the Public Safety Officers’ Procedural Bill of Rights Appeal Pr...
Career Development Plan. CDDP shall develop a Career Development Plan (CDP), consistent with ODDS policy and administrative rules, as well as Executive Order 15-01, as part of the ISP for all Individuals of working age, including transition age Individuals, prior to their expected exit from school or within one year of an unexpected exit from school.
Career Development Plan. The MFBFRV and its Employees recognise the importance of developing an effective career development system. The parties are committed to promoting quality learning opportunities, skills maintenance and leadership development opportunities. All Employees covered by the Agreement will undertake annt..1alannual career development plans.
Career Development Plan. The salary range for each rank would have the following approximate number of possible increments in each range from the Salary Floor to the Salary Threshold or as is appropriate. The number of increments does not reflect the number of increments an individual Member may experience in the Member's progression through the salary range. Lecturer ten Assistant Professor twelve full increments full increments full increments half increments Professor Librarian I Librarian Librarian Librarian Instructor I Instructor II Instructor Coach nine nine ten fourteen nine nine three fifteen nine nine eighteen full increments half increments full increments full increments full increments full increments half increments full increments full increments full increments half increments full increments
Career Development Plan. (a) The Career Development Plan is a formal process for the career development efforts of the Village and will be offered only in the amounts to be appropriated by the Village, from time to time. This program consists of four (4) separate and distinctive advancement levels that are fully defined in the Career Development Plan. These advancement levels are achieved on the basis of performance, training, education, and proficiency within designated specialized areas. Only employees at the top step in the step system of this collective bargaining agreement are eligible to participate in the Career Development Plan. Employees may obtain a copy of the Career Development Plan from the Human Resources Coordinator.
(b) So long as the Village offers the Career Development Program to Village employees, bargaining unit members shall be allowed to participate in said program. In the event that the Village desires to discontinue the Career Development Program, the Village shall notify the Union in writing, and if the Union requests to bargain over such decision, the Union shall serve a written request to the Village Manager to bargain, within thirty (30) days of such notice, or else the Village may implement such decision any time after the expiration of such thirty (30) days. If such request for bargaining is received by the Village within thirty (30) days of such notice, the Village shall not implement its decision, until either the parties have reached an agreement or have bargained to impasse.
