Common use of Career Development Clause in Contracts

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 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. 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 a right of first refusal for temporary positions, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal plan, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal for developmental positions. A maximum of two right of first refusal career development opportunities will be allowed for each employee in the Career Development Program. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.

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 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 a right of first refusal priority consideration for temporary positionspositions in the OPSEU bargaining unit at Trent, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal planplan within a twenty four month time period, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal priority consideration for developmental positions. A maximum of two right of first refusal priority consideration career development opportunities will be allowed for each employee in the Career Development Program. The University should be entitled to recoup any training costs should an An employee depart from will remain in the University within 120 days program until the earlier of completing training.either receiving two

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 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 they will continue to accrue seniority up to a maximum of twelve eighteen (1218) months. The Parties may agree to extend the timelines. If the employee does not return to their position within twelve eighteen (1218) months, or any extended period, he/she they 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 they 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 a right of first refusal priority consideration for temporary positionspositions in the OPSEU bargaining unit at Trent, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal planplan within a twenty-four (24) month time period, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal priority consideration for developmental positions. A maximum of two right of first refusal priority consideration career development opportunities will be allowed for each employee in the Career Development Program. An employee will remain in the program until the earlier of either receiving two (2) priority consideration career development opportunities, or five (5) years following the completion of their career development plan. Employees shall be eligible for re-entry to the career development subject to available space above, after a period of three (3) years has passed since they were last enrolled. New employees shall have a waiting period of two (2) years before they can enrol in the career development program. The University shall supply to the Union on a biannual basis information listing the names of individuals enrolled in the plan and their status and progression through the plan. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.

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 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 agreed­upon 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. 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 a right of first refusal for temporary positions, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal plan, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal for developmental positions. A maximum of two right of first refusal career development opportunities will be allowed for each employee in the Career Development Program. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.

Career Development. 19.1 Trent University is committed A. Bargaining unit employees shall be afforded the opportunity to assisting staff in apply for all jobs posted on the Company’s career planning site. B. Bargaining-unit employees who apply for other jobs within the Company are protected against retaliation for so doing. C. Bargaining unit employees shall receive reasonable notice when the Company intends to change their regular, day-to-day work assignment or department but the notice shall not be less than four (4) weeks unless impracticable to do so based on legitimate business considerations. Bargaining unit employee job descriptions shall be updated by the Company when such changes substantively impact employee job functions or responsibilities. D. Bargaining unit employees shall be afforded the opportunity to meet with their supervisor upon the Employee’s request to discuss the Employee’s career pathing and in seeking opportunities. E. Each bargaining unit employee shall meet with their supervisor at least twice per year, or upon the request of the Employee, for the purposes of receiving a review of their performance. Reviews shall also be used as a mechanism to discuss an Employee’s opportunities for career growthfuture advancement. Any regular Employees shall also have the opportunity to provide formal feedback on their manager at NowThis via the Company’s performance management tool. A copy of the Employee’s review of the manager will not be provided to their direct manager. F. A copy of the bargaining unit employee’s performance review shall be provided to the Employee no later than the commencement of the performance review meeting with the Employee’s manager. If the review requires edits during the meeting, a new copy of the review will be provided to the employee at the conclusion of the meeting. During at least one review per year, an Employee will be provided with the opportunity to discuss the employee’s compensation. In addition, the Employee and manager will discuss anticipated performance goals and expectations for the following year. A manager/supervisor with authority to recommend a raise, promotion, or recurring bonus shall be present at the review meeting. Upon Employee request, a written summary of the review meeting shall be provided to the employee who wishes to establish a formal career plan may apply through Human Resourceswithin fourteen (14) days if substantive information not contained in the written review was discussed during the meeting. The University will Employee shall have the opportunity to write a response to their performance review or the written summary of the review meeting and have such response placed in their employee file. Nothing in this paragraph prevents an Employee from discussing compensation with their manager at any time. G. If an Employee requests a pay increase, title change, and/or promotion and is later denied, within fourteen (14) days of the denial, the supervisor shall provide a response regarding the services of an experienced career counsellor who denial and will meet with the employee and in Employee to recommend a confidential capacity assist plan for how the employee through testing and interviews to prepare can achieve a future plan. Development of a formal plan through a counsellor is limited to fifteen (15) staff per year. Ifraise, at any time through the yeartitle change, there are more applicants than spaces remaining and/or promotion in the programfuture. H. If an existing Employee applies for a new position at the Company and is denied the role, space will they may request feedback on their application from their supervisor or a designated Company representative. Such feedback shall be allocated on provided within fourteen (14) days of the basis denial. I. The Company's standards for promoting a bargaining unit employee into an open position shall not exceed the standards for promoting a non-bargaining unit employee nor the standards for hiring an outside candidate for the same open position. The decision as to whom to hire remains in the sole discretion of senioritythe Company, unless otherwise specified in this Agreement. J. The Company shall provide resources (e.g. mentoring, professional development, etc.) to BIPOC and unsuccessful applicants will be advised underrepresented Employees for pathways to apply promotion. K. Whenever a bargaining unit employee seeks to resolve an issue with the following year. Once a formal plan has been developedCompany related to wages, the hours, or conditions of employment, that employee shall meet have the right to seek assistance from the Union, which thereafter shall be provided 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. 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 a right of first refusal for temporary positions, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be present at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal plan, the University will have no further obligation to related meetings with the employee, nor is if requested. The Company will also provide the employee entitled Union with copies of written communications to a right the Employee concerning the issue prior to such meetings at the Union’s request. L. All salary increases not required by this Agreement shall be communicated to the Employee in writing. M. Within three (3) months of first refusal the ratification of the Agreement, the Company shall create and/or maintain written job descriptions for developmental all bargaining unit positions, which may change from time to time. A maximum The Company will notify the Union and affected Employees of two right of first refusal career development opportunities any substantive changes to written job descriptions. The Company will review, discuss and consider including Employee feedback about their job description. Upon request, Employees will be allowed provided the job description of the job they occupy and may make a request for each employee in any job to which they aspire or wish to apply. N. Bargaining unit vacancies will be internally posted before the Career Development ProgramCompany publicly advertises the position elsewhere. The University should Bargaining unit employees will be entitled notified and afforded the opportunity to recoup any training costs should an employee depart from apply for all vacancies and are encouraged to do so. O. When the University within 120 days Company surveys Employees about workplace issues, the Company will communicate to Employees how the results of completing trainingthe survey will be used and who will see them.

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 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 a right of first refusal priority consideration for temporary positionspositions in the OPSEU bargaining unit at Trent, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal planplan within a twenty four month time period, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal priority consideration for developmental positions. A maximum of two right of first refusal priority consideration career development opportunities will be allowed for each employee in the Career Development Program. An employee will remain in the program until the earlier of either receiving two (2) priority consideration career development opportunities, or five (5) years following the completion of their career development plan. Employees shall be eligible for re-entry to the career development subject to available space above, after a period of 5 years has passed since they were last enrolled. New employees shall have a waiting period of three years before they can enrol in the career development program. The University shall supply to the Union on a biannual basis information listing the names of individuals enrolled in the plan and their status and progression through the plan. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.

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 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. Additional opportunities will be offered subject to additional financial resources being secured. 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 employee, together with Human Resources 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 processtemporary/casual, a limited term job exchange with a regular or recurring employee, 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. 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 a right of first refusal for temporary positions, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation There will be at a regular assessment on the rate progress of pay assigned the employee towards their career goal. Once it is established that the employee is qualified to apply for a career within their chosen area, they will return to their home position and may apply for both internal and external job opportunities as they arise. If it is determined, in conjunction with the Career Development opportunitycounsellor, not that the incumbent’s employee is unlikely to qualify for their chosen career, the employee will be removed from the program and return to their home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal plan, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal for developmental positions. A maximum of two right of first refusal career development opportunities will be allowed for each employee in the Career Development Program. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.

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 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. 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 a right of first refusal priority consideration for temporary positions, providing there are no qualified employees on layoff. Such employee must compete for any regular or recurring positions. Compensation will be at the rate of pay assigned to the Career Development opportunity, not the incumbent’s home position. Should the employee elect to enter the program but does not complete the program or does not submit a formal planplan within a twenty four month time period, the University will have no further obligation to the employee, nor is the employee entitled to a right of first refusal for developmental positions. A maximum of two right of first refusal priority consideration career development opportunities will be allowed for each employee in the Career Development Program. An employee will remain in the program until the earlier of either receiving two (2) priority consideration career development opportunities, or five (5) years following the completion of their career development plan. The University should be entitled to recoup any training costs should an employee depart from the University within 120 days of completing training.