Career Enhancement. The Employer shall provide an Employee with training to obtain the ability and/or knowledge necessary to enhance the Employee's career or career advancement prospects with the Employer.
Career Enhancement. Rural Development employees shall continue to be covered by the applicable law, rules, and regulations then in effect, pertaining to career enhancement. The Employer and the Union support Career Enhancement as an alternative means of staffing to meet specific Employer needs and provide training, educational and job opportunities to high quality employees in single-interval series positions GS-1 through GS-9 and Wage Grade equivalent to advance to positions of different and/or greater responsibility and remuneration. Career Enhancement provides opportunities for Rural Development employees to move into skilled or paraprofessional and professional positions through a combination of on-the-job training and formal skills training as prescribed by individualized training plans. Since the program provides for an extension of career ladders beyond the normal progression of the individual employee’s current career ladder, it will nearly always result in a classification series change for the employee. Because Career Enhancement assignments are highly selective in the kinds and degree of developmental experiences provided, the selection for a Career Enhancement assignment always begins with an appropriate selection.
Career Enhancement. The Employer will implement the Career Enhancement Program prescribed by the Agency. As the Employer has need, the program will attempt to make maximum use of the skills and potential of employees currently in the Employer’s workforce. The program will be limited to the occupational series designated by the Administrator of the Agency.
Career Enhancement. (e. g., challenging, meaningful, and interesting work; mentors and career guidance counselors; opportunities to be innovative, creative, have control, and exercise responsibility).
Career Enhancement. 18.6.1 The BOCES will reimburse unit members who incur expenses (tuition and supply fees) for courses taken or in service programs participated in provided such courses or programs are operated by the BOCES and the unit member's immediate supervisor approves the reimbursement, in writing, to the Assistant Superintendent for Administrative Services.
18.6.2 The BOCES will provide annually a $5,000 budget, non-cumulative, for the purpose of providing tuition reimbursement for full time permanent unit members who have completed three (3) years of paid service with the BOCES and who enroll in and successfully complete a college level course, with a grade of C or better in a related field. Each eligible unit member must receive approval in writing in advance of registration in the course from the District Superintendent.
18.6.3 Staff development program recommendations from the Campus Safety and Health Committee that are approved by the District Superintendent may be offered to staff on a released time basis, or on a non-paid voluntary basis. In addition, with the approval of the District Superintendent and the Board, the programs may be offered after working hours on a paid basis.
Career Enhancement. 22.1.1 The Museum is committed to developing a high-quality workforce and enhancing employees’ employment opportunities and employability by providing and supporting learning and development activities.
22.1.2 In balancing the requirements of the Museum and meeting the career needs of its employees, the Museum will provide learning and development opportunities that:
a. have a clear connection with the Museum’s work b. have a direct link to work plans c. assist employees’ ongoing career development.
Career Enhancement. A systematic management effort to develop career opportunities for employees below grade GS-9 who are in a position or occupational series not enabling them to realize their full work potential.
Career Enhancement. Employees of the Company may be eligible to fill vacancies in established or new positions. Vacancies or new positions will be posted on the bulletin boards for a period of at least seven (7) days before being advertised outside the Company, or before the position is permanently filled. Bulletin boards shall be located as follows: Xxxx Xxxxx Xxxx Xxxxxx Xxxxxx Xxxxx Xxxx Xxxxxx Nothing precludes the Company from temporarily filling the position until the position is permanently filled. Where thirty (30) days have elapsed following the expiration of the posting, all employees who have made an application for the position shall be advised as to the status of the position. Management and supervisory personnel shall encourage and give assistance in training staff members in order to help them to qualify for more senior positions with the Company. The Company may release an employee from his newly appointed position during the probationary period for that position providing he has proven to be incapable of fulfilling the required duties of the new position. He shall be entitled to return to his former position on the same terms that existed prior to his move to the new position or to a comparable position if his former position has been filled or no longer exists. This shall apply where the employee has been approached by the Company to accept the position. When an employee applies for a vacant or new position in writing and is not able to fulfill the activities of his new position, the Company will not be expected to maintain an opening at the employee’s former position. In the event this happens, the employee may be released from his employment with the Company. In the event at the time the employee is advised he is not satisfactorily fulfilling the activities of his new position and if the employee’s former position is still vacant, the employee shall be entitled to revert back to his former position if the Company intends to fill the former position. This shall apply where the employee has applied for the position in writing and that application is part of the employee’s personnel file. In the case of a vacancy, new position or promotion, the Company shall award the position to the applicant who in the Company’s assessment best meets the qualifications for the position. Where two or more applicants are equally qualified, seniority will be the governing factor. If no applicant in the assessment satisfactorily meets the qualifications for the position, the Co...
Career Enhancement. Rural Development New Mexico employees will continue to be covered by the provisions of FmHA Instruction 2045-Y, “Career Enhancement.” The Employer and the Union support Career Enhancement as an alternative means of staffing to meet specific Employer needs and provide training, educational and job opportunities to high quality employees in single-interval series positions GS-1 through GS-9 and Wage Grade equivalent to advance to positions of different and/or greater responsibility and remuneration. Career Enhancement provides opportunities for Rural Development employees to move into skilled or paraprofessional and professional positions through a combination of on-the-job training and formal skills training as prescribed by individualized training plans. Since the program provides for an extension of career ladders beyond the normal progression of the individual employee’s current career ladder, it will nearly always result in a classification series change for the employee. Because Career Enhancement assignments are highly selective in the kinds and degree of developmental experiences provided, the selection for a Career Enhancement assignment always begins in open competition under provisions of the Merit Promotion Plan.
Career Enhancement. The BOCES will provide annually a $5,000 budget, non-cumulative, for the purpose of providing tuition reimbursement for full time tenured teaching assistants who have completed three (3) years of paid service with the BOCES and who possess a continuing or Level III teaching assistant certificate, and who enroll in and successfully complete, with a grade of C or better, a college level course in an education related field. Full time permanent occupational therapy assistants and physical therapist assistants who have completed three (3) years of paid service with the BOCES are also eligible to participate after meeting certification requirements. Each eligible unit member must receive approval in writing in advance of registration in the course from the District Superintendent. Tuition reimbursement will be to a maximum of $357 for each eligible unit member each year. Eligible unit members, who receive approval for tuition reimbursement for course work taken between July 1 and December 31 of any year, may apply for additional tuition reimbursement for approved course work to be taken between January 1 and June 30 of the same year. Reimbursement for approved course work completed during the January 1 - June 30 period may be made only after reimbursement is made to other eligible unit members who are completing their first course during the entire year and if there is an unencumbered balance in the annual $5,000 allocation.
