Common use of Career Ladder Advancement Clause in Contracts

Career Ladder Advancement. At the time the employee reaches their earliest date of promotion eligibility, the Department will decide whether or not to promote the employee. If an employee is rated as successful and is meeting the promotion criteria in the career ladder plan, the Department will certify the promotion which will be effective at the beginning of the first pay period after the requirements are met. If an employee is not meeting the criteria for promotion, the employee will be given a written notice at least 60 days prior to earliest date of promotion eligibility. The written notice will state what the employee needs to do to meet the promotion plan criteria. Should a career ladder plan require only a three month training period, the above notice shall be a reasonable period prior to the earliest date of promotion eligibility. If the employee is making progress, the supervisor will ensure that the employee has the opportunity to acquire pertinent skills and knowledge and to demonstrate that they meet promotion requirements as soon as feasible. If the employee is experiencing problems, the provisions in Paragraph B of this section are applicable. In the event that the employee met the promotion criteria, but the appropriate Department official failed to initiate the promotion timely, the promotion will be retroactive to the beginning of the first pay period after the pay period in which the requirements were met. At any time a supervisor and/or employee recognize an employee’s need for assistance in meeting the career ladder advancement criteria, the supervisor and employee will develop a plan tailored to assisting the employee in meeting the criteria. The plan should include all applicable training, as well as any other appropriate support. At the request of the employee, the local union may provide assistance. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Department may: Provide the employee with additional time to meet the promotion criteria; Assign the employee duties commensurate with their current grade (The career ladder plan may end, and the employee will remain at the level they attained within the career ladder. The employee may be reinstated back into the career ladder plan non-competitively if the employee remains in the position covered by the career ladder plan.); or, The employee may be assigned to another position at the same grade and step. If an employee is denied a career ladder promotion because of the unavailability of enough work at the next grade, the Department agrees that, if an employee performs the work of the higher-graded position for the required amount of time during a pay period to qualify for reclassification to the higher grade, the employee will be temporarily promoted for that entire pay period.

Career Ladder Advancement. A. At the time the an employee reaches their earliest date of promotion eligibility, the Department will decide Agency decides whether or not to promote the employee. 1. If an employee is rated as fully successful or its equivalent and is meeting the Agency’s promotion criteria in the career ladder plancriteria, the Department will certify Agency certifies the promotion which will be is effective at the beginning of the first pay period after the requirements are met. 2. If an employee is not meeting the criteria for promotion, the employee will be given is provided with a written notice at least 60 sixty (60) days prior to the earliest date of promotion eligibility. The written notice will state states what the employee needs to do to meet the Agency’s promotion plan criteria. Should a career ladder plan require only a three month training period, the above notice shall be a reasonable period prior to the earliest date of promotion eligibility. . a. If the employee is making progress, the supervisor will ensure ensures that the employee has they have the opportunity to acquire pertinent skills and knowledge and to demonstrate that they meet promotion requirements as soon as feasible. . b. If the employee is experiencing problems, the provisions in of Paragraph B of this section Section are applicable. 3. In the event that the employee met the promotion criteriacriteria and the appropriate management officials approved the promotion in a timely manner, but the appropriate Department official failed to initiate the promotion action was not processed timely, the promotion will be it is retroactive to the beginning of the first pay period after the pay period in which the requirements were met. The Office of Human Capital Management issues a reminder notice to supervisors ninety (90) days prior to a career ladder promotion eligibility date. B. At any time a supervisor and/or an employee recognize an recognizes the employee’s need for assistance in meeting the career ladder advancement Agency’s promotion criteria, the supervisor and employee will develop a plan tailored to assisting assist the employee in meeting the criteria. The plan should include all applicable training, training as well as any other appropriate support. At the request of the employee, the local union Union may provide assistance. . C. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Department may: Provide Agency: 1. Provides the employee with additional time to meet the promotion criteria; Assign , or 2. Assigns the employee duties commensurate with their current grade (The career ladder plan may end, and the employee will remain at the level they attained within the career ladder. The employee may be reinstated back into the career ladder plan non-competitively if the employee remains in the position covered by the career ladder plangrade.); or, The employee may be assigned to another position at the same grade and step. If an employee is denied a career ladder promotion because of the unavailability of enough work at the next grade, the Department agrees that, if an employee performs the work of the higher-graded position for the required amount of time during a pay period to qualify for reclassification to the higher grade, the employee will be temporarily promoted for that entire pay period.

Career Ladder Advancement. A. At the time the employee reaches their earliest date of promotion eligibility, the Department will decide whether or not to promote the employee. 1. If an employee is rated as successful and is meeting the promotion criteria in the career ladder plan, the Department will certify the promotion which will be effective at the beginning of the first pay period after the requirements are met. 2. If an employee is not meeting the criteria for promotion, the employee will be given a written notice at least 60 days prior to earliest date of promotion eligibility. The written notice will state what the employee needs to do to meet the promotion plan criteria. Should a career ladder plan require only a three month training period, the above notice shall be a reasonable period prior to the earliest date of promotion eligibility. . a. If the employee is making progress, the supervisor will ensure that the employee has the opportunity to acquire pertinent skills and knowledge and to demonstrate that they meet promotion requirements as soon as feasible. . b. If the employee is experiencing problems, the provisions in Paragraph B of this section are applicable. 3. In the event that the employee met the promotion criteria, but the appropriate Department official failed to initiate the promotion timely, the promotion will be retroactive to the beginning of the first pay period after the pay period in which the requirements were met. . B. At any time a supervisor and/or employee recognize an employee’s 's need for assistance in meeting the career ladder advancement criteria, the supervisor and employee will develop a plan tailored to assisting the employee in meeting the criteria. The plan should include all applicable training, as well as any other appropriate support. At the request of the employee, the local union may provide assistance. If a non-probationary employee fails to meet the promotion criteria after the appropriate assistance, the Department may: : 1. Provide the employee with additional time to meet the promotion criteria; ; 2. Assign the employee duties commensurate with their current grade (The career ladder plan may end, and the employee will remain at the level they attained within the career ladder. The employee may be reinstated back into the career ladder plan non-competitively noncompetitively if the employee remains in the position covered by the career ladder plan.); or, , 3. The employee may be assigned to another position at the same grade and step. . C. If an employee is denied a career ladder promotion because of the unavailability of enough work at the next grade, the Department agrees that, if an employee performs the work of the higher-graded position for the required amount of time during a pay period to qualify for reclassification to the higher grade, the employee will be temporarily promoted for that entire pay period.