Career Ladders. Within six (6) months of the implementation of the Career Release Time policy, MAPE will review the career ladders for MAPE classifications that were created by Human Resources. The career ladders which MAPE will review shall not be limited to those which provide horizontal movement by employees. Thereafter, the parties will meet to discuss 1) amending current career ladders to add additional career opportunities 2) developing training and communications materials about career ladders and career development to distribute to County employees. No more than three representatives of management and three representatives of labor shall attend these meetings unless the parties mutually agree to invite additional representatives. Union release time may be used for these meetings.
Career Ladders. To the extent possible, classifications in this bargaining unit shall be slotted in career ladders which have the following levels: The career ladder chart shall serve as a guideline to position classification, provided, however, that the job specification shall be controlling with respect to an individual’s duties and responsibilities. The State shall continue to investigate and give further consideration to the feasibility of consolidating classes as recommended by the Union and of establishing new classes where there are gaps in the career ladder for a particular occupational area or where presently no classification exists which appropriately describes the content of the job and the overall specialized skills involved.
Career Ladders. Within six (6) months of the implementation of the Career Release Time policy, MAPE will review the career ladders for MAPE classifications that were created by Human Resources. The career ladders which MAPE will review shall not be limited to those which provide horizontal movement by employees. Thereafter, the parties will meet to discuss 1) amending current career ladders to add additional career opportunities 2) developing training and communications materials about career ladders and career development to distribute to County employees. No more than three representatives of management and three representatives of labor shall attend these meetings unless the parties mutually agree to invite additional representatives. Union release time may be used for these meetings. The parties agree that this Side Letter of Agreement combined with the other related County policies, regulations and collective bargaining agreement language sufficiently addresses the subjects covered by the NOW consent decree and therefore MAPE supports the County’s action to pursue a petition to be released from the NOW consent decree. However, nothing herein requires MAPE to file a petition to intervene in the NOW consent decree litigation or to make any filing in U.S. District Court related to the Decree. Pursuant to the parties collective bargaining agreement, Crisis Specialists working in the Psychiatric Emergency Services are entitled to a rest period of fifteen (15) minutes for each four
Career Ladders. Specific career ladders shall be maintained and extended to other series where, in County's judgment, such is feasible. This program shall be supported by budgetary position allocations which permit promotion through the ranks to the highest non- supervisory, non-specialized position in a series upon qualifying therefore.
Career Ladders. The County and Association agree that at least one intent of the Social Service Aide classification is to provide an avenue for upward mobility for Employment and Eligibility Specialists and Senior Employment and Eligibility Specialists who wish to become Social Workers. To this end, Employment and Eligibility Specialists and Senior Employment and Eligibility Specialists who wish to become Social Service Aides are encouraged to apply for such positions and shall be considered for such position.
Career Ladders. A. Career advancement is the intent of the career ladder system. Promotions within career ladders are neither automatic nor mandatory.
B. In order to receive a career ladder promotion, an employee must meet all eligibility requirements. The Agency may establish eligibility requirements in addition to time in grade and performance.
C. The supervisor will communicate all career ladder criteria including the anticipated date of next promotion to the employee at the time of initial entry and annually thereafter until the employee reaches their full performance level.
D. In order to be eligible the employee’s most recent overall performance rating must be at least fully successful. When an employee is performing above the level of fully successful at the last rating of record in a career ladder position, the employee is presumed to be ready for promotion to the next grade in the career ladder.
E. If, in the judgment of the supervisor, the employee is not on track to be ready for promotion the supervisor will have ongoing communications with the employee regarding their performance and provide specific feedback for promotion to the next grade in the career ladder per Article 18, Section 5.
F. In the event the supervisor has denied a career ladder promotion, the supervisor will notify the employee which specific requirements have not been met.
G. When the employee meets all of the eligibility requirements and the supervisor determines the employee is ready for career ladder promotion, the supervisor will effectuate the employee’s promotion.
Career Ladders. Teacher salary additions will be based on career ladders. These career ladders include mentored teachers, career teachers, mentor teachers, leadership teachers, peer coach teachers, and QCOMP Coordinator. Teachers may participate in no more than 3 of the career ladder options listed below. In special circumstances, teachers may participate in more than 3 of the career ladder options listed below with prior approval from the Superintendent/designee.
Career Ladders. There will be six (6) career ladder positions: Pupil Services Leader, Instructional Leadership Specialist, Effective Educator Coach, Head Teacher, Teacher of Deportment, and Test Coordinator which will be voluntary and for which there will be an application process.
Career Ladders. (A) The state and the Union recognize the importance of career ladders in order to provide promotional opportunities and employee training which will improve productivity within state government while offering employees the opportunity to enhance their personal careers with the state.
(B) In furtherance of the effort to develop career ladders and training opportunities to prepare employees for upward mobility, the President of AFSCME Council 79 and the Secretary of the Department of Management Services or designated representatives agree to make a good faith effort to meet as necessary throughout the term of this Contract for the purpose of:
(1) Formulating recommendations for improving current training and educational programs;
(2) Developing recommendations for new programs which will improve employee productivity while offering employees more potential for personal growth and development within the State Personnel System;
(3) Developing methods for improving training and promotional opportunities and giving appropriate recognition to employees who successfully complete established training programs, as well as training which employees obtain on their own initiative;
(4) Identifying changes in the Rules of the State Personnel System, Florida Statutes, or funding methods which will enhance career opportunities and upward mobility for employees; and
(5) Developing methods by which the state can assist employees to prepare for high school equivalency tests and meet other academic standards required for progression within their occupational group.
(C) Nothing contained herein shall preclude the parties from agreeing to discuss and evaluate any training need of employees.
Career Ladders. 25.1 The University will continue to support career ladders and encourage work units to establish new programs by providing workshops, training, and resources. The University shall develop and post on the Department of Human Resources website, a template that may be used by individual work units to initiate new career ladder programs. All current (Residential Life and the Library) and approved career ladder programs shall be maintained during the life of the contract. All new programs will be reviewed by the University and submitted to the Xxxxxxx or appropriate Vice President, with a copy provided to the UCPEA. Additionally, the University shall have an obligation for periodic reports to the Master Labor Management Committee to enhance the probability for success.
25.2 In order for employees to develop additional professional skills, and upon mutual agreement by the University and an employee, the employee shall be provided with release time of up to one day per week for one year in order for the employee to assume an internship position in another professional role at UConn. All such agreements shall be reduced to writing and shall be coordinated through the University Department of Human Resources.
