Career Planning and Development Sample Clauses

Career Planning and Development. A Career Planning and Development Program will be offered to allow interested employees the opportunity to identify their interests, strengths, areas for improvement, skills and abilities, and to develop a career development plan. Phase 1 All interested employees will: a. be provided with a brochure describing the program and how to participate, as well as the qualifying patters for County job families. b. be able to attend a one to two-hour General Orientation Program on County time, to find out more about the program. Further participation in the program is voluntary and could consist of any or all of the following elements: Phase 2 – Self Assessment – Identification of interests, strengths, improvements needed, values, skills and abilities through a number of self assessment processes: workbooks, exercises, tests, questionnaires, and computer-based methods (this portion of the program requires use of the employee’s own time).
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
Career Planning and Development. The University will use temporary appointments to perform the duties of higher classified positions as opportunities for staff development.
Sample 1Sample 2Sample 3
Career Planning and Development. A Career Planning and Development Program will be offered to allow interested employees the opportunity to identify their interests, strengths, areas for improvement, skills and abilities, and to develop a career development plan. Phase 1 All interested employees will: a. be provided with a brochure describing the program and how to participate, as well as the qualifying patters for County job families. b. be able to attend a one to two-hour General Orientation Program on County time, to find out more about the program. Further participation in the program is voluntary and could consist of any or all of the following elements: Phase 2 - Self Assessment – Identification of interests, strengths, improvements needed, values, skills and abilities through a number of self assessment processes: workbooks, exercises, tests, questionnaires, and computer-based methods (this portion of the program requires use of the employee’s own time). Phase 3 - Consultation – with a career development analyst in the Human Resources Department to review the results of the self- assessment, to set realistic career goals and to formulate a career development plan based on the results of the assessment and on employment trends and opportunities. Information on available and emerging careers and career ladders, salaries, numbers of positions available, skills and training required will be made available to the employee. The career development plan will include both short and long- range goals, as well as specific activities to be completed to reach the goals.
Sample 1Sample 2
Career Planning and Development. (1) The University is committed to providing all employees with: a. the opportunity to be involved in the planning of their work and to develop personal skills that complement their work unit’s goals b. the opportunity to access a personal career development plan that will lead to identifiable career opportunities c. equity of access to training and development opportunities. (2) The University is committed to the provision of opportunities for career progression by: a. advertising all ongoing and fixed-term vacancies on the University website b. advertising vacancies internally in the first instance where there is a reasonable pool of internal applicants c. broadbanding of specified positions d. appointing employees to temporarily perform duties of a higher classified position. (3) Career and development opportunities for an individual employee should initially be identified in discussion with their supervisor. These may include: a. on-the-job coaching b. internal temporary transfers c. attendance at training courses/programs or conferences d. networking and mentor relationships x. temporarily performing duties of a higher classified position f. job rotation, secondments and employee exchange programs g. research or project work h. support for ongoing accredited education i. involvement in internal or external committees or University governance. (4) The University will make funding available to support agreed career development plans and the University will report annually to employees on the distribution of career development opportunities and funds.
Sample 1Sample 2
Career Planning and Development. A Career Planning and Development Program will be offered to allow interested employees the opportunity to identify their interests, strengths, areas for improvement, skills and abilities, and to develop a career development plan.
Sample 1
Career Planning and Development. (1) The University is committed to providing opportunities for career planning and development through a number of initiatives including the Professional Development Program which provides a diverse range of practical and informative skill related courses designed to enhance the capabilities of people and support the implementation of the University’s Strategy. (2) In recognising the importance of building the skills and professionalism of employees and promoting a welcoming, productive and engaged workplace that achieves common ideals and goals, the University is committed to providing all employees with: (a) the opportunity to be involved in the planning of their work and to develop personal skills that complement their work unit’s goals (b) the opportunity to access a personal career development plan that will lead to identifiable career opportunities (c) equity of access to training and development opportunities. (3) The University will provide opportunities for career progression by: (a) advertising all ongoing and fixed-term vacancies on the University website (b) advertising vacancies internally in the first instance where there is a reasonable pool of internal applicants (c) broadbanding of specified positions (d) appointing employees to temporarily perform duties of a higher classified position. (4) Career and development opportunities for an individual employee should initially be identified in discussion with their supervisor. These may include: (a) on-the-job coaching (b) internal temporary transfers (c) attendance at training courses/programs or conferences (d) networking and mentor relationships (e) temporarily performing duties of a higher classified position (f) job rotation, secondments and employee exchange programs (g) research or project work (h) support for ongoing accredited education (i) involvement in internal or external committees or University governance. (5) The University will make funding available to support agreed career development plans and the University will report annually to employees and the Implementation Committee on the distribution of career development opportunities and funds.
Sample 1
Career Planning and Development. 29.1 Clause 29 outlines the career planning and development opportunities that are made available to professional staff. 29.2 The University has increased its commitment to professional staff development expenditure from $4.2 million per annum to $4.6 million per annum over the nominal term of the Agreement.
Sample 1
AutoNDA by SimpleDocs

Related to Career Planning and Development

  • Training and Development 3.1 Authorities will develop local 'Workforce Development Plans (see Part 4.8),' closely linked to their service delivery plans, which will provide the focus for the establishment of training and development priorities. Training and development should be designed to meet the corporate and service needs of authorities both current and in the future, taking into account the individual needs of employees. Local schemes on training and development should enable authorities to attain their strategic objectives through development of their employees. Training and development provisions should be shaped to local requirements and take account of the full range of learning methods. Such an approach should enable access to learning for all employees. The needs of part time employees and shift workers need particular consideration. 3.2 Employees attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as full- time employees. (Assistance for other forms of learning, for example that directed at individual development, will be locally determined). Some training can be very expensive and authorities may require repayment of all or part of the costs incurred should an employee leave the authority before a reasonable time period has expired. The authority's policy in this regard should be made explicit. 3.3 Objectives for training and development programmes should include the following: • To enable Councils to attain their strategic objectives via investment in their employees. • To promote equity of access to learning. • To encourage employees to develop their skills and level of responsibility to the maximum of their individual potential. • To widen and modernise the skills profile of employees to maximise their versatility, employability and so, job security. • To enable employees to raise productivity, quality and customer service in pursuit of sustainable improvement 3.4 Authorities should establish local partnership arrangements, to include recognised trade unions, to develop their local workforce development plans. 3.5 The NJC endorses partnership provision such as the "Return to Learn" scheme. Authorities and the recognised trade unions shall encourage and support employees taking on the statutory Union Learning Representative (ULR) role. This will include agreeing facilities and paid release in accordance with statutory provisions. ULRs should be enabled to play a full part in promoting and implementing local training and development programmes.

  • Learning and Development 8.1 The Ministry is committed to creating a people management environment where the focus is on enhancing capability and supporting our people to build successful and rewarding careers. 8.2 This will enable the Ministry to meet the needs and expectations of stakeholders and continuously improve the quality of the service it provides by ensuring we have the capability and capacity needed to meet the expectations of New Zealanders in delivering first class justice services. 8.3 The Ministry will value and prioritise development – promoting and supporting learning as a constant for everyone. Career and personal development will be a strong focus within the Ministry. 8.4 We will endeavour to ensure that every employee has access to a range of development opportunities that ensure they have the skills needed to perform effectively in their role, and to develop new skills for future roles. People will take responsibility for their own learning and development, and will have the support and tools to enable them to do this. 8.5 The Ministry recognises that our managers and team leaders are critical to our success. 8.6 We will ensure they have the skills necessary to be successful in their roles, and encourage and support them in continually developing their leadership and management skills. 8.7 We will work to clearly define management structures and career paths, and focus on ensuring we have the management and leadership capability necessary to lead us into the future. 8.8 We will work in partnership with our managers and team leaders to identify development opportunities that contribute to their success as a leader and supporting their career aspirations. 8.9 To achieve this, the Ministry will develop a comprehensive range of learning and development opportunities for managers and team leaders.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

  • Strategic Planning Facilitate the effective alignment of IT requirements/ Information Resource Management (IRM) plans with strategic business plans and program initiatives. Management Improvements: Development and implementation of improved systems and business practices to optimize productivity and service delivery operations (e.g., analysis, and implementation of improvements in the flow of IT work and program processes and tool utilization, including business system analysis, identification of requirements for streamlining, re-engineering, or re-structuring internal systems/business processes for improvement, determination of IT solution alternatives, benchmarking).

  • Job Development Job development/placement is individualized and shall include weekly person-to-person job search assistance, assistance with identifying job leads, interview coaching and support, and maintaining a log of job search activities for the purposes of obtaining competitive integrated employment. By mutual consent of the consumer and the THE ARC XXXXXXX COUNTY, these services may be provided in-person or by Skype, FaceTime, or other online communication tools. Job development/placement may also include arranging job trials/job shadowing for individuals with a DORS Trial Work Experience Plan, assistance with completing applications, assistance with employer follow-up after interviews, use of personal employment networks in job search, and resume update. It would include time spent calling employers, visiting and educating employers and similar activities. Job development/placement shall not be paid for using supported employment funding and shall not include the Discovery process, which is pre-vocational in nature and may be completed prior to job development. Up to 60 hours for job search assistance, authorized in 20-hour increments, may be used for job development. Additional hours of job development may be requested and require written justification by THE ARC XXXXXXX COUNTY and approval of the DORS regional/program director. Job Development Reporting. The Employment Service Progress Form is expected to be submitted to DORS on a monthly basis per consumer. This form is available on the DORS website (xxx.xxxx.xxxxxxxx.xxx).

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • Procurement Planning Prior to the issuance of any invitations to bid for contracts, the proposed procurement plan for the Project shall be furnished to the Association for its review and approval, in accordance with the provisions of paragraph 1 of Appendix 1 to the Guidelines. Procurement of all goods and works shall be undertaken in accordance with such procurement plan as shall have been approved by the Association, and with the provisions of said paragraph 1.

  • Creation and Development Fee If the Prospectus related to a Trust specifies a creation and development fee, the Trustee shall, on or immediately after the end of the initial offering period, withdraw from the Capital Account, an amount equal to the unpaid creation and development fee as of such date and credit such amount to a special non-Trust account designated by the Depositor out of which the creation and development fee will be distributed to the Depositor (the "Creation and Development Account"). The creation and development fee is the per unit amount specified in the Prospectus for the Trust. (16) Article III is hereby amended by adding the following section:

  • Transition Planning The AGENCY will be responsible for the development of the student’s Transition Plan, which begins upon entry and is completed prior to the student’s exit.

  • Business Development Provide advice and assistance in business growth and development of Party B. 业务发展。对乙方的业务发展提供建议和协助。

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!