Competence development. 3.1.1 The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees.
3.1.2 To ensure that employees are able to obtain the qualifications needed for new tasks, and thereby are able to satisfy the enterprise's future requirements, the parties have agreed that:
Competence development. Subsection 1. Competence development is of substantial significance for the individual employee and for the employer. The employer maintains focus on employee competences to enable each employee to perform the tasks of the relevant individual job description in the present and in future. The joint consultations committee discuss the guidelines the discussions between the employee and the employer concerning the needs and wishes for competence development. The dialogue between the employer and the employee may take place at regular intervals, for instance once every year in connection with the employee development interview.
Subsection 2. If the employer turns down a request for competence development, the employee may bring in the union representative pursuant to Section 3, Subsection 7, of the TR agreement.
Competence development. The federations shall provide joint guidance on organising training that promotes employees’ competence required by their duties and guidance on drafting a training programme at workplaces. The aim is to increase the salaried employees’ knowledge of the skills that will be required in working life in the future and how and where to acquire such skills.
Competence development. 1. The management has overall responsibility for competence development in the agency. It is important that objectives and measures for personal development are included in the plan of operations and budget. During all phases of their professional careers, employees at all levels of the agency must be ensured opportunities for meeting new requirements and future needs through competence-building tasks and other developmental measures. At the same time, every employee must take the responsibility for his or her own competence development.
2. Individual competence development and career planning may be offered in order to ensure satisfactory and efficient performance of tasks in individual agencies. Individual employees shall be followed up by means of appraisal and development interviews.
3. The participation of elected union representatives shall take place pursuant to the Basic Agreement, cf. section 12 (g) and the appropriate adjustment agreement.
Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement chapt. XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training Whenever no measures whatsoever can be taken to achieve satisfactory protection for life, health, safety or the environment, the employees shall be provided with suitable, approved protective equipment. The employees must be given training in use of the equipment.
Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training
1. This chapter applies to all piecework in the trades with nationwide piecework schedules. The following trades have nationwide piecework schedules: Tinsmith trade, painter trade, bricklayer trade, plumbing trade, roofing trade, carpentry trade, cement trades and landscape gardening trade. Piecework is work for which all or part of the earnings varies according to performance, the quantity produced, etc., see Appendix 13.
2. Prices/times other than those in accordance with the nationwide piecework schedules may be agreed upon locally. The earning possibilities in accordance with piecework schedules agreed upon locally shall not be poorer than if the work was performed in accordance with the nationwide piecework schedule for the trade in question. Disputes concerning the earnings possibilities in local piecework schedules shall be treated in accordance with the provisions in § 4-16, items 1 to 3. - tinsmith trade: 96.31 % - painter trade: 16.75 % - bricklayer trade: 16.75 % - plumbing trade: 12.48 % - roofing trade: 44.91 % - carpentry trade: at leastNOK 200.94 The percentages to be added and krone factor as from 1 August 2018 are: - insulation fitters: NOK 205.34 - cement trades: at leastNOK 239.57 - landscape gardening trade: 173 øre
1. Pay systems based purely on piecework rates (100%) serve as an incentive for initiative and effort and promote productivity.
2. The krone factor for the carpentry tra...
Competence development. At regular intervals, the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training.
Competence development. Development and increased competition in the insurance industry impose greater demands on the competence of personnel. Competence development promotes the development of the company, profitability and competitiveness – thus creating the ideal conditions for good profitability and otherwise for good conditions for the em- ployees. The employer is responsible for the work being organised in such a manner that the salaried employee’s competence is developed. This can take place by providing the salaried employee with opportunities to try new duties as well as through education. When the salaried employee is given new duties he/she shall be given the opportunity to enhance his/her own competence by way of various efforts, so that the new com- petence requirements can be satisfied. It is important that the work load is such that the salaried employee is afforded this opportunity. It is also important that the salaried employee’s possibilities for competence development continue during the term of their employment and do not come to an end because of age or a long period of employment. It is incumbent upon the salaried employee to take responsibility and initiative for his/ her own competence development. In conjunction with career appraisals, the employer and the salaried employee shall regularly review the salaried employee’s requirements and plan his/her competence development. The parties are agreed on the importance of foresight and good planning in changes to the extent and composition of the position. The parties are also agreed on the importance of maintaining and developing competence in the company and thus competitiveness.
Competence development. Employees have the right and obligation to develop their competences in accordance with the conditions at the individual company, with the goal of strengthening competitiveness and the development opportunities of com- panies and employees. In order to promote the company's overall competences and the profes- sional, general and personal development of employees, it is recommended that the company and employees work systematically with formal education as well as competence development at the workplace. This should be done through daily work, upskilling, new forms of work organisation as well as through continuing and further education. This includes giving the employ- ee a reasonable opportunity to update their education. Both company and employee are encouraged to take joint responsibility for promoting competence development in order to ensure a connection between the company's competence needs and the employee's ability to fulfil current and future job requirements. To the extent that the employee and the company agree, participation in long- term continuing and further education is recommended. In such situations, the parties recommend that companies consider hiring temporary workers.
Competence development. Enterprises shall emphasise targeted development of its employee’s competence as a key strategy for increased competitive ability, customer focus and employee satisfaction. This includes planned training through work situations, courses and continuing education. The enterprises shall prepare competence objectives and regularly map employee competence and competence needs in relation to these objectives, cf. Chapter 18 of the Basic Agreement. This forms the basis for targeted development measures. The parties agree on the importance of transparent and orderly processes and maintaining good dialogue between the local parties before, during and after the implementation of systems and methods for measuring and assessing work performances. The need to maintain a safe and healthy working environment shall be included as part of this dialogue. The nature and frequency of quality testing must not be such that it gives rise to detrimental physical or psychological stress. The executive management of each enterprise shall encourage and guide employees to pursue continuing education, while the employee remains responsible for their own development. Managers and employees shall meet for annual performance review (medarbeidersamtale) to discuss the employee’s personal development and future development possibilities. The manager shall prepare individual development plans on the basis of these reviews. Competence development and changes shall be discussed by the parties in the enterprise at least once annually. The objectives shall include reviewing the needs of the enterprises and the employees for competence updates. The cost of competence development in accordance with the enterprise’s needs shall be borne by the enterprise. The enterprise may cover the cost of voluntary training and education programmes approved by the enterprise. Agreed, relevant education and training shall be reimbursed at up to 100 % of the costs incurred for books, course fees, semester fees, examination fees and other expenses. Completion of the programme is a condition for reimbursement. If the expenses are substantial, the enterprise may advance some of the costs. If the programme concludes with a formal examination, the employee shall be entitled to paid leave on the day(s) of the examination, as well as up to 2 study days per examination day. If the employee is enrolled in an education programme at an external educational institution, and the enterprise is covering the cost, a special agre...
