Competency Development. The company and the individual have a responsibility, individually and jointly, to attend to competence development. This can happen through e.g. the daily work, through the use of internal and external courses, self-study and conferences. Competence measures should be documented to the extent possible. A dialogue is encouraged between the parties on specific goals for training and for building and maintaining competence in the company. The company will cover the costs of internal and external training measures that it implements. In the event of mandatory participation in competence-enhancing courses and conferences outside of working hours under the auspices of the company/industry, the companies shall cover travel and subsistence costs as well as ordinary wages during the actual course/conference period. By agreement, the company may in whole or in part also cover expenses for other relevant education. New flexible forms of training give companies and employees several methods to increase necessary competence. HK and Virke shall individually and jointly contribute to increasing the number of apprentices. Employees should be encouraged to take certificates of apprenticeship in accordance with §3(5) of the Education Act. The parties should examine the possibility of completing vocational training during working hours. The local parties have a responsibility to facilitate the implementation of the agreed competence development. Mapping of competency and competence requirements in the company forms the basis for regular updating of training plans. The company’s plan for competence development, and the training plans should, as far as possible, be implemented in collaboration between the local parties. The parties should agree on specific goals for training. Refer also to Supplementary Agreements I and VI to the Main Agreement.
Competency Development. The parties agree that the individual company must develop and maintain a systematic plan for competency development. The plan shall be based on an assessment of the competency requirements that are necessary to solve the tasks at the company, and shall describe the specific measures for competency development. – be updated annually – motivate professional development – contain plans for the implementation of competence development measures for the individual employee – The competence plan should facilitate the employees' competence development through taking a trade or journeyman's examination through the internship scheme, cf. §3(5) of the Education Act. In such cases, the company shall cover expenses for any course fees, teaching materials and examination fees.
Competency Development. The parties agree that the individual company must develop and maintain a systematic plan for competency development. The plan shall be based on an assessment of the competency requirements that are necessary to solve the tasks at the company, and shall describe the specific measures for competency development. – be updated annually – motivate professional development – contain plans for the implementation of competence development measures for the individual employee – The competence plan should facilitate the employees' competence development through taking a trade or journeyman's examination through the internship scheme, cf. §3(5) of the Education Act. In such cases, the company shall cover expenses for any course fees, teaching materials and examination fees. In order for the work with competence development to be as appropriate as possible, including for small and medium-sized companies, new models should be developed for collaboration between several companies (cf. The training offices for the apprenticeship scheme). LO and Xxxxx refer to the action plan for competence from the collective bargaining agreement of 1998, the Xxxxxxx Committee's recommendation D6 and the Ombudsman's white paper for the wage settlement of 1999. All employees have been granted an individual right to educational leave of absence by the law passed by Stortinget (the Norwegian Parliament) in 1999, the Working Environment Act §12(11). The rights to educational leave ensure equal treatment of all employers and employees. The responsibility to cover the costs in connection with competence development for employees depends on the purpose of the individual measure: – Education in line with the company's needs must be covered by the individual company (cf. Main agreement, additional agreement IX) – Training based on the law on the right to educational leave must be financed in another way, for example through the Norwegian State Educational Loan Fund (Lånekassen) In order to ensure the integrity of a future system, the parties assume that the principles set out in the Main Agreement, Additional Agreement IX, between LO and VIRKE, are also generalised, cf. the requirement for generalisation in the Action Plan from 1998. If the latter group is divided into two, a distinction can be made between the following educational categories and funding responsibilities:
Competency Development. The Department will systematically enhance skills and proficiencies in order to address career progression of individual employees and improve institutional performance. The activities to address this performance indicator include the following:
i. Participate in a staff training needs assessment to be spearheaded by PSM (20%)
ii. Compile a skills Gap Analysis and report (30%)
iii. Execute interventions to address the identified skills gaps and training needs through, Recruitment and capacity building/training, (30%))
iv. Implement Performance Appraisal Systems to all staff (20%
Competency Development. The parties agree that the individual company must develop and maintain a systematic plan for competency development. The plan shall be based on an assessment of the competency requirements that are necessary to solve the tasks at the company, and shall describe the specific measures for competency development. THE COMPETENCY PLAN SHOULD: - be updated annually - motivate professional development - contain plans for the implementation of competence development measures for the individual employee - The competence plan should facilitate the employees' competence development through taking a trade or journeyman's examination through the internship scheme, cf. §3(5) of the Education Act. In such cases, the company shall cover expenses for any course fees, teaching materials and examination fees.
Competency Development. DURING TRANSITION PERIOD Explanation During the transitional period the underlying principle that people be paid for the relevant skills they hold will continue to be applied. The principle that work can be performed by a person with the skills and competence to do it safely, effectively and efficiently will also continue to be applied. The delivery of learning will be determined by the relevant skills of the individual, his/her ability and motivation to acquire additional skills and knowledge, the physical availability of training places and operational requirements. This principle must be read in conjunction with the demarcation provisions at Part 4 and the Disputes and Grievance Procedures at Part 8. This is consistent with the work organisation principle that work can be performed by a person with the skills and competence to do it safely, effectively and efficiently. As provided in Part 3 the focus during the transition period will be on providing employees with relevant skills to assist employees with the transition to their chosen field following retrenchment. Further details regarding this are provided in Part 3. People who show aptitude and are prepared to develop and deliver skill modules may be seconded from their work areas to provide assistance to the Learning Centre. Learning Time and Access As far as possible, skills development for work area skills will take place in the brewery and on-the-job. Most of the learning modules will be delivered in Learning Centres on site. Where possible, courses leading to recognised external qualifications will be delivered in Learning Centres on site. This will require the cooperation of the external providers. If learning time occurs when a person is rostered on and the work area team covers that person without getting an additional person to cover, then the time does not come out of the learner’s 120 hours. For employees participating in the Stable Income Plan Where a work area has gone on to SIP then 120 hours per year of a person’s accounted hours may be used as learning time for skills development. A person on SIP may pursue further skills development and skills points outside of their accounted hours. If work area teams are finding it difficult to cover learning time or if learning hours are being used up in much less than one year then the matter will be reviewed with regard to increasing learning time or workforce numbers to allow coverage for learning. For all other employees Where skills are learnt...
Competency Development. The Council will undertake the following activities:- Target Activities
1. Skills/competence needs assessment and intervention programs - 50% i) Undertake skills/competence needs assessment (TNA) – 10%; and ii) Develop and implement intervention programmes to address the TNA recommendations – 40%.
2. Performance Appraisal- 50% iii) Undertake performance appraisal of the Council staff– 20%; iv) Undertake sensitization of staff on Performance Appraisal System – 20%; and v) Implement the performance incentives and sanctions – 10%
Competency Development
