CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING Sample Clauses

CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. 25.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. The parties want professional development that delivers mutual benefit, is valued as work time and maintains and updates the professional competencies of staff in a planned and predictable way, acknowledging the employer’s limited resources. The parties shall develop an approach to CPD that is nationally and departmentally consistent, equitable and beyond a point gathering exercise, encompassing networking oft CPD activities and web based e learning. 25.2 For employees not included in clause 25.3 or 4 below:
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CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. ‌ 26.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. Employees shall be entitled to: ▪ A minimum of 5 days approved education leave each year, which can be used on rostered and non-rostered days (including weekends), accumulative to three years. Compulsory requirements are not included in this allocation. ▪ Reimbursement for all travel, accommodation, fees and expenses incurred in CPD to a maximum of $2,800 per annum as per the following provisions. ▪ This entitlement may be accumulated to a maximum of $8,400 over a three year period. Where an employee also undertakes ordinary hours work in the private sector in the specific field of work also performed in public, the sum of $2,800 shall be prorated down equivalent to the hours worked in that specific field in private (e.g. if working 2/10th in private general sonography, reimbursement shall be to a maximum of $2,240). 26.2 All unused CPD funds at each DHB, at the end of each year, will be pooled into a general fund and held at each DHB. The pooled funds will be for the use of Sonographers to assist them to meet their CPD requirements over and above their individual allowances The unused funds will be pooled from CPD allowances not used due to a Sonographer • Reducing their full time equivalent hours; • Leaving the DHB; • Not using their full accumulated CPD funds at the end of the three year period CPD Pooled Fund Administration The CPD pool shall be administered by a CPD Pool Fund Committee (the Committee) in each respective DHB by the service manager, Charge/Team Leader, APEX Delegate and Sonographers in a manner agreed by APEX and the DHB party concerned. This agreement shall be confirmed in writing by the parties. The chair of the committee shall be rotated between a Manager and Sonographer annually unless agreed otherwise and confirmed in the local committee agreement. Management of the pool must at least provide the following: a) Ensure that required continuing professional development is achieved and maintained by employees; and b) Is managed in a fair transparent and consistent manner, and c) The Committee shall maintain a standard reporting record that includes ⮚ Full financial detailing the level and use of expenditure; and ⮚ Any declined applications and the reason for declination d) The reporting record shall be made available to APEX on request 26.3 The employee who is to attend a course of study or conference...
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CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. 23.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. 23.2 For employees not included in clause 23.3 and 23.4 below:
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CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. ‌ 25.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. Employees shall be entitled to: ▪ A minimum of 5 days approved education leave each year accumulative to three years. Compulsory requirements are not included in this allocation. ▪ Reimbursement for all travel, accommodation, fees and expenses incurred in CPD to a maximum of $2,800 per annum as per the following provisions. ▪ This entitlement may be accumulated to a maximum of $8,400 over a three year period. Where an employee also undertakes ordinary hours work in the private sector in the specific field of work also performed in public, the sum of $2,800 shall be prorated down equivalent to the hours worked in that specific field in private (e.g. if working 2/10th in private general sonography, reimbursement shall be to a maximum of $2,240). 25.2 The employee who is to attend a course of study or conference shall present formal feedback via a presentation or practical teaching sessions as discussed and agreed with their manager. 25.3 In addition, on application to the employer, the employer may grant employees study leave and some financial assistance to enable employees to complete qualifications, to attend courses, conferences and seminars and to undertake research or projects. 25.3.1 The employer shall reimburse all the costs of training including training/educational provider costs, training courses and examination fees, conference costs, and all actual and reasonable travel and accommodation costs. 25.3.2 Participation in any such training shall be subject to the prior approval of the appropriate manager. 25.3.3 Whenever possible, 4 hours a week shall be rostered for personal study time for the Trainee Sonographers. Where endorsed by the clinical tutor the manager has discretion to grant a trainee up to 16 additional hours study leave in the week prior to their final examination or for completing internal assessment.
Sample 1
CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. 25.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. Employees shall be entitled to: ▪ A minimum of 5 days approved education leave each year accumulative to three years. Compulsory requirements are not included in this allocation. ▪ Reimbursement for all travel, accommodation, fees and expenses incurred in CPD to a maximum of $2,500 per annum as per the following provisions. ▪ This entitlement may be accumulated to a maximum of $7,500 over a three year period. ▪ Where an employee also undertakes ordinary hours work in the private sector in the specific field of work also performed in public, the sum of $2,500 shall be prorated down equivalent to the hours worked in that specific field in private (e.g. if working 2/10th in private general sonography, reimbursement shall be to a maximum of $2,000). 25.4 The employee who is to attend a course of study or conference shall present formal feedback via a presentation or practical teaching sessions as discussed and agreed with their manager. 25.5 In addition, on application to the employer, the employer may grant employees study leave and some financial assistance to enable employees to complete qualifications, to attend courses, conferences and seminars and to undertake research or projects.
Sample 1
CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING. 25.1 The employer is committed to continuing professional development (CPD) and the ongoing professional development of its employees. The parties want professional development that delivers mutual benefit, is valued as work time and maintains and updates the professional competencies of staff in a planned and predictable way, acknowledging the employer’s limited resources. The parties shall develop an approach to CPD that is nationally and departmentally consistent, equitable and beyond a point gathering exercise, encompassing networking oft CPD activities and web based e learning. Without limiting current application, MRTAC shall provide guidance and clarity as to what desirable CPD encompasses and assist with the implementation of the above. 25.2 For employees not included in clause 25.3 below:
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Related to CONTINUING PROFESSIONAL DEVELOPMENT AND TRAINING

  • Professional Development and Training The Company shall pay for or reimburse the Executive for any reasonable professional development or training.

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. The Board of Education agrees to pay the actual tuition costs of courses taken by a teacher at accredited colleges or universities up to three courses per two (2) year fiscal periods from July 1, 2006 to June 30, 2008 and July 1, 2008 to June 30, 2010 respectively, except as follows: 1. No teacher may be reimbursed for courses taken during the first year of teaching in Vineland. 2. Teachers taking courses in the second and third years of employment in Vineland will not receive remuneration until tenure has been secured. The remuneration will then be retroactive and will be paid to the teacher in a lump sum within sixty (60) days after the teacher has secured tenure. 3. All courses must be pre-approved by the Superintendent or his designee subject to the following requirements: (a) A teacher must provide official documentation that he/she has obtained a grade of B or better; (b) Reimbursement shall be paid only for courses directly related to teacher’s teaching field which increase the teacher’s content knowledge and are related to the teacher’s current certification, as determined by the Superintendent or his/her designee in his/her sole discretion; no reimbursement shall be paid for courses leading to a post graduate or professional degree in a field other than education or teaching. Further, effective September 1, 2010, all newly hired teachers shall not be eligible for reimbursement until they are tenured, and they shall not be eligible for retroactive reimbursement upon gaining tenure for courses taken prior to being tenured. (c) The maximum total payments to be made by the Board shall not exceed $130,000.00. Courses shall be applied for no earlier than the following dates: Summer Session - April 1 Fall/Winter Session - June 1 Spring Session - October 1 Courses must, as set forth hereinabove in this sub-article 18.A.3, be pre-approved by the Superintendent or his designee, prior to the teacher commencing the course(s); and (d) Teacher taking courses shall sign a contract requiring them to reimburse the Board for all tuition paid for a course if the teacher shall voluntarily leave the employ of the Board within one (1) full school/academic year of completion of said course, except that reimbursement shall not be required when the teacher shall voluntarily leave the employ of the Board due to a significant, documented life change. 4. Tuition reimbursement costs shall be a sum not to exceed the actual cost of college credits charged in an accredited public State college/University of the State of New Jersey. B. When the Superintendent initiates in-service training courses, workshops, conferences and programs designed to improve the quality of instruction, the cooperation of the Vineland Education Association will be solicited. Notwithstanding the above, the initiation of in-service training courses, workshops, conferences and programs shall be determined solely at the discretion of the Board. C. One professional leave day may be granted to a teacher upon request, according to the following guidelines: 1. The professional day may be for attendance at a workshop, seminar or visit to another school for the expressed purpose of self professional improvement for the job. 2. The request shall arrive in the office of the Superintendent of Schools at least ten (10) working days prior to the date requested and shall be reviewed by the immediate supervisor prior to submission. The Board reserves the right to deny a professional leave day before or immediately following a holiday or on a day which by its nature suggests a hardship for providing a substitute. 3. No more than two teachers from any one elementary school or from any one department in the secondary schools may be granted a professional leave for a given day. 4. The teacher may be required to submit a report to the Superintendent of Schools, Assistant Superintendent, supervisor (s), principal and staff regarding the activity of the professional day. 5. Costs incurred by the teacher for the professional day authorized under this Section shall be the teacher’s responsibility. 6. A maximum of 90 professional leave days may be authorized for the school year which shall be apportioned as follows: elementary, 35; grades seven and eight, 20; and high school, 35. D. If the Board initiates a teacher’s attendance at a professional workshop, seminar or visit, the expenses shall be the responsibility of the Board. Further, this day shall not be subtracted from the 90 professional leave days granted to teachers of the Association. E. The Board agrees to pay the full cost of courses taken by secretaries related to skills and knowledge improvement when such courses are required and approved by the Board. F. The Board and the Association agree that it is important to communicate when developing and implementing current and future learning technologies, including but not limited to distance and on-line learning.

  • Professional Development Program (a) The parties agree to continue a Professional Development Program for the maintenance and development of the faculty members' professional competence and effectiveness. It is agreed that maintenance of currency of subject knowledge, the improvement of performance of faculty duties, and the maintenance and improvement of professional competence, including instructional skills, are the primary professional development activities of faculty members. (b) Information collected as part of this program shall be the sole property of the faculty member. This information or any judgments arising from this program shall not be used to determine non-renewal or termination of a faculty member's contract, suspension or dismissal of a faculty member, denial of advancement on the salary scale, nor affect any other administrative decisions pertaining to the promotion or employment status of the faculty member. (c) A joint advisory committee consisting of three regular faculty members who shall be elected by and are P.D. Committee Chairpersons and three administrators shall make recommendations for the operation, financing and management of the Professional Development Program.

  • EMPLOYEE DEVELOPMENT AND TRAINING 1. The State agrees to provide advice and counseling to employees with respect to career advancement opportunities and agency developments which have an impact on their careers. 2. Regular review of its job-related and career development and training programs will be made by the State in order to provide suitable programs for employees covered by this Agreement. When undertaking any such review, the State shall notify employees of such review and take into account suggestions and proposals made by employees. 3. Employees shall be given a reasonable notice of applicable, development and training programs available. Such notice shall include an explanation of the procedure for applying for the program. Notices of development and training programs shall be posted for reasonable periods in advance on bulletin boards at applicable work locations within the agencies involved. An appointing authority shall make every effort to permit employees' participation in such career development and training programs. Participation in any training inside or outside of work hours which is required by the State as a condition of fulfilling the requirements of the employee's job, or any in-service State training which is conducted or undertaken during normally scheduled work hours will be considered as time worked. 4. The State shall pay tuition, course-related fees, other approved course required costs and for necessary travel and lodging pursuant to established policies and procedures.

  • Professional Development 9.01 Continuous professional development is a hallmark of professional nursing practice. As a self-regulating profession, nursing recognizes the importance of maintaining a dynamic practice environment which includes ongoing learning, the maintenance of competence, career development, career counselling and succession planning. The parties agree that professional development includes a diverse range of activities, including but not limited to formal academic programs; short-term continuing education activities; certification programs; independent learning committee participation. The parties recognize their joint responsibility in and commitment to active participation in the area of professional development.

  • 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.

  • Professional Development Days Upon request, each Employee shall be granted at least three (3) professional development days annually for professional development, at the Basic Rate of Pay. An Employee shall be advised, prior to taking any professional development days of any transportation, registration fees, subsistence and other expenses that will be paid by the Employer. Such hours not used in each fiscal year shall not be carried forward into subsequent years. Applications for such paid professional development opportunities shall be made in writing, to the Employer as early as possible.

  • Local Professional Development Committee A. There shall be a Local Professional Development Committee (LPDC) to oversee, review, and approve individual professional development plans (IPDP) for course work, continuing education units and/or other equivalent activities. 1. The LPDC shall be responsible to recommend for the Superintendent’s approval, all in-service activities and workshops offered in the district during the school year for staff professional development. 2. Recommendations for District Workshops and In-Service activities should be submitted to the LPDC for approval and recommendation no later than the last school day of the year prior to the year it will be implemented. 3. The LPDC chair shall review and approve all “Professional Growth Reimbursement Application” forms. B. The LPDC shall consist of three (3) teachers appointed by the Association President and two (2) members appointed by the Superintendent. One of the Superintendent's appointees will be a Principal employed by the district. C. Appointments shall be for two (2) years with half of the committee members being appointed every other year. 1. Appointments shall be made on or before May 1. 2. The Appointments shall be made by each party outlined above, notifying the other of those appointed. 3. In the event of a vacancy, the committee members shall be replaced in accordance with "B." above. 4. The Association shall name a fourth teacher member and the Superintendent shall name a third administrative member to serve as alternates and attend trainings. These two (2) people shall act as substitutes when a committee member is absent. D. This committee shall meet monthly. 1. The committee may also be convened by the request of two sitting members. 2. A quorum shall consist of five (5) members. When administrative licenses/certificates are reviewed, two (2) sitting teacher members will abstain and the decision will be decided by three (3) members. 3. If the committee determines it is needed, they will be provided two (2) professional release days to meet during regular school hours. Substitutes will be provided for the committee members on these release days. 4. Committee members shall be provided an additional annual stipend of $1,000 for meetings beyond the normal work day or year. This stipend shall be paid in two (2) semi-annual payments. Any member who fails to serve the full year shall have the above compensation prorated on a monthly basis for each month served. 5. Decisions of the LPDC will be made by consensus of the committee members present. 6. The committee minutes shall be prepared and maintained in compliance with the laws governing the operation of committees of public bodies.

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