Development and Training. A. The Agency and the Union agree that the training and development of employees within the unit is a matter of primary importance to the parties. Through the procedures established for employee- management cooperation, and consistent with the needs of the Agency, the parties shall seek the maximum training and development of all employees. The Agency agrees to develop and maintain forward-looking effective policies and programs designed to achieve this purpose, consistent with its needs.
B. The Agency and the Union recognize that each employee is responsible for applying reasonable effort, time, and initiative in increasing his or her potential value to the Agency through self- development and training. Employees are encouraged to take advantage of training and educational opportunities needed to increase their efficiency in the performance of their duties and for possible advancement in the Agency.
C. The nomination of employees to participate in training and career development programs and courses shall be based on Agency needs but will be free of personal favoritism.
D. The Agency agrees to make available to employees training opportunities and seminars consistent with Agency goals. In accordance with law, rule, or regulation, employees may be granted variations within the normal workweek, including leave without pay, for educational purposes consistent with Agency needs.
E. The Agency encourages the individual employee to develop a personal plan for career self- development. In developing this plan the employees may seek counseling and advice from his or her supervisor. (See Article 4, Section G, for permission to contact personnel office or higher level supervisor for advice.) The Agency agrees to provide lists and catalogs on available Agency training.
F. The Agency agrees to provide appropriate training in trainee level positions according to its needs and provide employees with information about that training.
G. The Agency will maintain records for all employees who receive Agency training.
H. The Agency encourages the Union to submit recommendations to the Chief of the Border Patrol or Chief Patrol Agents or their designees concerning employee training needs and programs.
I. The Agency agrees to provide refresher or advanced training in accordance with established Agency policies.
J. Refer to Appendix III for Temporary Assignments and Collateral Duties.
Development and Training. 24:01 Development
Development and Training. Without limitation upon paragraphs D(2) and E(2) of this Schedule 2, Guangxi shall, and shall through the Project Administrations, carry out Part E of the Project in accordance with a program acceptable to the Association.
Development and Training. The Employer and the Association recognize their joint responsibility and commitment to provide and participate in the professional development of staff. In recognitionof the importance of employees’continuing professionaldevelopment, the Employer will give special consideration to requests for special work arrangements to allow employees to pursue educational opportunities. The parties may also attempt to negotiate with local educational institutions to provide specific courses and/or discounts to meet educational needs of nurses. Nurses with special skills or training will be identified as peer resource persons and nurses will be encouraged to make use of these resource persons. Where new nursing skills are required, the initial training will be offered based on needs of the area and client requirements. The Employer will cover the cost of the initial training for required skills. If the Employer does not have the resourcesto cover the total cost, the Employer will look to cost sharing strategies with the Association or individual employee. Employer covers the cost of the trainer, location, and supplies and the employee attends on her own time.) It is expected that following initial training for needed and required skills, the nurse will have the responsibilityfor maintainingongoing competence, by utilizingher skills in the workplace or attending in-services. The Peer Feedback Process of the the of Nurses of Ontario Assurance Required by The above referenced Peer Feedback is confidential informationwhich the nurse is expected to obtain, by requesting feedback from of her or his choice, for the sole purpose of meeting the requirements of the Quality Assurance Program required by the College of Nurses of Ontario. The parties recognise the importance of supporting the confidential nature of the Peer Feedbackcomponentof the Quality Assurance Program. hio In the event the Employer receives compensation for providing preceptorships (or equivalent), the employee will be compensated accordingly.
Development and Training. 2.1. All development, training, data capture, design and consulting will be billed up-front at the rates stipu- lated on the NetReady website or as communicated in writing to The Client from time to time.
Development and Training. 66.1 Geoscience Australia and its employees recognise that Development and Training aims to continuously improve both individual and organisational effectiveness through the ongoing enhancement of the skills and knowledge of all employees.
66.2 The Geoscience Australia Learning and Development Strategy provides a framework for a range of development and training activities. The aim of the strategy is to ensure that Geoscience Australia is best placed to meet its business objectives ‐ as articulated in the Strategic Plan ‐ to improve the capability of the organisation and employees.
66.3 The following principles will guide the operation of the strategy in the workplace.
(a) Staff development applies to all employees in the workplace and is the responsibility of all concerned.
(b) Continuous learning needs to be part of every employee’s day to day work activity.
(c) Development and training activity will be linked to and prioritised in accordance with achievement of planned outputs.
66.4 The development of an Individual Work Plan (IWP) (clause 73.5(g)) provides an opportunity within the workplace for an employee to develop, in consultation with their nominated manager, a Learning Agreement. This Learning Agreement will outline agreed development needs and activities including professional and technical skills training, skills to meet Capability Indicators, and subject‐specific training required for the employee to maximise their contributions to the achievement of planned outputs.
66.5 Both the employee and his or her manager should ensure that learning activities included in the employee’s Learning Agreement are relevant to the employee’s development needs, are able to be funded within known budgets and can be undertaken within known operational requirements.
66.6 Once learning activities have been included in the employee’s Learning Agreement, the employee should attend the activity and the manager should ensure the employee is released to attend the activity unless there are serious personal or operational circumstances that prevent the employee from attending.
66.7 Geoscience Australia will provide the employee with the opportunity within the workplace to develop skills through mechanisms such as coaching, mentoring and on‐ the‐job training. This Agreement recognises that activities such as these are investments aimed at providing returns for both the organisation and the individual.
66.8 This Agreement recognises that Study Assistance is an important me...
Development and Training. 59.1 Geoscience Australia and its employees recognise that Development and Training aims to continuously improve both individual and organisational effectiveness through the ongoing enhancement of the skills and knowledge of all employees.
59.2 The Geoscience Australia Learning and Development Strategy provides a framework for a range of development and training activities. The aim of the strategy is to ensure that Geoscience Australia is best placed to meet its business objectives - as articulated in the Strategic Plan - to improve the capability of our organisation and staff.
59.3 The following principles will guide the operation of the strategy in the workplace.
(a) Staff development applies to all employees in the workplace and is the responsibility of all concerned.
(b) Continuous learning needs to be part of every person’s day to day work activity.
(c) Development and training activity will be linked to and prioritised in accordance with achievement of planned outputs.
59.4 The performance planning process provides an opportunity within the workplace for an employee to develop, in consultation with their nominated manager, a learning agreement. This learning agreement will outline agreed development needs and activities including professional and technical skills training and subject-specific training required for the employee to maximise their contributions to the achievement of planned outputs.
59.5 Both the employee and his or her manager should ensure that learning activities included in the employee’s learning agreement are relevant to the employee’s development needs, are able to be funded within known budgets and can be undertaken within known operational requirements.
59.6 Once learning activities have been included in the employee’s learning agreement, the employee should attend the activity and the manager should ensure the employee is released to attend the activity unless there are serious personal or operational circumstances that prevent the employee from attending.
59.7 Geoscience Australia will provide the employee with the opportunity within the workplace to develop skills through mechanisms such as coaching, mentoring and on-the-job training. This Agreement recognises that activities such as these are investments aimed at providing returns for both the organisation and the individual.
59.8 This Agreement recognises that Study Assistance is an important mechanism for the achievement of organisational and personal development goals. A...
Development and Training. 5.1 The parties recognise that effective development and training for all staff will help to maximise job satisfaction and performance, and their employment potential.
5.2 All employees will have the opportunity to discuss their development and training needs with their line manager at least once a year.
5.3 A flexible approach will be adopted to meeting these needs, as priorities require, to ensure that methods are suited to the individual and are cost effective.
5.4 The parties recognise that all employees have a responsibility towards their own development and should maximise development opportunities as they arise as far as their domestic circumstances allow and use the full range of their skills at work.
5.5 The County Council and the Trade Unions believe that the Investors in People (IiP) scheme provides an effective framework for development and training of all staff and support the IiP principles which are: • commitment to invest in people to achieve business goals; • planning how skills of individuals and teams are to be developed to achieve these goals; • action to develop and use necessary skills in a well-defined and continuing programme directly tied to business objectives; • evaluation of progress towards goals, value achieved and future needs.
5.6 Where an employee undertakes an approved course of training, arrangements relating to reimbursement of course fees, time off, etc is detailed in the Annual leave and Time Off Policy and Expenses Policy.
Development and Training. Section D, new subsection 5 (Reimbursement for approved career related certification assessments)
Development and Training. 26.01 It is understood and agreed that employees will take part in activities that contribute to their professional development and increase their job competency.
26.02 Development and training sponsored or supported by the Agency shall be dependent on available funding and program objectives.
26.03 Final approval for individual development and training proposals shall rest with the Agency.
