EMPLOYEE DEVELOPMENT PROGRAM. The Employee Development Program may be utilized when a member's supervisor asserts and provides documentation to support that the member has a deficiency in his job performance characteristics that have not been remedied through counseling and job review. The member's supervisor must submit a request to utilize the Employee Development Program to his bureau commander. If the bureau commander concurs with the use of the program after review of all documentation, then the following steps shall be taken:
A. A meeting shall be conducted by the bureau commander with the affected member, an
EMPLOYEE DEVELOPMENT PROGRAM. Improvements in productivity and efficiency rely in part on the work performance of individual employees within City of Prospect. To assist employees in reaching their maximum potential, all employees will assess their own work performance in conjunction with their supervisor at least every twelve months, but preferably more frequently.
EMPLOYEE DEVELOPMENT PROGRAM. (a) There will be established an employee development program, the goal of which is to assist employees to become highly competent in their current positions and to provide guidance to them in choosing training to become qualified to move into new positions and vacant positions which become available at the District.
(b) With respect to positions held by current District employees, the District will provide training to the incumbent employee in order to maintain and improve performance and to integrate preferred technologies and work processes into District operations.
(c) The District may, at its discretion, provide cross training to employees who are located within lateral or lower positions. The purpose of cross training is to provide back-up support for employees so that District functions are continued during periods of employee absence
(d) The District shall prepare for each position a description of the training that would enhance the skills and ability of an employee desiring appointment to that position at a future time. Employees are encouraged to successfully complete training at their own time and expense in order to be better prepared for positions they may be interested in applying for in the future.
(e) It is recognized that on-the-job training and temporary upgrades are integral and unavoidable aspects of performing routine District functions and result in an employee having knowledge beyond his or her job classification. This knowledge and experience is valuable to the District and may be considered in Section 16.3(b)2.
(f) The guidelines for District reimbursed expenses are as listed in the table below. All expenses are to be pre-approved by the District as to cost, category and schedule.
(g) The District will reimburse employees for books and tuition for Spanish language classes. To qualify for reimbursement, the class must be a class that grades and the employee must achieve a grade of “B” or better.
EMPLOYEE DEVELOPMENT PROGRAM. 14.1 The Authority's Employee Development Program is intended to give Employees an opportunity to improve job-related skills and to acquire additional job-related specialized knowledge. The Employee Development Program has as its basic purposes the improvement of Employees' Authority job performance and increasing the number of trained personnel available to fill new and promotional vacancies at the Authority.
14.2 The Authority will reimburse any active Employee for the following:
a. — The full tuition cost of any course taken at the 'direction of the Authority, including books and fees.
EMPLOYEE DEVELOPMENT PROGRAM. 7.1 Improvements in productivity and efficiency, ultimately rely on the work performance of individual employees. Unless all employees work to their maximum potential, improvements in productivity will be limited and therefore will have a detrimental impact on this Agreement and any future Enterprise Agreements.
7.2 The Parties recognise that current work performance is satisfactory, but improvements can still be made. Therefore, during the term of this Agreement, the Parties commit to the implementation of an Employee Development and Performance Review process, that includes agreed specific, measurable goals and performance targets for each employee which are aligned with organisational objectives as set out by the Chief Executive Officer.
7.3 As part of this program each employee, in conjunction with their General Manager, Manager and/or Team Leader, will assess their own work performance, at least annually, against these agreed goals and performance targets and identify opportunities for employee development that supports the goals and direction set by the Council.
7.4 The Parties agree that the emphasis of the Employee Development and Review Program will be to: • provide feedback to employees regarding work performance; • improve existing work procedures and practices and provide an opportunity for employee input into the operations; • discuss training and career development needs of the employee; • enhance employee performance; and • discuss and agree on outcomes and/or procedures to assist an employee improve in any area which is not achieving the minimum “satisfactory” standard as required by the Chief Executive Officer.
7.5 Performance Indicators will be developed to assist in the review of the performance of work teams and individual employees. Key Performance Indicators may include but are not limited to the following:- • provision of service to citizens; • satisfaction rates (both internal and external); • wastage and rework; • cost of service delivery; • employee absenteeism; • workforce participation in productivity improvements; • skills, education and training; • equipment and employee down time; • Work Health & Safety Management System; • Environmental Management System; • Equal Employment Opportunities; • use of contractors, and/or; • rationalisation of plant. Employees will be involved in the development of the Key Performance Indicators.
EMPLOYEE DEVELOPMENT PROGRAM. The Board of Education recognizes the need to provide Employees with an opportunity to attend professional development which will improve and/or enhance the Employees’ job performance. Further, the Board shall encourage Employees to take classes which are job- related and taught at ETHS through the Oakton Community College. In an effort to encourage professional growth, the Board will provide $750 (or a total of $1,500 per year) for college tuition reimbursement each semester. Class work must be related to their position and/or toward gaining an education degree. All coursework/programs must be pre- approved by the Chief Human Resource Officer or designee. In order to receive pre-approval, the employee must submit coursework/program description at least two (2) weeks prior to the start of class. Employees will receive a response from the Human Resources Office within two (2) weeks after the request is submitted. Denial of the request will be followed by a written response and is not grievable. Tuition reimbursement will be paid upon receipt of official transcripts and a copy of tuition payment made by the employee. In order to receive tuition reimbursement, an employee must have actually paid for the class either with his/her own money or a loan and received a grade of C or better. Classes must be taken for a grade and not pass/fail. All requests for reimbursements must be made within one (1) calendar year from the completion of the class. The employee development program reimbursement cycle is on the District fiscal year (July 1st through June 30th). The District agrees to allow all employees to take summer courses for reimbursement. The class(es) must begin between July 1st through December 31st or January 1st through June 30th. Employees must be employed for a minimum of one (1) year (from date of hire) in order to be eligible for the tuition reimbursement program. The District and the Association agree to form a subcommittee to develop criteria which will address professional development, accreditation for support staff, and other staff advancement issues. The parties will be of equal numbers of representatives of the District and the Association and their work will commence with the completion of the agreement. The results of the work of the subcommittee shall be incorporated into the new Agreement upon its completion.
EMPLOYEE DEVELOPMENT PROGRAM. The Board of Education recognizes the need to provide Employees with in-service educational programs that will enhance the Employees’ job performance and development. Employees shall be offered the opportunity to attend in-service programs, which will improve and/or enhance the Employees’ performance. Further, the Board shall encourage employees to take classes, which are job-related and taught at E.T.H.S. through
EMPLOYEE DEVELOPMENT PROGRAM. An employee shall firstly seek approval from the Company prior to the start of the course. An employee who successfully completes a course directly related to his job function, and employment at DDM shall be reimbursed to the limit of five hundred dollars ($500.00) for any one course taken. An annual of twelve hundred and fifty dollars maximum per employee will be available. This program shall also apply to members of the Union Committee for Labour sponsored education to a maximum of per year. Where applicable, an average passing grade of “C” (60%) is required.
EMPLOYEE DEVELOPMENT PROGRAM. 29.1 Road Transport and Distribution
(a) Drivers (including new employees) who have not completed the qualification of “Certificate 3 Level – Road Transport and Distribution” (“RTD Certificate 3”) may enroll in the RTD Certificate 3 training program.
(b) Subject to (c) below, Boral will pay a $500 bonus to a driver who successfully completes section 1 of the RTD Certificate 3. Boral will pay a further $500 bonus to a driver who successfully completes section 2 of the RTD Certificate 3.
(c) To be eligible for payment of the bonuses in (b), full-time and part-time employees must have completed at least 6 months continuous service and casual employees must have completed 988 ordinary hours in the 12 months prior to completion of the qualification.
29.2 Driver Training Course
(a) Drivers (including new employees) who have not completed the Driver Training Course, Stage 1, Modules 1-5, may enroll to complete this qualification.
(b) Subject to (c) below, Boral will pay a $300 bonus to a driver who successfully completes the qualification, provided the course is completed by 10 October 2006.
(c) To be eligible for payment of the bonus in (b), full-time and part-time employees must have completed 6 months service and casual employees must have completed 988 ordinary hours in the 12 months prior to completion of the qualification.
29.3 Batcher Training Course
(a) Drivers (including new employees) who have not completed the Batcher Training Course may enroll to complete this qualification.
(b) Subject to (c) below, Boral will pay a $300 bonus to a driver who successfully completes the qualification, provided the course is completed by 10 October 2007.
(c) To be eligible for payment of the bonus in (b), full-time and part-time employees must have completed 6 months’ service and casual employees must have completed 988 ordinary hours in the 12 months prior to completion of the qualification.
29.4 If a driver, through no fault of his or her own, is unable to complete planned training required for a particular qualification, the bonus for that qualification will still be paid by Boral.
EMPLOYEE DEVELOPMENT PROGRAM. In keeping with the objectives outlined in clause 7 of this agreement, the company is prepared to invest in its people in order to achieve these goals. A bonus will be paid to all employees for taking part in the following training courses.
(a) All drivers must take part in a safety assessment, to identify individual problem areas. On completion of the assessment, employees will undertake training programs tailored to individual needs. A bonus of $150 will be paid to all employees provided that all employees are assessed within the first 3 months of this agreement and training courses are completed within the term of this agreement.
(b) For successful completion of the Driver Training Course, Stage 1, Modules 1-5, a bonus of $300 will be paid, provided that the course is completed in the first year of the agreement. This bonus only applies for the term of this agreement.
(c) For successful completion of the Batcher Training Course, in year 2 of the agreement, a bonus of $300 will be paid to each employee completing the course. This bonus only applies to year 2 of the agreement.
(d) As a minimum the company will supply equivalent to or greater than Blue Card training levels. This applies to all Boral permanent, part time and casual employees.
(e) In addition to the above training the company will train all its drivers to Certificate III level - Road Transport and Distribution. Drivers will be paid $500 sign on fee in first year and $500 for completion in the second year.
