Common use of Experiential Learning Opportunities Clause in Contracts

Experiential Learning Opportunities. 33.4.1 In addition to training, the University is committed to supporting ongoing Experiential Learning for existing employees to assist them to advance along a successive path of positions with incrementally increasing responsibility. Whenever possible, the University will facilitate opportunities for training & development using a range of developmental assignments, additional responsibility assignments, acting appointments and secondments to non‐bargaining unit positions. The intent is for employees to have access to new and challenging work assignments with the security to return to their original position. a) Opportunities will be advertised through the internal MacEwan portal as “Experiential Learning Opportunities”. b) Employees will discuss their interest in training and development opportunities with their current supervisor during Workforce Engagement conversations. Supervisors will encourage employees to pursue Experiential Learning Opportunities that suit the employee’s skills, abilities, or interests. c) Interested employees will respond by submitting an application for the opportunity. d) Selection of the successful candidate will be based on factors related to skills, abilities, suitability to the particular role, as well as the individual career path and interests of the employee. Preference may be given to employees within the work unit where the Experiential Learning Opportunity exists. e) Eligibility for additional responsibility premium as per Article 29.4, and duration of assignment shall be determined in consultation with Human Resources and communicated in writing to the employee with a copy to MSA prior to commencement. f) The OOS Managers of both work units will liaise to ensure that the opportunity will be a good fit. The OOS Managers will coordinate the transitions in consultation with Human Resources considering the best interests of the employee and the business requirements. Throughout the developmental assignment, the employee will be provided with training goals and objectives and regular feedback, including Workforce Engagement conversations. The hosting work unit will also complete a mid‐term evaluation, as well as a final outcomes report.

Experiential Learning Opportunities. 33.4.1 In addition to training, the University is committed to supporting ongoing Experiential Learning for existing employees to assist them to advance along a successive path of positions with incrementally increasing responsibility. Whenever possible, the University will facilitate opportunities for training & development using a range of developmental assignments, additional responsibility assignments, acting appointments and secondments to non‐bargaining non-bargaining unit positions. The intent is for employees to have access to new and challenging work assignments with the security to return to their original position. a) Opportunities will be advertised through the internal MacEwan portal as “Experiential Learning Opportunities”. b) Employees will discuss their interest in training and development opportunities with their current supervisor during Workforce Engagement conversations. Supervisors will encourage employees to pursue Experiential Learning Opportunities that suit the employee’s skills, abilities, or interests. c) Interested employees will respond by submitting an application for the opportunity. d) Selection of the successful candidate will be based on factors related to skills, abilities, suitability to the particular role, as well as the individual career path and interests of the employee. Preference may be given to employees within the work unit where the Experiential Learning Opportunity exists. e) Eligibility for additional responsibility premium as per Article 29.4, and duration of assignment shall be determined in consultation with Human Resources and communicated in writing to the employee with a copy to MSA prior to commencement. f) The OOS Managers of both work units will liaise to ensure that the opportunity will be a good fit. The OOS Managers will coordinate the transitions in consultation with Human Resources considering the best interests of the employee and the business requirements. Throughout the developmental assignment, the employee will be provided with training goals and objectives and regular feedback, including Workforce Engagement conversations. The hosting work unit will also complete a mid‐term mid-term evaluation, as well as a final outcomes report.