Personnel Development. System of Personnel Development (CSPD) is a component of the Department of Health and Social Services Birth to Three Early Intervention State Performance Plan. Activities and responsibilities for personnel development are coordinated with DOE through the Partner’s Council For Children with Disabilities (PCCD) committee. And its work in early childhood and in highly qualified personnel. • provide for adequate and appropriate pre and inservice training • include procedures to ensure an adequate supply of personnel • provide for acquiring and disseminating significant information derived from research and demonstration projects The Training Administrator for the Part C Birth to Three Early Intervention System will serve on the committee to ensure that the training needs, personnel development and promising practices associated with the Birth to Three Early Intervention System are adequately addressed. Interagency collaboration and joint planning are supported and endorsed by the PCCD Bylaws. Family members are an integral part of Delaware’s CSPD. Through the work of Delaware New Scripts, both the Part C Birth to Three Early Intervention System and the Department of Education support the active involvement of family members in the preparation and training of personnel to work with infants, toddlers and young children of diverse abilities and their families. Delaware New Scripts is comprised of family members, early intervention professionals, and educators working to promote families as change agents in order to enhance the early childhood intervention experience for children and families.
Personnel Development. A regionalized plan for personnel development will be prepared by the Directors' Council with input from the CAC Allocations to support the plan will be made by the AU as approved by the Governance Council in the Annual Budget Plan.
Personnel Development. The State Department of Education, the State Department of Health and Welfare, Migrant and Seasonal Head Start Programs Branch, and the Region X Administration for Children and Families commit to collaboratively support shared training and technical assistance needs, and to coordinate and share training and technical assistance opportunities. 11 Head Start" includes Early Head Start (EHS), Head Start (HS), Migrant Seasonal Head Start (MSHS}, and the American Indian and Alaska Native Head Start (AIANHS).
Personnel Development. The School District will take measurable steps to recruit, hire, train, and retain highly qualified personnel to provide special education and related services to children with disabilities.
Personnel Development. The State Department of Education and the Department of Health and Welfare commit to jointly determine training and technical assistance needs and to coordinate and share training and technical assistance opportunities for both agencies' personnel and their primary target audiences at local school districts and regional programs with respect to early intervention, special education, transition procedures, conflict and dispute resolution, cultural sensitivity and family centered practices.
Personnel Development. It is agreed that relief opportunities will be equitably distributed amongst all Clerical staff. This will allow staff to develop and understand the various functions of the PWU. This will also allow staff to develop their qualifications toward further vacancies. A list of Clerical staff will be produced in seniority order. When relief and/or rotational opportunities arise, the Clerical employees on this list will be provided these opportunities in order of seniority. It is recognized that from time to time the Employer may not be able to release the employee for the relief/rotational assignment (e.g. the employee may be on an out-of-town assignment or in collective bargaining, etc.). In these circumstances, the relief/rotational opportunity will be offered to the next senior employee. The next relief/rotational opportunity will be offered to the employee who was unavailable. In an effort to better understand PWU and the principles of the trade Union movement, staff will attend conventions which will promote this principle. The Employer will pay the costs for one (1) employee nominated by the Union to attend the CUPE and CLC conventions. Other conventions such as Women’s Conferences, Health and Safety Conferences etc. will be determined on a case by case basis and will be at the discretion of the Employer. Employees shall receive one hundred percent (100%) of approved reimbursable costs, paid for external training which: • creates or maintains employee’s capability related to current job performance; • creates employee’s capability for a position identified in a succession, retraining or deployment plan. Employees shall receive seventy-five percent (75%) of registration/tuition fees and learning material costs for external training activities which create employee’s capability for future jobs within PWU and provided such training is outside working hours.
