Training/Professional Development. Employees are entitled to receive 40 hours (pro rata for part timers) relevant training / professional development each year. This is to be used for mandatory in-house training, conferences, professional seminars, including fulfilling teacher registration requirements and the like approved by the employer and directly related to the employee’s work; or agreed between the employer and employee during the appraisal process. This does not apply to Employment Relations Education Leave, which shall be administered in accordance with the Employment Relations Xxx 0000.
Training/Professional Development. 4.4.1 The parties recognize the value of training and professional development for present and future needs of TVO and its employees. The employer agrees to provide employees in the bargaining unit with opportunities to participate in training that will broaden employees’ skills, enhance levels of performance, support career development and contribute to the achievement of TVO’s goals and objectives.
4.4.2 Training that is provided as a result of the Performance Management and Staff Development process shall also be subject to this Article.
4.4.3 The parties recognize that the ability to provide training, as provided for under this Article, is subject to the availability of funds.
4.4.4 Decisions on training will be based on operational requirements and individual needs of the employee.
4.4.5 Employees may express interest in training opportunities through their manager/supervisor. These expressions of interest will be given serious consideration by the employer.
4.4.5.1 Any employee who expresses interest in a specific training opportunity and is not accepted for such an opportunity will be provided specific feedback on request.
4.4.6 At the commencement of work, a new employee will be provided up to two (2) weeks of supervised on-the-job orientation and/or training necessary for the performance of his/her job. An employee who has been permanently transferred to another location or who has been promoted to a higher classification, or who returns to employment from an absence of one (1) year or greater, shall be provided up to one (1) week of on-the-job orientation and/or other training necessary for the performance of his/her job. Appropriate orientation or training as described above will be determined by the Authority.
4.4.7 In order to encourage employees to develop and improve their job performance, the employer will, at its expense, send employees to courses when in the view of the Authority it is in the employer’s interest or it is a job requirement. Furthermore, the employer may grant leave without pay or payment for part or all of the registration and tuition fees of a course which has been approved by the employer and which the employee wishes to take, providing such course is related to the type of work done by the employee.
4.4.8 Employees who take courses on their own time, which are directly related to their current position and/or their professional development within the organization, may, subject to a written request and prior approval, be...
Training/Professional Development. The City and MEA agree that education and training may enhance an employee’s job performance and prepare the employee for career advancement within the City. To that end, the City and MEA encourage employees to take advantage of City-sponsored training and professional development programs and the tuition reimbursement program (Section 3.03), which provides a financial incentive for the employee to take courses on his/her own time. Training/professional development courses covered by this section do not need to be provided by an accredited college or university. Requests for training/professional development shall be submitted to the Director of Human Resources or his/her designee, with a copy of the request being submitted to the employee’s Department Head. The Director of Human Resources, or his/her designee, will meet with the employee’s Department Head to determine whether or not the request for training/professional development will enhance the employee’s job performance or prepare the employee for career advancement within the City. The Director of Human Resources, or his/her designee, shall make the final determination regarding whether or not the requested course would enhance the employee’s job performance and/or prepare the employee for career advancement with the City. In any fiscal year during the term of this MOU, employees are entitled to take one training or professional development course for which it has been determined that the course will either enhance the employee’s job performance or prepare the employee for career advancement within the City, with the course to be scheduled at the Department’s convenience during work hours, either on or off-site. The cost of an off-site training course shall not exceed $100 unless the employee’s Department is willing to cover the additional costs associated with the training through funds allocated to the Department’s training budget. The cost of courses provided on-site by the City shall be paid by the City. MEA employees are eligible to participate in Santa Xxxxxx Institute (SMI) classes, which are published on the City’s Intranet. If an employee wishes to take a training or professional development course that is only available either during a work shift or on a work day that the employee is not regularly scheduled to work, reasonable efforts will be made to temporarily change the employee’s work schedule so that he/she can take the training course during work hours. The City, however, will be und...
Training/Professional Development. GENERAL PROVISIONS The Employer and the Union recognize the value and benefit of education and training designed to enhance employees’ abilities to perform their job duties and contribute their professional development. MANDATORY TRAINING Employees are required to complete mandatory training courses as specified in their Department’s or Division’s policies and within the timelines outlined. Departments or Divisions will give employees time during their regularly scheduled workday to complete mandatory training. The Employer will provide access for all employees to take all mandatory training courses via online programs, in-person classes, or independent study courses. Mandatory training courses include but are not limited to: Drug & Alcohol Awareness; Defensive Driving; Sexual Harassment & Discrimination; Internet security awareness training; and, Whistleblower Protections. Attendance at Employer-required training will be considered time worked in accordance with Article X, Compensation. SPECIALIZED MANDATORY TRAINING Based upon an employee’s job classification, they may also be required to complete specialized mandatory training courses. Specialized mandatory training includes but is not limited to: safety-related training; equipment operation training; and CDL training. Prior to performing safety-related functions, employees will be required to attend training on the proper performance of those functions in accordance with Article IX, Safety & Health. Additionally, if a specific training is required to perform certain functions, only employees who have completed that training will perform that work. Training and employee development opportunities outside of mandatory training courses may be provided within available resources. INTERNAL TRAINING & PROFESSIONAL DEVELOPMENT OPPORTUNITIES The DHRM Office of Employee Development (OED) provides statewide training, professional development, and consultation services to employees and State Departments and Divisions, enabling them to increase efficiency, effectiveness, productivity, and customer satisfaction. For interested and qualified employees, the OED offers courses designed to prepare employees to become supervisors, as well as the Nevada Certified Public Manager (NVCPM) Program and the Nevada Management Academy Program. The Risk Management Division provides statewide training and consultation services to employees and State Departments and Divisions regarding safety and loss prevention. The courses off...
Training/Professional Development. 30.01 Where an Employee is specifically required by the Employer to undertake any course of instruction, or attend any seminar or conference, reimbursement for traveling expenses shall be paid by the Employer at the rates established for Employees in its Policies, By-laws, and Regulations.
30.02 The Employer agrees to reimbursement to permanent Employees for the amount of tuition or part thereof for any course of instruction undertaken and successfully completed by the Employee, subject to the following conditions:
(a) Availability of funds.
(b) The Employee must submit the content of the course to the Employer and receive the Employer’s approval thereto prior to the commencement of the course.
(c) The subject matter of the course must be such as to improve the capability of the Employee and for the betterment of the Employer.
30.03 Time spent on mandatory training shall be deemed time worked but not subject to Article 32 (Rates of Pay, Overtime and Job Classifications).
Training/Professional Development. Employees may submit requests to attend training/professional development. If approved by administration, the employee will receive release time during contracted hours to attend the approved training.
Training/Professional Development. Procedures to attend additional training, seminars, conferences or schools for professional development will follow KDPS Procedure 600. The employer can modify duty hours / scheduled workdays for KPSA members to attend additional training, seminars, conferences or schools for professional development. Time spent by the KPSA member for voluntary professional development that is not covered by the employer will not be FLSA eligible.
Training/Professional Development. By January 30th, 2017, and by the same date annually thereafter for the term of this Agreement, the District will provide annual professional development and training to District and school site administrators on their responsibilities regarding the implementation of the Plan, including the outside agency referral guidance described in D.2 below. The training for will include the following:
a. a detailed explanations of the discipline policies and procedures, as revised and approved by OCR;
b. the definitions of offense categories;
c. the specific manner in which progressive disciplinary consequences will be employed, if applicable;
d. the circumstances under which deviations from established policies may be justified;
e. the documentation that must be used by all District staff who make disciplinary referrals or impose disciplinary sanctions;
f. evidence-based techniques on classroom management and de-escalation approaches;
g. information on how to administer discipline fairly and equitably;
h. resources that are available to staff who are having difficulty with classroom management;
i. resources that are available to students to assist them in developing self- management skills;
j. the value of recognizing and reinforcing positive student behavior;
k. the importance of ensuring to the maximum extent possible that misbehavior is addressed in a manner that does not require removal from the educational program, or inappropriate discipline of students with disabilities; and
l. evaluation, including Functional Behavior Assessment and other social emotional evaluation, and appropriate positive behavior interventions and supports and tiered positive interventions for students with disabilities.
Training/Professional Development. 1. By June 1, 2016, the District will develop training materials for administrative staff and teachers at the School on the District's policies and procedures related to discipline of students with disabilities.
2. Within 30 calendar days of OCR's review and approval of the District's training materials, the District will finalize its training materials and conduct training for administrators and teachers at the School.
Training/Professional Development. 1. The City and Union agree that education and training may enhance an Employee's job performance and prepare the Employee for career advancement within the City. To that end, the City and Union encourage Employees to take advantage of Citysponsored training and/or professional development programs.
2. Department Heads shall provide active leadership in developing the Employees under their supervision. In this capacity, they shall:
a. Cooperate closely with the city manager in determining the current and future employee development needs in the department;
b. Participate with the city manager in developing and implementing employee development programs
c. Budget sufficient funds to secure needed career development programs
d. Evaluate the effectiveness of completed career development programs and make recommendations for improvement where appropriate;
e. Assure that Employees are provided with sufficient time to participate in career development programs.
