UPWARD MOBILITY. SECTION 1. Each Activity may establish an upward mobility program that is responsive both to employee career development. The program should provide the maximum feasible opportunity for employees to enhance their potential through formal and on-the-job training job re- engineering, and other development measures may perform at their highest potential and advance in accordance with their capabilities. The program must also be sensitive to Activity staffing needs. The extent of any Activity's upward mobility endeavors will depend on, among other things:
a. The number and type of target positions available which would link employee potential with positions in support of Activity operations;
b. The number of employees having the requisite potential to perform satisfactorily in the target positions;
c. Available training resources; and,
d. Ceiling or budget constraints.
SECTION 2. As positions are vacated, each Activity may review its positions to determine which, if any, would be appropriate for designation as upward mobility positions. Those positions so identified will be specifically described and announced as upward mobility opportunities and will be filled at a grade level, which is at or below the target level. Competitive procedures shall be used in selecting employees for upward mobility positions.
SECTION 3. It is understood that upward mobility may also be achieved by:
a. Evaluating situations where vacant positions can be filled at lower grade trainee levels;
b. Identifying areas where bridge positions could be established in order to provide opportunities for employees to enhance their careers; or
c. Upgrading the existing skills of employees so they can qualify for positions in other career areas (for example, provide training to a Laborer so he or she can qualify as a Xxxxxxxxx’x Helper or Apprentice or to a Library Aid so he or she can qualify as a Library Assistant).
SECTION 4. The Parties agree there may be positions, both APF and NAF, within the Marine Corps that do not lend themselves to designation as an upward mobility position.
UPWARD MOBILITY. 7.1.1 The purpose of the Xxxxxx Valley College classified employee Upward Mobility Program is to assist and enable permanent, classified employees to achieve their career goals at Xxxxxx Valley College. Time spent towards the Upward Mobility Program must be approved by the immediate supervisor. The time away from the job duties for coursework must be reported on the monthly absence report through vacation time. Cross-Training and Job Shadowing shall only be for a period of up to twelve (12) months with a start and end date.
UPWARD MOBILITY. Section a. Each institution will have an Upward Mobility Program designed to allow employees to successfully cross over from low skill occupations with limited potential to higher skill occupations offering greater opportunities for growth and development.
Section b. Vacancies which are to be filled under the Upward Mobility Program will be identified as such on the vacancy announcement and employees wishing to be considered for the vacancy must make application in accordance with the merit promotion plan in order to receive consideration.
Section c. Shortly after a selection is made, the employee and the supervisor should jointly develop a career development plan which clearly outlines the training, both formal and on the job, that the employee will receive.
Section d. If the employee selected for an upward mobility position fails to successfully perform the technical responsibilities of his/her position, every reasonable effort will be made to return unsuccessful participants to their former position, grade, and pay or to other positions of similar duties and grades. Such placements do not ensure return to any geographic
Section e. If a report on the Upward Mobility Program is required by a higher authority or is otherwise generated by the Employer, the President of the Council of Prison Locals will be provided a copy within fifteen (15) calendar days of the submission of the report. This information will be provided in compliance with the provisions of the Privacy Act.
UPWARD MOBILITY. The parties are committed to improving career advancement opportunities for members of the bargaining unit. It is the goal of the Employer and the Union to provide employees with enhanced training and promotional opportunities through some sort of Upward Mobility Program. Understanding the complexity of this task, both parties agree to refer this topic to the Labor/Management Committee as outlined in Article 13. Both parties through this process agree to continually review classes in the bargaining unit to determine if there are appropriate mergers or other promotional enhancements until all classes in the bargaining unit have been reviewed.
UPWARD MOBILITY. Section 1 - Goals and Objectives The goal of Upward Mobility is to provide maximum opportunity for employees to advance so as to perform at their highest potential. An objective of Upward Mobility is to support the advancement of underrepresented minorities and women and to meet other special emphasis program goals. The Department’s wide range of occupations will be considered in developing Upward Mobility opportunities.
Section 2 - Program Penetration The extent of any installation’s Upward Mobility endeavors will depend on, among other things: The number of lower-graded employees having the requisite potential; The number and type of target positions available which would link employee potential with positions in support of the facility’s operations; Available training resources; and Ceiling or budget constraints. Efforts will be made to create alternate ways to support Upward Mobility such as collaborative efforts with schools having different academic and vocational programs.
Section 3 - Identifying Positions Each facility will design an Upward Mobility Program, consistent with Section 2 above, that is responsive both to employee career advancement and to the facility’s staffing needs. There will be joint labor/management involvement in the design of such a program. As part of this program, the parties will identify positions which may be appropriate for upward mobility. If the Department determines that a position should be filled as upward mobility, the position will be specifically described and announced as such. It will be filled at a grade level which is lower than the target level and will permit the consideration of employee potential as a factor in evaluating candidates for selection.
Section 4 - Creating Training Positions It is understood that upward mobility may also be achieved by: Evaluating situations where vacant positions can be filled at lower-grade, trainee levels; Identifying areas where bridge positions could be established in order to provide opportunities for employees to enhance their careers; and, Skills upgrading to supplement the existing skills of employees so that they may fully qualify for positions in other career ladders. The consideration of positions for upward mobility will not be limited to any particular occupational series. The Department will review promotion announcements to ensure that the qualifications sought of applicants are necessary for successful performance in the position (e.g., not all secretarial posi...
UPWARD MOBILITY. (1) Management shall provide training programs in support of employees selected through the merit staffing process to participate in Upward Mobility programs. This training shall be directed toward providing the knowledge and skills required by the targeted positions.
(2) The implementation and effectiveness of the Upward Mobility training program may be reviewed at the local level by the Training Committee and may be discussed, as well, in the local and National Labor-Management Committees. Management shall consider the Union's recommendations concerning improving the effectiveness of the Upward Mobility Program.
(3) Recognizing the Department's commitment to establish and maintain a well-trained and productive workforce, Management will continue efforts to implement an effective Upward Mobility Program which contains credible goals or target number of positions for each Program/Support Area.
UPWARD MOBILITY. Subject to time and grade requirements, promotions to the established full performance level of a position will be made based on the quantity of available work at the higher grade level and on the employee’s ability to perform that work.
UPWARD MOBILITY. The RTC will provide workers with opportunities to promote, or change careers within the RTC in a way that is fair, competitive, easily understandable, efficient and appropriate to the RTC’s needs. Investing in and utilizing the talents of its workers will enhance the performance of the organization.
UPWARD MOBILITY. SECTION 1
UPWARD MOBILITY. Section 1 - Goal
Section 2 - Objective
A. Identifying job patterns and promotional opportunities commensurate with employee skills and potential.
B. Lateral reassignments and bridge positions for employees whose current jobs do not provide an opportunity for further advancement.
C. Education and training to enhance employees’ skills and qualifications.
D. Staffing techniques.
E. Identifying and eliminating non-performance related impediments to promotion.
