Career Enhancement/Growth Program. The University will continue its Career Enhancement/Growth program. The program will reward employees whose development of skills, increased productivity, or assumption of higher level duties results in increased value to the department, service enhancements, or efficiencies for the department in which the employee works. CEGP steps on the respective pay tables (see Appendix V Pay Tables), will be attained solely through the Career Enhancement/Growth program and will not be based on length of service. Employees in every classification covered by this Agreement will be eligible for the program. Employees are eligible to receive a Career Enhancement/Growth step any time after they have been at the last automatic increment step in their pay range for a minimum of one (1) year. Employees are eligible for the subsequent Career Enhancement/Growth step beginning one (1) year after receiving the previous step. There will be no minimum or maximum number of employees who may receive Career Enhancement/Growth steps. There will be no minimum or maximum amount of money the University will spend on the Career Enhancement//Growth program. Decisions about Career Enhancement/ Growth steps shall be made within sixty (60) days of supervisory/ managerial/professorial recommendations. Either employees or managers may initiate the CEGP application process. All CEGP applications shall be forwarded to the Compensation Office, regardless of approval or denial. If the application has been denied, the reason for the denial must be documented. The Compensation Office will develop a system to track CEGP applications, grants, and denials. This tracking system will at a minimum capture the job class, department, employee id, the decision to grant or deny, and the documented reason for any denial. If denied, the employee may appeal to the decision-maker’s supervisor. The CEGP application form will be revised to allow the inclusion of up to three letters of recommendation, and record years of experience in the position or field, as well as years of service with the University in the Statement of Qualifications section. The union will have access to this information on request. The Career Enhancement/Growth program will not be a substitute for reclassifications. Reclassifications will take priority over receiving Career Enhancement/Growth steps such that if an employee qualifies to receive a Career Enhancement/Growth step but could otherwise be reclassified, the employee will be reclassifi...
Career Enhancement/Growth Program. The University will continue its Career 2 Enhancement/Growth program. The program will reward employees whose 3 development of skills, increased productivity, or assumption of higher level duties 4 results in increased value to the department, service enhancements, or efficiencies for 5 the department in which the employee works. 6 CEGP steps on the respective pay tables (see Appendix V Pay Tables), will be attained 7 solely through the Career Enhancement/Growth program and will not be based on 8 length of service. 9 Employees in every classification covered by this Agreement will be eligible for the 10 program. Employees are eligible to receive a Career Enhancement/Growth step any 11 time after they have been at the last automatic step in their pay range for a minimum of 12 one (1) year. Employees are eligible for the subsequent Career Enhancement/Growth 13 step beginning one (1) year after receiving the previous step. 14 There will be no minimum or maximum number of employees who may receive Career 15 Enhancement/Growth steps. There will be no minimum or maximum amount of money 16 the University will spend on the Career Enhancement//Growth program. Decisions 17 about Career Enhancement/ Growth steps shall be made within sixty (60) days of 18 supervisory/ managerial/professorial recommendations. 19 Either employees or managers may initiate the CEGP application process. All CEGP 20 applications shall be forwarded to the Compensation Office, regardless of approval or
