Career Ladders. Within six (6) months of the implementation of the Career Release Time policy, MAPE will review the career ladders for MAPE classifications that were created by Human Resources. The career ladders which MAPE will review shall not be limited to those which provide horizontal movement by employees. Thereafter, the parties will meet to discuss 1) amending current career ladders to add additional career opportunities 2) developing training and communications materials about career ladders and career development to distribute to County employees. No more than three representatives of management and three representatives of labor shall attend these meetings unless the parties mutually agree to invite additional representatives. Union release time may be used for these meetings.
Career Ladders. To the extent possible, classifications in this bargaining unit shall be slotted in career ladders which have the following levels: 1st Training level, limit to one (1) year 2nd Positions involving routine or repetitive assignments OR entry level for positions requiring more advanced skills than at the training level 3rd Working level, with advanced skills; may perform basic or minimal supervision such as assisting in training, coordination and review of work 4th Working supervisor OR jobs which require equivalent specialized skill or complex work 5th Supervision of a self-contained unit OR highly complex work in support of appropriate level of responsibilities 6th Supervision of large office staff OR highly complex work in support of appropriate level of responsibilities The career ladder chart shall serve as a guideline to position classification, provided, however, that the job specification shall be controlling with respect to an individual’s duties and responsibilities. The State shall continue to investigate and give further consideration to the feasibility of consolidating classes as recommended by the Union and of establishing new classes where there are gaps in the career ladder for a particular occupational area or where presently no classification exists which appropriately describes the content of the job and the overall specialized skills involved.
Career Ladders. Within six (6) months of the implementation of the Career Release Time policy, MAPE will review the career ladders for MAPE classifications that were created by Human Resources. The career ladders which MAPE will review shall not be limited to those which provide horizontal movement by employees. Thereafter, the parties will meet to discuss 1) amending current career ladders to add additional career opportunities 2) developing training and communications materials about career ladders and career development to distribute to County employees. No more than three representatives of management and three representatives of labor shall attend these meetings unless the parties mutually agree to invite additional representatives. Union release time may be used for these meetings. The parties agree that this Side Letter of Agreement combined with the other related County policies, regulations and collective bargaining agreement language sufficiently addresses the subjects covered by the NOW consent decree and therefore MAPE supports the County’s action to pursue a petition to be released from the NOW consent decree. However, nothing herein requires MAPE to file a petition to intervene in the NOW consent decree litigation or to make any filing in U.S. District Court related to the Decree. SIDE LETTER AGREEMENT Crisis Specialists Pursuant to the parties collective bargaining agreement, Crisis Specialists working in the Psychiatric Emergency Services are entitled to a rest period of fifteen (15) minutes for each four
Career Ladders. Specific career ladders shall be maintained and extended to other series where, in County's judgment, such is feasible. This program shall be supported by budgetary position allocations which permit promotion through the ranks to the highest non- supervisory, non-specialized position in a series upon qualifying therefore.
Career Ladders. The County and Association agree that at least one intent of the Social Service Aide classification is to provide an avenue for upward mobility for Employment and Eligibility Specialists and Senior Employment and Eligibility Specialists who wish to become Social Workers. To this end, Employment and Eligibility Specialists and Senior Employment and Eligibility Specialists who wish to become Social Service Aides are encouraged to apply for such positions and shall be considered for such position.
Career Ladders. There will be six (6) career ladder positions: Pupil Services Leader, Instructional Leadership Specialist, Effective Educator Coach, Head Teacher, Teacher of Deportment, and Test Coordinator which will be voluntary and for which there will be an application process.
Career Ladders. Teacher salary additions will be based on career ladders. These career ladders include mentored teachers, career teachers, mentor teachers, leadership teachers, peer coach teachers, and QCOMP Coordinator. Teachers may participate in no more than 3 of the career ladder options listed below. In special circumstances, teachers may participate in more than 3 of the career ladder options listed below with prior approval from the Superintendent/designee.
Career Ladders. Within six (6) months of the implementation of the Career Release Time policy, MAPE will review the career ladders for MAPE classifications that were created by Human Resources. The career ladders which MAPE will review shall not be limited to those which provide horizontal movement by employees. Thereafter, the parties will meet to discuss 1) amending current career ladders to add additional career opportunities 2) developing training and communications materials about career ladders and career development to distribute to County employees. No more than three representatives of management and three representatives of labor shall attend these meetings unless the parties mutually agree to invite additional representatives. Union release time may be used for these meetings. The parties agree that this Side Letter of Agreement combined with the other related County policies, regulations and collective bargaining agreement language sufficiently addresses the subjects covered by the NOW consent decree and therefore MAPE supports the County’s action to pursue a petition to be released from the NOW consent decree. However, nothing herein requires MAPE to file a petition to intervene in the NOW consent decree litigation or to make any filing in U.S. District Court related to the Decree. SIDE LETTER AGREEMENT Delta Dental Enhancement Based on consensus among labor groups to participate in the Delta Dental plan enhancement, the County has agreed to cover the additional cost of the Employee Only-level premium increase, as well as Employee + 1 and Employee + Family levels for the benefit year 2023. Specifically, the County is adding an additional $.65 per pay period to all employee fringe benefit packages to cover the increased cost for 2023. While the County negotiated with Delta a reduced impact on Employee + 1 and Employee + Family billed rates so that employees would have no additional premium costs for 2023 (other than what the County is funding), the premium for Delta Dental PPO rates for subsequent plan years remains undetermined at this time.
Career Ladders. USMEPCOM will provide employees with the training necessary to allow them upward mobility in their career ladder, in accordance with Section 1.0 of this Article.
Career Ladders. The City and SUP endorse the concept of internal promotion through the concept of Career Ladder development. The purpose of Career Ladders is to provide the on-the-job skills and knowledge to an employee to enable the employee to qualify for a promotional position. The development of Career Ladder programs includes utilization of acting positions to help enhance development of advanced skills and establishment of Career Series with sequential positions that enable an employee to advance in the Career Series by increasing skill levels.
