Relief Pool Training and Development Sample Clauses
The Relief Pool Training and Development clause establishes the requirements and procedures for training employees who are part of a relief or substitute staffing pool. It typically outlines the types of training these employees must complete, such as orientation, safety protocols, or job-specific skills, and may specify who is responsible for providing and tracking this training. By setting clear expectations for training, this clause ensures that relief staff are adequately prepared to perform their duties, thereby maintaining operational standards and minimizing risks associated with untrained personnel.
Relief Pool Training and Development. For each relief pool, a set of criteria will be established to determine full competency. In addition, a maximum time limit will be set for attaining full competence. This time period may be extended if the employee does not have sufficient opportunities to demonstrate competency. This information will be provided to the Union and opportunity provided for feedback. Records of competency levels of pool members will be maintained by the supervisor of the relief pool. Regular feedback will be provided to the employee regarding their performance by the supervisor of the relief pool and the operational supervisors. Work/experience assignments will be determined by the City based on the developmental and experiential needs of relief pool members and the operational needs of the organization. Once a relief pool member has been determined to be fully competent, they shall be eligible for appointment to a permanent position and the Union notified of same. In the event that performance issues arise subsequent to attaining competency but prior to promotion from the relief pool, then the employee may be removed from the pool. If a relief pool member has not attained full competency within the maximum available time, they shall be removed from the pool.
Relief Pool Training and Development. For each relief pool, a set of criteria will be established to determine full competency. In addition, a maximum time limit will be set for attaining full competence. This time period may be extended if the employee does not have sufficient opportunities to demonstrate competency. This information will be provided to the Union and opportunity provided for feedback. Records of competency levels of pool members will be maintained by the supervisor of the relief pool. Regular feedback will be provided to the employee regarding his performance by the supervisor of the relief pool and the operational supervisors. assignments will be determined by the City based on the developmental and experiential needs of relief pool members and the operational needs of the organization.