Training and Mentoring Program. The District will provide training for new employees and for employees new to a position. There will be 14 hours of paid training to support the training of new employees. Seven of those hours will be synchronous. This training will be scheduled and completed within the 90-day probationary period. This training is to be scheduled during the employee’s normal work hours, unless both employee and supervisor agree to additional hours. Current employees moving into a new position may not need all 14 hours; however, it will be made available if needed. This training will include onboarding which helps employees understand and navigate the structure of the organization; connection to subject-matter experts within the District, who will provide necessary training and information; and access to the tools and resources to perform the functions of the position. In addition, employees paired with a mentor will be released for one full paid workday to shadow their mentor, scheduled at the convenience of the mentor. In addition to the 14 hours of paid training time, one paid workday will be designated for the employee and mentor to meet. This will ideally happen before the start of the student year and within the mentors’ work calendar. In the third year of the contract, the District will establish a pool of $10,000 (ten thousand dollars) to pay mentors a stipend, divided between all the mentors, and prorated by time worked with a new employee or protégé in the 2024-2025 school year. This stipend will be paid out at the end of the 2024-2025 school year. The commitment for mentoring will only be one year starting in 2024-2025. The overtime provisions in 8.2.6 apply. Before November 1, 2022, a sub-committee of labor management will meet with Professional Learning to review the onboarding plan and provide feedback on continuous improvement. Annually, this committee will meet before June 10 of each year to provide this feedback for professional learning to implement and update for the coming school year. In addition to the initial District-provided training identified above, a mentor program will be offered to all new employees and all employees in a new position in accordance with the terms set forth in this Section and in Appendix C. Definitions for purposes of this Program: New Employee: Must be a first year LWESP Bargaining Unit Member. Employee in a new position: Must be new to the position in question, for example, a School Office Professional who is hired to be an O...
Training and Mentoring Program. The District will provide training for new employees and for employees new to a position on basic systems and tasks necessary for their primary job functions and responsibilities. In addition to the initial District-provided training identified above, a mentor program will be offered to all new employees and all employees in a new position in accordance with the terms set forth in this Section and in Appendix C. Definitions for purposes of this Program: New Employee: Must be a first year LWESP Bargaining Unit Member. Employee in a new position: Must be new to the position in question, for example, a School Office Professional who is hired to be an Office Manager. Protégé: a new employee or employee in a new position as defined above. Mentor: Must have three (3) years of successful service as an LWESP Bargaining Unit Member, and the approval of the immediate supervisor. An employee who retires in good standing may mentor their replacement or a new hire in the same position held by the retiree with the approval of the Professional Learning Director or designee. Qualified employees who are in the same position as the protégé (such as, both are elementary school Office Managers, School Office Professional at a high school, or Administrative Professional III in Payroll) will be offered as mentors to protégés provided a mentor is available. In June, the District will contact all eligible employees to see who would like to serve as a mentor, in an effort to create and maintain a pool of available mentors. If a mentor is not available, the District will determine if an employee in the same position but in a different department (such as Administrative Professional in Payroll and Administrative Professional in Professional Learning) has the knowledge or skills to support the protégé.
Training and Mentoring Program. The District will provide training for new employees and for employees new to a position on basic systems and tasks necessary for their primary job functions and responsibilities. In addition to the initial District-provided training identified above, a mentor program will be offered to all new employees and all employees in a new position in accordance with the terms set forth in this Section and in Appendix C. Definitions for purposes of this Program: New Employee: Must be a first year LWESP Office Professional. Employee in a new position: Must be new to the position in question, for example, a School Secretary who is hired to be an Office Manager. Protégé: a new employee or employee in a new position as defined above. Mentor: Must have three (3) years of successful service as an LWESP Office Professional, and the approval of the immediate supervisor. Qualified employees who are in the same position as the protégé (such as, both are elementary school Office Managers, high school Attendance Secretaries, or Administrative Secretaries III in Payroll) will be offered as mentors to protégés provided a mentor is available. In June, the District will contact all eligible employees to see who would like to volunteer, in an effort to create and maintain a pool of available mentors.
