Common use of UPWARD MOBILITY Clause in Contracts

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 ▇▇▇▇▇▇▇▇▇’▇ 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. SECTION 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 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 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 ▇▇▇▇▇▇▇▇▇’▇ Helper or Apprentice or to a Library Aid so he or she can qualify as a Library Assistant). SECTION Section 4. The Parties agree that there may be are positions, both APF and NAF, within the Marine Corps that do not lend themselves to designation as an upward mobility position.