Competence development. Subsection 1. Competence development is of substantial significance for the individual employee and for the employer. The employer maintains focus on employee competences to enable each employee to perform the tasks of the relevant individual job description in the present and in future. The joint consultations committee discuss the guidelines the discussions between the employee and the employer concerning the needs and wishes for competence development. The dialogue between the employer and the employee may take place at regular intervals, for instance once every year in connection with the employee development interview.
Competence development. The federations shall provide joint guidance on organising training that promotes employees’ competence required by their duties and guidance on drafting a training programme at workplaces. The aim is to increase the salaried employees’ knowledge of the skills that will be required in working life in the future and how and where to acquire such skills.
Competence development. 3.1.1 The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees.
Competence development. The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees. COMMON PART To ensure that employees are able to obtain the qualifications needed for new tasks, and thereby are able to satisfy the enterprise's future requirements, the parties have agreed that: it is of great importance to increase interest in and opportunities for vocational training, and to arrange conditions so that enterprises that have the necessary prerequisites, to a larger extent take in apprentices. the need for taking in apprentices must be discussed between the enterprise and the shop stewards. joint work must be done to provide continuous updating and vocational training so that the training is as nearly as possible compatible with the needs of the industry at all times. efforts must be made to ensure that the system of passing trade examinations pursuant to § 3.5 of the Education Act – "The experience-based trade certification scheme" – is also maintained in the future. the Vocational Training councils must seek to provide training courses for updating the qualifications of skilled workers as necessitated by changed working requirements and conditions, new technology, etc. when new technology is introduced, the employees it affects shall be given the necessary training. The nature and extent of such training shall be discussed between the parties in the particular case, see Chapter V of Supplementary Agreement IV to the Basic Agreement. Training provided during the employee’s ordinary working hours shall take place without loss of earnings. further education is the concern of the various educational establishments, the enterprises and the individual employees. The parties will seek to influence the authorities so that further education is offered, during working hours and during leisure time, depending on the local conditions. the enterprise and the shop stewards shall discuss general training issues with a view to improving the competence of the employees. that the enterprise and shop stewards discuss annually whether there is a competence gap in relation to the COMMON PART enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provisi...
Competence development. 1. The management has overall responsibility for competence development in the agency. It is important that objectives and measures for personal development are included in the plan of operations and budget. During all phases of their professional careers, employees at all levels of the agency must be ensured opportunities for meeting new requirements and future needs through competence-building tasks and other developmental measures. At the same time, every employee must take the responsibility for his or her own competence development.
Competence development. At regular intervals, the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training.
Competence development. The organisations agree that employees in the enterprises should have access to the necessary continuing and in-service training with the aim of increasing the workforce’s vocational qualifications and adjustment to the technological development. Against this background, enterprises and employees are encouraged to plan educational and training activities based on the industry's course offerings. Skills development is an important part of the enterprise's staff policy. Skills development is important to meet the enterprise's need for competent employees who can solve the tasks now and in the future, as well as to secure the value of the individual employee in the labour market. Skills development should be seen in a broader context than participation in formal basic, continuing and in-service training, and includes an increased focus on the internal learning and development opportunities of the workplace.
Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training Chapter 4 Piecework and piecework schedules § 4-1 Scope
Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement chapt. XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training Chapter 5. Health, safety and environment § 5-1 Health, Safety and Environment Whenever no measures whatsoever can be taken to achieve satisfactory protection for life, health, safety or the environment, the employees shall be provided with suitable, approved protective equipment. The employees must be given training in use of the equipment.
Competence development. Enterprises shall emphasise targeted development of its employee’s competence as a key strategy for increased competitive ability, customer focus and employee satisfaction. This includes planned training through work situations, courses and continuing education. The enterprises shall prepare competence objectives and regularly map employee competence and competence needs in relation to these objectives, cf. Chapter 18 of the Basic Agreement. This forms the basis for targeted development measures. The parties agree on the importance of transparent and orderly processes and maintaining good dialogue between the local parties before, during and after the implementation of systems and methods for measuring and assessing work performances. The need to maintain a safe and healthy working environment shall be included as part of this dialogue. The nature and frequency of quality testing must not be such that it gives rise to detrimental physical or psychological stress. The executive management of each enterprise shall encourage and guide employees to pursue continuing education, while the employee remains responsible for their own development. Managers and employees shall meet for annual performance review (medarbeidersamtale) to discuss the employee’s personal development and future development possibilities. The manager shall prepare individual development plans on the basis of these reviews. Competence development and changes shall be discussed by the parties in the enterprise at least once annually. The objectives shall include reviewing the needs of the enterprises and the employees for competence updates. The cost of competence development in accordance with the enterprise’s needs shall be borne by the enterprise. The enterprise may cover the cost of voluntary training and education programmes approved by the enterprise. Agreed, relevant education and training shall be reimbursed at up to 100 % of the costs incurred for books, course fees, semester fees, examination fees and other expenses. Completion of the programme is a condition for reimbursement. If the expenses are substantial, the enterprise may advance some of the costs. If the programme concludes with a formal examination, the employee shall be entitled to paid leave on the day(s) of the examination, as well as up to 2 study days per examination day. If the education programme is initiated by the employee and accredited by the Norwegian State Educational Loan Fund or NOKUT (the Norwegian Agency fo...
