Common use of Competence development Clause in Contracts

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. With the aim of employees becoming qualified to take on new tasks and meeting the companies’ future needs, the parties agree: - that the company and the shop stewards shall regularly discuss general training for the purpose of increasing the competence level of the company’s employees. The parties shall discuss efficient and flexible approaches to training, including the use of digital training, where appropriate. - that the company and the shop stewards shall hold annual discussions on whether there is a competence gap relevant to the companies’ requirements for competence and, if so, what arrangements, if any, can be put in place to enable employees to sit for a trade/journeyman’s certificate or pursue further and continuing education. These discussions shall be based on the company’s and the individual employee’s needs and wishes for increased competence. - that individual employees, as agreed between the employer and the employee, may be granted opportunities to take competence-building measures up to 7.5 hours per year, paid at the ordinary salary rate. It is a precondition that the employee has an intention of completing the programme and puts in any necessary additional effort in their free time. 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 reviews (medarbeidersamtaler) to discuss the employee’s personal development and future development possibilities. The manager shall prepare individual development plans on the basis of these reviews. 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 for Quality Assurance in Education), and concludes with an examination, the employee is entitled to paid leave for one examination day per semester, regardless of employment percentage. If the employee is enrolled in an education programme at an external educational institution, and the enterprise is covering the cost, a special agreement on the respective rights and duties of the parties shall be concluded. Enterprises that qualify as training establishments are expected to make every effort to provide vocational training. 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. At central and local levels, the parties are expected to make arrangements to ensure that migrant workers who have found employment in this country and who aim to become part of the Norwegian labour market, have an opportunity to improve their basic language skills, as well as their knowledge of safety standards and work culture.

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. With the aim of employees becoming qualified The enterprises shall prepare competence objectives and regularly map employee competence and competence needs in relation to take on new tasks and meeting the companies’ future needsthese objectives, the parties agree: - that the company and the shop stewards shall regularly discuss general training for the purpose of increasing the competence level cf. Chapter 18 of the company’s employeesBasic Agreement. This forms the basis for targeted development measures. The parties shall discuss efficient agree on the importance of transparent and flexible approaches 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 training, including the use of digital training, where appropriate. - that the company maintain a safe and the shop stewards shall hold annual discussions on whether there is a competence gap relevant to the companies’ requirements for competence and, if so, what arrangements, if any, can be put in place to enable employees to sit for a trade/journeyman’s certificate or pursue further and continuing education. These discussions healthy working environment shall be based on the company’s included as part of this dialogue. The nature and the individual employee’s needs and wishes for increased competence. - frequency of quality testing must not be such that individual employees, as agreed between the employer and the employee, may be granted opportunities it gives rise to take competence-building measures up to 7.5 hours per year, paid at the ordinary salary rate. It is a precondition that the employee has an intention of completing the programme and puts in any necessary additional effort in their free timedetrimental 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 reviews review (medarbeidersamtalermedarbeidersamtale) 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 for Quality Assurance in Education), and concludes with an examination, the employee is entitled to paid leave for one examination day per semester, regardless of employment percentage. If the employee is enrolled in an education programme at an external educational institution, and the enterprise is covering the cost, a special agreement on the respective rights and duties of the parties shall be concluded. Enterprises that qualify as training establishments are expected to make every effort to provide vocational training. 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. At central and local levels, the parties are expected to make arrangements to ensure that migrant workers who have found employment in this country and who aim to become part of the Norwegian labour market, have an opportunity to improve their basic language skills, as well as their knowledge of safety standards and work culture.