Competency Development. The parties agree that the individual company must develop and maintain a systematic plan for competency development. The plan shall be based on an assessment of the competency requirements that are necessary to solve the tasks at the company, and shall describe the specific measures for competency development. – be updated annually – motivate professional development – contain plans for the implementation of competence development measures for the individual employee – The competence plan should facilitate the employees' competence development through taking a trade or journeyman's examination through the internship scheme, cf. §3(5) of the Education Act. In such cases, the company shall cover expenses for any course fees, teaching materials and examination fees. In order for the work with competence development to be as appropriate as possible, including for small and medium-sized companies, new models should be developed for collaboration between several companies (cf. The training offices for the apprenticeship scheme). LO and ▇▇▇▇▇ refer to the action plan for competence from the collective bargaining agreement of 1998, the ▇▇▇▇▇▇▇ Committee's recommendation D6 and the Ombudsman's white paper for the wage settlement of 1999. All employees have been granted an individual right to educational leave of absence by the law passed by Stortinget (the Norwegian Parliament) in 1999, the Working Environment Act §12(11). The rights to educational leave ensure equal treatment of all employers and employees. The responsibility to cover the costs in connection with competence development for employees depends on the purpose of the individual measure: – Education in line with the company's needs must be covered by the individual company (cf. Main agreement, additional agreement IX) – Training based on the law on the right to educational leave must be financed in another way, for example through the Norwegian State Educational Loan Fund (Lånekassen) In order to ensure the integrity of a future system, the parties assume that the principles set out in the Main Agreement, Additional Agreement IX, between LO and VIRKE, are also generalised, cf. the requirement for generalisation in the Action Plan from 1998. If the latter group is divided into two, a distinction can be made between the following educational categories and funding responsibilities:
Appears in 1 contract
Sources: Wholesale Agreement
Competency Development. The parties agree that the individual company must develop and maintain a systematic plan for competency development. The plan shall be based on an assessment of the competency requirements that are necessary to solve the tasks at the company, and shall describe the specific measures for competency development. – be updated annually – motivate professional development – contain plans for the implementation of competence development measures for the individual employee – The competence plan should facilitate the employees' competence development through taking a trade or journeyman's examination through the internship scheme, cf. §3(5) of the Education Act. In such cases, the company shall cover expenses for any course fees, teaching materials and examination fees. In order for the work with competence development to be as appropriate as possible, including for small and medium-sized companies, new models should be developed for collaboration between several companies (cf. The training offices for the apprenticeship scheme). LO and ▇▇▇▇▇ refer to the action plan for competence from the collective bargaining agreement of 1998, the ▇▇▇▇▇▇▇ Committee's recommendation D6 and the Ombudsman's white paper for the wage settlement of 1999. All employees have been granted an individual right to educational leave of absence by the law passed by Stortinget (the Norwegian Parliament) in 1999, the Working Environment Act §12(11). The rights to educational leave ensure equal treatment of all employers and employees. The responsibility to cover the costs in connection with competence development for employees depends on the purpose of the individual measure: – Education in line with the company's needs must be covered by the individual company (cf. Main agreement, additional agreement IX) – Training based on the law on the right to educational leave must be financed in another way, for example through the Norwegian State Educational Loan Fund (Lånekassen) In order to ensure the integrity of a future system, the parties assume that the principles set out in the Main Basic Agreement, Additional Agreement IX, between LO and VIRKE, are also generalised, cf. the requirement for generalisation in the Action Plan from 1998. If the latter group is divided into two, a distinction can be made between the following educational categories and funding responsibilities:
Appears in 1 contract
Sources: Wholesale Agreement