Training and Development Program Sample Clauses

Training and Development Program. The parties recognize the importance of continuing professional development opportunities that will enable staff to keep abreast of new ideas and remain challenged by encounters with leaders in their respective profession. Upon request by an employee, the Employer will oversee the distribution of professional development funds, if any, in its sole discretion. The Employer will post in the Intake Office of the workplace, training opportunities as the Employer becomes aware of them. Employees interested in taking such training opportunities may submit a written proposal to the Employer and the Employer shall respond in writing to the proposal within fourteen (14) days of the commencement of the training opportunity.
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Training and Development Program. The purpose of the Training and Development Program is to undertake an assessment of the level of skills and competencies that exist within Macquarie Generation and compare this with what the business needs will be in the foreseeable future. This will require a skills audit which can be undertaken by existing resources within Macquarie Generation. There will also be a job redesign process that will provide the best combination of skills and competencies that deliver the business needs. Finally, there will be a job evaluation and remuneration system that applies to all employees. Program Terms of Reference (a) Review the results of a skills audit for Macquarie Generation; (b) Undertake a process of job redesign whereby jobs more readily meet the business needs; and (c) Examine job evaluation and remuneration systems in order to implement a system which applies to all employees. As the process will be developed jointly between employees, management and unions, agreement will be required on each phase prior to implementation.
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Training and Development Program. 11.1 Both Parties agree that the Lessee has the ultimate responsibility for the establishment of internal training programs necessary to meet its needs on the Lease Lands. 11.2 The Lessee shall, to the extent practicable, upgrade and train its employees in relation to the Lessee’s needs and obligations and ensure a positive work environment which is conducive to employees, in particular Residents of Saskatchewan’s North, achieving increased knowledge and accepting greater responsibility in their employment opportunities with the Lessee. 11.3 The Parties agree that ongoing and progressive on-the-job training is an effective approach to meeting the intent of this Part III and that such training will be offered to the Lessee’s employees, in particular Residents of Saskatchewan’s North, to the extent practicable. The Lessee further agrees that, to the extent practicable, it will use best efforts to ensure its contractors’ employees are provided the same on-the-job training by the contractors. 11.4 The Government of Saskatchewan shall use its best efforts to provide basic education and literacy training which will make the transfer of skills on-the-job more effective, and the Lessee will cooperate with the Government of Saskatchewan in this regard, where practicable. It is agreed that the provision of opportunities for professional and technical education in the Northern Saskatchewan Administration District would assist Residents of Saskatchewan’s North to compete for a wider range of jobs associated with the Seabee Project. 11.5 With the support and cooperation of Saskatchewan training institutions and such other accreditation-granting bodies as may be involved from time to time, the Lessee shall use its best efforts to organize and implement its training programs so that employees, in particular Residents of Saskatchewan’s North, completing the training will be able to use the skills acquired and time spent as credit towards certification or status recognized in Saskatchewan. 11.6 Where it is mutually advantageous and agreeable to the Lessee and an employee, the Lessee will take the steps necessary to record the details of employment with the northern office of Apprenticeship and Trade Certification, according to The Apprenticeship and Trade Certification Act.
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Related to Training and Development Program

  • Training and Development 3.1 Authorities will develop local 'Workforce Development Plans (see Part 4.8),' closely linked to their service delivery plans, which will provide the focus for the establishment of training and development priorities. Training and development should be designed to meet the corporate and service needs of authorities both current and in the future, taking into account the individual needs of employees. Local schemes on training and development should enable authorities to attain their strategic objectives through development of their employees. Training and development provisions should be shaped to local requirements and take account of the full range of learning methods. Such an approach should enable access to learning for all employees. The needs of part time employees and shift workers need particular consideration. 3.2 Employees attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as full- time employees. (Assistance for other forms of learning, for example that directed at individual development, will be locally determined). Some training can be very expensive and authorities may require repayment of all or part of the costs incurred should an employee leave the authority before a reasonable time period has expired. The authority's policy in this regard should be made explicit. 3.3 Objectives for training and development programmes should include the following: • To enable Councils to attain their strategic objectives via investment in their employees. • To promote equity of access to learning. • To encourage employees to develop their skills and level of responsibility to the maximum of their individual potential. • To widen and modernise the skills profile of employees to maximise their versatility, employability and so, job security. • To enable employees to raise productivity, quality and customer service in pursuit of sustainable improvement 3.4 Authorities should establish local partnership arrangements, to include recognised trade unions, to develop their local workforce development plans. 3.5 The NJC endorses partnership provision such as the "Return to Learn" scheme. Authorities and the recognised trade unions shall encourage and support employees taking on the statutory Union Learning Representative (ULR) role. This will include agreeing facilities and paid release in accordance with statutory provisions. ULRs should be enabled to play a full part in promoting and implementing local training and development programmes.

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

  • Learning and Development 8.1 The Ministry is committed to creating a people management environment where the focus is on enhancing capability and supporting our people to build successful and rewarding careers. 8.2 This will enable the Ministry to meet the needs and expectations of stakeholders and continuously improve the quality of the service it provides by ensuring we have the capability and capacity needed to meet the expectations of New Zealanders in delivering first class justice services. 8.3 The Ministry will value and prioritise development – promoting and supporting learning as a constant for everyone. Career and personal development will be a strong focus within the Ministry. 8.4 We will endeavour to ensure that every employee has access to a range of development opportunities that ensure they have the skills needed to perform effectively in their role, and to develop new skills for future roles. People will take responsibility for their own learning and development, and will have the support and tools to enable them to do this. 8.5 The Ministry recognises that our managers and team leaders are critical to our success. 8.6 We will ensure they have the skills necessary to be successful in their roles, and encourage and support them in continually developing their leadership and management skills. 8.7 We will work to clearly define management structures and career paths, and focus on ensuring we have the management and leadership capability necessary to lead us into the future. 8.8 We will work in partnership with our managers and team leaders to identify development opportunities that contribute to their success as a leader and supporting their career aspirations. 8.9 To achieve this, the Ministry will develop a comprehensive range of learning and development opportunities for managers and team leaders.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "D", which is attached hereto and forms part of this Agreement.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.