Training and Mentorship Clause Samples

The Training and Mentorship clause establishes the obligation or opportunity for one party to provide guidance, instruction, or professional development to another party. Typically, this clause outlines the scope of training to be delivered, the methods or frequency of mentorship sessions, and the responsibilities of both mentor and mentee. For example, it may require an employer to offer onboarding sessions or assign experienced staff to support new hires. Its core practical function is to ensure that individuals receive the necessary support and knowledge to perform effectively, thereby facilitating skill development and smoother integration into the organization or project.
Training and Mentorship. A. The parties to this Collective Bargaining Agreement recognize the importance of training and mentorship in helping new and reassigned employees adjust to their jobs. B. There shall be established during this contract period a training/mentorship program. The members of the bargaining unit acknowledge that they can do much to assist new employees. This assistance may involve “ride along” assignments, observation, a “buddy system” or other creative arrangements that are agreed to between the supervisor, the new employee and bargaining unit member. Bargaining unit members who serve in such roles shall not be required to evaluate the new employee.
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Training and Mentorship. A. The parties to this Collective Bargaining Agreement recognize the importance of training and mentorship in helping new and reassigned employees adjust to their jobs. B. There shall be established during this contract period a training/mentorship program. The members of the bargaining unit acknowledge that they can do much to assist new employees. This assistance may involve “ride along” assignments, observation, a “buddy system” or other creative arrangements that are agreed to between the supervisor, the new employee and bargaining unit member. Bargaining unit members who serve in such roles shall not be required to evaluate the new employee. C. The parties agree that professional development is an ongoing process that promotes and supports professional and personal growth for all members of the bargaining unit and may be required as a condition of employment. A Joint Professional Development Committee shall work with the Director of Training and Development for Classified Staff to structure and discuss scheduling of all professional development for all bargaining unit members. The Joint Professional Development Committee shall be made up of three (3) administrators appointed by the Superintendent and three (3) employees appointed by the President of the Union, and these members may rotate based on the classification(s) being discussed.
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Training and Mentorship. A . The parties to this Collective Bargaining Agreement recognize the importance of training and mentorship in helping new and reassigned employees adjust to their jobs.
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Related to Training and Mentorship

  • Training and Promotion a. The contractor will assist in locating, qualifying, and increasing the skills of minorities and women who are applicants for employment or current employees. Such efforts should be aimed at developing full journey level status employees in the type of trade or job classification involved. b. Consistent with the contractor's work force requirements and as permissible under Federal and State regulations, the contractor shall make full use of training programs, i.e., apprenticeship, and on-the-job training programs for the geographical area of contract performance. In the event a special provision for training is provided under this contract, this subparagraph will be superseded as indicated in the special provision. The contracting agency may reserve training positions for persons who receive welfare assistance in accordance with 23 U.S.C. 140(a). c. The contractor will advise employees and applicants for employment of available training programs and entrance requirements for each. d. The contractor will periodically review the training and promotion potential of employees who are minorities and women and will encourage eligible employees to apply for such training and promotion.

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until they have received proper training and instruction. (b) The Employer shall provide sufficient and adequate training and/or orientation to any employee working in a new or unfamiliar work area or position.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Training Programs All employees shall successfully complete all necessary training prior to being assigned work (e.g., all employees will complete health and safety training prior to being assigned to task). Nothing in this Article or provision shall constitute a waiver of either party’s bargaining obligations or defenses. The Employer still has an obligation to notify and bargain changes in terms and conditions of employment with the exclusive representative.

  • 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.