Workforce Planning and Development. As ▇▇▇▇▇▇ Permanente and the Coalition plan for the workforce of today and tomorrow, it is necessary to develop a set of ongoing processes that determine current workforce skill levels, current and future workforce needs and formulate a strategy to assure alignment. The parties agree that Workforce Planning and Workforce Development must be integrated processes, and that successful workforce planning must include a commitment to internal promotions in the filling of vacancies. Therefore, existing policies, practices and contract language will be jointly reviewed and new policies developed to support internal promotions, including the harvesting of vacancies, development of redeployment processes, studies to determine the feasibility of in-sourcing career counseling services/ functions that are currently performed by external providers and new incentives for managers to promote from within. Further, Labor will be provided with access to their job postings and engaged to build new jobs for future health care models. The regional Workforce Planning and Development teams will need to share direction changes brought on by federal and state regulations that affect labor positions so that Labor can be engaged in the development of future workforce strategies. In order to remove barriers for current ▇▇▇▇▇▇ Permanente employees to move into new/open/lateral and advanced positions prior to outside applicants (experience requirements and clinically unnecessary education requirements), the parties agreed in to 2019 bargaining to the following: » The LMP Executive Committee will oversee the process to develop an evaluation of the membership, objectives, and the results of the national, regional, and facility workforce planning and development teams. The gaps and barriers identified as part of the evaluation will be addressed. » The Workforce Planning and Development committees at all levels shall identify and remove barriers and enforce the language in Section 1. D.2.b and Section 1.D.2.c in the National Agreement. If they are unable to remove the barriers, it will be escalated to the regional LMP committee and/or the National LMP Executive Committee. » Maintain existing or create regional joint labor-management committees to review and evaluate new and current job descriptions consistent with the process outlined in section 1.K.5 in the National Agreement or modified by mutual consent. Responsibilities would include, but not be limited to, the consideration of the deletion of unnecessary experience and/or qualifications for job requirements; jointly develop tools and processes to evaluate experience requirements and the equivalency process by set dates; and the creation of training or be willing to train on existing positions to help with the experience requirement barrier. » The following additional considerations are relevant for implementation: membership clarification of the Workforce Planning Development team, including labor representation; clarity on goals; reporting structure and accountability; timelines and data and documentation transparency.
Appears in 3 contracts
Sources: National Agreement, National Agreement, National Agreement