20.1 Policy. The Employer reaffirms its commitment to an on-going system of staff development and training. Employer shall maintain an employee training and development plan. The objective of this plan shall be to provide opportunity for the development of the potential occupational and professional ability of each employee in order to (1) meet institutional needs, (2) to make the most effective and economic use of employee resources in accomplishing institutional goals, and (3) to enhance employee's career advancement opportunities.
20.2 The University shall annually provide a list of job classifications reflecting the number of regular monthly positions and number filled in the past calendar year. This information shall be on file in the Recruiting and Candidate Services Office and the respective area Human Resources Offices.
20.3 Training and Development Task Teams and Committees. The Union shall be invited to designate an employee representative to participate in each University Training and Development task team and committee convened to address topics relevant to the bargaining unit. Such topics may include career advancement, career paths, potential training needs and courses, and program crediting in the employment process. Task teams and committees shall be chaired by the Training and Development Manager or designee. Employee representatives shall be granted release time to attend task team and committee meetings which are conducted during regular business hours.
20.4 Information. The Employer shall, upon written request, provide the Union with copies of the institution's training and development plan and the annual report of the achievement of training objectives.
20.5 Training and Development Programs. It is intended that supervisors will encourage employees to participate in the various training and development programs as provided for by Executive Order 52 in order to maximize their job performance and to increase their promotional opportunities.
When the Employing Official requires an employee to acquire new skills the supervisor will identify appropriate sources of training and provide training in accordance with 20.8.
20.6 Release Time. Release time for training for employees accepted for training and development programs shall be in accordance with Executive Order 52.
20.7 Completion of Training Programs. Completion of training programs will be considered in evaluating the employee's application for transfer or promotion when certification of completion has been indicated by the employee. The Employer will review courses offered through Training and Development, Computing and Communications, and the Women's Information Center in order to identify courses which satisfy requirements for regular monthly staff positions. The Employer will determine the amount of credit appropriate to the training course(s).
Crediting of completed training programs towards minimum qualifications shall be determined by the Employer. Currently, successful completion of the Fiscal Management Certificate Series is equivalent to six (6) months of budget/fiscal experience and successful completion of the Supervisory Certificate Series is equivalent to six (6) months of supervisory experience.
20.8 Tuition Payment and Travel Cost Reimbursement. If a supervisor requires an employee to receive training all fees and related costs will be paid by the employing department. If attendance in such courses requires use of the employee's personal vehicle, the employee will be reimbursed at the University's travel rates applying at the time. If other transportation must be taken, the employee will be reimbursed for all transportation costs. Required attendance in courses which are outside of regular working hours and which are work related or meet an identified institutional need is considered "paid time training" and constitutes time worked.
20.9 Training - Layoff. Employees on layoff status shall be eligible to participate on a space available basis in regularly scheduled Training and Development programs.