Article 19
Training and Lifelong Learning

Section 1. General

The Department and Local 12 agree that employees of the Department are its most valuable asset and a special workforce established to meet the needs of American workers everywhere. As such, DOL employees are part of a workplace that should be a model for the American workplace: a center of lifelong learning, self-growth, and professional development. Accordingly, the Department and Local 12 agree that training and career enhancement of employees are important objectives for reaching the parties’ goal of a highly skilled and representative workforce. Thus, it is the policy of the Department that employees will have the opportunity to develop and advance to their full potential.
Consistent with the Department's mission and budgetary constraints, and in keeping with the principles of equal employment opportunity, Management agrees to develop and maintain progressive programs, policies, and strategies designed to enhance job skills and knowledge to:

a. aid employees in improving their performance in their current positions and in new or changed positions resulting from organizational and technological changes;
b. provide an internal pool of qualified candidates for consideration for anticipated future vacancies in the Department; and
c. provide general career mobility opportunities within the Department.
The parties recognize that employees may develop and enhance their current job skills and career opportunities in a number of different ways, both formal and informal. Employees interested in career development/enhancement opportunities are encouraged to discuss their interest with any or all available resources, including their immediate supervisor, Human Resource Offices, Agency Training Officers, Career Counselors, and the Office of Continuous Learning and Career Management.
Either party may raise training and life-long learning issues at meetings of Labor-Management Relations Committees at the Agency and Departmental levels.

Section 2. Long-Term Career Development Programs

The Department will continue to provide a variety of long-term career development programs to aid in succession planning and to help employees meet their goals for professional development. These may include programs to address a myriad of training interests such as overall entry level support staff, career and promotion potential, and developmental programs targeted toward career progression. These programs include, but are not limited to, the following:

a. The Professional Administrative Support Services Program (PASS), which provides entry-level support staff with a combination of on-the-job-training (OJT), classroom sessions and courses designed to develop or enhance competencies.
b. The Career Enhancement Program (CEP), which provides an opportunity to improve and expand an employee's career and promotion potential through a systematic and planned approach to career progression. The CEP serves as a bridge from GS-7 positions and below to high level technical, administrative, or professional positions.
c. The DOL Mentoring Program, designed to develop a diverse, prepared workforce by providing opportunities for employees to develop their career goals. It involves a deliberate pairing of a highly skilled employee with one who seeks growth and development in DOL.

Section 3. Career Enhancement Program

a. Each Agency, within budget and program requirements, will continue to consider on a periodic basis and identify positions, primarily at GS-7 and below, which will serve as a bridge to technical, administrative and professional positions.
b. Agencies will advertise such positions, and through competitive procedures, will consider and select employees. These employees will be temporarily assigned to these positions.
c. These employees will become part of an annual Departmental class, which will commence with a formal kickoff ceremony and a DOL-wide orientation program.
d. These employees will be provided technical training and developmental assignments. An Individual Development Plan (IDP) will be developed for each of these employees. Employees may be expected as part of their IDP to participate in activities that will have to be completed on non-duty time.
e. Mentors will also be provided to those employees who wish to have them assist in their development.
f. The Department will also provide training to improve generic skills such as effective listening, communications, effective writing, and knowledge of personal computers. Individual assessment and career counseling will also be made available.
g. Interim evaluations of the employees’ progress will conducted once a quarter. The evaluations will include on-the-job performance, special assignments, and training efforts.
h. At the end of one (1) year, a formal evaluation will be conducted as part of the performance appraisal process. Successful employees will be permanently placed in these new positions. Employees who do not successfully complete the program may be returned to a position similar to their original position.

Section 4. Equipment and Time for Continuing Education

With supervisory approval, employees may use the DOL’s computers to enroll in and take electronic courses on duty time, e.g., Learn2 University.