Article 19
Training and Career Enhancement
History

Section 1. General

It is the policy of the Department that employees should have an opportunity to develop and advance to their full potential. The Department and Local 12 agree that training and career enhancement of employees in the bargaining unit are important objectives of the Department as we attempt to develop and maintain a highly skilled and representative workforce.
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:

a. aid employees in enhancing their current job skills;
b. retrain employees and restructure/redesign positions where jobs have been impacted by the introduction of new technology into the workplace;
c. develop an internal group of qualified candidates for vacancies in the Department; and
d. provide opportunities for upward and lateral career mobility 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 utilizing any or all available resources, including their immediate supervisor, Agency Personnel Offices, Agency Training Officers, Career Counselors, and the DOL Academy.

Section 2. Agency-Wide Retention Plans

a. Agencies will develop plans that will, in part, assist qualified employees to progress (upward and laterally) in their careers. This part of the plan will serve as a road map of career options for employees and specify actions to be taken to enhance career opportunities.
b. Consultations on the Agency Retention Plans (ARP) will occur at the Agency Labor-Management Relations Committee (ALMRC) meeting.
c. The ARP will identify as many ways as possible for employees to make career moves as well as to participate in developmental opportunities.
d. As necessary, the ARP should be updated periodically and reviewed by the ALMRC when results or proposed changes will impact bargaining unit employees.

Section 3. Career Enhancement Program

a. Each Agency, within budget and program requirements, will 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 be 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. Career Fair

The Department will conduct a DOL Annual Career Fair for DOL employees to provide information and to publicize career opportunities available within the Department and identify ways in which one can apply for such positions.

Section 5. Consultation

The Department and Local 12 agree that Agency issues relating to this Article may be discussed during the ALMRC meetings. Department-wide issues, such as a periodic assessment of the Career Enhancement Program, will be discussed during the Department Labor-Management Relations Committee meetings.