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					UPWARD MOBILITY
PROGRAM REQUIREMENTS

           Presented by
           Office of Civil Rights
           State Personnel Board

     Climbing the Career Ladder
 Legal Requirements

Government Code Section 19401 requires
each State department to ...
  • Have an effective upward mobility program.
  • Establish criteria for selecting employees to
    participate in upward mobility activities.

Government Code Section 19402 requires
each department to …
  • Set annual upward mobility employment goals.
Why Is Upward Mobility
Important?
• Can help meet departmental labor needs
  where recruitment problems exist.
• Is an incentive to employees to develop
  their skills and be more valuable to the
  department.
• Is a tool for increasing departmental
  diversity in professional, technical, and
  administrative jobs
 DEFINITION OF
             “UPWARD MOBILITY”
“Upward Mobility” means the
planned development and
advancement of employees in
low-paying occupations to entry
technical, professional,
and administrative positions in
State departments.
Definition of
    “Low-Paying Occupations”
The “Low-Paying Occupations” are identified
in SPB Regulation 547.82 as classes in the
following State Pay Scale schematic groups:
  •   Horticulture
  •   Office & Allied
  •   Custodial & Domestic
  •   Mechanical & Construction
  •   Career Development/Bridging Classes
  [Approximately 60,000 State Employees]
Definition of
“Professional, Technical,
and Administrative” Positions
 SPB Regulation 547.82 defines “P, T, and A”
 positions as those in the following schematic
 groups of classes:
 • Agriculture & Conservation   • Medical
 • Education & Library          • State Disaster Prog
 • Engineering & Allied         • Protective Svs &
 • Fiscal, Mgmt, & Staff Svs        Pub Safety
 • Legal                        • Soc Security &
                                    Rehab Svs
Components of an Upward
Mobility Program
Government Code Section 19401
requires departments to provide:
• Career counseling
• Academic counseling
• In-service and out-service
• training
• Training and Development Assignments
• On-the-job Training
• Job Restructuring, e.g., Bridging Classes
Responsibilities for
Upward Mobility
The Employee must…
• Be motivated and seek out opportunities
• Prepare formal career development plans
• Be willing to work hard to develop needed
  knowledge, skills, and abilities
Responsibilities for Upward
Mobility
The Department must…
• Actively participate in upward mobility
• Develop and publish training and job
  opportunities
• Establish fair criteria for selecting
  employees for upward mobility activities
• Provide assistance to employees in their
  developmental efforts, e.g. time off,
  financial aid, etc.
Responsibilities for Upward
Mobility
SPB Regulation 547.83 requires departments
to appoint an Upward Mobility Program
Coordinator to…
  • Plan and Coordinate U.M. Efforts
  • Monitor U.M. Efforts
  • Report to the SPB on U.M. Efforts
Selecting Employees to Participate
in Upward Mobility Efforts


Each interested employee in a low-paying
occupation must have an equal opportunity
to be considered for upward mobility
activities.
Selection Considerations

 •   Staffing Needs
 •   Upward Mobility Objectives
 •   Available Funds & Other Resources
 •   Employee’s Status
 •   Employee’s Current Performance
 •   Employee’s Motivation
 •   Employee’s Potential
 •   Relevance of U.M. Activity to Career Goals
  Career Development Plans

Government Code Section 19401(b) states
that all employees selected for special
upward mobility efforts should complete a
formal career development plan.
The plan should…
• Outline specific career
• The steps to be taken to develop the employee
• The timetable for promoting to an entry
 “P, T, or A” class
Upward Mobility v.
          Career Development
• Upward Mobility is a specific, legally
  defined program covering only State
  employees in low-paying occupations.

• Career Development is a broader, more
  general term covering all State employees
  involving the improvement of
  qualifications for advancement in the same
  occupational field or a different field.
 CDP v. IDP
Career Development Plan     Individual Development
  ( CDP )                     Plan [ IDP ]

• Change in career [U.M.    • Improve in same
  only]                       career path
• Long Term [Multi- Year]   • Short Term [Annual]
• A complete plan -         • An incremental plan -
      Outlines the goal     •     Outlines actions
      and all steps to            to be taken in the
      achieving the goal.         next year only.
Preparing Upward
Mobility Goals
• The number of employees in low-paying
  occupations expected to promote to entry
  “P, T, & A” positions
• Not based on underutilization [No Parity
  Figure]
• Goal must be based on …
  (1) Past history of appointments
  (2) Number of anticipated opportunities
  (3) Availability of qualified U.M.
         candidates
Steps For Developing Upward
Mobility Goals
1 Identify all entry technical, professional,
  and administrative classes. [Classes with
  open exams]
2 Identify the average number of
  appointments in each class over a 3 year
  period and the number advancing from
  classes in low-paying occupations
  [SPB will provide a data report with this
  information]
Steps For Developing Upward
Mobility Goals - Cont’d
3 Estimate the number of anticipated
  appointments in the new fiscal year.
4 Identify the number of persons on lists for
  entry P, T, and A classes and estimate the
  number who will qualify during the year.
5 Identify the number/percent of employees
  in low-paying occupations on those lists.
  [SPB will provide a report for exams in the
  Central Certification System.]
Steps for Developing Upward
Mobility Goals - Cont’d

6 Using available info, develop a reasonable
  U.M. appointment goal for each “P, T, and A”
  class where appropriate.
7 List all U.M. goals on SPB Form AAP05, Rev
  3/00, Summary of Upward Mobility Goals
  Report.
Required Information To Be
Submitted To The SPB
SPB Regulation 547.86 requires departments
to annual submit the following info to the SPB:
 • U.M. goals for each entry “P, T, and A” class;
 • An analysis of how successful the department
   was in meeting its goals for the previous year;
 • A description of the department’s actions that
   demonstrate a “good faith” effort to meet legal
   requirements for upward mobility programs;
Required Information To Be
Submitted to the SPB - Cont’d

 • The number of employees participating in
   each upward mobility activity;
 • The annual amount and percentage of the
   department’s training budget assigned for
   upward mobility activities.
SPB Responsibilities
• Annually review each department’s Upward
  Mobility goals
• Provide a written response either approving
  or requiring modification to the
  departments Upward Mobility Program.


                           Bush at Work!
Upward Mobility is A Good
Investment




               Don’t Waste A Valuable
               Labor Resource!

				
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