In the previous submission this section was found to be in compliance. There were no
Upward mobility at the University of Connecticut Health Center (UCHC) is an
organizational commitment in compliance with section 4-61t of the CT General Statutes
and section 46a-68-45 of the CT State Regulations to provide opportunities to employees
for career as well as personal development. This commitment is a natural extension of
the Health Center’s mission of education, research and patient care. The ongoing training
and educational culture within an institution of higher education fosters the creation,
development, implementation, and constant improvement of employee development
programs that support upward mobility opportunities.
The Health Center continues to offer trainings to staff that provide the necessary skills
that impact career mobility. Many of the identified competencies such as computer
training, customer service, business writing etc, are addressed through the Learning
Opportunities (Exhibit # 1) that are available at the Health Center and the Department of
Administrative Services. This information is posted on the Human Resources website
and also advertised in the HR newsletter.
The Health Center was not able establish any specific upward mobility programs due to
current budget issues and collective bargaining contracts that do not allow targeted
movement from one unit to another. The majority of positions at the Health Center
where true Upward Mobility could be established require negotiations between the
affected bargaining units in order to target a person or a class to move from one position
Other upward mobility activities that the Health Center supports are as follows:
1199 Career Mobility Committee: The UCHC participated along with representatives
of other human service agencies, on the Funds Committee of the New England Health
Care Employees Union, District 1199. The Committee funds a bank of leave hours for
employees who are pursuing a higher education degree. The Committee created
exceptions/waivers to general eligibility requirements for students pursuing LPN, RN,
and MSW degrees. During the year there were a total of nineteen (19) employees that
participated in the summer and fall program.
Tuition Reimbursement Program: Employees took a variety of higher education
courses to improve current skills and promote their career development. Please see
Training Analysis in Sec. 46a-68-42 Employment Analyses.
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In hiring for Competitive positions in the Classified Service, the Health Center
participates in the centralized testing system administered by The Department of
Administrative Services, as required by state statute. In addition, the Health Center has
utilized the “promotion by reclassification” process which allows for promotions to
competitive positions without requiring the candidate to take the state examination as
long as all requirements under this provision are met.
Career Counseling is available through the Department of Human Resources. This
counseling is designed to assist employees in determining work interests, aptitudes and
aspirations in planning for promotional opportunities within the Health Center and within
the larger state system. The Human Resources Officer serves as a Generalist and is a
direct service provider to both external and internal customers.
The Officers are not only responsible for the recruitment function, but are active in the
Health Center’s training and development program and have developed and taught
various training modules such as resume writing and interviewing techniques. On average
the Human Resources officers devote 10% to 15% of their time involved in Career
Counseling. As we continually have layoffs due to the non-renewal of grants, this
provides an additional opportunity to provide career counseling services. During this
reporting period counseling services were provided to seventy-five (75) individuals
during the plan period.
Training and Development
The Health Center provides a wide range of educational opportunities to all employees.
During the reporting period, the Department of Organization and Staff Development
(OSD) continued to be responsible for the Training and Development needs of the UCHC
community. A variety of opportunities were made available to the employees and
managers through active connections with Department of Administrative Services, and a
series of active programs coordinated by OSD, including classroom education, computer
based education, and site base/departmental education. The area of Organization and
Staff Development in the Department of Human Resources at the University of
Connecticut Health Center serves and supports the UCHC employee community by
developing and implementing the most up-to-date in-house professional development
training throughout the calendar year, Exhibit #1
All new managers are required to complete the Management Development program
within one (1) year of becoming a manager.
During this reporting period seven hundred forty-six (746) UCHC employees participated
in the OSD development training and nineteen (19) participated in the DAS educational
Another mechanism used by the Department of Human Resources to facilitate
professional development for employees is Tuition/Conference Reimbursement.
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Information and applications for this reimbursement are on the UCHC website under
Human Resources/Benefits. Reminders to employees to get their applications in to HR
are sent via broadcast messages, and the HR newsletter. A total of two hundred thirty-
nine (239) employees took advantage of tuition reimbursement benefits.
Finally, if departments have identified training needs in their department (issues
regarding dealing with difficult behaviors, resistance to change, as well as other topics),
OSD works with the manager to bring the training to the department, in their work areas.
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