1. COMMITMENT TO TRAINING. The Parties recognize the value of a well trained work force and the need for a well planned and executed employee development program. The Parties agree that training efforts are to be aimed at improving job performance, providing for career development opportunities, and meeting the needs created by evolving technologies, changes in mission requirements or positions, and any special work-related needs of the Employees.
2. EMPLOYER'S ROLE. The Employer agrees to administer a training and employee development program that addresses immediate and long-range individual and organizational training requirements, and provides for the systematic identification of those needs in conjunction with the performance appraisal process. The Employer is committed to a long-term and continuous program to maintain and enhance the skills of the workforce through training and career development opportunities. The objectives of this program include, but are not limited to:
a) improvement of the performance of official duties as necessary in the Employees' present positions;
b) continuous development of Employee knowledge, skill and ability to meet changes in organizational policy, mission, technology, structure, and equipment to build competency and maintain "state-of-the-art" specialized proficiencies;
c) provide opportunities for performance improvement to achieve and/or maintain acceptable standards of performance for Employees whose performance in their current position is less than "results achieved", or who are struggling due to lack of training;
d) support the planned upward mobility of Employees at the GS-9 level and below through appropriate development mechanisms;
e) provide assistance for Employees adversely affected as a result of reorganizations, RIFs or personal disability to the extent allowable by law and regulations and within budget restraints;
f) provide diversity training to create a workforce that capitalizes on the strengths of cultural diversity;
g) provide specialized training in areas such as ethics, time-keeping, travel processing, alternative dispute resolution, etc.; and
h) provide training necessary for the development of supervisors, managers, and team leaders such as communication, performance management, etc.
3. EMPLOYEE'S ROLE. As a part of the performance appraisal process each Employee will make known to his/her supervisor any training and/or development needs which the Employee proposes for the upcoming performance year. This information should include training and development the Employee believes would improve his/her ability to perform their current duties, to develop competencies required to meet the future needs of the organization, and any career development assistance the Employee would like to receive from the Employer. The Supervisor will review the needs expressed by the Employee and will finalize to include any further needs he/she deems appropriate in keeping with the overall objectives of training and Employee development outlined above.
Employees are responsible for the following:
a) obtaining necessary approvals for requested training as far in advance of the course as is possible;
b) assuring that workload requirements are met in advance of scheduled training so that the absence from the worksite does not adversely affect mission accomplishment;
c) using the resulting knowledge, skill and/or ability obtained to the maximum extent possible in the performance of their duties, and sharing as appropriate with co- workers, supervisors and customers where process and/or overall performance improvement will result; and,
d) notifying the supervisor promptly in the event attendance at an approved training class, conference or symposium will not be possible so that the Employer may make maximum benefit of the opportunity and expenditure of funds by meeting refund deadlines or sending another Employee.
4. TRAINING ANNOUNCEMENTS. The Employer will maintain and make available current information on training sources and courses available to Employees. Employee input into identifying possible sources of training is encouraged.
5. EQUAL OPPORTUNITY. Selection and approval for training will be accomplished in a fair and equitable manner and in accordance with the principles, policies and provisions of this Agreement which provide for non-discrimination. Employees who were denied training based on budget constraints and/or work priorities shall be afforded first consideration for subsequent offerings. The Employer agrees to provide accommodation for Employees with special requirements, such as sign language interpreter(s) from a qualified source, accessibility for wheel chair users, appropriate lighting, etc.
6. EMPLOYEE SELF DEVELOPMENT. The Employer encourages all Employees to enroll in educational and developmental programs on their own time and in pursuit of their own interests. To the extent that such efforts are related to the mission and functions of the Employer and meet applicable provisions of law and regulations, the Employer agrees to provide assistance to the Employee such as work schedule adjustments and financial support.
7. SCHEDULING. The Employer agrees to schedule training, meetings, seminars, and conferences during normal business hours (8:00 a.m. - 4:30 p.m.) and/or within core hours as appropriate to the fullest extent possible.
8. EXPENSES. The Employer agrees to extend every possible consideration to the reimbursement of expenses incurred by an Employee in attendance at officially authorized and approved training, meetings, conferences, after-hours self development courses, etc.
When the Employer approves the reimbursement of tuition for non-government training, the Employer is not required to include the cost of text books, but will normally do so.
9. USE OF EQUIPMENT. Employees who are attending officially authorized and approved training courses may use academic aids such as calculators, computer equipment and printers in support of their training. The equipment will be used on site and during non-duty hours. Employees must coordinate the use of specific equipment and the timing of such use with their immediate supervisor.
10. RECORDS. The Employer agrees to place copies of the SF 182 (Training Form) for each course authorized for the Employee in the Employee's Official Personnel Folder (OPF).
11. UPWARD MOBILITY. The Employer agrees to make efforts to identify appropriate vacancies as developmental positions, under the provisions of upward mobility regulations or as career ladders under the merit promotion system, and provide the necessary training and development to ensure the incumbent has a full and fair opportunity for successful performance.
12. FORMAL DEVELOPMENT PROGRAMS. The Employer agrees to develop and implement, in consultation with the Union, formal development programs such as for cartographers, computer specialist occupations, multi media specialist, etc., as appropriate to provide long-term training opportunities at lower grade levels and in anticipation of future strategic staffing needs. Such programs will provide the participants with an opportunity to develop a comprehensive understanding of the MAC operations and functions through rotational assignments and appropriate training or academic course work. Among the program objectives will be the professional development of Employees in order that they may progress into various career fields or occupational series upon program completion. Guidelines and operating procedures will be developed by the Employer and the servicing personnel office. The Union will be afforded the opportunity to provide input into the development of guidance and procedures, and the Employer agrees to give due consideration to suggestions provided by the Union. The Employer agrees to give first consideration for development program vacancies to Employees in the bargaining units. If sufficient candidates are not available, the Employer will then broaden the area of consideration to obtain additional candidates. The Employer will inform the Union if expansion of the area of consideration becomes necessary. The flexibilities in the provisions of applicable laws and regulations including 5 CFR 410, will be used to the fullest extent possible to afford the Employees the maximum benefit.
13. MAC TRAINING COMMITTEE. The Parties agree to maintain an active training committee as follows:
a) Membership. The committee will consist of five (5) members to include a management official, a Union official, a technology expert and a financial/admin specialist. The qualifications of the final member will be determined at the beginning of each committee term based on any special requirements such as problem resolution through training, technology changes, regulatory changes, shift or change in MAC program responsibilities, etc. The Union and the Employer will appoint their respective representatives. The remaining representatives will be determined by the LMRC in coordination with the MAC management council.
b) Term of Service. Members will normally serve a period of two (2) years. In the event a member is not able to serve the full two (2) year term, the replacement will be determined in accordance with paragraph a above.
c) Purpose. The training committee will perform a variety of functions including, but not limited to: the preparation of a long-term training plan; preparation of fiscal year training plan, determine "best methods" for training delivery such as on site versus vendor provided; develop additional in house resources, obtain training information from a variety of sources; and prioritization of training needs against available resources. The specific scope of the committee's work, the goals, objectives, charter and schedule of meetings will be developed in partnership by the LMRC. Nothing in this Article is intended to interfere or restrict management's rights under 7106(a)(2)(B) of the Statute.