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 occupationsto 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 ProgramCoordinator 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 formalcareer 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.
Career Development Plan( CDP ) Change in career [U.M. only] Long Term [Multi- Year] A complete plan - Outlines the goal and all steps to achieving the goal. Individual Development Plan[ IDP ] Improve in same career path Short Term [Annual] An incremental plan - Outlines actions to be taken in the next year only. CDP v. IDP
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 • Identify all entrytechnical, professional, and administrative classes. [Classes with open exams] • 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 • Estimate the number of anticipated appointments in the new fiscal year. • Identify the number of persons on lists for entry P, T, and A classes and estimate the number who will qualify during the year. • 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 • Using available info, develop a reasonable U.M. appointment goal for each “P, T, and A” class where appropriate. • 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!
