UPWARD MOBILITY PROGRAM REQUIREMENTS

1. UPWARD MOBILITY PROGRAM REQUIREMENTS Presented by Office of Civil Rights State Personnel Board Climbing the Career Ladder

2. 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.

3. 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

4. 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.

5. 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]

6. 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

7. 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

8. 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

9. 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.

10. 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

11. 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.

12. 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

13. 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

14. 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.

15. 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

16. 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

17. 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]

18. 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.]

19. 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.

20. 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;

21. 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.

22. 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!

23. Upward Mobility is A Good Investment Don’t Waste A Valuable Labor Resource!