UPWARD MOBILITY PROGRAM REQUIREMENTS

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UPWARD MOBILITY PROGRAM REQUIREMENTS
Presented by Office of Civil Rights State
Personnel Board

• Climbing the Career Ladder

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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.

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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

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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.

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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

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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

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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

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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

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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.

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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

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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.

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Selection Considerations

• Staffing Needs
• Upward Mobility Objectives
• Available Funds Other Resources
• Employees Status
• Employees Current Performance
• Employees Motivation
• Employees Potential
• Relevance of U.M. Activity to Career Goals

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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

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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.

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CDP v. IDP

• 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.

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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

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Steps For Developing Upward Mobility Goals

• Identify all entry technical, 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

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Steps For Developing Upward Mobility Goals -
Contd

• 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.

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Steps for Developing Upward Mobility Goals -
Contd

• 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.

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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 departments actions that
  demonstrate a good faith effort to meet legal
  requirements for upward mobility programs

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Required Information To Be Submitted to the SPB -
Contd

• The number of employees participating in each
  upward mobility activity
• The annual amount and percentage of the
  departments training budget assigned for upward
  mobility activities.

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SPB Responsibilities

• Annually review each departments Upward Mobility
  goals
• Provide a written response either approving or
  requiring modification to the departments Upward
  Mobility Program.

Bush at Work!
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Upward Mobility is A Good Investment
Dont Waste A Valuable Labor Resource!