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^Äçìí=íÜÉ=cìåÇThis corporate Development and Training policywas developed jointly by union andmanagement. Article 42 of the CollectiveAgreement states, “Notwithstanding individualdepartmental funding of training, the Employershall make an annual contribution of $250,000to the Development and Training Fund.” Thispolicy is intended to enhance learningopportunities for all employees through acorporate approach but not replacedepartmental training budgets.

The Corporate Human Resource Strategy forthe Prince Edward Island Civil Servicearticulates the employer’s commitment to beinga learning organization and creating continuouslearning opportunities for its employees. Thisfund is a vehicle which will allow thiscommitment to be fulfilled. The Union of Public Sector Employeesrecognizes that learning is a continuous activitythat must be an essential part of government’shuman resource strategy. With this objective inmind, the policy strives to put in place additionalopportunities for individuals to continuallyupgrade and improve theircapabilities. The Developmentand Training Fund is designedto encourage employeeparticipation, benefit careerdevelopment and improvegovernment service delivery tothe citizens of this province.

qÜÉ=fåíÉåí=çÑ=íÜÉ=mçäáÅó• To provide access to learning opportunities

for employees• To encourage continuous learning• To complement and not replace existing

department development and training funds• To enhance employees’ capacity to deliver

quality service to the public• To prepare employees for changing roles

within the Public Service• To provide equitable opportunity for

development and training throughout thePublic Service

qÉêãáåçäçÖó• Employee: Classified employees and

temporary employees appointed through thePublic Service Commission competitionprocess who are dues-paying members ofthe Union of Public Sector Employeesbargaining unit and who work in thedepartments of government, Liquor ControlCommission, Auditor General’s Office, PEIMuseum and Heritage Foundation and theEmployment Development Agency.

• Employer: The Province of Prince EdwardIsland.

• Performance Development Plan (PD Plan):A method of relating the work of theemployee to the strategic direction of theorganization; establishing a work plan withspecific goals for the employee; providingcareer and professional development of theemployee and reviewing and providingfeedback on employee performance.

• Development: Skills to focus on growth andpotential for future application.

• Training: Skills required to better perform thecurrent job responsibilities.

oçäÉë=~åÇ=oÉëéçåëáÄáäáíáÉëLearning is a shared responsibility between theindividual and the organization. There is amutual obligation – an obligation on the part ofemployees to take charge of their ownprofessional development and training and anobligation on the part of the organization to offeran environment that is conducive to learning.

Individuals must commit to learning by beingwilling:� to learn and to continually upgrade and

improve their capabilities;� to invest time and energy in learning and in

integrating learning into their everydayapproach to work; and,

� to apply their learning and share it withothers.

Departments and agencies must ensure that:� employees are provided with the

development, training and learningopportunities to fulfil the organization’smission and job requirements;

� employees have up-to-date PerformanceDevelopment Plans; and,

� opportunities for development and trainingare accessible and equitable for allemployees.

The Employer must be committed:� to developing and nurturing a service-wide

learning culture that promotes and rewardsinvestments in learning.

The Union must be committed:� to ensure that opportunities for development

and training are accessible and equitable forall employees;

� to promote and foster development andtraining;

� to encourage employees to take advantageof the additional opportunities within thispolicy; and,

� monitor and assess this policy andcooperatively advocate, as an equal partner,for change where necessary.

The Development and Training FundCommittee will:� represent both management and union;� create policies and procedures to administer

the fund in a fair and equitable manner;� fulfil the requirements of Article 42 of the

Collective Agreement;� evaluate the utilization and impact of the

fund, including service delivery; and,� establish members of the selection

committee.

The Development and Training FundSelection Committee will;� receive, evaluate and approve employee

requests for funding;� establish criteria for the fair and equitable

distribution of funds, based on the intent ofthe policy;

� administer the fund;� notify applicants of decisions regarding

funding; and,� make recommendations to the Development

and Training Fund Committee on suggestedchanges to the policy.

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Purpose of the Development and TrainingFundDeveloping the knowledge and skill base of ourworkforce is key to providing excellence inpublic service. This can be accomplishedthrough:

Development: skills to focus on growth andpotential for future application; and,

Training: skills required to better performcurrent job responsibilities.

Funding for development initiatives may beapplied for through the Development andTraining Fund. This is intended to develop skillsand knowledge in areas that may or may not bepart of an employee’s job at this time, but fits inwith current career aspirations. This learningwould normally be identified by the employee inhis or her Performance Development Plan. Anexample of this would be a seminar onsupervision and management for someone whois not presently supervising, but would like to doso in the future, or a seminar on stressmanagement.

Funding for training, necessary for theemployee to perform his or her work, is alsoeligible for consideration. This training isnormally employee initiated.

bäáÖáÄáäáíóThose eligible for funding from the Developmentand Training Fund are classified employees andtemporary employees appointed through thePublic Service Commission competition processwho are dues-paying members of the Union ofPublic Sector Employees bargaining unit andwho work in departments of government, LiquorControl Commission, Auditor General’s Office,PEI Museum and Heritage Foundation and theEmployment Development Agency.

mêçÖê~ã=cìåÇáåÖFunding for programs is available under twocategories:� Individual Development and Training

Opportunities, and

� Group Development and TrainingOpportunities.

fåÇáîáÇì~ä=aÉîÉäçéãÉåí=~åÇ=qê~áåáåÖlééçêíìåáíáÉë� One hundred per cent of course fees only

(excluding books, software, application andother fees) will be paid toward the costs ofpost-secondary courses taken at UPEI,Holland College or any other accreditedinstitution, including correspondencecourses. Conferences, seminars,workshops, exams and/or short courses ofless than six-weeks in length, offered byorganizations outside of government, areconsidered in this section. The requestwould normally be directly related to theemployee’s developmental needs identifiedthrough the Performance Development Planprocess.

� Applications shall be submitted no earlierthan 60 days prior to the commencement ofthe course. Each course shall be identifiedon a separate application.

� If approved for funding, the employee shallbe compensated from the Development andTraining Fund, upon submission of proof ofregistration.

� Monies will normally be paid in advance (tothe institution) with the understanding that ifthe applicant should withdraw from theapproved program or cease to be agovernment employee, he or she wouldreimburse the fund, pro-rated on the basis ofcompletion.

� Applicants may be required to showevidence of completion of the approvedprogram.

03PS06-5720

� Funds will not be used for salary purposes(backfilling, etc.), travel or accommodations.

dêçìé=aÉîÉäçéãÉåí=~åÇ=qê~áåáåÖlééçêíìåáíáÉë� Funding would include a development or

training opportunity for a group(s) ofemployees. A group must consist of two ormore people. The group is eligible for up to$2,500 per individual in the group. Forexample, if there are 10 people in the group,the group could be eligible for up to $25,000.

� The fund will pay reasonable costs for theactivity with the exception of travel andaccommodations for participants.Reasonable costs could include theresource person’s fee and expenses, coursematerial and meeting facility. Time off toattend the course will be accommodated asoperational requirements permit.

� Funds will not be used for salary purposes(backfilling, etc.), travel or accommodationsof participants.

^ééäáÅ~íáçåPlease note there are two Development andTraining Fund applications; the IndividualApplication Form and the Group ApplicationForm.

Applications can be obtained from your HRManager, the government intranet site:iis.peigov/gov't/psc/dtf/index.html or the UPSEWeb site: www.peiupse.ca

Completed applications are to be returned tothe Learning Centre. Any questions regardingthe program can be directed to yourdepartment’s HR Manager or the LearningCentre at 368-4164.

^ééêçî~ä� This policy will honour existing departmental

fund guidelines and applicants must apply totheir departmental fund before applying tothis corporate fund. All applications comingfrom departments that have existing funds,must be signed by the fund’s administratorprior to being sent to the corporate fund forconsideration.

� Where possible, the application should beconsistent with the applicant’s PerformanceDevelopment Plan.

� Applications should be accompanied with adescription of the development or trainingsought.

� Applications will be reviewed on a monthlybasis.

� The fund will provide a maximum of $2,500per employee, per fiscal year.

� Applications are not automaticallyrenewable.

� Priority may be given to first-time applicants.

A committee comprised of a representative ofthe union and of the PSC, as well as one otheremployee, will receive, evaluate, and approverequests. Each representative will have adesignated alternate.

Where time off, travel or accommodations arerequired to attend the requested course, theemployee must obtain prior support from his orher department.