DETYA Certified Agreement

14.4 People Development

14.4.1 Career Development Agreement
14.4.2 Mobility

14.4.1 Career Development Agreement

14.4.1.1 The Career Development Agreement is an integral part of the Performance Management System which is about identifying growth and development opportunities for individuals to enable them to do their current job effectively and with a future focus. It is not necessarily about formal training, or external study, although these are options.

14.4.1.2 Each employee is required, in consultation with their manager/supervisor, to complete a Career Development Agreement annually in conjunction with the development of an Agreed Performance Statement. The Career Development Agreement is to be completed on the standard pro-forma and signed by the manager/supervisor and the employee.

14.4.1.3 A person’s Career Development Agreement is to be settled after considering the development needs of the individual, including those which can be controlled by the individual and those which require additional support. Options for additional support include coaching, mentoring, on-the-job learning, formal internal or external training, project management work/special projects, internal and external work placements and professional development.

14.4.1.4 The Career Development Agreement, on the basis of clauses 14.4.1.1, 14.4.1.2 and 14.4.1.3 above will:

(a) identify specific learning options, including:

(i) formal training courses;
(ii) study assistance;
(iii) coaching;
(iv) work allocation/projects; or
(v) internal and external mobility opportunities – particularly if the employee has been in the same work area for five years or more;

(b) where appropriate identify areas for improvement of leadership and job-related behaviours;
(c) be supported by managers/supervisors in the granting of reasonable time and resources to pursue the objectives of the Career Development Agreement;
(d) address skills required for the employee's current and, where applicable, next job; and
(e) include a mechanism for formal review of the Career Development Agreement (at least twice yearly).

14.4.1.5 The employee and his or her manager/supervisor must provide a joint written confirmation to the Director, Personnel by 30 September of each annual performance cycle that the requirements of clause 14.4.1.2 above have been met.

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14.4.2 Mobility

14.4.2.1 DETYA is committed to promoting workforce flexibility and fostering a learning culture and environment through the provision of mobility opportunities to:

(a) increase job satisfaction and the deployment of people;
(b) broaden the skills, knowledge and experience of people in DETYA; and
(c) contribute to DETYA’s ability to meet corporate objectives.

14.4.2.2 While recognising that in some individual or organisational circumstances there may be good reasons for otherwise, the DETYA Mobility and Reintegration Policy will include the principle of “encouraging mobility within 5 years”. Career Development Agreements will need to address mobility options explicitly if an individual has been in the same job for five years or more.

14.4.2.3 DETYA recognises that successful mobility is reliant on the Department’s ability to effectively reintegrate those people who have taken up mobility opportunities and ensure a smooth return to work.

14.4.2.4 DETYA’s mobility and reintegration arrangements are outlined in the DETYA Mobility and Reintegration Policy.

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