Chapter 3 – Personnel, Training, and Employee Relations

31060.6.5 Training and Development Assignments

• Purpose

  • The Department shall use T&DTraining and Development assignments:

    • To provide employees broader experiences and skills, to improve their ability to perform in their current assignments.

    • To assist employees in seeking future advancements.

    • To facilitate employees’ entry into different occupational fields.

    • To enhance the Department’s affirmative action and upward mobility goals.

    • As an effective tool for upward mobility purposes.

  • Hiring authorities shall consider affirmative action needs and protected group deficiencies prior to the selection of an employee for a T&DTraining and Development assignment.

• General Requirements

  • The hiring authority shall ensure a T&DTraining and Development assignment:

    • Is consistent with the career development plan of the employee.

    • Duties are significantly different than those the employee has performed in the preceding five years.

    • Provides a clear management advantage to the state.

    • Shall not result in a layoff or demotion at the termination of the T&DTraining and Development assignment.

  • No more than one person shall be appointed to a T&DTraining and Development assignment for each available vacancy.

  • T&DTraining and Development opportunities require a minimum publicity period of seven days to ensure that all interested employees are afforded the opportunity to apply. Posting may be limited to geographic areas where employees could reasonably be expected to accept the opportunity without a change in residence.

  • If a permanent class has not been identified for the training position, the position must be permanently allocated to an appropriate civil service class prior to considering a T&DTraining and Development assignment.

• Class Relationships

  • As long as the SPBState Personnel Board (see CalHR) criteria are met, an employee may accept T&DTraining and Development assignents to a class with substantially the same salary to which the employee could voluntarily transfer (within two salary steps) even if they are currently on an employment list for the assigned training class.

• Eligibility

  • Permanent and probationary (with prior permanent status) employees are eligible for T&DTraining and Development assignments. time on a T&DTraining and Development assignment counts toward completion of probation. Employees on temporary or limited-term appointments shall return to their former position before being appointed to a T&DTraining and Development assigned training class.

  • Employees shall not be considered for T&DTraining and Development assignments in classes which have a promotional relationship to their current class. The class specification shall be reviewed to ensure that the individual’s permanent class is not listed in the minimum qualifications (MQs) of the training class and there is no promotional class.

• Higher than Three Salary Steps

  • T&DTraining and Development assignments to higher level classes (beyond three salary steps) shall only be considered as exceptions and shall meet the following additional criteria:

    • The intent is to prepare the employee for a permanent career change.

    • The higher salaried class is the nearest class (in salary) that will provide the appropriate training experience.

    • The employee may meet the MQs of the training class prior to appointment and shall meet them by the conclusion of the assignment.

    • The T&DTraining and Development assignment shall not circumvent the normal competitive promotional process.

• Lower than Two Salary Steps

  • T&DTraining and Development assignments to lower-level classes (beyond two salary steps) shall be considered as exceptions and shall meet the following additional criteria:

    • T&DTraining and Development assignments to lower-level classes shall only be used in very broad class series in which employees expect to reach the journey or supervisory level within one specialty, without having had experience in other major specialties covered by the class.

  • For example, a SSMStaff Services Manager I whose career had been limited to management analysis, could participate in a T&DTraining and Development assignment as an Associate Budget Analyst position in preparation for assumption of SSMStaff Services Manager I level duties in the budget area.

    • The lower salaried class is the nearest class (in salary) that provides the appropriate training experience.

    • The training experience differs from the duties the employee has previously performed, i.e., they cannot have immediate previous experience in the assigned training class.

• Duration

  • T&DTraining and Development assignments for an individual shall not be limited in number or frequency, but shall not exceed 24 months in any consecutive 36-month period.

• Peace Officer Training

  • Employees in positions designated as peace officers shall:

    • Successfully participate in the required peace officer training course.

    • Obtain a background clearance.

    • Pass all required medical examinations and physical abilities test.

• Formal Class Requirements

  • While employees are not generally required to meet the “experience and education” requirements of the training class, employees shall possess any credential, license, certificate, or other formal requirements of the class prior to assumption of the duties of the T&DTraining and Development assignment.

  • It is required that employees meet the minimum qualifications to be placed on a T&DTraining and Development to Sergeant, Lieutenant, or Captain. Exceptions to this requirement for T&DTraining and Development assignments to Lieutenant and Captain must be approved in advance, in writing, by the Director.

• Shift Differentials/ Housing Stipends

  • Alternate Range 40 shift differential compensation and/or housing stipends shall be terminated when a T&DTraining and Development assignment does not meet established criteria/requirements.

  • Employees serving in CEAs shall not participate in T&DTraining and Development assignments to ensure that they are assigned only to those positions that have been specifically approved for inclusion in the CEACareer Executive Assignment category.