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26. TRAINING OF EMPLOYEES
26.01 - RESPONSIBILITY FOR TRAINING. The Director shall foster and develop, in cooperation with appointing authorities and others, programs for the improvement of employee effectiveness, including training, safety, health and welfare, and encourage and exercise leadership in the development of effective personnel administration within the several offices, departments, boards and commissions of the City and within any governmental agencies whose employees are paid from the City Treasury. Such training programs may include lecture courses, demonstrations, assignment of reading matter, or such other techniques as may be available for the purpose of improving the efficiency and broadening the knowledge of officers and employees in the Civil Service in the performance of their respective duties.
26.011 - TUITION REIMBURSEMENT. Tuition reimbursement programs are administered at the discretion of appointing authorities. They should be beneficial to the educational and career advancement of employees and contribute to the improvement of the department or city agency. Such programs are not a right of employment; departments shall set forth the minimum requirements for entry into such programs and define the parameters for consideration and eligibility.
Consistent with Section 22.09, appointing authorities may reimburse employees for tuition and other fees in full or in part.
26.012 - TUITION PAYMENT. Appointing authorities may, with the approval of the Director, advance employees tuition payment at time of registration. Employees are required to fulfill obligations of tuition payment which include satisfactorily completing the training course. Employees are also required to fulfill employment obligations as set forth in Section 22.0912.
26.02 - UPWARD MOBILITY PROGRAM. This pilot program is designed to provide a promotional career path for advanced level clerical employees who have at least two years of college applicable toward a bachelor's degree. Participants in the Upward Mobility Program, through incumbency in bridge positions classified Administrative Trainee I and Administrative Trainee II, perform administrative work of a training nature, in order that they may develop the knowledge and skills necessary for advancement to a specific administrative classification. Admission to a bachelor's degree program at an accredited college or university and, after admission, continued enrollment until completion of the degree requirements are essential for continued incumbency in a bridge class and participation in the program.
26.021 - TIME LIMITS AND RESTORATION. Incumbency in each bridge position shall be for a minimum of one year and a maximum of three years. Upon recommendation of the appointing authority and approval of the Director, the maximum time period may be extended for a period of time not exceeding one year. Incumbents of a bridge class who do not maintain program eligibility shall be restored to a position in the civil service class and department in which they had status immediately prior to entering the program.
26.022 - PROGRESS REVIEWS. Participants in the program shall be monitored and evaluated on a periodic basis.
26.023 - PERFORMANCE EVALUATION. Upon appointment to a bridge class, a performance report must be prepared and filed within ten days following completion of the second, fifth and twelfth month of employment and every six-months thereafter during employment in that class.
26.024 - LEAVE AND TUITION. Departments will reimburse tuition at the rate of one-half of the cost per credit hour with a maximum reimbursement limit set by the Director's Upward Mobility Committee, provided participant successfully completes the course for which reimbursement is claimed and the course is applicable to the degree program.
Depending upon the availability of funds, departments may advance employees tuition and associated fees consistent with related regulations, 22.09 and 26.
Each participant shall be given up to three hours of paid training leave per week to attend scheduled classes. A flexible work schedule consistent with the needs of the department should be established for each participant.
Philadelphia Civil Service Regulations