Section 19-105 Employee development--Generally.
Prior to the adoption of 15754 on 09/21/1998, Section 19-105 read as follows.
(a) In order to be eligible for development incentive programs
an employee must be eligible
for the city's full benefit package pursuant to relevant provisions of the rules and regulations set
out in this chapter and be a permanent full-time employee in a regularly budgeted position,
having completed at least one full year of service and a probationary period successfully. An
employee's total performance record shall be considered in determinations of eligibility and
desirability for participating in these incentive programs.
(b) Individual departments may establish, with the aid of
the personnel office, employee
development programs in terms of specific needs of their operations. These development
programs may consist of in-service training, seminars, short courses, lectures, reading materials,
formal course work, films, tapes and so forth. Funds for programs shall be appropriated in the
departmental budget, and remain effective within the limit of allocation of funds for this purpose.
Implementation of development programs shall be within the purview of the EEO affirmative
(c) The purpose of employee development programs is to promote
professionalism in all areas
of city employment with the ultimate goal of upgrading the working scope, ability, and total
effectiveness of city employees, thereby improving productivity, efficiency, and economy of
operations. Such training programs shall be considered as a benefit to those individuals interested
in continued employment with the city; and approval of an individual's participation shall be
relative to the employee's present or probable future city position and relative worth of such
activity to the city organization (as determined by the department head and the director).
(d) Where applicable (police and fire operations specifically)
educational incentive and tuition
reimbursement programs shall be considered as temporary, interim steps toward a more valid
proficiency evaluation of relative worth of employee services. Once the desired, increased
capability and educational level of current employees has been developed, new employees will
be placed requiring the same higher level of competence, thereby perpetuating quality service
and eventually phasing out of formalized incentive education/training oriented programs.
(e) Employees may be allowed time off from work to attend
approved formal classes or
training sessions; provided, the employee makes up the hours in full, on the job, in a meaningful,
responsible work assignment; and such absence does not impose additional expense to the
department in terms of overtime pay or burden on other employees, as determined by the
(f) Attendance at training sessions of any type shall be
on the employee's own time unless such
attendance is required by the department head, and under no circumstances shall class/training
time and associated travel time be considered as time on the job for overtime eligibility or extra
pay unless specifically designated so eligible by the department head. Participation in
development programs shall be considered a mutually rewarding situation, with an employee's
commitment of interest, job dedication, and personal sacrifice being inherent, required elements
for eligibility to participate.
(Code 1964, § 22.655(l)(A)--(F))