This directive provides information to assist deputy heads in implementing workforce development initiatives. It covers financial assistance, the return service commitment, the Alberta Interchange initiative, and reclassifications or changes in position.
Workforce development overview
The Government of Alberta is committed to being a learning organization and will create continuous learning opportunities for employees. Deputy heads will foster and sustain employees' competence to support the achievement of a department's business plans, goals, vision, and mission.
Workforce development initiatives include any activities including, for example, education leave, intended to expand or improve employees' competence. Behavioural competencies are the underlying characteristics that enable people to deliver superior performance in a given job, role, or situation. See supporting information as follows:
- Workforce Development Guiding Principles
- Workforce Learning and Development Options
- Alberta Public Service Competency Model
Financial assistance is money paid to an employee or on an employee's behalf to support an approved workforce development initiative. The deputy head determines the amount of financial assistance.
Employees may be required to provide proof that they have successfully completed learning and development initiatives. Where financial assistance was granted and the employee is unable to comply, the deputy head may require that financial assistance be repaid.
If employees are receiving financial assistance, they may accept separate financial aid, including scholarship, fellowship, teaching or working assistance, or other employment. The combined financial assistance granted for salary and the separate financial aid is limited to a maximum of 100 percent of their normal salary. See the following document.
Return service commitment
If employees receive financial assistance for a learning or development initiative, they may be required to enter into a return service commitment if the deputy head considers the initiative a significant investment. They will enter a contractual agreement with their employer to work a specified period or to repay the financial assistance. See the following document.
Interchanges encourage the temporary exchange of managers and senior professionals between the Alberta government and other organizations to foster stronger partnerships and strengthen professional development.
Reclassifications or changes in position
When a learning or development initiative results in a reclassification or a change in salary, the respective policies on classification, salary, and benefits will apply.
About this directive
|Effective Date:||April 1, 2005|
|Contact:||Alberta Public Service Commission:
Leadership and Talent Development; Learning and Development