4. Upon termination of employment, monies invested with ISCU under the staff RRSP must be converted to a member RRSP. The employee will be allowed a period of not less than 30 days and not greater than 90 days to determine the disposition of the RRSP. Upon the expiration of the 90 day period, a staff RRSP will automatically be rolled into a member variable RRSP unless specific direction to the contrary is received from the RRSP holder. LETTER OF UNDERSTANDING 5 Re: Career Pathing 1. Preamble (a) It is recognized that it is in the best interest of the Employer, the employees and the Credit Union membership that: a skilled workforce is maintained through timely and adequate training that is necessary to perform current responsibilities; development opportunities are made available in requisite skills, knowledge and experience areas which are not needed in an employee's present position but needed in potential future responsibilities or when replacing staff. (b) Interior Savings Credit Union reaffirms its commitment to the provisions of Clause 11.3(a) of the collective agreement which states: The parties recognize that job promotion should increase in proportion to the employee's length of service. 2. Purpose The purpose of the Career Pathing Program is: to promote career advancement for employees interested in taking on new challenges, and to increase member service through the provision of a well-trained, flexible workforce. 3. Career Pathing Career pathing is a part of the Credit comprehensive succession planning initiative and, as such, has been embedded in its performance management system. As part of this initiative, employees and managers will meet to discuss career aspirations and create development plans which are tailored to the individual. The goal of the development plan is to assist the employee in preparing for future opportunities for either lateral moves or advancement. Career pathing is normally progressive in nature. 4. Qualifying for Career Pathing Opportunities Employees interested in career pathing must meet the following criteria: (a) Employees interested in career pathing must have at least one year's experience in their current position and be performing the duties of same satisfactorily. (b) The employee must have completed all the requirements for the position currently occupied, as outlined in the Education and Learning Plan for the position. (c) The employee must have commenced upon the Education and Learning Plan for the position identified as a career pathing opportunity. 5. Selections for Career Pathing (a) Where it can, the Employer will entertain all expressions of interest for career pathing.
4. Upon termination of employment, monies invested with ISCU under the staff RRSP must be converted to a member RRSP. The employee will be allowed a period of not less than 30 days and not greater than 90 days to determine the disposition of the RRSP. Upon the expiration of the 90 day period, a staff RRSP will automatically be rolled into a member variable RRSP unless specific direction to the contrary is received from the RRSP holder. LETTER OF UNDERSTANDING 5 Re: Career Pathing 1. Preamble (a) It is recognized that it is in the best interest of the Employer, the employees and the Credit Union membership that: a skilled workforce is maintained through timely and adequate training that is necessary to perform current responsibilities; development opportunities are made available in requisite skills, knowledge and experience areas which are not needed in an employee's present position but needed in potential future responsibilities or when replacing staff. (b) Interior Savings Credit Union reaffirms its commitment to the provisions of Clause 11.3(a) of the collective agreement which states: The parties recognize that job promotion should increase in proportion to the employee's length of service. 2. Purpose The purpose of the Career Pathing Program is: to promote career advancement for employees interested in taking on new challenges, and to increase member service through the provision of a well-trained, flexible workforce. 3. Career Pathing Career pathing is a part of the Credit comprehensive succession planning initiative and, as such, has been embedded in its performance management system. As part of this initiative, employees and managers will meet to discuss career aspirations and create development plans which are tailored to the individual. The goal of the development plan is to assist the employee in preparing for future opportunities for either lateral moves or advancement. Career pathing is normally progressive in nature. 4. Qualifying for Career Pathing Opportunities Employees interested in career pathing must meet the following criteria: (a) Employees interested in career pathing must have at least one year's experience in their current position and be performing the duties of same satisfactorily. (b) The employee must have completed all the requirements for the position currently occupied, as outlined in the Education and Learning Plan for the position. (c) The employee must have commenced upon the Education and Learning Plan for the position identified as a career pathing opportunity. 5. Selections for Career Pathing (a) Where it can, the Employer will entertain all expressions of interest for career pathing.