1. UPWARD MOBILITY PROGRAM REQUIREMENTS
Upward Mobility Program Training Notes
April 2002
UPWARD MOBILITY PROGRAM REQUIREMENTS
Presented by
Office of Civil Rights
State Personnel Board
Climbing the Career Ladder

2. Upward Mobility Program Training Notes
Legal Requirements
April 2002
Government Code Section requires each State department to ...
Have an effective upward mobility program.
Establish criteria for selecting employees to participate in upward mobility activities.
Government Code Section requires each department to …
Set annual upward mobility employment goals.

3. Why Is Upward Mobility Important?
Upward Mobility Program Training Notes
April 2002
Why Is Upward Mobility Important?
Can help meet departmental labor needs where recruitment problems exist.
Is an incentive to employees to develop their skills and be more valuable to the department.
Is a tool for increasing departmental diversity in professional, technical, and administrative jobs

4. DEFINITION OF “UPWARD MOBILITY”
Upward Mobility Program Training Notes
April 2002
DEFINITION OF “UPWARD MOBILITY”
“Upward Mobility” means the
planned development and
advancement of employees in
low-paying occupations to entry
technical, professional,
and administrative positions in
State departments.

5. Definition of “Low-Paying Occupations”
Upward Mobility Program Training Notes
April 2002
Definition of “Low-Paying Occupations”
The “Low-Paying Occupations” are identified in SPB Regulation as classes in the following State Pay Scale schematic groups:
Horticulture
Office & Allied
Custodial & Domestic
Mechanical & Construction
Career Development/Bridging Classes
[Approximately 60,000 State Employees]

6. Definition of “Professional, Technical, and Administrative” Positions
Upward Mobility Program Training Notes
April 2002
Definition of “Professional, Technical, and Administrative” Positions
SPB Regulation defines “P, T, and A” positions as those in the following schematic groups of classes:
Agriculture & Conservation • Medical
Education & Library • State Disaster Prog
Engineering & Allied • Protective Svs &
Fiscal, Mgmt, & Staff Svs Pub Safety
Legal • Soc Security & Rehab Svs

7. Components of an Upward Mobility Program
Upward Mobility Program Training Notes
April 2002
Components of an Upward Mobility Program
Government Code Section 19401
requires departments to provide:
Career counseling
Academic counseling
In-service and out-service
training
Training and Development Assignments
On-the-job Training
Job Restructuring, e.g., Bridging Classes

8. Responsibilities for Upward Mobility
Upward Mobility Program Training Notes
April 2002
Responsibilities for Upward Mobility
The Employee must…
Be motivated and seek out opportunities
Prepare formal career development plans
Be willing to work hard to develop needed knowledge, skills, and abilities

9. Responsibilities for Upward Mobility
Upward Mobility Program Training Notes
April 2002
Responsibilities for Upward Mobility
The Department must…
Actively participate in upward mobility
Develop and publish training and job opportunities
Establish fair criteria for selecting employees for upward mobility activities
Provide assistance to employees in their developmental efforts, e.g. time off, financial aid, etc.

10. Responsibilities for Upward Mobility
Upward Mobility Program Training Notes
April 2002
Responsibilities for Upward Mobility
SPB Regulation requires departments to appoint an Upward Mobility Program Coordinator to…
Plan and Coordinate U.M. Efforts
Monitor U.M. Efforts
Report to the SPB on U.M. Efforts

11. Selecting Employees to Participate in Upward Mobility Efforts
Upward Mobility Program Training Notes
April 2002
Selecting Employees to Participate in Upward Mobility Efforts
Each interested employee in a low-paying occupation must have an equal opportunity to be considered for upward mobility activities.

12. Selection Considerations
Upward Mobility Program Training Notes
April 2002
Selection Considerations
Staffing Needs
Upward Mobility Objectives
Available Funds & Other Resources
Employee’s Status
Employee’s Current Performance
Employee’s Motivation
Employee’s Potential
Relevance of U.M. Activity to Career Goals

13. Career Development Plans
Upward Mobility Program Training Notes
April 2002
Career Development Plans
Government Code Section 19401(b) states that all employees selected for special upward mobility efforts should complete a formal career development plan.
The plan should…
Outline specific career
The steps to be taken to develop the employee
The timetable for promoting to an entry
“P, T, or A” class

14. Upward Mobility v. Career Development
Upward Mobility is a specific, legally defined program covering only State employees in low-paying occupations.
Career Development is a broader, more general term covering all State employees involving the improvement of qualifications for advancement in the same occupational field or a different field.

15. CDP v. IDP Career Development Plan ( CDP )
Change in career [U.M. only]
Long Term [Multi- Year]
A complete plan - Outlines the goal and all steps to achieving the goal.
Individual Development Plan [ IDP ]
Improve in same career path
Short Term [Annual]
An incremental plan -
Outlines actions to be taken in the next year only.

16. Preparing Upward Mobility Goals
Upward Mobility Program Training Notes
April 2002
Preparing Upward Mobility Goals
The number of employees in low-paying occupations expected to promote to entry “P, T, & A” positions
Not based on underutilization [No Parity Figure]
Goal must be based on …
(1) Past history of appointments
(2) Number of anticipated opportunities
(3) Availability of qualified U.M. candidates

17. Steps For Developing Upward Mobility Goals
Upward Mobility Program Training Notes
April 2002
Steps For Developing Upward Mobility Goals
Identify all entry technical, professional, and administrative classes. [Classes with open exams]
Identify the average number of appointments in each class over a 3 year period and the number advancing from classes in low-paying occupations
[SPB will provide a data report with this information]

18. Steps For Developing Upward Mobility Goals - Cont’d
Upward Mobility Program Training Notes
April 2002
Steps For Developing Upward Mobility Goals - Cont’d
Estimate the number of anticipated appointments in the new fiscal year.
Identify the number of persons on lists for entry P, T, and A classes and estimate the number who will qualify during the year.
Identify the number/percent of employees in low-paying occupations on those lists.
[SPB will provide a report for exams in the Central Certification System.]

19. Steps for Developing Upward Mobility Goals - Cont’d
Upward Mobility Program Training Notes
April 2002
Steps for Developing Upward Mobility Goals - Cont’d
Using available info, develop a reasonable U.M. appointment goal for each “P, T, and A” class where appropriate.
List all U.M. goals on SPB Form AAP05, Rev 3/00, Summary of Upward Mobility Goals Report.

20. Required Information To Be Submitted To The SPB
Upward Mobility Program Training Notes
April 2002
Required Information To Be Submitted To The SPB
SPB Regulation requires departments to annual submit the following info to the SPB:
U.M. goals for each entry “P, T, and A” class;
An analysis of how successful the department was in meeting its goals for the previous year;
A description of the department’s actions that demonstrate a “good faith” effort to meet legal requirements for upward mobility programs;

21. Required Information To Be Submitted to the SPB - Cont’d
Upward Mobility Program Training Notes
April 2002
Required Information To Be Submitted to the SPB - Cont’d
The number of employees participating in each upward mobility activity;
The annual amount and percentage of the department’s training budget assigned for upward mobility activities.

22. Upward Mobility Program Training Notes
April 2002
SPB Responsibilities
Annually review each department’s Upward Mobility goals
Provide a written response either approving or requiring modification to the departments Upward Mobility Program.
Bush at Work!

23. Upward Mobility is A Good Investment
Upward Mobility Program Training Notes
April 2002
Upward Mobility is A Good Investment
Don’t Waste A Valuable Labor Resource!