|
|
| Jobs Current Vacancies Other Jobs Applying For Jobs Qualifications Living Conditions Benefits New employee orientation Development Programs Frequently asked questions Employee Testimonials Links | Development programs |
Career Development Programs Western offers career development training for employees who are interested in progressing in their careers. Several programs are available. The Leadership Development Program is a two-year voluntary developemental program open to all current Managers, Supervisors, Team Leads, Foreman II's and III's. "Team leads" includes craft foreman and those employees with the title "Lead" in their official position title (e.g., Lead Electrical Engineer). It is designed to develop a cadre of managerial talent to carry out Western's mission and lead us through the challenges of the future. LDP is a self directed program where participants plan their own two-year career development program using hands-on, self-paced activities to prepare themselves for key managerial and executive level positions. Selection of participants will be done on a merit based competitive selection process and restricted to a maximum of 15 participants per session. The Emerging Leaders Program is a 12-month self-directed developmental program designed to provide management and leadership training and appropriate developmental experiences to non-supervisory employees (GS-11 through GS-14 and equivalent WB and AD) to prepare them to meet leadership challenges and future leadership roles within Western. ELP participants will be provided an opportunity to develop and or enhance the knowledge, skills, and abilities that correspond to 16 competencies. These competencies include 11 leadership competencies, 3 Western-specific "Business Knowledge" competencies, and 2 target-specific competencies to be determined between the participant and mentor. Selection of participants will be done on a merit based competitive selection process and restricted to a maximum of 20 participants per session. The Career Progression Program is a 12-month self-directed developmental program designed to provide training and appropriate developmental experiences to employees in a position with a full performance level of GS-10 and below. The primary purpose of the CPP is to help employees in limited advancement series positions become aware of and assist them in the development of the skills and related competencies required for progression into targeted position so they are better prepared to compete for those types of positions if and when they become available. A limited number of participants will be selected through a merit based competitive process for each session. Job Training Programs
The rotation program can be used when an employee is hired into trainee GS-5 or GS-7 positions in certain series that have full performance levels of GS-9 or above. Entry level positions normally included in the rotational developmental program are: Engineers (GS-8XX); Public Utilities Specialists (GS-1130); Computer Science Specialists (GS-1550); and IT Specialists (GS-2210). The rotation plan requires the career advisor to develop a structured training plan for the first year of employment. The rotation plan normally includes a combination of on-the-job assignments rotating through different offices, plus some formal classroom training. Under this plan, because of the structured training agreement, employees may be eligible for promotion after 6 months of participation in the program rather than one-year. However, promotions are not automatic and are contingent upon fulfillment of the training objectives stated in the one-year plan and upon a current performance appraisal rating of "meets or exceed expectations". Subsequent promotions require a minimum of a year in grade. The Dispatcher Intern Program provides a way forWestern to hire candidates for trainee positions who have demonstrated the speci fic knowledge and personal characteristics needed for success as power system dispatchers. Interns spend their first one to two years in a combination of on-the-job and classroom training. Once they pass the NERC system operator certification exam and demonstrate appropriate knowledge and skills, they can work as the junior member on a two-person shift, eventually being promoted to the full performance level. Western has an ongoing Apprentice Program for developing apprentices to the journeymen levels in the various trade and craft occupations to fulfill its mission. The apprenticeship training program is designed to train, appraise and develop apprentices as they progress through the various stages to the fully competent journeyman level. We use approved apprenticeship training standards developed in coordination with the Department of Labor, Bureau of Apprenticeship and Training to develop employees into journeymen Linemen, Electricians, Electronic Equipment Craftsmen and Meter and Relay Craftsmen. The apprenticeship training program is about 4 years long. Western also offers employees the opportunity to participate in outreach programs offered by a number of colleges and universities in preparation for future career opportunities or the attainment of advanced degrees. Outreach programs typically use videotape, microwave and video conferencing technology to deliver college level and graduate level courses to students in distant locations. Some colleges and universities offering these types of outreach programs include:
|
