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Life-long learning/ Personal development/ Quality management

Life-long learning/ Personal development/ Quality management. Best practices in the area of social workers/ educators in the Magistrate of Vienna (municipality of the capital and of the province ). E mployee performance talks. · confidential strength and weaknesses analyses

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Life-long learning/ Personal development/ Quality management

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  1. Life-long learning/ Personal development/ Quality management Best practices in the area of social workers/ educatorsin the Magistrate of Vienna (municipality of the capital and of the province) g.dimitz@aon.at

  2. Employee performance talks • ·confidential strength and weaknesses analyses • ·individual development package based on the analyses • ·process oriented • ·once a year • ·        documents compliant to archiving in case the employee is replaced • ·        documents compliant to archiving in case the supervisor is replaced • · at least three months between the discussion and the formal employee assessment g.dimitz@aon.at

  3. Right for further training • ·2 x 3 days / calendar year • ·       right to choose from a training catalogue • ·      training consultant with the representation and voting right of the employees • ·training paid during the working life • ·      special training for new entrants • ·  additional training offer for workers and managers g.dimitz@aon.at

  4. Right forsupervision • ·paid during the working life • ·        additional group supervision in case of team crises • ·mandatory supervision of new entrants g.dimitz@aon.at

  5. Pauses in the working life-/ models of relief • ·Sabbatical: from the fifth working year framework time 5 years a year free at earliest after 2 years time-saving • ·       vacation up to 10 years without payment and without the obligation to offer an explanation • ·training year unemployment benefit up to a year during this time • ·right for part time work up to 15 years of the working life • · decreasing the weekly working hours in five hour-steps per calendar year g.dimitz@aon.at

  6. Perspectives of workers representation • ·abolish job description • ·        further training embracing multiple activities • ·        improve training for new entrants • ·        improve pay and the free choice of supervision g.dimitz@aon.at

  7. Thank you for yourattention g.dimitz@aon.at g.dimitz@aon.at

  8. Anhang: Der Fortbildungskatalog g.dimitz@aon.at

  9. g.dimitz@aon.at

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