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36.3 (:areer development resources include career counseling through the (:ity's <br /> Employee Assistance Program, education aid, classification manuals, job <br /> postings, informational interviews, assessment resources, career <br /> development contacts, and career development library materials located in <br /> Human Resource and Risk Services. The CDAP guidelines can be found <br /> on-line on the. City's web pages. <br /> 36.4 Career opportunities include but are not limited to: career development <br /> j assignments (posted opportunities), special assignments, acting-in-capacity <br /> assignments, cross-training opportunities, flex-time, Union involvement, <br /> participation on task teams/committees, attendance and participation in <br /> City-sponsored and external trainings, membership in .professional <br /> organizations, and serving as a career development contact. <br /> 36.5 Career development assignments are opportunities for employees to develop <br /> skills, gain knowledge, and acquire experience. A career development plan <br /> is not required, although awell-crafted plan that includes clearly stated <br /> career goals may enhance an employee's competitiveness for an assignment. <br /> As part of the career development assignment, the employee and the career <br /> development [new] supervisor will discuss and commit to writing the duties <br /> of the assignment, the supervisor's performance expectations of the <br /> <br /> F <br /> <br /> ~ employee, and how performance will be evaluated. Employees who <br /> demonstrate an inability to perform in a career development assignment <br /> shall be given constructive feedback by the supervisor and may revise their <br /> career development plans, but the inability to perform shall not be a basis <br /> for negative evaluation in their regular position(s). <br /> Article 37 <br /> EMPLOYEE ASSISTANCE PROGRAM <br /> 37.1 The City shall continue to provide an Employee Assistance Program (EAP) <br /> to bargaining unit employees. The cost of the confidential personal, family, <br /> financial, and other counseling services provided to employees under the <br /> EAP contract shall be borne by the City for the term of this Agreement. <br /> 37.2 The Benefits Study Group, a joint labor-management committee, shall <br /> monitor and evaluate the EAP and shall make recommendations concerning <br /> selection of the EAP provider to the City's contract administrator, who shall <br /> retain final authority and who shall choose a provider acceptable to the <br /> committee. AFSCME identification (logo) shall appear on all materials <br /> generated within or specifically for the City which promote or publicize the <br /> EAP and its programs. <br /> 37.3 Participation in EAP programs is strictly voluntary. Supervisors or <br /> <br />