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)

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

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

Right for supervision   paid during the working life   additional group supervision in case of team crises   mandatory supervision of new entrants

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

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

Thank you for your attention

Anhang: Der Fortbildungskatalog