Upward mobility (Repealed)

(a) Each agency shall establish an upward mobility program as part of its affirmative action plan. Programs shall be consistent with the guidelines prepared by the committee on upward mobility pursuant to Section 4-61t of the Connecticut General Statutes and shall: (1) insure that the race and sex composition of program participants is consistent with affirmative action; (2) provide career counseling opportunities; (3) make a range of training opportunities available; (4) initiate classification requests that would result in the development of career ladders and lattices to improve mobility for subprofessional positions; (5) establish specific goals and timetables separate from those goals required elsewhere in Sections 46a-68-31 through 46a-68-74, inclusive, on the number of positions in entry-level classes to be filled through upward mobility. (b) Programs should meet or exceed the minimum degree of compliance expected by the guidelines. Agencies shall demonstrate initiative in the development and implementation of upward mobility programs. (c) Upward mobility efforts shall be monitored by the commission as part of the affirmative action plan review. Agency efforts shall be evaluated in quantifiable terms such as the: (1) number of program participants identified by race and sex; (2) number of persons participating in upward mobility training identified by race and sex; (3) extent of career counseling opportunities; (4) number of career counseling sessions, and number of persons in attendance; (5) new career ladders established; (6) number of target positions established or identified; (7) elimination or revision of artificial or nonjob-related qualification requirements; (8) frequency of reporting recommendations to the department of administrative services to allow alternative qualifications in cases of demonstrated ability to perform work successfully at higher level position (e.g., substitution of experience, including training, for education); (9) number of requested positions as a result of conducting job analyses; (10) number of upward mobility enrollees promoted, identified by race and sex; (11) sufficiency of goals and timetables between or within all categories; (12) success in meeting goals and timetables; (13) level of compliance with the committee guidelines; and (14) degree of innovation in establishing programs and goals beyond those required by the committee guidelines. (d) Where the cooperation of another agency is essential to the implementation of an upward mobility goal, the agency shall keep a record of each instance of contact with the agency whose cooperation is requested and the outcome of the request. (e) The plan shall contain a narrative report and statistical data detailing the agency's activities to achieve compliance with this section and the results obtained. Upward mobility goals shall be reported on Form 40A, Line P and established on Line V.