Tuition Reimbursement Policy LO17268

StratHR4PF (
Tue, 3 Mar 1998 14:00:19 EST

Replying to LO17184 --

Ryder asked about ideas on tuition assistance plans.

All of the companies I have worked for and most of my clients (high-tech,
US- based all) have educational assistance programs. Many are the
standard tuition reimbursement with some caps on $ or # of courses per
semester. Some are traditional - only related to job, only reimbursed for
certain grades. All cover graduate work - whether or not it was
tax-deductible at the time.

However, one rapidly growing company has a different slant - which both
their clients and their employees appreciate, based on survey data. They

1. Each quarter there is a goal based performance agreement (with
incentive comp tied to it) and one of the three goals is a personal
development one. Not necessarily training but some developmental effort.
(FYI: the other two are one customer service and one related to their work
team issues.)

2. Each employee can spend up to $1500 per year (they are a small
government contractor and hope to raise this amount) for any training,
seminars, college courses, or certification classes which are related to
the company's overall goals. Management approval (one level only) is
required though almost automatic. If the person is in a degree program
and has so stated, even non-business related courses are covered if they
are required for the degree.

HR gets a copy of the info for the person's training file, payroll gets a
copy of the application and payment info and completion info so as to cut
a check. Easy and effective.

Think this might be more attuned to some of the learning org concepts than
the classic college course tuition only plans.

patricia frame

Strategies for Human Resources
Strategies for Human Resources provides consulting services and management
support to help technology-based organizations match their strategy and goals
with effective human resource management practices.


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