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Education Assistance Program
Training & Organizational Development
Education Assistance Program
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I have recently been given the task to develop an Education Assistance Program. I am looking for some type of guidance that would help me structure a program for a small company of 40 employees. I hav
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Forums » Topic Forums » Training & Organizational Development » Education Assistance Program
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Education Assistance Program
posted at 7/26/2001 11:26 AM EDT
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Posts: 11
First: 7/26/2001 Last: 6/13/2002 |
I have recently been given the task to develop an Education Assistance Program. I am looking for some type of guidance that would help me structure a program for a small company of 40 employees. I have already been approached by a few employees asking if the Company has a tuition reimbursement program. All I can say is "I'm working on it". Does anyone have a type of "cook book"? |
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Education Assistance Program
posted at 7/26/2001 5:19 PM EDT
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
There are several different options here. You need to know what financial support the company would be willing to commit to before you determine the parameters. Most companies reimburse employees after they have successfully completed the course. Another option is to pay 50% up front and the remaining 50% upon completion. You could also offer 50% towards courses that are not directly related to their work but are in line with other positions in your organization (i.e. promotions). Good luck. |
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Education Assistance Program
posted at 7/27/2001 7:46 AM EDT
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Posts: 4
First: 4/11/2001 Last: 9/26/2001 |
At my current company, the course must be job-related and approved by the manager prior to enrolling. We offer 80% tuition reimbursement at the completion of the course when the employee earns a grade of C or better. The 80% covers tuition only;fees and books are the employee's responsibility. There are 45 employees in this division but we follow the corporate tuition reimbursement policy.
At my previous company, we offered 100% tuition reimbursement with a grade of A at the conclusion of the course; "B" merits 75%; "C" merits 50%. Again, fees and books were the responsibility of the employee. Good luck! CMB - HR Mgr in PA |
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Education Assistance Program
posted at 7/29/2001 3:40 AM EDT
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Posts: 50
First: 11/2/2000 Last: 12/3/2003 |
I just completed a research project regarding career development. Tuition payment is a great motivator and retention strategy with one catch--when tuition is reimbursed, some employees are excluded. Not all employees can "front" the money and wait that long to be reimbursed. Especially single parent, minority women are likely to be excluded. When every dollar counts toward support of the family, payment of tuition takes a back seat. |
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Education Assistance Program
posted at 7/31/2001 5:57 AM EDT
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Posts: 6
First: 7/31/2001 Last: 10/16/2001 |
Another option is for reimbursement is the use of credit by exam or CLEP. If an employee can pass the CLEP test, which is about $30 -$50 depending on the
# credits and college or university where is the course is being given, they can get, 3- 6 college credits if they pass the exam. PBS, public television, broadcasts college level courses after midnight for taping. CLEP is a win-win for the employee and the the company. |
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Education Assistance Program
posted at 8/2/2001 4:47 PM EDT
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Posts: 1
First: 8/2/2001 Last: 8/2/2001 |
In my company, employeee have a choice of getting a sponsorship for their education or a loan. Either way, they have to meet certain criteria set by the company like:
- min. no. of years in the company - course must be relevant to work To qualify for sponsorship, employees need to: - show that they are consistent in their work - that they are serious about completing the course that they will start - that they are really in need of assistance and not pulling a fast one on the company. Hope this helps. |
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Education Assistance Program
posted at 8/7/2001 8:08 AM EDT
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Posts: 6
First: 8/7/2001 Last: 1/17/2002 |
No cook book just a policy that encourages continuous learning. We provide tuition refund on approved courses, leave of absences for educational purposes.
How it works an employee can via their annual preformance reveiw or on their own suggest courses that will enhance their skill sets and value to the company. Once approved the employee pays for the course, books etc. and upon successful completion is given a tution refund up to $750.00 per year. We have people get an entire degree or diploma this way. The leave is for the purpose of compling a course of study that grants a diploma or degree that will enhance their preformance back at work. The leaves are unpaid and are for 3 months at a time and can be renewed up to a full year. The employee returns to a suitable position, not necessarily their orginal position. In a small company you may wish to limit the number of leaves. Having such a policy so that employees know that they can get development while working is a great retainer. |
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