Hello, my name is Louis Green, I’m with the IT Department of General Hospital and I will be speaking with you all today about a Tuition-Reimbursement Program I would like to have implemented.
Just briefly, here are some areas that I will be addressing through out the presentation. *Introduction – Who, What *Purpose – Why *Research- How *Conclusion- My opinions of the outcome of the research *Recommendations.
The purpose of this research is to 1. Find out if there is a need for a Tuition-Reimbursement Program 2. Establish some guidelines and 3. Determine how much it will cost.
I would just like to some key points in the guide line. For instance 1. establishing a pay rate for letter grade earned. 2. Training must to related to your job . 3. You need pripr approval from the CIO and HR.
Most organization will have a policy or agreement letter employees will have to sign. This one states that depending on the level of education you complete, you will be required to remain with the organization. For instance if you receive money from the program and you complete your Bachelor’s Degree you would have an obligation of 1 year to the company. Also you can be held responsible for repayment of the money if you are terminated for violating company policies etc. “Fired”
Recommendations: 1st - I recommend …..2nd – I recommend…. And lastly,Thank You for listening.
3. 1. Introduction<br />9/8/2010<br />3<br />Tuition-Reimbursement Program<br /> Information Technology is evolving at a fast pace and the best way to keep up with all the new technologies is to study them, learn them and get certified in them. Self study, taking classes at a college or attending a workshops are great ways to do this, but most of these options cost money.<br /> At General Hospital, we are lacking an educational assistance program available for the employees of the IT Department that will help cover the cost of training and tuition.<br /> We are required at General Hospital to be certified in our respective areas of IT. (A+, Security+, Microsoft etc.)<br /> Certain employees of the IT Department feel discriminated against because educational opportunities are afforded to the doctors, nurses and technicians within the hospital.<br />
4. 2. Purpose<br />9/8/2010<br />4<br />Tuition-Reimbursement Program<br /> Determine if there is a need for a Tuition-Reimbursement Program by surveying employees and other organizations who have implemented similar programs.<br /> Establish guidelines for the Tuition-Reimbursement Program<br /> Determine how much money this program will cost?<br />
5. 3. Research and Results<br />9/8/2010<br />5<br />Tuition-Reimbursement Program<br /><ul><li>The research was conducted by surveying all 30 employees of the Information Technology Branch.
6. Comparable organizations were also surveyed that have implemented an education assistance program.
7. The following questions were asked.
8. The results prove that this program would benefit not only the employee but the employer also. </li></li></ul><li>3. Research and Results<br />9/8/2010<br />6<br />Tuition-Reimbursement Program<br />*Guidelines of the Program*<br />Newly hired employees must wait six months to apply for the TRP<br />Reimbursement for college classes (“A”=100% reimbursement, “B”=75% reimbursement, “C”=50% reimbursement)<br />IT Training seminars and workshops (100% reimbursement)<br />IT Certification (100% reimbursement)<br />Training must be related to the employee’s job related-skills <br />To received funding, prior approval must be obtained from the CIO and HR by submitting a TRP Request Form which determines the cost of the requested training, the credibility of the provider of the training and if the training is related to the employee’s job related-skills<br />
9. Sample Policy<br />9/8/2010<br />7<br />Tuition-Reimbursement Program<br />Highlights of the Policy<br /><ul><li>Obligation of 1 year for Cert/Bachelor’s Degree, 6 months for an Associate Degree and 2 years for a Masters Degree.
10. Employees that are terminated for violating company policy will be responsible for repaying the organization for training cost.
11. Signing the Compliance agreement each time the employee enrolls in a training program.</li></li></ul><li>3. Research and Results<br />9/8/2010<br />8<br />Tuition-Reimbursement Program<br />*Cost*<br />The IRS allow businesses to contribute up to $5,250 tax free for Employer-Provided Educational Assistance, this amount of funding would be adequate enough for our employees to get the necessary training and certifications to be an asset to the hospital. <br />The budget for this program per year will be significant at around $157,500 for 30 full-time employees of the Information Technology Branch of General Hospital. The CFO for the hospital has confirmed the availability of the funds necessary for implementation pending approval.<br />
12. 4. Conclusion<br />9/8/2010<br />9<br />Tuition-Reimbursement Program<br /> “Education is not a process that ends when you land a job” This is true of many occupations. (Doctors, lawyers, scientist) <br /> A Tuition-Reimbursement program based on the research information does benefit an employer by allowing them to retain a highly trained and productive individuals as opposed to hiring a new employee with little or no training. <br />The employees also benefits by continuing their education, you gain a greater knowledge and respect as a professional. <br />This program can also be used as a recruiting tool for new hires looking for a rewarding job experience and advancement that comes with a higher level of education. <br />
13. 5. Recommendations<br />9/8/2010<br />10<br />Tuition-Reimbursement Program<br /> I recommend that General Hospital initiate the proposed Tuition-Reimbursement program for the employees of the Information Technology division to improve the technical capabilities and the production of the department. <br /> I also recommend that we adopt the “Employee Obligation for Degree and Certificate” policy that will protect the financial investment made to the employees of General Hospital.<br /> And lastly, I recommend that all the employees of General Hospital be afforded the same opportunities for education and training. <br />