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Education and Training Reimbursements

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Education and Training Reimbursements

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Education and Training Reimbursements

  1. 1. Education & Training PROGRAMS AND POLICIES
  2. 2. Council Strategic Priorities Good Governance Core Services and Infrastructure
  3. 3. Education/Training for Employees  Training/Development occurs in a variety of ways/for various purposes:  Acquiring basic skills/certification necessary for doing the job  Acquiring certification(s) necessary for compliance/regulatory requirements  Developing additional skills/upskilling for additional responsibility  Supporting career progression opportunities/retention  Development to enhance strategic leadership/management skills
  4. 4. How Education & Training Works  Through internal or on-the-job training experiences & mentoring  Through formalized training through agencies, associations or other providers  Certifications  Academy (i.e. Police)  Apprentice program (i.e. Linemen)  Online training  Offsite/SME training  Education system (i.e. Blinn, A&M)
  5. 5. Reimbursement Programs  Currently two programs require reimbursements if employee leaves within 24 months of receiving their education/training:  Police Academy: If employee leaves within 24 months of hire, which includes academy training, reimbursement is required  Education Reimbursement: If employee leaves within 24 months of receiving education reimbursement, then last semester reimbursement is required
  6. 6. Education Reimbursement Program Goals  To provide educational assistance to eligible employees for qualified courses that promote professional and personal growth and enhances the city’s workforce capabilities. The courses taken must be related to the employee’s current position, or Directly related to a degree plan that upon completion, may increase the employee’s advancement potential within the city.
  7. 7. Work in Progress/Under Consideration  Consideration of additional training and certification programs to require reimbursement based on “time in job” expectations  Continuing to enhance our internal training offerings to reduce some external training needs  Reviewing our current education reimbursement program for potential changes  Taking a holistic view of our current training/certifications/development opportunities and external training offerings to balance required certifications, skills, upskills, retention and promotion needs, while being fiscally responsible.

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