Education and Training Reimbursements

1. Education & Training
PROGRAMS AND POLICIES

2. Council Strategic Priorities
Good Governance
Core Services and Infrastructure

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. 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. 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. 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. 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.