HUMAN RESOURCES TRAINING AND DEVELOPMENT PO

PROCEDURE

1. POLICY
The Organization believes in the development of its employees and encourages both internal
and external training.

2. SCOPE
This policy and procedure applies to all employees of the Organization.

3. ACCOUNTABILITY
3.1 All managers are accountable for fulfilling the terms of this policy and procedure.
3.2 Human Resources are accountable for providing development counseling, processing all
tuition reimbursement applications, and maintaining files of externally offered training.

4. DEFINITIONS
4.1 Education—Acquiring knowledge and understanding of a subject.
4.2 Training—Developing skill and knowledge in a job requirement.
4.3 Tuition—Charge for participation in an external educational course or program.

5. FORMS
5.1 Tuition Reimbursement Application

6. PROCEDURE
6.1 Tuition Reimbursement
The Organization will reimburse any full-time permanent employee in good standing for eighty
percent (80%) of the cost of tuition and books for successful completion of an external course
that is required for a job related course of study.
6.1.1 Tuition reimbursement is limited to no more than $10,000
calendar year.
6.1.2 A Tuition Reimbursement Application is completed by the employee prior
start of the course and submitted to the employee’s supervisor. The application states the
course, job relatedness, tuition cost, estimated cost of books, and scheduled dates.
6.1.2.1 If the supervisor approves the Tuition Reimbursemen
submitted to Human Resources for approval.
6.1.2.2 If the supervisor does not approve the application, the employee may then
submit it directly to Human Resources for approval.
6.1.2.3 If Human Resources approve the application, a copy of th

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 returned to the employee.
6.1.2.4 If the Human Resources manager does not approve the appli
employee may appeal the decision to the senior vice president of operations.
6.1.2.5 The senior vice president of operation’s decision is final.
6.1.3 If the employee completes the course with a passing grade, the employee submits
evidence of the passing grade and tuition and book costs to Human Resources. (
traditional A through F marking system, a C or better is considered
grading systems such as
‘‘pass’’ and ‘‘fail’’ will be accepted.)
6.1.3.1 Once approved by Human Resources, it is sent to payroll for payment.
6.1.4 Tuition reimbursement will not be paid to employees:
6.1.4.1 Who are no longer employed at the time the course is completed.
6.1.4.2 Who are involved in one or more steps of a Performance I
procedure.
6.2 Organization-Required Training
If the Organization requir es an employee to par ticipate in a training course or seminar,
Organization will pay one hundred percent (100%) of all costs, including any required travel,
lodging, meals, tuition, and books.
6.2.1 If such a course is conducted during the employee’s scheduled work time, and it is
impossible to alter the employee’s schedule, the employee’s base pay will be paid and
the time will be considered time worked for calculation of overtime, benefits,
time-off with pay.
6.3 Development Counseling
Every manager is encouraged to assist employees with their development.
This can be accomplished through the annual appraisal process and as part of the ongoing
communication between managers and their employees.
6.3.1 Human Resources will assist in this process whenever requested by the employee
or the manager.
6.3.2 Human Resources will also provide educational and development c
requested by the employee or the manager.
6.3.3 Human Resources maintains current files and sources of avail
courses and catalogs from regional and national organizations offering se
courses that could benefit all employees.
6.4 Career Paths
Every manager is encouraged, with the assistance of Human Resources, to identify logic
career paths of positions within the department and Organization and to communicate these
identified career paths to employees and candidates for em
requirements of each position in a career path.