Several months ago, I charged the Professional Development Committee with creating a tuition reimbursement policy for all full-time employees and part-time faculty who have earned “Senior Part-time Faculty” status.
The primary intentions of this policy include:
- Providing equal access among the affected employee groups to tuition reimbursement independent of the Employee Scholars Program
- Reimbursing employees who take courses or engage in training that is directly related to their current profession and enhances skills and abilities that lead to promotion and advancement
- Acknowledging the value of industry-validated credentials and certificates that may not be awarded by traditional, accredited post-secondary institutions
- Controlling costs by creating a central pool of funds and eliminating course reimbursement by individual departments or units
Last month, the committee, whose members include Franklin Cham, Christine Cina, Paul Flogel, Sarah Fritz (chairperson), Nancy Johnson, Ann Mac Laughlin-Berres, Matthew Sargent, Nicole Soulier and Sylvia Ramirez submitted their proposal to the President’s Cabinet. I am pleased to share that it has been approved and is effective immediately.
The detailed proposal is below. If you have any questions, please contact Sarah Fritz at extension 6559. Please join me in thanking the members of the Professional Development Committee for their good and thoughtful work.
Madison College Educational Assistance Reimbursement Policy
This policy applies to all full-time employees and PT faculty who have achieved “Senior PT-Faculty” status. It does not apply to student, casual, part-time PSRP, or LTE employees. All requests for tuition reimbursement fall under this policy; tuition reimbursement will not be funded by departments or units unless an exception is made by a Vice-President or the President of the college. This policy does not impact the Employee Scholars Program.
As an institution of higher education, Madison College values and supports life-long learning, degree attainment, and career pathways for its employees.
Priority funding is given to employees required to obtain additional credentials or expertise to maintain their current position. Education that enhances skills and abilities for an employee’s current position or leads to logical promotion and advancement will also receive first consideration. Below are additional guidelines governing this policy.
- Employees may be reimbursed for a maximum of $4,100 per academic year* for:
a. Courses taken at an accredited post-secondary institution. Courses must be degree-credit courses for which a letter grade is issued. In order to be reimbursed, an employee must achieve a grade of “C” or better. Employees taking a course Pass/Fail will only be reimbursed if it is specified by the grade-granting institution that Pass is equivalent to a grade of C or better. Auditing a course does not qualify for reimbursement. Coursework related to dissertation (writing, proposal, research, defense, guided study, etc.) will only be reimbursed once up to $4,100.
b. Courses taken as part of industry validated credentialing or in order to obtain professional certification or licensing.
In order to receive reimbursement, an employee must successfully complete the course or program as defined by the institution offering the course.
There is a lifetime cap of $55,000 per employee.
- Employees seeking tuition reimbursement must obtain supervisor approval and include coursework as part of a documented professional development plan.
Courses taken for reimbursement must be career or job related; not for personal enrichment. No reimbursement will be granted for the renewal of credentials or certifications that were required to obtain initial employment.
- To receive reimbursement, an employee must be actively employed by the college at both the time the reimbursement is requested and the reimbursement is paid.
- Employees seeking reimbursement must have approval prior to the course start date, and must submit reimbursement request by published deadlines.
*Please note that an academic year begins with the summer semester, followed by the accompanying fall and spring semesters.
The Tuition Reimbursement policy and its associated budget needs will be reassessed annually by the Professional Development Committee.
Jack E. Daniels, Ph.D.
Published August 11, 2017. Updated August 14, 2017.