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Does your town/city/county/state offer tuition reimbursement?

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#1
The city I was working for in 2007 dropped tuition reimbursement just after the recession. I completed my MPA at Indiana State in 2015 ($19,000 later). The city revived reimbursement in 2016 with not retroactive clause :(. My Planner II has started MPA classes through an in-state school and I need to get a budget request in for FY 2018-19 to provide reimbursement. What does your jurisdiction require? Mine is fairly limited to at least a 2.0 with a degree. I assume a contract will be part of this with repayment if leaving employment within a few years and additional requirements potentially written into the contract. The policy manual does not indicate a percentage of reimbursement so I suspect that will also be written into the contract.
 
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#2
The state government I work for has a very (very!) meager tuition reimbursement program that is at the discretion (whim?) of your department's management. I went through my MPA program at night while working full time and the best I got was some informal time flexibility with my supervisor - that's it. Because that policy wasn't recession-dependent, I don't think it's improved since then. I remain envious of any public agency that will pay for their employees' advancement because, in my experience, it's super rare.
 

dvdneal

Cyburbian
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#3
My county offers it at the department level. I don't require much other than the course to be related to the work we're doing, which can be stretched, and you need a B or better grade. The problem is that it comes out of my budget and I don't always have an extra $1k to spend on that. We try to plan it out ahead of time.
 
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#4
We have a really good reimbursement policy at the City level for local universities. 50% tuition coverage, very few conditions. A great recruiting tool given that there is a local policy/planning program.
 
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#5
The county I work for has tuition reimbursement with a max of $1,000 a semester for most any type of course from accredited schools (except JD/PhD coursework). It comes out of the general HR budget and is budgeted as a benefits expense and not out of the department budgets. The max can change if the county commissioners vote to do so (IIRC, it was $600 a semester when I first started working here) and I think the amount sort of corresponds to what it would cost for two courses at the local community college.

You must receive at least a 2.0 in the course and there is no clause stipulating that it must be paid back if you leave your position within XXX amount of time.
 
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#6
The last agency I worked for covered $5,000 per year up to a total of $25,000 lifetime. And if annual tuition exceeded 5K, they let you essentially apply the next year's allotment retroactively. A really great benefit.

This was conditioned on satisfactory completion of coursework. I think A-B grades were reimbursed 100%, B-C grades 85% (or something - don't actually recall the amounts).
 
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