Tuition Reimbursement Documents

Virtual HR Department

Training and Development

Other VHRD Sections

In order to encourage and facilitate the ongoing development and learning of employees, many organizations offer a tuition-reimbursement program, which provides employees with reimbursement of the direct, and sometimes indirect, costs associated with participating or completing a program, course or other training or development activity.
In establishing a tuition-reimbursement program, you must consider the total budget that you wish to make available when determining elements such as program eligibility, number of courses eligible per employee per year, maximum reimbursement amount per course or per employee per year, and what items or expenses are reimbursable (registration costs, books and materials, travel costs, for example).
Programs are generally structured such that only job-related and/or industry- or company-related career-development activities are funded. Leisure programs and non-related programs are usually excluded from reimbursement eligibility. If tuition reimbursement is going to be part of a larger commitment to work/life balance or employee wellness, non-work-related or leisure programs may be included.
It is important to create a program that is fair and accessible to all employees, and ensure that there is a budget commitment sufficient as to prevent employees from being told that they will have to wait until next budget year only a few months into this budget year. If training and development requirements and 'wish lists' are being discussed as part of the annual performance-appraisal process, there may be good information available to try to assess the need for and interest in the program and hence the potential budget demands.
In the box at right, you will find a template for a tuition-reimbursement policy and a tuition-reimbursement form.