External Training and Education. To supplement on-the-job training and in- house classroom training, employees may be directed to attend training or educational programs outside of ODOT, or may request to do so. When an employee is directed to attend, the Department will pay all costs. When the employee requests such training, a determination must be made by the responsible manager, whether the Department will share in the cost, and to what extent.
A. Following are some general guidelines for determination of amount of assistance:
(1) If the proposed training or study is job related, and can be applied to work that the employee is engaged in, the Department may pay one hundred percent (100%) of acceptable expenses. (See Section 2 for definition of suitable expenses.)
(2) If the training is not related to the current job, but is related to the employee’s career progression within the Agency or to a developmental assignment within the Agency, the Department may pay up to fifty percent (50%) of acceptable expenses.
(3) Every case will be unique in some aspect; therefore, it will be incumbent upon managers, supervisors, and training teams to use logic and good common sense in determining the amount of financial assistance to be given. Additionally, they shall see that educational assistance money is utilized equitably among employees in the organizational unit, so that a small percentage of employees are not using a large percentage of available funds.
B. ELIGIBILITY: There are two (2) major criteria for obtaining educational assistance money:
(1) Employees must obtain prior approval in writing from their supervisor before registering or enrolling. Approval is limited to proposals for courses of no more than four months duration, unless approved by the Agency.
(2) Employee must successfully complete the course, as evidenced by one (1) or more of the following: -- Passing score; -- Certificate of completion; -- Satisfactory attendance, in those cases where neither grades nor certificates of completion are given. Failure to attend a major portion of the course, without good cause, may result in the employee’s having to pay for the training.
External Training and Education. To supplement on-the-job training and in- house classroom training, employees may be directed to attend training or educational programs outside of ODOT, or may request to do so. When an employee is directed to attend, the Department will pay all costs. When the employee requests such training, a
A. Following are some general guidelines for determination of amount of assistance:
(1) If the proposed training or study is job related, and can be applied to work that the employee is engaged in, the Department may pay one hundred percent (100%) of acceptable expenses. (See Section 2 for definition of suitable expenses.)
(2) If the training is not related to the current job, but is related to the employee’s career progression within the Agency or to a developmental assignment within the Agency, the Department may pay up to fifty percent (50%) of acceptable expenses.
(3) Every case will be unique in some aspect; therefore, it will be incumbent upon managers, supervisors, and training teams to use logic and good common sense in determining the amount of financial assistance to be given. Additionally, they shall see that educational assistance money is utilized equitably among employees in the organizational unit, so that a small percentage of employees are not using a large percentage of available funds.
B. ELIGIBILITY: There are two (2) major criteria for obtaining educational assistance money:
(1) Employees must obtain prior approval in writing from their supervisor before registering or enrolling. Approval is limited to proposals for courses of no more than four months duration, unless approved by the Agency.
(2) Employee must successfully complete the course, as evidenced by one (1) or more of the following: -- Passing score; -- Certificate of completion; -- Satisfactory attendance, in those cases where neither grades nor certificates of completion are given. Failure to attend a major portion of the course, without good cause, may result in the employee’s having to pay for the training.
