Tuition Reimbursement for
Management and Excluded Employees
The Corporate Services Committee recommends the adoption of the following report (March11, 1999) from the
Executive Director of Human Resources:
Purpose:
The City of Toronto is committed to a work environment that encourages continuous learning as a means of maintaining a
competent workforce which provides a high standard of service to the public. The City is also committed to ensuring that
employees have opportunities to upgrade their knowledge and skills so they can perform their jobs effectively. In support of
this objective the City provides tuition assistance to employees who wish to improve their competencies.
Funding Sources, Financial Implications and Impact Statement:
Departments are responsible for budgeting for tuition reimbursement expenses from within their current operating budgets.
Recommendation:
It is recommended that the Tuition Reimbursement Policy, as attached, be approved.
Comments:
In creating the new tuition reimbursement policy we have taken into account the following:
(i)Human Resource principles which promote:
(a)the ability to manage the present and anticipate the future;
(b)high performing people and functions;
(c)a safe, healthy and productive working environment;
(d)ethical business practices incorporating equitable treatment for all;
(e)continuous learning; and
(f)flexibility, responsiveness and openness to change;
(ii)the need to harmonize the tuition reimbursement policies of the former municipalities;
(iii)the desirability of integrating tuition reimbursement into the overall training strategy;
(iv)the importance of supporting a partnership for learning between employees and the organization in which the employee
is responsible for planning, pursuing and contributing to educational opportunities which enhance their employment skills;
(v)the organization provides funds to assist employees in their endeavours; and
(vi)the need to distribute resources in the most equitable fashion and as widely as possible throughout the organization.
Comparison of Tuition Reimbursement Policies:
The following chart compares the former policies to the new policy.
Former City |
Course Reimbursement |
Maximum |
Materials |
Etobicoke |
75.00 percent |
$1000/yr |
No |
York |
100.00 percent |
None |
No |
East York |
100.00 percent |
None |
$100 max. |
Scarborough |
100.00 percent |
$1000/yr |
No |
North York |
50.00 percent |
None |
50.00 percent |
Toronto |
100.00 percent |
None |
Part of course |
Metro |
50.00 percent |
None |
No |
New City |
75.00 percent |
1,000/yr |
No |
Conclusions:
Human Resources recognizes that it is essential to build a vision for the future which will encourage excellence and
creativity in the workforce. The tuition reimbursement policy is one element in developing a skilled and committed
workforce.
Contact Name:
Barbara Freedman
Director, Employee and Organization Effectiveness
392-5342.
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Appendix I
City of Toronto
Tuition Reimbursement Policy
Policy Statement:
The City of Toronto is committed to a work environment that encourages continuous leaning as a means of maintaining a
competent workforce which provides a high standard of service to the public. The City is also committed to ensuring that
employees have opportunities to upgrade their knowledge and skills so they can perform their jobs effectively. In support of
this objective the City provides tuition assistance to employees who wish to improve their competencies.
Application:
All permanent and permanent part-time, management and exempt, employees of the Corporation, and temporary staff with
one year's service.
Definitions:
Work related training/development: this applies to courses other than those offered internally by the City that:
provide skills and/or knowledge relevant to an employee's current position in the organization OR
provide skills and/or knowledge relevant to an employee's current or future position at the City in an employee's current or
related field of work.
Conditions:
(1)The request for tuition reimbursement must be initiated by the employee.
(2)Employees must attend courses on non-work time.
(3)The course(s) requested must be work-related training/development and consistent with the employee's career plans as
discussed with their manager.
(4)Courses must be delivered by a provincially recognized institution (colleges, universities, business or technical schools).
Classroom programs, distance learning, and correspondence courses are acceptable.
(5)Reimbursement is limited to 75 percent of the total cost of tuition. Course materials, including books, exam fees,
parking fees, etc., will not be reimbursed.
(6)Tuition reimbursement is limited to $1,000.00 (Canadian) per year per employee. The actual amount any one individual
may receive will be based on the available budget, department business priorities, the principal of equitable access to
available funds and anticipated demand.
(7)Requests for tuition reimbursement must be approved by the Executive Director or General Manager or designate of the
employee's division.
Implementation Guidelines:
(1)Funds for tuition reimbursement are budgeted by each department to meet the continuous learning needs of its
employees.
(2)Standard application forms must be completed and submitted for approval to the appropriate Executive Director or
General Manager or designate in the employee's division. The form requires employees to include a description of how the
course content contributes to their knowledge, competence, and/or career development plans. The form must be signed by
the appropriate Executive Director or General Manager or designate(s) to ensure that (1) departmental funds are available
and (2) the request reflects the employee's performance development goals.
(3)Employees must receive approval for a course before enrolling in order to be reimbursed.
(4)To be reimbursed, employees are required to submit to their Departmental / Divisional administration contact, proof of
attendance, a receipt for payment of tuition and evidence of successful completion, i.e., passing grade of the course in order
to be reimbursed. The institution providing the course determines a passing grade.
Responsibility:
Executive Directors, General Managers or designate.
Approved by:
Date Approved:
Date Received: