Section: Personnel Services Department
Date Issued: December 2006
Title: Training and Continuing Education
Training and education development is essential in attracting and retaining a knowledgeable and skilled workforce and supports the overall quality of services rendered to the public. Continuous investment in training and education is essential for improving the performance of the St Johns County workforce and enhancing the services provided by the County Government.
It is the responsibility of the Training Manager, in conjunction with the Director of Personnel Services and the County Administrator, to foster and promote opportunities for training and education to all County employees.
413.3 Training Policy
413.3.1 The Training Manager shall manage all aspects of the program and ensure training is conducted in accordance with the goals set forth by the organization.
413.3.2 The Training Manager shall support the achievement of the organizational goals by providing assistance to Department managers in developing and conducting training to meet the specific needs of their departments/divisions.
413.3.3 Requests for training shall be granted by management personnel at the lowest level appropriate and as training funds are available.
413.3.4 Leadership development programs shall be an inherent element of supervisory and management development for both new and present managers.
413.3.5 All on-the-job training shall be conducted during normal business hours and department supervisors shall be responsible for the conduct and documentation of training.
413.3.6 Employees shall participate in new employee orientation and other continuing education and training programs when such instruction is considered necessary for satisfactory job performance.
413.3.7 Compliance training shall be conducted at regular intervals and in accordance with regulations governing such training.
Training and continuing education funds managed by Personnel Services shall be expended for training which affects the majority of the organization and provides the greatest return on investment. Department specific training shall be budgeted for and funded by individual departments each fiscal year.
413.5 Continuing Education Tuition Assistance Policy
Tuition assistance may be provided, based on availability of funds, to all County employees who complete educational course work from accredited institutions. Such educational courses must apply to the employee’s field of work or directly contribute to the individual’s professional development plan. Reimbursement for tuition shall not exceed $1000 per employee per fiscal year.
Participation in the Continuing Education Assistance program is available to all County employees provided they meet or exceed the one (1) year requirement as having served as a full time employee.
413.5.3 Application and Reimbursement
To participate in the program, and prior to course registration, employees shall complete and submit the Continuing Education Assistance Application to their immediate supervisor. The supervisor shall review the application with the Department Head and forward the application to the Training and Education Center with signature approval.
4184.108.40.206 Prior to course registration, the Training Manager shall review the employee’s application and eligibility and provide a written response to the applicant indicating approval or disapproval.
4220.127.116.11 Upon successful completion of the approved course(s), with a G.P.A. of 2.0 or better, the employee must submit to the Training and Education Center, certification of successful course completion and the receipt for tuition paid to the accredited institution. Requests for reimbursement must be made to the Training and Education Center not later than 30 calendar days after completion of the course(s).
418.104.22.168 Reimbursement for tuition shall only be made to employees who are on the active payroll at the time of reimbursement request, and who have prior written approval for such benefit from the Training Manager.
422.214.171.124 Tuition assistance shall not be paid by the County if the same or similar benefit is provided by the Veterans Administration or other similar financial source.
4126.96.36.199 If an employee voluntarily resigns employment or is terminated for gross misconduct prior to 3 years after receiving tuition assistance reimbursement, he/she shall refund the County a prorated portion of the reimbursed funds. The refund shall be prorated using a formula of 1/3rd for each full year worked after completion of the course(s). The refund will be due at the time of resignation / termination. Any refunds due the County and not paid at the time of resignation/termination, shall be deducted from the employee’s final pay. In the event there is a balance due after this deduction, the employee will have 30 calendar days to make payment in full to the BCC to avoid legal action of recovery.