Our legal counsel has advised us that we cannot require repayment or
impose equivalent conditions on employees, because we do not have a
contractual relationship with our employees (Indiana is an "at-will"
employment state). We try to appeal to good-ol' Midwestern guilt to
keep people around for a reasonable time after training, but there are
instances where that has failed spectacularly. Unfortunately, our
salary scale is below the going rate in the Chicago area, and some
folks just don't understand the logic of long hours making up for short
On Wed, 7 Feb 2001, Molly Gordon wrote:
> Date: Wed, 7 Feb 2001 15:22:59 -0500
> From: Molly Gordon <[log in to unmask]>
> Reply-To: The EDUCAUSE CIO Constituent Group Listserv
<[log in to unmask]>
> To: [log in to unmask]
> Subject: [CIO] IT Training Question
> I am looking for information about how university IT organizations address
> the increasingly common situation of providing IT training and professional
> development opportunities for technical staff, at great expense, only to
> have these employees depart for greener pastures/better salaries, taking
> with them the benefits of this training.
> Do you require them to agree to repay the costs of this training if they
> leave within a certain time period? Do you have incentives to get them to
> stay that are more enticing or agreeable? Do you view training as a "reward"
> or "perk"? Do your employees bear some of the responsibility for their own
> professional development? Is professional development included in
> performance reviews?
> Any information you can provide on this issue would be most appreciated!
> Molly R. Gordon, Director
> Educational Services, UCit
> University of Cincinnati
> PO Box 210088
> Cincinnati, OH 45221-0088
> Phone: 513.556.9922
> Fax: 513.556.1208
> Email: [log in to unmask]
> Personal email: [log in to unmask]