At my current location we do not try to force any conditions on training. We just depend on the ethics of our employees to be fair to the institution and in most cases it works well.
As an alternative example, my previous institution had a policy in the personnel rules that any employee resigning had to repay the cost of any training they had attended in the previous year. We had a few examples where we did collect for this. The important item is that it applied to all employees not just IT.
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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
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
Email: [log in to unmask]
Personal email: [log in to unmask]