Ask Slashdot: On the Job Certification Training?

beerdini writes "There is a debate going on within my IT department about how our continued training offerings compare to others in the industry. I'm hoping other Slashdotters can help to provide comparisons. Currently, if we are implementing a new technology or updated software we will send someone from IT for training to become a specialist; in other words, they go to formal training as a part of their job where they learn their new skills. Alternatively, for someone pursuing an industry certification, employees usually take the training on their own time and dime. On passing the certification exam, they can submit the exam fee for reimbursement. This is the most common practice that I've seen in the various places that I've worked, but I have one co-worker who insists that it is our company's responsibility to pay for the materials, allow them to study and practice while on the job, and that all attempts to take the test should be paid by the company because it should be a company investment in the employee. So, my questions to the Slashdot community: what are the ongoing training practices in your organization? Are there any places that pay for someone to get an industry certificate? Are there any rules associated with it?"

Comments

I think you said it

[Registered Coward v2]

If the training meets a specific need and is a must have to continue or grow the business then the company will pay for it and do it on company time. To them, it's an investment with a specific ROI. If it's a nice to have but doesn't meet specific needs tehn they may reimburse as part of a benefits package but you are on your own time and dime until you pass or complete the course.

Re:I think you said it

[swalve]

Yes. My company will send key players to training if it is required to win/maintain a contract. Beyond that, all training is done on an "entrepreneurial" basis. They want people to be self-starting enough that they will figure out what they need to learn to move up the ladder. Reimbursements are usually up to the individual managers, however. They will almost always pay for exams, but books and classes are approved on a case by case basis.

The only time I would find it acceptable for a company to require a certification but not pay for it is in the situation where achieving the certification would result in a statutory pay increase. Back in the day, our company's policy was that getting a Novell CNE got you a 10% bump. So a $50 book kit and a $125 test fee was no big deal given that it would be recouped in the first paycheck.

(And man, looking back, how easy were those certs? CNA was nothing compared to even the CCENT nowadays. My brain hurts.)

Re:I think you said it

[AVee]

I've seen several companies (in Europe, so it might not relate to what is common in the US) which will pay for a full training if it is deemed useful for the company provided you stay with the company. They will pay, but you'll have to repay a sliding percentage of the costs when you leave the company soon after the training. This system seems to work pretty well, the employee gets his training and the company protects it's investment.

Re:I think you said it

[Kneo24]

Are you being purposely obtuse? It's time to jump ship when a company won't invest in their employees. If a company is willing to invest in me, then it shows me that they care about a long term benefit. It also states pretty clearly that I have a higher chance of job security. If you aren't willing to invest in me, why should I care about the company? Why should I even have to explain this entire thought process and reasons behind it that is clear to just about everyone else in this topic?

There are no rules.

[oneiros27]

It's whatever your company gives you. Talk to your HR department.

Personally, I have an education benefit, that I can use for courses, if I have pre-approval from the company.

When I worked for a previous company, there was a fund that I could use for books, and they had the ame deal on courses, but did such a bad job of explaining it (telling me that I would only be reimbursed for college credit courses if I got a high enough grade, but neglected to mention that I had to get approval in advance before I even *started* the course, so I ended up getting shafted for my first two semesters).

When I wored for a university, I could take courses for a nominal fee, but due to sloppy paperwork, when the university sold off their certificate classes, they didn't have records of the fact that I was a staff member at the time, so I ended up with months of dealing with a collections agency that was sent after me.

Almost all of them had other limits on using the benefits -- for example, some companies require you to be an employee for 12 months before you can take classes; others will require you to pay back the benefit if you quit within some time frame after taking the class (12-18 months is typical, but I've heard of places that do 24 or 36 months) . One of the companies required me to explain how the course was relevant to my job.

You should also talk to your manager -- there are cases where some courses might make it more likely for you to get a promotion or a better raise when annual reviews come around. (and it'd be a good idea to get it in writing, if you're thinking about paying out of pocket for it).

As for the paying for time at the classes -- I've only had it when it was either a workshop attached to a conference, so only 1-2 days, or training that I was specifically sent to at the request of the company (typically 3-5 days, although there was one case where it was two weeks back-to-back, but it was 2 classes). I've also had them pay my time to take certification tests, when it was required as part of my job.

I have never had a company pay my time when I was taking college level classes that I elected to go to, even if it was related to my job. They did, however, let me take off in the middle of the day to go to classes at the local university, and were otherwise understanding when I shifted my schedule around.