Download EDUCATION/TUITION REIMBURSEMENT POLICY

POLICY NO.
014
Policy Category:
Chief Executive
Officer Policies
Issue No.
Effective Date:
Page(s)
12.0
tbd
4
Approved.
__________________________________________
Chief Executive Officer
Subject:
EDUCATION/TUITION REIMBURSEMENT POLICY
EDUCATION/TUITION REIMBURSEMENT POLICY
BACKGROUND
The San Bernardino County Employees’ Retirement Association (SBCERA) firmly
believes that each employee has an obligation to be well informed in matters pertaining
to the governmental pension industry and execution of the day-to-day operations of
SBCERA.
Each individual brings a unique set of skills and experience to his or her role as an
employee of SBCERA. Therefore, the determination as to what constitutes and
appropriate course of study to enhance these skills is generally best left to the individual
employee. However, given the diverse and ever-changing aspects of pension funds,
SBCERA employees are expected to complete the training outlines in this policy.
SBCERA staff is encouraged to participate in SACRS conferences and CALAPRS
roundtables, or other similar conferences. Furthermore, staff is encouraged to attend
appropriate conferences and training in accordance with the provisions of the Board
Travel Policy.
I.
New Employees
All new employees will attend the formal New Employees’ Orientation (NEO) program
directed by the County of San Bernardino Performance, Education and Resource Center
(PERC). The aim of the orientation program is to ensure that new employees are
provided consistent information pertaining to their benefits provided through the County
of San Bernardino departments, practices, and benefits.
The primary means for providing overview training of staff members hired by SBCERA
shall be the Summary Plan Description, Chief Executive OfficerDirector Policies, By-laws
and Board Policies. The staff member is required to sign an acknowledgement that
he/she has read and understands the previously listed documents. Staff members are
required to complete this requirement within two months of their hire date.
POLICY: Education/Tuition Reimbursement Policy
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The CALAPRS Overview Course in Retirement Plan Administration will also be required.
This course provides an overview of the pension industry. Staff whose position specific
training includes CALAPRS Basic and CALAPRS Advanced need not attend the
CALAPRS Overview Course.
New SBCERA employees will receive systems training appropriate to the position for
which the employee was hired.
New employees who will operate their own vehicle or the SBCERA-owned vehicle during
the course of employment must take a basic driving course, such as Driver Awareness
offered by the County of San Bernardino Risk Management.
II.
Supervisory Staff
Any staff member responsible for the direct supervision of any other staff member shall
complete a minimum of 40 hours of supervisory training and any other training
mandated by law. Training for new supervisors is to be completed within six months of
being appointed to a supervisory position. Classes need not be repeated should a new
SBCERA employee have proof of completion of 40 hours of supervisory training.
III.
Position Specific Training & Certification Requirements
Position
SBCERA Investment Officer/Analyst
SBCERA Investment Analyst
SBCERA
Information
Tech.
SupervisorDepartmental
Systems
Engineer
SBCERA Disability Benefits Officer
Courses
CALAPRS Basic; CALAPRS Advanced
CALAPRS Basic; CALAPRS Advanced
FileNet
Administrator
Certification;
PensionGold Certification
CALAPRS Basic; CALAPRS Advanced;
CAPPP in Employee Pensions
SBCERA Communications Officer
PRSA Accreditation; CAPPP in Employee
Pensions
Supervising Accountant IIIAccounting CALAPRS Basic, CALAPRS Advanced;
Manager
One (1) GFOA Course per year
Automated Systems Analyst II
Microsoft; Cisco; Security
Application Specialist
PensionGold Certification
Senior Retirement Specialist Lead
CALAPRS Basic, CALAPRS Advanced,
CALAPRS Disability Staff Training
Retirement Specialist
CALAPRS Basic, CALAPRS Advanced
Senior Accountant II/Systems Accountant CALAPRS Basic, CALAPRS Advanced;
One (1) GFOA Course per year
Systems Accountant II
CALAPRS Basic, CALAPRS Advanced;
POLICY: Education/Tuition Reimbursement Policy
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One (1) GFOA Course per year
Public
Information
ClerkOffice 20 hours of customer service training,
Specialist/Senior Office Specialist
including at least 4 hours specific to phone
etiquette
SBCERA Safety Coordinator
OSHA General Industry Safety & Health
Training; Safety for Supervisors
IV.
Continuing Education
Certain professional designations and certifications are desirable. Therefore, continuing
professional education is supported by SBCERA. Examples of certifications for which
continuing education will be afforded include, but are not limited to: Certified Financial
Analyst (CFA), Certified Public Accountant (CPA), Certified Employee Benefits Specialist
(CEBS), Project Management Professional (PMP), and and Certified Governmental
Financial Manager (CGFM)..
V.
Tracking and Reporting
Each SBCERA Division ChiefHuman Resources is responsible for tracking mandated
training. The Division ChiefHuman Resources Manager shall report to the Chief
Executive OfficerDirector courses that have been completed by his/her staff.
VI.
Budgeting
For each fiscal year, the SBCERA Division Chiefs, in conjunction with staff and Human
Resources, will conduct a training needs assessment prior to budget preparation. Based
on the assessment a training plan, including an estimate of costs associated with
training will be developed. This will be used to determine the training allocation for
his/her division as a budget line item.
VII.
Procedures For Employees Requesting Training
Employees must submit all training requests to their direct supervisor for approval.
Training requests will be assessed based on appropriateness and availability of funds. If
approved, the supervisor will submit the employee’s training request in accordance to
the SBCERA Staff Education/Training Expense Policy.
VIII.
Tuition Reimbursement
The CountySBCERA has established for each representation unitfull-time employee a
tuition reimbursement and membership dues procedure to encourage all employees to
pursue educational opportunities and involvement in organizations. SBCERA will
establish a career development, training and education fund of ten thousand dollars
POLICY: Education/Tuition Reimbursement Policy
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($10,000) for each fiscal year starting with fiscal year 2013/2014 for use by employees in
full-time positions with at least twelve (12) months of SBCERA service. This fund will be
available for use on a first-come, first-served basis for 100% reimbursement of tuition
and college registration fees, for career development courses or to reimburse
membership dues in professional organizations; provided such expenditure enhances
furtherance of SBCERA or continuing education goals and is previously approved by the
employees’ Division Chief.Applicable Memoranda of Understanding shall be consulted
for tuition reimbursement guidelines and procedures.
All requests for tuition
reimbursement must have a supervisor’s signature.
Eligibility for reimbursement is contingent upon an approved course or seminar,
completed with, where applicable, a grade of “C” or better or “pass” when taken on a
pass/fail basis, except in extenuating circumstances where such a situation as verifiable
illness prevents an individual from completing a course. Each employee shall be limited
to one thousand five hundred dollars ($1,500) per fiscal year. In order to be eligible for
reimbursement under this provision, the employee must take such course work outside
regular work hours, and shall do no productive work for SBCERA while attending the
courses.
If reimbursement is approved and paid to the employee, and the employee leaves
SBCERA employment prior to completing two years of SBCERA service after completing
the job-related education or coursework, the employee will reimburse SBCERA
according to the following schedule:
Job-related education/course completion date Reimbursement
Within 9 months
After 9 months, but before 18 months
After 18 months, but before 24 months
After 24 months
100%
50%
25%
0%