All companies say they
want to encourage their staff to improve their skills and keep learning, but in
practice they don’t really want to invest
in same. Especially if “invest” involves them shelling out any money.
At any rate, my employer
has reinstated its tuition reimbursement benefit, announcing the revival of the
program in the same email in which they unveiled the employee
recognition scheme. The rules for the partial
reimbursement pretty much guarantee that no one is going to be able to make any
calls on the company purse, as “participation in the program must be approved
by the employee’s manager, the organizational unit head and by Human Resources in
advance of course registration.” And it’s been my observation and experience
that the head of HR doesn’t feel like she’s done her job unless she’s
interfered in other departments’ operations, particularly when there’s money
involved.
And, as it turns out—these
particular costs are charged to HR. So that’ll be the kiss of death.
(As an aside, reimbursement
is limited to a maximum of $3000 per calendar year. I don’t know what decade
the policy was written in, but graduate-level courses at schools in the D.C. area
are in the neighborhood of $2000-$3000 a pop. It would take you a long time indeed
to complete your degree if you were depending on the company to help you with
the costs.)
However, I could stand a
top-up of my skills so I had a look at some writing courses in nearby
universities, and came across this listing at George Washington University:
Let me just say that I
don’t really feel entirely confident in the writing instruction of an
institution that misuses the verb “comprise”.
So I guess I’ll keep
looking.