Benefits

Education/Training Assistance

Most employees already have the general skills to perform their duties when hired. However, it is the policy of George Mason University to allow the use of appropriate, available funds to pay for job-related training for eligible, non-temporary, non-student employees of the University.

Training obtained under this policy must provide skills or improve existing skills of an employee expected to continue in service to the University for a period which will justify such expenditures. All training undertaken must be allied to the needs of George Mason University and meet at least one of the following criteria:

1. Develop an employee's skills in the use of new or modified methods or equipment.
2. Provide skills required by changes in the employee's current position.
3. Secure skills to prepare an employee for advancement to a position for which qualified applicants are not otherwise available.
4. Allow employees appointed with below-minimum qualifications, because no other qualified applicant was available, to obtain skills needed to perform the job.

   Note: training obtained under this provision may result in a taxable event and must be reported to the Payroll Office following its completion. Additionally, if the sponsored training is a three or more credit hour graduate level course taught at a certified institution of higher education, the amount of financial aid provided must be reported to the HR and Payroll Office for possible inclusion in the employee's taxable income.

   State funds will not be used to provide employees with skills they were expected to have when appointed or are expected to gain through experience on the job. Heads of Departments, Offices and Activities will establish internal controls and assure approved requests are within the scope of policy. Requests for funding shall be initiated by the University official who wishes to direct a subordinate to take training and all requests must be approved before funds are committed. Funding shall be considered only for non-temporary, non-student employees having at least one year of satisfactory state service and whose employment following completion of training is expected to continue for a reasonable period of time.

   For long-term or "expensive" training, approving officials may enter into a written agreement with the employee. Before doing so, consideration should be given to the cost of the training, the employee's potential contribution to the University and whether the employee will personally benefit from the training.

   If a memorandum of agreement is used, it should clearly state that the employee is expected to remain a University employee for a defined period of time following completion of training. If the employee voluntarily departs prior to that time, a prorated portion of the training cost may be due to the University.