Ask Slashdot: On the Job Certification Training? 117
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?"
There are no rules. (Score:5, Interesting)
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.
Where I work.... (Score:0, Interesting)
You're told to read the fucking manual.
The attitude is that if you complain about no training you're basically saying you don't know what you're doing.
Re:I think you said it (Score:5, Interesting)
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 (Score:5, Interesting)
Re:There are no rules. (Score:2, Interesting)
Where I work they will see a need... like we are implementing a new Citrix, VMWare, or other solution (usually the other solutions) and although we have trained people in another location they will send someone local to get training. Then they expect that person to make sure their team is up to speed. You end up with a guy that has no training or certs in a specific area but is the company's resident expert of with 10yrs experience. The guy they originally sent left the company after 3 yrs cause he had certs and could.