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II. Things to Consider

A. School Life & the Work World

2. Work - Full Time? - Part Time?

"Understanding the changing goals of workers is the key to attracting the best candidates, keeping the best employees and removing barriers to greater productivity. In an increasing number of businesses, people who have specialized knowledge and experience are crucial to the success in the market. Employers are finding that the cost of pleasing these people is usually less than the cost of replacing them." Patricia Braus "What Workers Want." American Demographics August 1992

Corporate options and educational benefits Less than 10% of today's workforce takes advantage of their own employer sponsored re-training and corporate financial assistance to further their education. Educational opportunities from the private sector are growing daily. Corporations and foundations continue to develop scholarship programs that offer substantial amounts of money to those that qualify. More and more are offering training seminars and reimbursement programs as part of their benefit packages. In certain fields (especially scientific and technological), companies have focused substantial resources into continuing training programs for current employees. Education is seen as one of the wisest investments a company can make. Depending on the size and nature of the company, on-site programs can range from one-time computer software instruction to an on-going variety of classes and seminars that any and all employees can utilize. These programs develop from the specific needs of the workers in their direct work environment. Information and skills gained from on-site instruction are to be used directly and immediately on the job. Currently, most seminars can be divided into two general areas: those addressing technological shifts and those concerned with managerial issues. Technological changes can affect every level of a company. Workers need to increase their skills as technology advances. Companies that invest in on-site training of current employees save themselves the time and money of hiring new employees with updated skills.

Workshops addressing managerial concerns are generally targeted to people already in managerial positions. As the nature of corporate decision-making becomes more and more team-oriented, many companies are training all employees in skills such as problem-solving, leadership, public speaking, conflict resolution and communications. On-site resources may include videos, training libraries and computer support, as well as a variety of materials or personnel intended to augment the skills of employees. Because of the direct applicability, low overhead and flexible duration, on-site programs are often very attractive to employers.

Companies that have an on-going need for employee training without the facilities to accommodate that training, have become inventive in their response. Training programs with or without college credit, have been established at many community colleges for employees of large companies.

The most common form of educational benefit offered to employees is tuition reimbursement. Companies will generally reimburse an employee who successfully completes a course or full program of study at a college or university. Often there will be conditions placed on the terms of the reimbursement. It is unusual for a company to bear the full cost of education, paying instead only part or all of tuition costs. Books, fees, and other educational expenses are usually the responsibility of the student. Some companies reimburse proportionately, depending on the grade a student receives. Even though the student may pass the course with a B grade, the company may require a B+ or A for reimbursement. Many companies use the amount of reimbursment as an incentive, paying more for a higher grade.

Duration and level of employment can play a part in whether you are eligible for educational benefits. Generally, companies put more money into training employees at the managerial level, with educational benefits going to employees in certain jobs or who have worked with the company for a specific length of time. Your course selection will also play a part in your company's willingness to pay for your education. Most companies require that your program be job-related and it may take a letter of explanation to show how your program relates to your work.

Don't neglect to inquire if your company offers a scholarship for your field of study. These are often awarded before a course is taken and may also apply to other immediate family members for their program of study. Scholarships may be poorly publicized and generally have few applicants so it is well worth the effort to investigate this option. Following is a list of some of the larger companies in the Northwest with a description of the educational benefits they offer. Be sure to check to see if your company is listed

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