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The Tuition Reimbursement program at Appalachian State University is also known as Academic Assistance, Education Assistance, and Education Opportunities (formerly App State University Policy 603.4). In accordance with the Academic Assistance Policy outlined in the State Human Resources Manual, the tuition reimbursement program is for workforce planning and development. It provides a tool for managers and employees to support academic activities that directly relate to the employee's current or potential job duties. It may be used to maintain, enhance, or develop knowledge, skills, or abilities necessary for career development within the UNC System, or to achieve the university’s mission, vision, and values. The tuition reimbursement program is not an employee benefit, right, or entitlement; it is a management program for workforce development.
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The systematic and planned development of employee knowledge and skills is essential to effective University operations. Therefore, employees at Appalachian State University are encouraged to continue their education, job training, and professional development. In support of this, the Tuition Reimbursement program helps employees continue their education and learning. Requests for tuition reimbursement may be initiated by the manager or the employee any of the following reasons:
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Statutory Authority: G.S. 126-4 Administrative Rule: 25 NCAC 01K .0300 Office of State Human Resources Policy Manual, Academic Assistance Policy Office of State Human Resources Policy Manual, Educational Leave Policy App State Tuition Reimbursement Policy
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Full-time and part-time (half-time or more) permanent, probationary, and time-limited employees are eligible for Tuition Reimbursement. Probationary employees are eligible after the satisfactory performance for a period of not less than six months as determined by management. Temporary and part-time (less than half-time) are not eligible. Management may consider disciplinary action including active documented coaching, performance improvement plans, letters, or any other current disciplinary action for job performance or personal conduct prior to the approval of the application for reimbursement. Denial of participation in the tuition reimbursement program cannot be grieved, except on grounds of discrimination. |
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Course Eligibility Policies are listed alphabetically below. A manager or employee may initiate a request to use the Tuition Reimbursement program to cover degree programs and courses, including corresponding non-work-related courses within a degree program, that directly relate to the employee's current or potential job duties. It may be used to maintain, enhance, or develop knowledge, skills, or abilities necessary for career development within the UNC System, or to achieve the university’s mission, vision, and values.
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Employees must use the App State Tuition Reimbursement Application to apply for tuition reimbursement. Use of the Tuition Reimbursement program must be documented in the Development Goal section of the employee's annual performance plan. The performance appraisal of the development goal must document how the employee applied improved knowledge, skills, and abilities gained from the course on the job. |
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Managers are responsible for stewarding employee development in accordance with the University's non-discrimination policy and holding employees accountable for completing their required employment obligations. When an employee submits a Tuition Reimbursement Application to their manager for review, the manager should respond in a timely manner (e.g. within 2 business days). The manager should base their decision upon whether or not enrollment in the course will interfere with the satisfactory performance of the employee’s normal employment obligations. Approved course(s) for Tuition Reimbursement should be taken on the employee’s own time whenever possible. If the course meets during the employee’s regularly scheduled work hours the manager should work with the employee to adjust the work schedule to accommodate the course meeting times if doing so will not adversely affect department operations. However, if the work schedule cannot be adjusted or doing so will adversely affect department operations, the employee may request
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Reimbursement Policies are listed alphabetically below.
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On January 1, 2013, Congress passed the American Taxpayer Relief Act that permanently extends employer-provided education assistance (Section 127 of the Internal Revenue Code). This allows an employee to exclude from income up to $5,250 per year in educational assistance at the undergraduate and graduate levels. |
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The Tuition Reimbursement process is outlined in the table below. All parties should carefully review App State's Tuition Reimbursement Program policies and procedures to ensure their actions are compliant.
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If you cannot find what you are looking for, use the Write a Comment box below to let us know!
The Tuition Reimbursement program is managed by the Learning and Organizational Development Team in the Office of Human Resources. Please direct questions and feedback to Alyson Ebaugh ebaugham@appstate.edu, or Tina Chaffin chaffincl@appstate.edu