Certification Assistance

The following is a general description of the Certification Assistance program. It is your responsibility to read HR Policy 6.19 – Certification Assistance (see HR Policies at the left) for details on who eligible for reimbursement, what expenses are eligible for reimbursement and how to request reimbursement. You must follow all the procedures outlined in HR Policy 6.19 to receive reimbursement. 

The certification program must be directly related to the employee’s current role in their assigned department. The certification cannot be a minimum job requirement deemed necessary and/or required to perform the essential duties of the position. 

Your certification must be on the Children’s approved list which will be updated semi-annually in January and July. Click on Reimbursable Certifications under Resources at the left to view the approved list. 

Participation in a listed certification program must be approved by the employee’s immediate Manager and next level of leadership to ensure it aligns with the employee’s current work assignment.

Following are some additional details regarding receiving Certification Assistance:

• Maximum Reimbursement – Upon notification to Human Resources that the certification has been successfully obtained, the cost of the exam and course-related materials will be reimbursed up to a maximum of $500 per calendar year. License renewals and Continuing Education Units (CEUs) for license renewals are specifically excluded for reimbursement under this policy. If you do not pass the first time, you will not be reimbursed for retesting.

• Service Requirement Employees hired on or after Jan. 1, 2012, must complete a year of service before being eligible for any type of Certification Assistance. Additionally, only employees who are regular full-time employees (scheduled to work a minimum of 72 hours per pay period) or regular part-time employees (scheduled to work a minimum of 40 hours per pay period) will be eligible for reimbursement.

• Minimum Performance Requirement – Employees who are placed on a Performance/Behavior Improvement Plan, have received a Final Written Warning or Decision Making Opportunity on or after January 1, 2012, are not eligible to receive certification reimbursement for twelve (12) months from the date the performance action was first initiated and reviewed with the employee. Employees placed on a Performance/Behavior Improvement Plan, have received a Final Written Warning or Decision Making Opportunity before January 1, 2012 remain eligible for certification reimbursement.  Employees who receive another Performance/Behavior Improvement Plan, receive a Final Written Warning or Decision Making Opportunity after January 1, 2012 will not be reimbursed for certifications until they have worked at least twelve (12) months from the date the performance action was first initiated and reviewed with the employee.

• Repayment Agreement Employees must commit to remaining employed at Children’s for 90 days in a Benefits Eligible status (as defined by Human Resources) following completion and final reimbursement for the certification. Employees who voluntarily terminate or become Benefits Ineligible will be required to pay back reimbursement received in the preceding twelve (12) months. The amount that must be repaid will be prorated based on the number of months employed or in a Benefits Eligible status following reimbursement.