Employee salary & benefits packages can be the cause of tension and challenge in many schools. They can be exciting for employees during the hiring process, then later challenging when they’re measured against those of competitors. For employers they can simultaneously be points of pride and full of headaches. I’ve spoken to many leaders who say that dialogue surrounding employee salary & benefits is never-ending. Situations which are only heightened in countries experiencing challenging economic times. 

Let’s acknowledge the fact that there are sore-points surrounding this topic while also looking for ways to make a difference. 

Employers who are searching for a competitive advantage can leverage a numerous benefits which may boost their hiring practices: 

• Generous retirement packages
• Wellness programs
• Furthering education programs (aka tuition reimbursement programs)
• Professional development
• Leadership development toward future promotions 

I believe furthering education programs are an often overlooked, yet supremely valuable benefit that can significantly level up employee benefits packages.

What Are Furthering Education Programs?

Furthering education programs (FEPs) involve employers paying some or all of the cost of employee education endeavors, sometimes in exchange for years of service. 

Why Have a Furthering Education Program?

FEPs empower your organization to offer both uplift and leadership development. We can discuss leadership development programs at a later date, just know that FEPs should be a key component of such programs. In terms of uplift, there is nothing humans want more than to be known. Think about it, deep down you want others to know your name, your story, your passions, your goals, and to cheer you on. An FEP is an opportunity for employers to uplift their employees by saying, “you’re valuable, you belong here, and we’re going to invest in you”. 

My Experience With Furthering Education Programs 

From 2016-2019 I was blessed to be a part of the phenomenal team at the International Community School (ICS) in Bangkok, Thailand. Through valuable conversations with my principal, Karen Conwell, I learned that ICS had a FEP. 

First, I asked if the FEP would cover my MBA. When the leadership team politely asked me to focus on an education-related degree I obliged and chose the Master’s of Educational Leadership & Administration at UNB. 

ICS funded a significant portion of my degree and would have funded more if I had stayed longer. But, my wife and I moved to Hong Kong in 2019 so she could pursue her nursing career. I am thankful for the uplift and leadership development of ICS’ FEP which benefitted school culture and provided a valuable competitive incentive. 

Tips for Employers

From the perspective of the employer, FEPs attract high achievers who are looking to grow. Not to mention the promotional opportunities which allow schools to share their program’s success stories. We live in a world hungry for positive storytelling, believe me this stuff is gold! 

Starting a New FEP: 

1. According to strategic goals, focus on developing leaders or filling strategic positions.
   • Is there a new program we would like to start? 
   • What are some organizational holes that we would like to fill?
   • When we grow, what leadership positions will become available?
   • Are there any leaders who may be moving on in the next few years whose positions we would like to fill internally? 
2. Consider the budget: how much are we willing to invest?
   • Education is an investment that is never wasted
3. Optional: Create an agreement.
   • Staff are asked to provide 1 year of service after the’ve completed their program
   • Employer agrees to pay x, employee agrees to pass courses earning grades no lower than B-
4. Start small with 1 or 2 hand picked staff.
   • Select staff who have a growth mindset and leadership potential
5. Celebrate and share success stories.
6. Gather feedback and continue to build.
   

Upgrading a Pre-Existing FEP: 

1. Has our school been thinking strategically about this program?
   • Focus on retention, who are our best people and how can we keep them long-term? 
   • Which roles should we be looking to fill in order to meet our current strategic priorities?
2. Review the cases of employees who have utilized the FEP
   • Did the employees end up adding value to the school in the ways we hoped?
   • Have we gathered feedback about the program? Did this feedback inform improvements? 
   • How can we make the program more effective? 
3. Are there additional funds we can alot to this program?
4. How is the program communicated to staff?
5. What success stories can we share for promotional purposes?

Tips for Employees

If your school doesn’t offer a FEP, there is no harm in asking if they’ll make one for you. Like my dad wisely says, “the worst they can say is no”. 

Key points to share with your supervisor: 

• I really enjoy my role and would like to be here for a long time. 
• Here are some highlights of my role and how I’ve executed them effectively, exceeded standards, and been true to the school’s mission & vision …
• I’ve made a goal of achieving a master’s degree by April 2027. 
• I believe the Master of Education in Curriculum and Pedagogy at the University of Toronto is my best option and am applying to start in September. 
• By taking this program I will increase my leadership capacity and benefit our school in numerous ways…
• Can you make room in this year’s budget to cover half of my tuition? The total is $5,000 per year. 

Notice how the conversation points with the supervisor were constructed: 

• I like it here
• I add value 
• Join me in making this goal a reality
• Included specific timeline & costs 
• I have a goal that I’m already working toward

They might say yes, they may offer to cover the whole degree, they may ask you to wait until the next budgeting cycle, or they may offer to cover less than the proposed amount. No matter what the worst they can say is “no”. At which point you have an opportunity to communicate your goals with your supervisor, discuss future opportunities to meet your goals, and ask for feedback in order to increase your performance.

Final Thought

If you’re looking to level up your school’s hiring practices, furthering education programs just might be the answer. 

Thank you for taking the time to read this article. Visit my Connect Page to get in touch. 

Peace & Blessings, 

– Josiah