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Tuition Assistance Program Best Practices

Customer stories, tuition administration best practices, tips, tricks, and more

Best Practices

2020 Tuition Assistance & Student Loan Policy Best Practice Recommendations

TuitionManager is an easy-to-use, flexible, web-based application that manages the tuition reimbursement & assistance processes. As each new customer implements our tool for their organization, we make note of several things...

Best Practices

The Value of Tuition Reimbursement as a Hiring Incentive

Hiring and retaining top talent is as much about the applicant selling you on their abilities as it is about you selling your company to the applicant. While above-market salary is an easy differentiator, it is not always practical and does not guarantee that the applicant will accept your offer.

Best Practices

3 Ways Complicated Tuition Reimbursement Policies Hurt Companies

Attracting and retaining outstanding employees is a complicated process for management. Why complicate it further by turning a job benefit – tuition reimbursement – into something that is both time-consuming and confusing not only for HR managers but also for employees?

Best Practices

Should You Require Employees Who Leave to Repay Tuition?

An important part of your tuition reimbursement program will be determining whether or not you will require repayment after voluntary termination, and the various parameters you set around that. But what are the pros and cons of requiring payment vs. not requiring payment -- and how do you know what's right for you?

Best Practices

Should Your Company Offer Employee Loan Repayment?

According to Time.com, the current average student-loan debt for graduates from a four-year college or university is $29,000. This number only gets higher from here, depending on if students attended a private university - and higher yet for those who go on to get their masters or PhDs.

Best Practices

Tracking and Calculating ROI From Your Tuition Assistance Program

Has your tuition assistance program been successful in retaining employees? Are the costs of offering your program outweighing the benefits or are you coming out on top? If you don’t know the answers to these questions, then your program is missing something crucial: a way to calculate its return on investment.

Best Practices

Building a Business Case for Tuition Reimbursement Software

Tired of tracking your organization's tuition reimbursement program using paper forms and Excel? There's a better, more efficient, and professional way to implement and manage your program - tuition reimbursement software.

Best Practices

Should I Reimburse Conferences, Certifications, and Training?

As you've undoubtedly heard many times before, a company is only as good as its people. And if your company isn't attracting top talent regularly, everything suffers, including your chances for employees to make outstanding contributions that lead to more customers/clients, long-term success, and increased revenue.

Best Practices

3 Big Benefits of Tuition Reimbursement Software

Offering a tuition reimbursement program doesn't only affect participating employees, it can greatly affect your human resources team - and not necessarily in the same positive manner.

Best Practices

Tuition Reimbursement Program Options for Businesses With Small Budgets

Tuition reimbursement programs shouldn't be relegated to traditional brick-and-mortar institutions. Online courses, certifications, and trainings should also be included for a variety of reasons.

Best Practices

5 Reasons You Should Include Online Courses in Your Tuition Reimbursement Program

Tuition reimbursement programs shouldn't be relegated to traditional brick-and-mortar institutions. Online courses, certifications, and trainings should also be included for a variety of reasons.

Best Practices

Which Employees Should be Eligible for Tuition Reimbursement?

A tuition reimbursement policy that is both attractive to employees and manageable for benefit administrators to handle is possible. The complicated part of this benefit only begins when companies place so many restrictions on the policy itself (and an employee's eligibility) that it turns into an HR nightmare.

Best Practices

Which Education-Related Fees Should be Eligible for Reimbursement?

Train people well enough so they can leave, treat them well enough so they don't want to. This quote by businessman Richard Branson sums up why offering tuition reimbursement is a smart idea for companies.

Best Practices

How do I determine the best reimbursement dollar limit?

According to Peter Cappelli in Why Do Employers Pay for College?, providing employees with tuition reimbursement enables you to hire better quality, more educated, and more productive employees. This extra productivity, Cappelli states, makes it economically feasible to pay a large portion of employees' tuition bills.

Best Practices

Why Offering Tuition Assistance Is a Smart Move for Employers

As employment packages become more and more competitive, keeping your company at the top of any new hire’s list will also grow more challenging. However, there is something your company can offer that has a proven track record of both, and that’s tuition assistance.

Best Practices

Why Employers Should Go Over the $5,250 Tuition Reimbursement Limit

Employers are allowed to offer employees up to $5,250 in non-taxable tuition assistance benefits, per the IRS, each calendar year. But that doesn't necessarily mean you can't offer more. In fact, there are some incredibly valid arguments on why you should offer more than $5,250 - if your budget allows.

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