[R.O. 2012 §130.220; CC 1979 §22-30; Ord. No. A-5408A §I, 7-10-1991]
A. 
To provide employees with the training and education necessary to fulfill the requirements of their position and to ensure their understanding and acceptance of the City's policies, programs, and objectives;
B. 
To encourage employees to take advantage of training and educational programs, both formal and informal, which will increase their knowledge and skills and stimulate superior performance and growth;
C. 
To help employees achieve, through training and development, greater satisfaction and meaning from their work as well as to increase their appreciation and purpose in life; and
D. 
To establish methods for the equitable application of this policy so that both the City and the employees shall receive maximum benefit.
[R.O. 2012 §130.230; CC 1979 §22-31; Ord. No. A-5408A §I, 7-10-1991]
Employees are encouraged to participate in on-the-job and off-premises training. The City will pay the cost of required training for employees. Employees may also be reimbursed for certain expenses incurred for non-required but job-related educational expenses. All non-required training and education shall be obtained by an employee on the employee's own time outside of the employee's normal work hours.
[R.O. 2012 §130.240; CC 1979 §22-32; Ord. No. A-5408A §I, 7-10-1991]
A. 
Training and development under this policy will include on-the-job training, workshops, institutes, seminars, adult education, college course work, and other programs that will increase the knowledge and improve the skills of the employee. All non-required training and education shall be obtained by an employee on the employee's own time outside of the employee's normal work hours.
B. 
Supervisors, at all levels, are urged to maintain a favorable climate for training. Supervisors shall encourage employee initiative, suggestions, and attitudes that will contribute to the growth and well-being of the employee and City.
C. 
On-the-job and in-service training will be the primary methods of employee development. The Department Superintendent will see that all employees receive the training and education necessary to fulfill the requirements of their position.
D. 
The City will pay the entire cost of institutes and workshops, courses, or seminars in which the employee is required to participate by the City.
E. 
Upon advance approval by the City Council, the City may pay tuition for college, vocational school, or correspondence courses that may increase the employee's knowledge of, and ability to perform, his/her job. The City Council shall, on an annual basis, authorize a limited tuition fund. An employee failing to successfully complete an approved course of study shall reimburse the City for any course work not successfully completed, except when the reason for failure was beyond the control of the employee. In addition, should an employee leave his/her employment with the City within three (3) years after receipt of reimbursement from the City for non-required education or training expenses, such employee shall reimburse the City, on a pro-rated basis, for all expenses paid by the City for non-required education or training. If an employee remains employed by the City of Monett for three (3) years after such education or training, no reimbursement will be required. If an employee leaves his/her employment with the City within one (1) year after such education or training, full reimbursement will be made to the City. If an employee leaves his/her employment with the City within two (2) years after such education or training, the City shall be reimbursed two/thirds (2/3) of the costs of such education or training. Should an employee leave his/her employment with the City within three (3) years after such education or training, such employee shall reimburse the City one-third (1/3) of the expense incurred by the City for such education or training.
F. 
Upon approval by the City Administrator, the City may reimburse tuition for college, vocational school, or correspondence courses that may increase the employee's knowledge of, and ability to perform, his/her job. The City Council shall, on an annual basis, authorize a limited tuition fund. An employee failing to successfully complete an approved course of study shall not be eligible to apply for reimbursement by the City. In addition, should an employee leave his/her employment with the City within three (3) years after receipt of reimbursement from the City for non-required education or training expenses, such employee shall reimburse the City, on a pro-rated basis, for all expenses paid by the City for non-required education or training. If an employee remains employed by the City of Monett for three (3) years after such education or training, no reimbursement will be required. If an employee leaves his/her employment with the City within one (1) year after such education or training, full reimbursement will be made to the City. If an employee leaves his/her employment with the City within two (2) years after such education or training, the City shall be reimbursed two/thirds (2/3) of the costs of such education or training. Should an employee leave his/her employment with the City within three (3) years after such education or training, such employee shall reimburse the City one-third (1/3) of the expense incurred by the City for such education or training.
[Ord. No. 8988, 2-20-2024]
[R.O. 2012 §130.250; CC 1979 §22-33; Ord. No. A-5408A §I, 7-10-1991]
The City Administrator shall be responsible for the administration of this policy.